The Cultural Climate Framework has its origins in my work in the field of ethnomusicology. Between 1996 and 2002 I undertook ethnographic fieldwork to ascertain the systematic social and ethical dynamics in the informal contexts and communities of Irish traditional music. Key to this work was evaluation of the relational implications of increased acquiescence among Irish musicians to the discourses, values, and practices of copyright and intellectual property.
Interdisciplinary theoretical analysis in ethnomusicology, anthropology, sociology, institutional economics, and social psychology led me to develop a general systematic theory for specific practices of ‘enclosure’, that is, an expansionary social dynamic driven by the ‘elimination’ of uncertainty, involving the acclelerative and intensifying commodification of everyday life (see McCann, 2001, 2002, 2005, 2012). ‘Enclosure’ became, in effect, shorthand to speak of unhelpful dynamics of excessive institutionalisation, bureaucratization, or administration within organisations.
In postdoctoral research I built on this ethnographic and theoretical work, turning to sociolinguistic register theory (see, e.g., Halliday 1978; Butler 1999, and many others), affect theory (see, e.g., Brennan 2004, Ahmed 2010, Grossberg 2010 and others), and cultural history (especially Raymond Williams’ work on ‘structures of feeling‘) in order to develop the general framework.
Counterintuitively, the fact that this research originated with a non-organisational focus is what makes it so well suited to the analysis of culture change in organisational dynamics. If the theoretical tools used to analyse culture change in organisations are forged in the empirical analysis of organisations, then the results will likely be primarily descriptive in character. Description tends to be of limited operational efficacy in the necessarily comparative analysis of cultural climate and of little guidance in trying to understand our own participation in the enactment of culture change.
Because all organisations rely on a subsystem of substantially informal human relationships and interactions, any effective model of culture change in organisations needs to be based on principles that are also inclusive of governing dynamics of attitude, behaviour, and social interaction in explicitly non-organisational culture. Indeed, I would argue that the spectrum of less formal qualities of relationship in an organisation are the very heart of possibility in culture change. You cannot construct a clear roadmap for culture change when they are excluded, or even marginalised, in the model being used.
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