In an organization, many assumptions are made about our daily lives. These could either be made without thinking or knowing the whole truth behind something or someone reacting in a certain manner. The assumptions are mainly based on something that happened previously; it could have been solved or just left unsolved. The assumptions help us form our judgments, make decisions as well draw conclusions on the things happening and what others might think.
In some cases, when important information is missing, these underlying assumptions help us fill our gaps and complete the story in our different versions. In as much as they are invisible and taken for granted, they form a certain culture in our organizations and greatly impact how our organizations run and are coordinated, Schneider (1995). Since they are an important part of our daily life in the organization, it is just about right to learn how to adapt and live comfortably around them by correcting the way we talk, think, feel, and act in certain situations.
I worked as an intern in a security firm for a period of six months. In that short period, I got to learn and understand a lot of things about my colleagues and my employers as well. Just like any other organization, there were a series of assumptions Robbin (2005). Religion was the most common assumption amongst all the employees. Research shows that it can be assumed that religion has a very big effect on work values in organizations, and a similar ratio of religious believers to nonbelievers exists for employees in an organization.
An assumption about reality and real
The nature of truth and reality simply means understanding what is real, what is fact, and what is not. There are levels of reality, which are external reality (different cultures), social reality- this may include political opinions, individual reality- the things that one has learned on their own mostly from experience.
Assumptions about time and space
Time is the basic orientation towards the past, present, and future. It is indivisible, a commodity to spend, and usually wasted by many while being used only one thing at a time. It is used to assign tasks, plan events, and create feedback loops. Time is also the rank of technologies and the market at large in organizations.
Space, on the other hand, could be either be physical or social. Physical space is the ultimatum measure of social distance.
In many organizations, when holding meetings, social distance is raised, like when addressing many people at once, and less personal focus on an individual is maintained.
Assumptions about human nature, activity, and relationships
Assumptions about human nature and activity are based on how human beings act about the fundamental relationship of a group to the environment.
Human relationships are based on people, what they are like, and their nature. The assumptions can either be determined by how we think of others or our way of thinking. Our relations with other people in working environments and outside the organizations determine how people think of us and, generally, how others judge our actions, Staniland (2010). Some people emphasize the bad side of humanness more, leading to different behaviors toward their colleagues, especially those of the opposite sex.
These assumptions are a social phenomenon and, therefore, are passed and shared from one person to another, from one level to another, and from one organizational generation to another. This is through rumors that may reach the top officials or spies that report directly to the management. When the underlying assumptions reach the top levels, they try to investigate how true they are and try to change the culture, especially if the assumptions affect the organization directly.
Too many of the assumptions made in organizations are negative and incorrect. Yes, they have been challenged many times, and it is not as easy as it sounds. For one, there must be the willingness to let go of the assumption and be ready to investigate it further. Get all the facts right. That way, you will be able to prove yourself if need be. Sharing your thoughts with others will also help them understand the whole scenario from your point of view. From there, the management can take up the task of shutting down the assumptions.
References
Robbins. P, (2005) Management. 8. Pearson Prentice Hall.
Schneider .W. E(1995) Productivity improvement through cultural focus. Consulting Psychology Journal: Practice and Research 47(1):3–27.
Staniland M. What Is Political Economy? A Study of Social Theory and Underdevelopment.
