The United States Navy SEALs and their Organization Culture: Lines of Inquiry
Organizations can benefit from the culture they are surrounded by. Many organizations will change and mold to form the culture that is suitable for their liking. “An organization’s culture is built over time as members develop beliefs, values, practices, and artifacts that seem to work and are transmitted to new recruits” (Bolman & Deal, 2008, pp. 277-278). But culture is not always beneficial to an organizations; it can easily hinder an organizations overall effectiveness. What else can hurt an organization is that culture is ever changing. As job markets change, employees and managers change, and as the world inside and out of the organization changes, an organizations culture will mold to follow. An organization that is very rich in culture and has molded to create a culture based on many different problems they have faced is the United States Navy SEALs.” The U.S. Navy SEALs were established by President John F. Kennedy in 1962 as a small, elite maritime military force to conduct Unconventional Warfare. They carry out the types of clandestine, small-unit, high-impact missions that large forces with high-profile platforms (such as ships, tanks, jets and submarines) cannot. SEALs also conduct essential on-the-ground Special Reconnaissance of critical targets for imminent strikes by larger conventional forces” (Report, 2013). They have been in operations from the most top secret to the most mundane and their organizational culture has been changing since their beginning. The culture of the Navy SEALs is based around the SEALs themselves. Only certain types of people are cut-out to endure the lifestyle. Physical toughness and endurance is obviously a must when it comes to being a Navy SEAL, however most people do not realize that mental determination is a large factor in a SEALs repertoire. A Navy SEAL must have the heart and willpower, and a no-quit attitude otherwise he...
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