I have been up there to seek once more the proof of my good faith, in the skies over Arras.
I have committed my flesh to that endeavour.
All my flesh.
I committed it when loss seemed certain.
I gave everything I could to the rules of the game ...
In other words, the right to participate.
To be bonded.
To commune.
To receive and to give.
To be more than myself.
To accede to that sense of fullness which is growing so strongly within me.
To experience the love that I am experiencing towards my comrades,
that love which does not come surging from somewhere outside,
which does not seek expression - ever - except, to be truthful, at farewell dinners ...
My love for the Squadron has no need of words.
It is formed only of bonds.
It is my very substance.
I am one with the Squadron.
That is all there is to it.
Chapter 2, Uncovering the levels of culture, pages 16-27
in Schein, E. H. (1985).
Organizational culture and leadership.
San Francisco: Jossey-Bass Publishers.
PDF.
things we'll talk about
how do artifacts, espoused values, and basic underlying assumptions change how individuals feel about their organization?
let's have some examples from you all
do different individuals perceive the same organization differently?
how do our interactions with elements of UNC's culture affect the way we feel about it?
how do personal, visible identifiers like uniforms impact an individual's sense of belonging in an organization?
If the session will include an in-class exercise, it will be noted here.
Look ahead to the preparations for the next session.
