了解团队隐含价值观和需求的指南
开放式组织

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> 为了增强团队动力，开放式领导可以研究指导成员行为和决策的隐性社会规范。
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![](/data/attachment/album/202109/08/142831uj5zz2shqr1pybr2.jpg "Working meetings can be effective meetings")


文化在 [开放式组织](https://theopenorganization.org/definition/) 很重要。但“文化”似乎是一个如此庞大而复杂的概念。我们该如何帮助开放式组织去理解它呢？


一个解决方案可能来自于《[Rule Makers, Rule Breakers](https://www.michelegelfand.com/rule-makers-rule-breakers)》的作者 [Michele J. Gelfand](https://www.michelegelfand.com/)：紧密和松散的文化以及指导我们生活的秘密信号。Gelfand 把所有的国家和文化分成简单的两类：一类是“紧密的”文化，另一类是“松散的”。然后，她解释了两者的特点和社会规范，提供了它们的相对优势和劣势。通过研究两者，我们可以克服团队、组织和国家之间的分歧和冲突。


在这个分为两篇的《Rule Makers, Rule Breakers》的点评中, 我将解释 Gelfand 的论点，并讨论它对在开放性组织中工作的人们有用的方式。


### 了解你的社会规范


Gelfand 认为，我们的行为很大程度上取决于我们是生活在“紧密的”还是“松散的”社区文化中，因为每一种文化都有不同于其他文化的社会规范。这些规范 ——— 以及强制执行的严格程度 ——— 将决定我们在社会中的行为。它们给了我们身份，它们帮助我们彼此协调。简而言之，这些价值使社区团结在一起。


它们也会影响我们的世界观，影响我们构造环境的方式，甚至影响我们大脑的处理过程。 Gelfand 写道：“无数研究表明，社会规范对于将社区团结成合作、协调良好的团体，从而实现伟大成就至关重要。” 纵观历史，社区让其公民参加看似最疯狂的仪式，除了维持群体凝聚力和合作外，别无其他原因。 这些仪式产生了更紧密的联系，使人们得以生存（特别是在狩猎、觅食和战争时期）。


社会规范包括我们所有人都会自动遵守的规则， Gelfand 称之为一种 “规范性自动驾驶仪”。 这些是我们不需要思考就能做的事情————例如，在图书馆、电影院、电梯或飞机上保持安静。 我们会自动的做这些事。 “从表面看，” Gelfand 说， “我们的社会规范通常看起来很奇怪。但在内心深处，我们认为这是理所当然的。” 她解释到，社会规范可以被编入法规和法律（“遵守停车标志”和“不要偷窃”）。还有一些基本上是不言而喻的（“不要盯着火车上的人看”或“打喷嚏时捂住嘴”）。当然，它们因环境而异。


挑战在于大多数社会规范都是无形的，我们不知道这些社会规范在多大程度上控制着我们。在不知不觉中，我们常常只是跟随周围的人群。这被称为“群体思维”，在这种思维中，人们会跟随他们认同的群体，即使这个群体是错误的。他们不想站出来。


### 组织，有松有紧


Gelfand 将社会规范组织成不同的组别。她认为，一些规范具有“紧密”文化的特征，而另一些规范则具有“松散”文化的特征。为此， Gelfand 对来自五大洲 30 多个国家的约 7000 人进行了研究和抽样，他们具有广泛的职业、性别、年龄、宗教、教派，以及社会阶层，以了解这些社区将自己定位在何处（以及他们的社会规范在官方和社区/社区总体上的执行力度）。 紧密和松散文化之间的差异在国家之间、国家内部（如美国及其各个地区）、组织内部、社会阶层内部甚至家庭内部都有所不同。


因为组织有文化，它们也有自己的社会规范（毕竟，如果一个组织无法协调其成员并影响其行为，它将无法存在）。 因此，组织也可以反映和灌输 Gelfand 所描述的“紧密”或“松散”的文化特征。 并且如果我们有很强的能力识别这些差异，我们就能更成功地预测和解决冲突。然后，在对这些社会规范有了更高认识的情况下，我们可以将开放式组织原则付诸实践。


Gelfand 这样描述紧密和松散文化的区别：



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> 从广义上讲，松散的文化倾向于开放，但它们也更加无序。另一方面，紧密的文化有令人欣慰的秩序和可预测性，但它们的容忍度较低。这就是紧与松的权衡：一个领域的优势与另一个领域的劣势并存。
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她总结说，紧密的社会保持着严格的社会秩序、同步性和自律性；宽松的社会以高度宽容、富有创造力和对变化持开放态度而自豪。


虽然并非所有情况都是如此，但紧密和松散的文化通常会表现出一些权衡；每个人都有自己的长处和短处。参见下面的图 1 。


![](/data/attachment/album/202109/08/142842zeekkzoi4eu1ucv5.png)


在这两种环境中成功应用五项开放式组织原则的工作可能会有很大的不同。要取得成功，社区承诺至关重要，如果社会规范不同，承诺的理由也会不同。组织领导者必须知道社区的价值观是什么。只有这样，这个人才能充分激励他人。


在本点评的下一部分中，我将更彻底地解释紧密文化和松散文化的特征，以便领导者能够更好地了解如何将开放式组织原则运用到团队中。




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via: <https://opensource.com/open-organization/21/8/leadership-cultural-social-norms>


作者：[Ron McFarland](https://opensource.com/users/ron-mcfarland) 选题：[lujun9972](https://github.com/lujun9972) 译者：[zz-air](https://github.com/zz-air) 校对：[wxy](https://github.com/wxy)


本文由 [LCTT](https://github.com/LCTT/TranslateProject) 原创编译，[Linux中国](https://linux.cn/) 荣誉推出


OK
Culture matters in [open organizations](https://theopenorganization.org/definition/). But "culture" seems like such a large, complicated concept to address. How can we help open organization teams better understand it?

One solution might come from [Michele J. Gelfand](https://www.michelegelfand.com/), author of *Rule Makers, Rule Breakers**: Tight and Loose Cultures and the Secret Signals That Direct Our Lives*. Gelfand organizes all countries and cultures into two very simple groups: those with "tight" cultures and those with "loose" ones. Then she explains the characteristics and social norms of both, offering their relative strengths and weaknesses. By studying both, one might overcome the divisions and conflicts that separate people in and across teams, organizations, and countries.


In this two-part review of *Rule Makers, Rule Breakers*, I'll explain Gelfand's argument and discuss the ways it's useful to people working in open organizations.

## Know your social norms

Gelfand believes that our behavior is very strongly dependent on whether we live in a "tight" or "loose" community culture, because each of these cultures has social norms that differ from the other. These norms—and the strictness with which they are enforced—will determine our behavior in the community. They give us our identity. They help us coordinate with each other. In short, they're the glue that holds communities together.

They also impact our worldviews, the ways we build our environments, and even the processing in our brains. "Countless studies have shown that social norms are critical for uniting communities into cooperative, well-coordinated groups that can accomplish great feats," Gelfand writes. Throughout history, communities have put their citizens through the seemingly craziest of rituals for no other reason than to maintain group cohesion and cooperation. The rituals result in greater bonding, which has kept people alive (particularly in times of hunting, foraging, and warfare).

Social norms include rules we all tend to follow automatically, what Gelfand calls a kind of "normative autopilot." These are things we do without thinking about them—for example, being quiet in libraries, cinemas, elevators, or airplanes. We do these things automatically. "From the outside," Gelfand says, "our social norms often seem bizarre, but from the inside, we take them for granted." She explains that social norms can be codified into regulations and laws ("obey stop signs" and "don't steal"). Others are largely unspoken ("don't stare at people on the train" or "cover your mouth when you sneeze"). And, of course, they vary by context.

The challenge is that most social norms are invisible, and we don't know how much these social norms control us. Without knowing it, we often just follow the groups in our surroundings. This is called "groupthink," in which people will follow along with their identifying group, even if the group is wrong. They don't want to stand out.

## Organizations, tight and loose

Gelfand organizes social norms into various groupings. She argues that some norms are characteristic of "tight" cultures, while others are characteristic of "loose" cultures. To do this, Gelfand researched and sampled approximately seven thousand people from more than 30 countries across five continents and with a wide range of occupations, genders, ages, religions, sects, and social classes in order to learn where those communities positioned themselves (and how strongly their social norms were enforced officially and by the communities/neighborhoods in general). Differences between tight and loose cultures vary between nations, within countries (like within the United States and its various regions), within organizations, within social classes and even within households.

Because organizations have cultures, they too have their own social norms (after all, if an organization is unable to coordinate its members and influence their behavior, it won't be able to survive). So organizations can also reflect and instill the "light" or "loose" cultural characteristics Gelfand describes. And if we have a strong ability to identify these differences, we can predict and address conflict more successfully. Then, armed with greater awareness of those social norms, we can put open organization principles to work.

Gelfand describes the difference between tight and loose cultures this way:

Broadly speaking, loose cultures tend to be open, but they're also much more disorderly. On the flip side, tight cultures have a comforting order and predictability, but they're less tolerant. This is the tight-loose trade-off: advantages in one realm coexist with drawbacks in another.


Tight societies, she concludes, maintain strict social order, synchrony and self-regulation; loose societies take pride in being highly tolerant, creative and open to change.

Although not true in every case, tight and loose cultures generally exhibit some trade-offs; each has its own strengths and weaknesses. See Figure 1 below.


![](https://opensource.com/sites/default/files/images/open-org/rule-makers-breakers-1.png)

*Figure 1: Characteristics of tight and loose cultures (from *Rule Makers, Rule Breakers*, pg. 56)*

The work of successfully applying the five open organization principles in these two environments can vary greatly. To be successful, community commitment is vital, and if the social norms are different, the reasons for commitment would be different as well. Organizational leaders must know what the community's values are. Only then can that person adequately inspire others.

In the next part of this review, I'll explain more thoroughly the characteristics of tight and loose cultures, so leaders can get a better sense of how they can put open organization principles to work on their teams.

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