Persuasion or manipulation in the organizational culture?

We usually give a positive connotation to persuasion and a negative one to manipulation. However, both behaviors, either that of persuasion or manipulation, are under the umbrella of the same attitude, that of influencing.

We influence those we come in contact either by manipulating them or by persuasion. The influence itself is not positive or negative, but what polarizes it are the two types of behavior. The difference between persuasion and manipulation is the interest of one who influences others or oneself. The more the need for influence is based on the pursuit of personal purpose, WIN-LOOSE type, the more manipulative the influence. From the moment the question arises “What value does the behavior I want to influence bring to the other?”, we can talk about persuasion influence (WIN - WIN goal).

Organizational culture represents the accumulation of values, expectations and practices, which guide all members of the organization. It represents those traits, characteristics - that make the organization what it is. A healthy organizational culture capitalizes on those positive traits that lead to increased performance for all members. In contrast, unhealthy organizational culture demands performance by valuing traits that are usually considered negative.

In this sense, manipulation and persuasion are used in creating the organizational culture, but the choice of one behavior or another depends on the type of organizational culture desired or possible, through the qualities and behaviors of the leaders of the organization in question.

The choice of how we influence, through manipulation or persuasion, belongs to the personal ethical register. Moreover, each of us has the freedom to adapt or not to manipulative or persuasive organizational cultures.