Running head: Artifacts And Their Value In An Organization 1
Artifacts and Their Value in an Organization.
Author:
Institution:
Artifacts and their value in an organization. 2
Artifacts are visual symbols representing various aspects of day to day life. They represent
cultural beliefs and ethical definitions of a given people, whether as an organisations or
community. Artifacts also represent underlying assumptions about the aspects of life of the
people who hold a sentimental value on them. That is to say, if a particular organization has an
artifact of a mighty lion, the organization may have an underlying belief or assumption that they
are the leaders in that particular industry or trade, a belief which more often than not will be
believed by a considerable majority of the employees therein.
A culture can be defined as the quality in a person or society that arises from a concern for what
is regarded as good in arts manners and scholarly pursuits, among other things. Culture is
represented in tangible artifacts such as symbols, monuments and other archeological items and
these objects are preserved to recognize the needs of the past and of the historical background of
an organization.
I have previously worked with the United Nations Headquarters in New York. The museum of
the UN headquarters is filled with various tangible artifacts including paintings, sculptures,
tapestries and mosaics. These artifacts represent the significant values of the UN as an
international organization. The particularly represent ideals such as love, respect and peace. One
popular artifact is the Dove of Peace that was presented by Pope John Paul II IN 1979. This
particular artifact represents the United Nations commitment to preservation of a peaceful
coexistence all over the world.
Secondly there is the Chagall stained-glass window which is a 15 by 12 foot stained glass
window that was donated to the UN by ots staff member in 1964. It contains many symbols in it
that represent the ideals of peace and love themes. Additionally, there is the Golden Rule Mosaic
which was donated to the UN IN 1985 to mark its 40th anniversary. The Golden Rule Mosaic
Artifacts and their value in an organization. 3
depicts people of all races, religion, creed and hue. The mosaic mainly presents the message that
one should do unto others as you would have them do unto yourself.
All these and many other artifacts represent the culture in the United Nations, which is the
commitment to improve lives of people from all walks of life by maintaining a peaceful
coexistence, promoting unity, fighting poverty and disease and also promoting global
development.
Various other UN organs have artifacts that are themed in accordance to what the organs
represent on the global arena. The UNEP for instance has a green leafy logo that symbolizes that
department’s commitment to enhancing the reduction of pollution and promoting environmental
friendly practices.
The staff and visitors to these organisations are adequately informed about the values of the
respective organization and in most instances, the staff are required to commit themselves to
observe and promote the organisations ideal both at the work level and also on a personal and
private level. For instance the UNEP has a strict paperless office policy that aims to reduce
deforestation. All staff members are required to promote and observe this policy at all times.
The items in the UN headquarters have had a considerable impact on the internal organization
and also on the world at large. The dove of peace for instance is a constant reminder of the value
of peace in the world. It has served to enable people to relate with the serenity and desirability of
a peaceful coexistence and in this way, it has ultimately helped to further the UN culture of peace
and harmony. The other paintings and artifacts have also achieved most successfully the various
themes that they have been set up with including love, non-discrimination and development.
Artifacts and their value in an organization. 4
References.
D., R. (2012). Responding to Organisational identity threats: Exploring the role of Organisational
Culture. Academy of Management, 433-458.
James, H. (1992). Corporate Culture and Performance. New york: The Free Press.
Schein, E. (2010). Organisation Culture and Leadership. Jossey-Bass.
