The mantra is “This is the way it’s always been done!”

A dogmatic organisation, rigidly adhering to outdated structures and systems without considering their impact or results, can create a stifling and frustrating work environment. Such organisations prioritise conformity and tradition over innovation and progress, leading to a lack of flexibility and adaptability. The organisation’s mantra of “This is the way it’s always been done” creates a sense of stagnation, where outdated methods are clung to, even when they clearly hinder progress or efficiency. The rigidity of the systems makes everyday tasks harder than they need to be, with employees constantly bumping up against barriers that don’t make sense in the current environment.

Leaders in dogmatic organisations tend to be authoritarian and resistant to change. They may view any deviation from established procedures as a threat to their authority or the organisation's stability. Their decisions are often based on precedent rather than evidence, and they may be unwilling to consider alternative approaches or perspectives. This can create a sense of stagnation and frustration among employees, who may feel that their ideas and contributions are ignored or dismissed.

Employees in a dogmatic organisation may experience a range of negative emotions, including boredom, frustration, and resentment. They may feel that their work is meaningless and that their efforts are not valued. The lack of flexibility and adaptability can make it difficult for employees to innovate or take initiative, leading to a decline in productivity and morale. This leads to high levels of burnout, as employees expend energy navigating pointless bureaucracy instead of doing their best work. Ultimately, talented and motivated individuals either conform and lose their spark, or they leave, seeking environments that value progress over dogma. The organisation, meanwhile, continues to falter, trapped in systems that no longer serve its purpose.

The dogmatic behaviour of leaders can also have a detrimental impact on the organisation's reputation and performance. The organisation may be unable to adapt to changing market conditions or customer needs, leading to a decline in competitiveness and profitability. Additionally, the dogmatic culture can deter talented individuals from joining the organisation, making it difficult to attract and retain top talent.