The management team, not employees or the rest of the family, determines the paradigms that shape the human resource environment. Managers choose their paradigms. Managers can change their paradigms. In turn, managers' human resource planning, hiring, training, communication and discipline practices mold the work force. The causation is from management to labor not labor to management.
Managers incorporate their paradigms into the firm's culture.
Each firm's culture reflects its uniqueness, i.e., its values, beliefs, jargon, norms and traditions. By changing its paradigms, the management team can change the firm's culture and the environment within which its people are functioning. To illustrate, a paradigm that views employees as not caring about the business will cause management to be hesitant to ask for their opinions or delegate responsibility to them. This leads to a culture of distrust and employees being isolated from management. A paradigm that views workers as caring and dedicated to the business will lead to managers trusting them and asking for their input on important decisions.