Back in May I gave a presentation at the Society for Military History annual meeting entitled “Sherman’s Armies in 1864: A Study in Organizational Culture.” The paper was well received, as far as I could tell. All the same, I decided it was a mistake to limit it to Sherman’s armies–even in the paper I made frequent reference to other armies. Still, here’s the paper as I gave it:
This presentation is part of a larger project—an edited volume that will explore the role of culture in affecting specific military operations. Because of the focus on specific operations, the eventual essay will deal with the two principal field forces with which Maj. Gen. William T. Sherman conducted the Atlanta campaign: the Army of the Tennessee, commanded by Maj. Gen. James B. McPherson, and the Army of the Cumberland, led by Maj. Gen. George H. Thomas. But this morning, although I will be examining these two armies, I want to explore the idea of using organizational culture as a tool with which to evaluate Civil War armies.
Organizational culture operates in two principal ways. On the one hand, it is created: leaders and managers actively sculpt the values, structures, routines, rules and norms that come to guide behavior within a given organization. But on the other hand, once created, culture takes on a life of its own, constraining behavior even when leaders attempt to change it.
Most students of the Civil War have a sense that the major Union and Confederate field armies possessed discernible “personalities”: the overcautious Army of the Potomac, the stolid Army of the Cumberland, the adroit Army of the Tennessee, the audacious Army of Northern Virginia, and the hard fighting but hard luck Army of Tennessee. These personalities approximate what is meant by organizational culture. Rarely are these personalities investigated in any sustained way. Nonetheless, a few historians have taken the issue seriously and have come up with impressive, though necessarily somewhat speculative explanations.
These divide roughly into three categories. The first emphasizes the societal cultures that allegedly influenced the armies. In 1978, Michael C. C. Adams argued that Northerners in the Atlantic seaboard had a pronounced image of white Southerners as barbaric but militant and warlike, and that this image intimidated the Army of the Potomac, whose officers and men came chiefly from eastern states. It did not influence Northerners from western states, and therefore these armies performed better. A few years later, Grady McWhiney and Perry D. Jamieson argued that the Celtic heritage of many white Southerners fostered an automatic and ultimately ruinous cult of the offensive.
The second emphasizes the nature of Civil War armies, which were ad hoc organizations slightly leavened by officers with experience in the pre-war Regular Army but whose rank and file were citizens in uniform whose principal allegiance was to their regiments. Gerald J. Prokopowicz has advanced this thesis most directly and convincingly in his 2001 assessment of the Army of the Ohio of 1861-62, the pre-cursor to the Army of the Cumberland. “The reason that the Army of the Ohio (and by extension other Civil War armies) fought as it did in 1861-62,” he writes, owed nothing to senior leadership or weapons technology, but rather “the way in which it was recruited, trained, and organized. Assembled out of a collection of independent and fiercely clannish companies and regiments, the Army of the Ohio resembled a strong but ponderous beast whose component units could absorb enormous punishment on the battlefield without breaking, but which lacked the agility to execute the maneuvers necessary to destroy its enemies.” Hints of this thesis appear in Joseph T. Glatthaar’s 2008 General Lee’s Army.
The U.S. Army War College (and for that matter several other senior service colleges) has adapted studies of organizational culture in a bid to better understand how military organizations work and particularly, how to get them to change effectively in response to new situations. Most of the literature on organizational culture draws heavily on the contemporary business world, although its proponents maintain that their findings apply to organizations of all kinds. The Army War College studies adapt this literature so as to understand contemporary military organizations, particularly those of the United States. My presentation attempts to extend this literature to Civil War armies: armies that preceded the rise of the United States as an industrialized, self-consciously organizational society and armies that, unlike today’s professional armed forces, were ad hoc organizations created in response to a civil war that was largely unforeseen—certainly in its duration and scope—and which were dissolved upon the conclusion of hostilities. It is therefore frankly speculative. Nonetheless, I have found it an interesting and illuminating way of looking at Civil War armies, and I think it holds some promise for future explorations of their organizational cultures.
This presentation draws most heavily upon the work of Edgar H. Schein, a pioneering and highly influential figure in the field of organizational culture. Schein argues that cultures basically spring from three sources: the beliefs, values and assumptions of founders of organizations; the learning experiences of group members as their organization evolves; and new beliefs, values, and assumptions brought in by new members and leaders.
The Army of the Potomac is perhaps the best known example of the impact of the founding leader in creating and shaping the culture of an organization. Although the soldiers of the Army of the Potomac undoubtedly identified with their specific regiments, as Gerald Prokopowicz suggests, they also identified heavily with the army of which they were a part. This was a function of three factors: first, the early formation and stability of that army, so that its component regiments began military life within, and for the most part remained within, the Army of the Potomac; second, the fact that the Army of the Potomac spent nine months encamped together before its maiden campaign, so that it carried out its initial training together; and third and most strongly, the fact that throughout its early months its commander was Maj. Gen. George B. McClellan, an officer acknowledged even today as possessed of charisma and outstanding organizational ability. McClellan remained in command for seventeen months, longer than any commander except Maj. Gen. George G. Meade, and his hallmark traits—a suspicion of the Lincoln administration, a strong involvement in Washington politics, a cautious approach to military operations, and a tendency to overestimate the size and prowess of the enemy forces—characterized the organizational culture of the Army of the Potomac throughout its history. This was exacerbated by the fact that each of McClellan’s successors was promoted from within the army. Even Lt. Gen. Ulysses S. Grant, who located his headquarters with the Army of the Potomac and often micro-managed it, could do little to affect its organizational culture.
Part 1 – Part 2