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1. Culture, though celebrated in the abstract, is often taken for granted in the day-to-day operations of an organization, especially during good times. Leaders tend to focus on more direct influencers of organizational performance such as strategy, execution, and brand while leaving culture “alone.” When an organization is confronted by a serious crisis or threat, however, culture can become the scapegoat that “must be changed.” In fact, organizations with long-track records of success, find that threats usually arise when people veer from cultural norms or expectations.
2. JOHN DEMOS is an historian of Colonial New England. For nearly two decades he has also been among the most accomplished practitioners of what is called "family history": the effort to recapture and explain the contours of domestic life in the past. He has been especially interested in the way earlier generations perceived human development, from birth to death. Like all good historians, he conducts his historical explorations by way of a sustained debate with the present: he illuminates what is most distinctive about our own experience by showing exactly how (and why) it differs from that of our forebears.
The present collection of essays aims to introduce family history to a non-professional audience. The essays examine different facets of domesticity and aging through a systematic comparison of Colonial New England (as reconstructed from demographic data, wills, court records, sermons and the like) with 19th-century and contemporary America.
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