Subcultural divisions may also arise because organization members have divided
loyalties. Not everyone is fully committed to the organization in which they work. People may
develop specific subcultural practices as a way of adding meaning to their lives (e.g., by getting
involved with friendship and other social groupings at work) or by developing norms and values
that advance personal rather than organizational ends. For example, the politicking through
which organizational members sometimes advance careers or specific interests can result in the
development of coalitions sustained by specific sets of values. These coalitions sometimes
develop into forms of counterculture, in opposition to the organizational values espoused by
those formally in control.