مطالعه موردی فرهنگ سازمانی در یک سازمان دولتی
|کد مقاله||سال انتشار||تعداد صفحات مقاله انگلیسی||ترجمه فارسی|
|4060||2012||5 صفحه PDF||8 صفحه WORD|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : Procedia Economics and Finance, Volume 3, 2012, Pages 941–945
This paper presents a study on identifying the type of existing and desired organizational culture, in a state organization. For writing this paper, the strategy adopted was the study case. For data collection and analysis were used qualitative research techniques and specific tools such as: analysis and documents, interviews with company employee, questionnaire and direct observation. Harrison's organizational ideology questionnaire was used to identify the type of organizational culture. The existing culture is the role-type culture and the desired culture is the success-type culture. Between the two types of organizational culture is a large gap.
The concept of organizational culture appeared recently in science and has been taken up and developed bymanagement since the early'80s. There are recorded in the literature different definitions of culture, Kluckholm,Kroeber, 1952.One of the most spread definitions of notion is advanced by Schein E., 1983, who appreciate culture as a setof fundamental assumptions that a given group has invented, discovered or constituted to solve problems and toadapt them to its environment and internal integration.The objective of this paper is to conduct a study on identification the type of organizational culture in a stateinstitution. Methodology: case study, by the questionnaire of Harrison, to determine the organizational culture in a public institution.
نتیجه گیری انگلیسی
This organization oriented for role-type culture, has the following features: individual performance iscompared to the job description, employees are rewarded for compliance, because they are reliable anddependent, individual trust is reduced by the rules that are limiting the arbitrary use of authority, authority andresponsibility position are clearly defined, working methods minimize variability of results, reducing the needto make personal decisions. Disadvantages of an organization oriented on role-type culture are: employees follow the rules even if theyhave no sense, in the organization is considered a sin to overcome you authority or to break from acceptedprocedures, posts are strictly defined, restricting individual contributions based on talent or initiative, change isdiscouraged, so that employees give up attempts to make improvements.The success of an organization is determined by the quality of human resources. Every organization has anexternal strategy. It needs an internal strategy too, a way on how the internal resources, will be developed,used, motivated, controlled so that they become a source of competitive advantage.