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Essay by 24 • December 22, 2010 • 9,425 Words (38 Pages) • 1,108 Views
BoÑ€aziÐ*i vs. SabancÑ Graduate Schools of Management
In Terms of Organizational Culture
Paper within ORGANIZATIONAL BEHAVIOR
Author: YELDA SUZAN BATUR
MERÐÐ-- KIRMIZI
BINYU WANG
ZEYNEP YALÐ--IN
VOLKAN YORULMAZ
Tutor: ARZU SYEDA WASTI
Ðstanbul JANUARY 2005
Table of Contents
Figure 1-1 ii
1 Introduction 1
1.1 Purpose 1
1.2 Method 1
2 Literature Review 2
2.1 The Characteristics of Organizational Culture 2
2.1.1 Definition and Components of Culture 2
2.1.2 Evolution of Organizational Culture 3
2.1.2.1 Development of Culture 3
2.1.2.2 Maintaining & Changing Culture 4
2.2 The Effects of Organizational Culture 5
2.3 The Organizational Culture & Performance 5
3 The Conceptual Framework 7
4 Data Analyses 7
4.1 Textual Analysis 7
4.1.1 Mission and Vision 7
4.1.2 History and Philosophy 8
4.1.3 Organizational Analysis 11
4.1.3.1 Organizational Strategy 11
4.1.3.2 Organizational Chart and Analysis 11
4.1.3.3 Sub-organizational Component 11
4.1.4 Organizational Policies on Different Aspects 12
4.1.4.1 Ethic Policy 12
4.1.4.2 Health-care Policy 12
4.1.5 Pre-aspects for Prospects and Application Procedures 13
4.1.5.1 Brochures 13
4.1.5.2 Application Procedures 13
4.1.6 Orientation Programs 14
4.2 Interviews with Faculty Members 14
4.2.1 Informal Organizational Structure 15
4.2.2 Communication Patterns 15
4.2.3 HRM Practices 16
4.2.4 Symbols 17
4.3 Observations 18
4.3.1 BoÑ€aziÐ*i University 18
4.3.2 Faculty of Economics and Administrative Sciences (FEAS) - BoÑ€aziÐ*i University 18
4.3.3 SabancÑ University 19
4.3.4 Graduate School of Management (GSM) - SabancÑ University 20
4.3.5 The Comparison Based on Observations 20
5 Conclusion 22
5.1 The Limitations of The Study 23
References 24
Table of Figures
Figure 1-1
Methods of Maintaining Organizational Culture..................................................4
Figure 1-2
An Organizational Performance Model..........................................................................................6
1 Introduction
This chapter will provide the reader with the purpose of the study and the method used.
1.1 Purpose
Our purpose with this project is to understand the concept of organizational culture in application. We will achieve this purpose by analysis and comparison of the organizational cultures of two similar organizations in the education sector, Graduate School of Management in SabancÑ University and in BoÑ€aziÐ*i University.
1.2 Method
This project contains a multi-method approach to the analysis of organizational cul-ture. Based on the literature review, a conceptual framework is formed to conceptualize the research topics. Three complementary techniques of observation, interview, and textual analysis are used. By implementing the interview and structured-observation techniques, first-hand information on the organizational cultures of the two selected educational institutions is gathered. The textual analysis provided the secondary data. The results of data analyses served the purpose of comparison between the two institutions in terms of cultural similarities and differences. A conclusion based on the impacts of culture on organizational effectiveness of the two compared institutions is provided.
2 Literature Review
According to management literature, organizations are not mere formal structures formed by groups of people, consisting of individuals with certain skills who come together to attain certain goals. For organizational effectiveness to occur one more critical element which separates organizations from each other, the organizational culture should be there. Accordingly, some of the major elements of organizational success could be summarized as follows:
 Individuals with certain level of skills, knowledge, abilities, motivation, and personality characteristics. Here the managerial challenge is to hire the right individuals for the organization.
 Well-functioning self-management teams or work groups. Here team design, coaching/leadership, cultural values, individual differences of team members are some of the contingent factors on forming successful teams.
 A well-defined corporate strategy that provides organizational direction.
 Organizational
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