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AN ANALYSIS OF THE MANAGERS’ PERCEPTIONS ABOUT ORGANIZATIONAL CULTURE: THE CASE OF ZONGULDAK KARAELMAS UNIVERSITY

Year 2007, Volume: 3 Issue: 5, 1 - 20, 01.06.2007

Abstract

Positive organizational culture means that the pervasive values, beliefs and behaviors in the organization show the right direction to the corporation and to the staff. If the positive cultural values are adopted by most of the employees, then strong positive cultures appear. On the other hand, the typologies improved by the academicians help us to understand, interpret and guide the organizations if required. In this study, Zonguldak Karaelmas University’s organizational culture has been examined. By analyzing 131 surveys for the 2005-2006 school year, it is found that the organization has positive organizational culture and the organizational culture is healthy enough to bring up fresh minds in accordance with the typologies improved by the competing values framework

References

  • Altunışık, Remzi, Recai Coşkun, Serkan Bayraktaroğlu ve Engin Yıldırım (2005), Sosyal Bilimlerde Araştırma Yöntemleri-SPSS Uygulamalı, 4. Baskı Sakarya: Sakarya Kitabevi.
  • Arogyaswamy, Bernard ve Charles M. Byles (1987), “Organizational Culture: Internal and External Fits”, Journal of Management, 13(4): 647-659.
  • Aydın, Eren Miski (2003), “Örgüt Kültürü Değerlendirmesi ve Bir Uygulama”, (Yayımlanmamış Doktora Tezi), Hacettepe Üniversitesi, SBE, Ankara.
  • Berberoğlu, Güneş, Senem Besler ve H. Zümrüt Tonuş (1998), “Örgüt Kültürü: Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Örgüt Kültürü Araştırması”, Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(1-2): 29-52.
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  • Cabrera, Elizabeth F. ve Jaime Bonache (1999), “An Expert HR System for Aligning Organizational Culture and Strategy”, Human Resource Planning, 22(1): 51-60.
  • Campbell, Constance R. (2004), “A Longitudinal Study of One Organization’s Culture: Do Values Endure?”, Mid-American Journal of Business, 19(2): 41-51.
  • Denison, Daniel R. (1984), “Bringing Corporate Culture to the Bottom Line”, Organizational Dynamics, 13(2): 5-22.
  • Deshpandé, Rohit, John U. Farley ve Frederick E. Webster, Jr. (1993), “Corporate Culture, Customer Orientation, and Innovativeness in Japanese Firms: A Quadrad Analysis”, Journal of Marketing, 57(1): 23-37.
  • Detert, James R., Roger G. Schroeder ve John J. Mauriel (2000), “A Framework for Linking Culture and Improvement Initiatives in Organizations”, Academy of Management, 25(4): 850-863.
  • Eren, Erol, Lütfihak Alpkan ve Ercan Ergün (2003), “Kültürel Boyutlar Olarak İşletmelerde İçsel Bütünleşme ve Dışsal Odaklanma Düzeylerinin Performansa Etkileri”, Doğuş Üniversitesi Dergisi, 4(1): 55-70.
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  • O’Reilly, Charles; 1989, “Corporations, Culture, and Commitment: Motivation and Social Control in Organizations”, California Management Review, 31(4): 9-25.
  • Porter, Michael E. (1996), “What is Strategy?”, Harvard Business Review, 74(6): 61-78.
  • Quinn, Robert E. ve John Rohrbaugh (1983), “A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis”, Management Science, 29(3): 363-377.
  • Quinn, Robert E. ve John R. Kimberly (1984), “Paradox, planning, and perseverance: Guidelines for Managerial Practice”, New Futures: The Challenge of Managing Corporate Transitions içinde, (Editörler: John R. Kimberly ve Robert E. Quinn), Homewood, IL: Dow Jones-Irwin: 295-313.
  • Rowden, Robert W. (2002), “The Strategic Role of Human Resource Management in Developing a Global Corporate Culture”, International Journal of Management, 19(2): 155-160.
  • Sadri, Golnaz ve Brian Lees (2001), “Developing Corporate Culture as a Competitive Advantage”, The Journal of Management Development, 20(9-10): 853-859.
  • Sarros James C. ve Joseph C. Santora (2001), “The Transformational – Transactional Leadership Model in Practice”, Leadership & Organization Development Journal, 22(7-8): 383-393.
  • Saxby, Carl L., Kevin R. Parker, Philip S. Nitse ve Paul L. Dishman (2002), “Environmental Scanning and Organizational Culture”, Marketing Intelligence & Planning, 20(1): 28-34.
  • Schwartz, Howard ve Stanley M. Davis (1981), “Matching Corporate Culture and Business Strategy”, Organizational Dynamics, 10(1): 30-48.
  • Sendelbach, Neil B. (1993), “The Competing Values Framework for Management Training and Development: A Tool for Understanding Complex Issues and Tasks”, Human Resource Management, 32(1): 75-99.
  • Sims, Ronald R. ve Johannes Brinkmann (2002), “Leaders as Moral Role Models: The Case of John Gutfreund at Salomon Brothers”, Journal of Business Ethics, 35(4): 327-339.
  • Tushman, Michael L. ve Charles A. O’Reilly III (2002), Winning through Innovation: A Practical Guide to Leading Change and Renewal, Massachusetts: Harvard Business School Publishing.

YÖNETİCİLERİN ÖRGÜT KÜLTÜRÜ ALGILAMALARINA İLİŞKİN BİR ANALİZ: ZONGULDAK KARAELMAS ÜNİVERSİTESİ ÖRNEĞİ

Year 2007, Volume: 3 Issue: 5, 1 - 20, 01.06.2007

Abstract

Pozitif örgüt kültürü, örgütteki yaygın değerlerin, inançların ve davranışların örgüte ve örgüt çalışanlarına doğru yolu göstermesi anlamına gelmektedir. Pozitif kültürel değerler çalışanların çoğu tarafından benimsenmekte ise bu durumda güçlü pozitif kültürlerden bahsedilmektedir. Örgüt kültürü ile ilgili olarak geliştirilmiş olan tipolojiler ise kültürleri anlamak, yorumlamak ve gerekli hallerde örgütlere yol gösterici olmak açısından oldukça yararlıdır. Bu çalışmada B?lent Ecevit Üniversitesi’nin örgüt kültürü incelenmiştir. 2005-2006 eğitim ve öğretim yılında toplanan 131 anketin yorumlanmasıyla, kurumun pozitif kültüre ve rekabetçi değerler yaklaşımı uyarınca geliştirilen tipolojiler açısından da sağlıklıbir örgüt kültürüne sahip olduğu tespit edilmiştir.

References

  • Altunışık, Remzi, Recai Coşkun, Serkan Bayraktaroğlu ve Engin Yıldırım (2005), Sosyal Bilimlerde Araştırma Yöntemleri-SPSS Uygulamalı, 4. Baskı Sakarya: Sakarya Kitabevi.
  • Arogyaswamy, Bernard ve Charles M. Byles (1987), “Organizational Culture: Internal and External Fits”, Journal of Management, 13(4): 647-659.
  • Aydın, Eren Miski (2003), “Örgüt Kültürü Değerlendirmesi ve Bir Uygulama”, (Yayımlanmamış Doktora Tezi), Hacettepe Üniversitesi, SBE, Ankara.
  • Berberoğlu, Güneş, Senem Besler ve H. Zümrüt Tonuş (1998), “Örgüt Kültürü: Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Örgüt Kültürü Araştırması”, Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 14(1-2): 29-52.
  • Brown, Andrew D. ve Ken Starkey (1994), “The Effect of Organizational Culture on Communication and Information”, Journal of Management Studies, 31(6): 807- 828.
  • Burton, Donald N. (1999), “Corporate Culture-Gap Assessments within a Segmented Population: A Comparative Analysis of Culture Norms within a Geographically Segmented Population”, (Yayımlanmamış Doktora Tezi), School of Business and Entrepreneurship of Nova Southeastern University.
  • Cabrera, Elizabeth F. ve Jaime Bonache (1999), “An Expert HR System for Aligning Organizational Culture and Strategy”, Human Resource Planning, 22(1): 51-60.
  • Campbell, Constance R. (2004), “A Longitudinal Study of One Organization’s Culture: Do Values Endure?”, Mid-American Journal of Business, 19(2): 41-51.
  • Denison, Daniel R. (1984), “Bringing Corporate Culture to the Bottom Line”, Organizational Dynamics, 13(2): 5-22.
  • Deshpandé, Rohit, John U. Farley ve Frederick E. Webster, Jr. (1993), “Corporate Culture, Customer Orientation, and Innovativeness in Japanese Firms: A Quadrad Analysis”, Journal of Marketing, 57(1): 23-37.
  • Detert, James R., Roger G. Schroeder ve John J. Mauriel (2000), “A Framework for Linking Culture and Improvement Initiatives in Organizations”, Academy of Management, 25(4): 850-863.
  • Eren, Erol, Lütfihak Alpkan ve Ercan Ergün (2003), “Kültürel Boyutlar Olarak İşletmelerde İçsel Bütünleşme ve Dışsal Odaklanma Düzeylerinin Performansa Etkileri”, Doğuş Üniversitesi Dergisi, 4(1): 55-70.
  • /00727784.pdf?tp=&arnumber=727784&isnumber=15675, 26.09.2005.
  • McDonald, Paul ve Jeffrey Gandz (1992), “Getting Value from Shared Values”, Organizational Dynamics, 20(3): 64-77.
  • O’Reilly, Charles; 1989, “Corporations, Culture, and Commitment: Motivation and Social Control in Organizations”, California Management Review, 31(4): 9-25.
  • Porter, Michael E. (1996), “What is Strategy?”, Harvard Business Review, 74(6): 61-78.
  • Quinn, Robert E. ve John Rohrbaugh (1983), “A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis”, Management Science, 29(3): 363-377.
  • Quinn, Robert E. ve John R. Kimberly (1984), “Paradox, planning, and perseverance: Guidelines for Managerial Practice”, New Futures: The Challenge of Managing Corporate Transitions içinde, (Editörler: John R. Kimberly ve Robert E. Quinn), Homewood, IL: Dow Jones-Irwin: 295-313.
  • Rowden, Robert W. (2002), “The Strategic Role of Human Resource Management in Developing a Global Corporate Culture”, International Journal of Management, 19(2): 155-160.
  • Sadri, Golnaz ve Brian Lees (2001), “Developing Corporate Culture as a Competitive Advantage”, The Journal of Management Development, 20(9-10): 853-859.
  • Sarros James C. ve Joseph C. Santora (2001), “The Transformational – Transactional Leadership Model in Practice”, Leadership & Organization Development Journal, 22(7-8): 383-393.
  • Saxby, Carl L., Kevin R. Parker, Philip S. Nitse ve Paul L. Dishman (2002), “Environmental Scanning and Organizational Culture”, Marketing Intelligence & Planning, 20(1): 28-34.
  • Schwartz, Howard ve Stanley M. Davis (1981), “Matching Corporate Culture and Business Strategy”, Organizational Dynamics, 10(1): 30-48.
  • Sendelbach, Neil B. (1993), “The Competing Values Framework for Management Training and Development: A Tool for Understanding Complex Issues and Tasks”, Human Resource Management, 32(1): 75-99.
  • Sims, Ronald R. ve Johannes Brinkmann (2002), “Leaders as Moral Role Models: The Case of John Gutfreund at Salomon Brothers”, Journal of Business Ethics, 35(4): 327-339.
  • Tushman, Michael L. ve Charles A. O’Reilly III (2002), Winning through Innovation: A Practical Guide to Leading Change and Renewal, Massachusetts: Harvard Business School Publishing.
There are 26 citations in total.

Details

Primary Language Turkish
Journal Section Research Article
Authors

Güven Murat This is me

Banu Açıkgöz This is me

Publication Date June 1, 2007
Published in Issue Year 2007 Volume: 3 Issue: 5

Cite

APA Murat, G., & Açıkgöz, B. (2007). YÖNETİCİLERİN ÖRGÜT KÜLTÜRÜ ALGILAMALARINA İLİŞKİN BİR ANALİZ: ZONGULDAK KARAELMAS ÜNİVERSİTESİ ÖRNEĞİ. Uluslararası Yönetim İktisat Ve İşletme Dergisi, 3(5), 1-20.