Constructing Organizational Culture profile using the organizational cultrue assessment instrument : Case study of International University
Abstract
The ultimate purpose of this paper is to contribute a view from business aspect in order to help improve the leadership in the university as its vision is to become a research-based, leading and an innovative university at national as well as global scale. Due to having a business-oriented point of view, following the world-wide concern, organiza tional culture should be seriously considered as it is one of the factors influencing organizations’ performance and distinguishing one organization from others. Therefore, in this paper I will be making a fundamental step to draw a general picture of the dominant organizational culture type perceived by employees and employers within the university
at present and the culture that people may want to have in the future which they might
think is suitable for the organization. In order to complete the mission a wide range of literature in organizational culture field is reviewed and an organizational culture assessment instrument named Organizational C ulture Assessment Instrument (OCAI) developed by Quinn and Cameron is applied to access the organizational culture in International University. The instrument includes six characteristics: dominant characteristics of the organization, leadership style, management of employees, the organizational glue or bonding mechanisms, strategic emphasis, and criteria of succe ss which then help categorizing organizational culture into four types according to the Competing Value Framework. The quantitative method is used and the OCAI questionnaire is distributed to about 250 respondents grouped by unit of department, school and major. As a result, the study shows that C lan culture is a dominant culture in both current and preferred situation. In conclusion, the C lan culture is a suitable culture
for educational environment since its dominant characteristic is people-oriented, this is compatible with the purpose and vision of the university and more research should be done in the area to understand clearly the nature of organizational culture in the university and its ability to manipulate performance of the university. Leaders and managers are also advised to alter their leadership to develop stronger and more suitable
culture for the university development process.