The four types of organizational culture developed are collaborate (clan), control (hierarchy), compete (market), and create (adhocracy). They have varying characteristics in terms of operation, which correlates with different qualities and features of the organization’s environment. Assessing the culture and subcultures of an organization provides the designers and planners of the workplace with a foundation on which they can structure an environment that supports its expression and function.
The role of culture in the educational sector is to determine the effectiveness of institutions within the sector (Carroll, 2010). An appropriate, unique, and strong culture accomplishes several things for the institution. First, it reduces uncertainty of institutional performance through the creation of a common way of interpreting issues and events. Second, it creates a sense of order, where members awareness of expectations placed on them is high. Third, it creates a sense of continuity. Fourth, it provides a unity of commitment and a common identity. Finally, it provides vision for the future behind which, the company can rally. The first step in implementing meaningful change and making the best of organizational culture as an asset to be leveraged in support of the institution’s goals is in diagnosing its present cultural condition. This can be achieved through conducting analysis such as PESTLE and SWOT to gauge the current positioning of the institution.
CNCS is a federal agency, which helps over five million Americans to improve the lives of fellow citizens through serving them. The corporation works hand-in-hand with local partners to tap into the can-do spirit and ingenuity of the American people in tackling pressing challenges that face the nation. This is done through investment in thousands of faith-based as well as nonprofit groups geared towards making a difference across the country. The aim of the ...Show more