Organizational
culture can have an extremely important influence over an organization,
especially when it comes to the way that the employees of the said organization
conduct their duties (Tierney & Lanford, 2015). It has the ability to ensure
that individuals are made to focus on the specific objectives of the
organization in such a way that they are able to undertake them without feeling
any pressure to do so. The importance of organizational culture can also be
seen through the way that it develops with the aim of fulfilling the goals of
the organization, in this case the vision and the mission (Zafar et al., 2016). Within an educational setting, it plays a
pertinent role in securing the academic objectives of the institution in such a
way that the management, tutors, and students end up pursuing the same culture
that defines the institution. This paper considers the way that the individual
interacts with the educational organizational culture using the organizational
learning paradigm, with specific reference to management training, management
development, and organizational development.
Organizational
culture is often developed through management training. This is a process that
involves a scenario where the managers of the educational institution involved
are provided with training that is in line with its objectives (Cookson, 2017). Organizational cultures as a whole will often
have considerable influence on individuals, in this case managers, to such an
extent that they end up in a situation where they become more similar than
different. A consequence is that it leads to the development of a unified
perspective concerning how the institution is to be run to such an extent that
the culture that is developed not only remains prevalent, but it is adopted by
future generations of managers. Thus, through management training, the
institution will often seek to maintain its culture by instilling its
philosophy as well as values in such a way that inculcates its norms as
examples that should be adhered to by managers. In this way, it becomes
possible for the institution involved to maintain its culture over long periods
without any notable change unless the change is necessary.
Another
important aspect of individual interaction with organizational culture that can
be considered through the organizational learning paradigm is management
development. Within an educational institution, it is often necessary for there
to be the promotion of the unique capabilities of the managers in a bid to
utilize them to further the interests of the institution (Megheirkouni, 2017). Institutions will often seek to ensure that
they provide their employees with management development through considerable
investment. This is seen through the presence of counseling programs, and
career testing, which ensures that the individual involved is able to receive
feedback on the test results concerning their abilities, personalities, and
interests. Individuals are also encouraged to undergo personal growth
experiences as a means of making sure that there is the advancement of means
through which they can gain new ideas concerning technological advancements and
management that could be useful for the educational institution. However, while
self-development is the major focus of their process, it is important to note
that it is often conducted based on the culture of the institution involved.
Individuals
also interact with educational culture through the process of organizational
development. From an organizational learning perspective, this is a process
that involves planned efforts that are made to ensure that there is the
changing of the culture of the institution (Hayat et al., 2019). Organizational culture in this case is used
through the use of knowledge from behavioral science. In this way, it becomes
possible to ensure that there is the advancement of initiatives aimed at
influencing employees to cater to the health and effectiveness of the
institution involved through actively participating in cultural change. As
such, the major focus of this process is not merely aimed at ensuring the
personal growth of the individuals within an institution, but is instead aimed
at making sure that there is the establishment of guidelines concerning how the
individual is related to his or her work group. The major reason for the use of
organizational development is to ensure that there is the improvement of a part
or the entire system that makes up the institution as a whole. It allows for
the advancement of means through which the individual participates in the
promotion of culture change within the institution in order to adapt it to a
new environment.
In
conclusion, the above discussion considers the way that the individual
interacts with the educational organizational culture using the organizational
learning paradigm, with specific reference to management training, management
development, and organizational development. This is because the educational
organizational culture interacts with individuals within the institution in a
diversity of ways, including through training, personal development, and
through the process of cultural change. In this way, the way that individuals
interact with educational organizational culture is significant because it
allows for cultural stability within the institutional setting.