Cultural Conflict of Employees’ Problem and Reorganization

سال انتشار: 1393
محل انتشار: کنفرانس بین المللی مدیریت و مهندسی صنایع
کد COI اختصاصی: ICMI01_072
زبان مقاله: انگلیسی
تعداد مشاهده: 740

نویسندگان

Department of Management, Shar-e-Qods Branch, Islamic Azad University, Tehran, Iran

Graduated Student from Nore Toba University

چکیده

The Research environment is Islamic Azad University of Iran. The IAU was established in 2891, by the charter of the Supreme Council for Cultural Revolution (SCCR). Its courses are designed to be directly relevant to industry, commerce, and business in various sectors and fields. After three decades of achievements in the fields of science, education and technology, the IAU now has over 003330333 graduates. In this article we try to find the answers of some questions: what is the cultural conflict between employees and organization while the reorganization process is going on, and how we can decrease or manage it. Design the structure is first step of an organization life. The dimensional of structure are defined as: specialization, standardization, formalization, centralization, and configuration. Reorganization is a necessary change and no one can put it away from an organization in nowadays world with its’ complexity, hyper competition, and surrounded by dynamic environment. The method of this article is grounded theory with five Steps: Research questionnaire providing. Data gathering up to find out similar contents in all questions. Coding texts and theorizing them: free coding; axial coding; selective coding. Theorizing. Integrating, refining and writing up theories. Between the five steps, coding the text and theorizing is the most important. As the result the main problem of the conflict is not new electronic technologies or reorganization itself or the old structure of the system. The problem has the root into the culture, and more than the general organizational culture, it is in the culture of every person. A set of social/psychological disorders between the employees. The suggested solution is collecting into a package of 5 recommendation: Persuasion, punishment, education (teaching), consultant, and let the time pass. Between these five, the consultant, especially the psychological consultant method seems to be more suitable and effective.

کلیدواژه ها

Cultural Conflict of Employees, Reorganization, Islamic Azad University, Administrative Structure of an Educational Institute

مقالات مرتبط جدید

اطلاعات بیشتر در مورد COI

COI مخفف عبارت CIVILICA Object Identifier به معنی شناسه سیویلیکا برای اسناد است. COI کدی است که مطابق محل انتشار، به مقالات کنفرانسها و ژورنالهای داخل کشور به هنگام نمایه سازی بر روی پایگاه استنادی سیویلیکا اختصاص می یابد.

کد COI به مفهوم کد ملی اسناد نمایه شده در سیویلیکا است و کدی یکتا و ثابت است و به همین دلیل همواره قابلیت استناد و پیگیری دارد.