Recognizing the ruling organizational culture and its effect on the performance of judiciary employees - Dispute Resolution Council Affairs Center

MBA Management Master Thesis - Strategic Orientation

Abstract:

Organizational culture is a common and relatively stable pattern of values, beliefs and basic convictions in an organization; Therefore, it can be said that making any fundamental changes and transformations in the organization is possible only through understanding the culture of that organization. The purpose of the current research is to know the ruling culture and its effect on the performance of employees of the judiciary-the center for dispute resolution councils. In this research, twelve components of organizational culture are considered, which are: individual innovation, risk tolerance, direction, integration and unity, management relations, control, identity, reward system, conflict tolerance, communication patterns, organizational transformation and result orientation; The components related to employee performance include: work quality, work quantity, organizational affiliation and attitude.

The statistical population of this research is made up of all the employees who work in the Judiciary Organization - Dispute Resolution Council Affairs Center; which have been determined using the total number of 57 people. This research is based on the purpose, applied and based on the descriptive research method - case study. The tool for collecting information from the target community is a questionnaire. The reliability of the questionnaire has been measured through Cronbach's alpha and its validity through presentation to experts and university professors. The calculated Cronbach's alpha value is 0.921, which shows that the questionnaire has good reliability. This research includes one main hypothesis and twelve sub-hypotheses that Spearman's correlation tests and regression analysis were used to test these hypotheses and Friedman's test was used to rank the independent variables. The results of the analysis of this information show that there is a significant relationship between the organizational culture and the performance of the employees of the Judiciary-Center for Dispute Resolution Councils.

Key words: culture, organizational culture, employee performance

1-Chapter 1

Introduction and Generalities

1-1- Introduction

Today's environment provides organizations, managers with opportunities and It has faced new threats. In today's world, managers must respond to global expectations along with domestic expectations. The abundance and speed of changes is so great that it crushes any kind of resistance. Successful organizations are organizations that meet environmental needs well. In such a situation, organizational culture as a strong and real phenomenon penetrates all aspects of the organization and plays an essential role in realizing the goals and strategies of companies. The existence of a common identity, beliefs, values ??and common behavioral norms among the members of the organization leads to cohesion, integrity in efforts, internal commitment to the organization, a clear understanding of its existential philosophy and the direction of its actions, and as a result the success of the organization (Rahim Nia and Alizadeh, 2018). It is important to examine the factors affecting it, including the organizational culture factor. Today, in all studies related to management, organizational culture has been formed as a common issue. Organizational culture analysis is one of the most important research areas in the field of organizational behavior. Demographers, sociologists, and recently psychologists and even economists have paid special attention to this new and important topic in management, and in identifying its role and importance, they have created many theories and researches and used them to solve management issues and problems.

Culture affects the performance of employees, their satisfaction with their jobs, and their work commitment, etc. Therefore, an ideal culture can be defined for each organization according to its requirements, which maximizes performance, job satisfaction, and organizational commitment. Therefore, organizations need to know their culture and empower it (Faizpour et al., 2019).

In the new attitude towards organizations, the culture of the organization and its management have a special place. In addition to paying attention to the organization as an entity that has a goal-oriented structure, set of tasks, information systems and decision-making process or groups of members, the culture of the organization provides different foci (Ahmadi et al., 2019). Organizational culture as a set of shared beliefs and values ??affects the behavior and thinking of organization members and can be considered a starting point for movement and dynamism or an obstacle on the way to progress. In fact, one of the most important internal factors of the organization is the culture and atmosphere of that organization, which is of special importance.. If the organization is weak in the two factors of culture and space, it will definitely not be able to reach its optimal level (Faqihi Farahmand, 2018). Organizational culture affects all aspects of the organization. Studies show that successful companies have a strong and effective organizational culture. In general, there is no phenomenon in the organization that is far from the organizational role and effect, and especially the culture of managers is very effective on formulating goals, determining strategies and organizational design (Khordmand and Nazemzadeh, 2018).

The low performance of employees, especially in government organizations, has always been one of the problems of organizations; Considering that the Judiciary - Center for Dispute Resolution Councils is responsible for establishing justice in the society, it should always strive to strengthen the performance of the employees of its organization so that they can perform their duties towards the people efficiently; Therefore, managers in this organization can provide the conditions for empowering their human resources by knowing the factors affecting the performance of employees, one of which is organizational culture. Therefore, knowing the organization's culture and its impact on the organization's performance is an important issue that they should pay attention to; Otherwise, they will not be able to perform their duties in front of the society, such as handling people's complaints, well. Therefore, the present research seeks to investigate the answer to this question whether there is a relationship between the organizational culture and the performance of the employees of the judiciary - the dispute resolution councils center or not. Organizations that want to survive and develop in this intense competition need to try different solutions. There are many factors for the progress of an organization, the most important of which are people. Efficient human resources can realize the goals of the organization, the most important of which is increasing productivity, and bring the organization to perfection by performing the tasks correctly. On the one hand, achieving organizational goals depends on meeting the needs of human resources, and on the other hand, meeting the needs of human resources depends on achieving organizational goals (Abtahi, 2016). Therefore, human resources are considered as the most important and valuable resource in the success of the organization. Organizations are basically created in order to achieve goals, and their success rate in achieving these goals is directly related to the performance of employees (Jiang et al., 2012). In his management book, Robbins has interpreted organizational culture as follows: organizational culture determines the way things are done in the organization for employees. It is the same perception of the organization that is observed in all the members of the organization and it expresses the common and fixed characteristics that distinguish the organization from other organizations (Amiri Javed, 2013).

Knowing the organizational culture is of vital importance for managers. Undoubtedly, the managers of today's organizations should not only pay attention to their mechanical performance and technical realities, but they should also pay attention to the factors that influence and guide this performance. In this, organizational culture has an effective role. "Abadi Azar" (1375) believes that dimensions of organizational culture, such as the reward system and communication patterns, are related to organizational productivity (Dargahi et al., 1389).

Given that the judiciary supports individual and social rights in society and is responsible for realizing justice, therefore the way human resources function in this institution is also important. Based on the low level of people's satisfaction with the performance of employees in the judicial branch of the Center for Dispute Resolution Councils, this research aims to investigate one of the factors that affect the performance of employees, namely organizational culture. 1-3- Necessity of research In order to manage organizational culture, the manager must explain the mission and goals of the organization. Also, identify the values ??that have led to the realization of those goals and try to create those values ??because these values ??and behavior patterns that are generally adhered to by the people of the organization affect all aspects of the organization and create the service environment of the employees. In various organizations, the organizational culture dominates everything in certain aspects, which may overshadow the organizational performance. Organizational culture is the lifeblood and basis of the performance of every organization and society.