Investigating the relationship between organizational culture and the level of creativity of managers and deputies of the Red Crescent Society of Zanjan province

Master's Thesis in Executive Management

Strategic Orientation

Abstract:

Knowing organizational culture is vitally important for managers today because the culture or atmosphere that governs an organization reflects the organization's way of life. In the atmosphere that governs the organization in which people work so that they can fulfill the goals of the organization. For this reason, management scientists say that the most basic task of management is to shape and guide the basic values ??of organizational culture. The present research deals with the relationship between organizational culture and the level of creativity of Red Crescent Society managers in Zanjan province. The general purpose of this research is to investigate the relationship between some components of organizational culture and the level of creativity of managers and deputies of the Red Crescent Society of Zanjan province, and its special objectives are to investigate each component of organizational culture with creativity. The type and method of this research is a survey and an attempt has been made to describe the ten components of organizational culture and to determine its correlation with creativity. Pearson's correlation coefficient was used to determine the correlation between organizational culture and creativity, and Pearson's correlation coefficient was used to determine the correlation of individual factors of organizational culture with creativity. The statistical population of this research is equal to 36 people who make up the managers and deputies of the Red Crescent Society organization of Zanjan province. The tools used in this research are Stephen P. Robbins' Organizational Culture Questionnaire and Randsip's Creativity Questionnaire. After the managers completed the questionnaires, the information was analyzed. The findings of the research showed that there is a significant relationship between the culture and creativity of managers and deputies of the Red Crescent Society of Zanjan Province. Also, indicators of organizational culture such as: Leadership, identity, compromise and communication pattern do not have a positive and significant correlation with creativity. But the indicators of innovation, risk-taking, control, reward, support and cohesion have a positive and significant correlation with creativity. The findings of the research showed that there is a statistical relationship between the individual characteristics of managers (age, work experience, gender, field of study, level of education) and organizational culture.

Key words: Organizational culture, creativity, managers and deputies of Red Crescent society

Chapter 1

Research design

-1 Introduction

Organizational culture is a topic that has recently entered the field of management knowledge and organizational behavior. Following new theories and research in management, organizational culture has become increasingly important and has formed one of the main and focal topics of management. Demographers, sociologists and recently psychologists and even economists have paid special attention to this new and important topic in management and have created many theories and researches to identify its role and importance and have used them to solve management issues and problems (Shojaei, 2014, p. 12). has The special objectives of the research are to examine each and every component of the organizational culture with the creativity of managers and deputies of the Red Crescent Society of Zanjan province. In this chapter, the statement of the problem and the importance and necessity of conducting the research are presented, then the goals and research questions and the theoretical and operational definition of the variables are presented. 

2-1 statement of the research problem

One of the basic changes that have taken place in today's management is the change in the attitude towards the organization. Until two decades ago, it was thought that organizations are rational tools for coordinating and controlling people in order to achieve goals, and have vertical levels of departments, parts, and units, and are based on power relations. But today it is acknowledged that organizations are something more than this, and paying attention to issues such as organizational atmosphere and organizational culture as relatively new phenomena in the studies of organization and modern management is considered more and has become extremely widespread in recent decades (Gloms [1], 2007, p. 35). According to Robert Quinn, in order to understand the organization and the behaviors and performance of employees, understanding the culture is a basic and fundamental step, because with the lever of culture, changes can easily be made. facilitated and stabilized new orientations in the organization. Therefore, the organizational culture is an essential factor in the success and realization of the long-term goals of the organization (Raha Ezzabadi, 2019). According to Glomes and his colleagues, organizational culture determines the thoughts, feelings and actions of an organization (Glomes, 2007, p. 35).And it has an effect on all aspects of the organization and in every organization there is no phenomenon far from the influence of culture. The root and main factors of success or failure of institutions and organizations are searched in their organizational culture. Organizational culture identifies the gap between the effective variables of the official organization and how the work is actually done (Aghaei Fishani, 2017, p. 18). Robbins [2] (1991) in his definition of creativity says: creativity means the ability to combine ideas in a unique way or create a connection between these ideas. and defines the approaches of individuals or groups in a new way.

For this reason, it is necessary for managers to be aware of the creativity management process in organizations and to encourage it through processes so that organizations can become effective by using creativity and be able to find newer, better and more creative ways of performing tasks. Also, increasing the level of organizational creativity makes organizations more flexible and logically deal with problems and bottlenecks in the face of crises, and if there is a need for change and transformation in the organization, apply it after careful and scientific investigation. Since most of the work and activities of humans are done in organizations, managers can speed up the emergence of creativity in organizations by creating a suitable environment (Aghaei Fishani, 2017) and this will not be realized unless the managers themselves have creative intellectual horizons.

Regarding the work departments of the Red Crescent Society, which is active in health, educational assistance and rehabilitation services, the issue of creativity and culture should be taken seriously. Since population managers have to make quick and correct decisions in very difficult and dangerous situations to help the victims of education and health issues, therefore the creativity of these managers in emergency situations is very important. Therefore, in this research, an attempt has been made to examine the relationship between organizational culture and the creativity of population managers. 3-1 The importance and necessity of research Organizational culture, although it has a long history, is a new topic in management knowledge, especially in the field of development. Organizational and organizational behavior has been established. Culture has long been used to describe the quality of life in human society, and much has been said about it. But little has been said about organizational culture or what is the leaven of people's work and behavior in the organization until these years. Organizational culture is one of the factors of success or failure of organizations in the current dynamic and evolving environment (Shojaei, 2014, p. 19). By increasing motivation among employees, giving freedom of action and delegating authority, creating work groups and mutual support of group members in order to combine different ideas, giving rewards and encouragement, job promotion, trusting and believing in people, no unnecessary and time-consuming evaluations, creating a calm and fearless work environment, organizational support, strengthening mutual cooperation and creating proper coordination with employees, creating work attractiveness for employees, not forcing people into inappropriate jobs, providing important resources such as time and allocation Financial resources to motivate people, the feeling of a common goal between employees and managers, and the creation of research and innovative cores in the organization are among the important factors that managers, by influencing them, provide the fields of prosperity and development of creativity in themselves and employees and help to improve and progress their organization (Raha Ezzabadi, 2019, p. 28). The managers of the Red Crescent Society are faced with examining a large number of employees and male and female aid workers with different physical and mental needs and the correct and targeted use of their talents and abilities. Therefore, the necessity of this allocation to examine the organizational culture and its relationship with creativity is considered essential from the point of view of the managers of the Red Crescent Society of Zanjan province in order to create changes and productivity and improve the organization of the Red Crescent Society. The quality of the organization is trying. 4-1 Research Objectives 1-4-1 The general objective of the research: the relationship between organizational culture and the level of creativity of managers and deputies of the Red Crescent Society of Zanjan Province. 2-4-1 Special Objectives 1. Determining the relationship between the innovation component and the level of creativity of managers and deputies of the Red Crescent Society of Zanjan province. 2. Determining the relationship between the risk-taking component and the level of creativity of managers and deputies of the Red Crescent Society of Zanjan province. 3.