This tool measured four culture types: clan, adhocracy, market, and hierarchy. They correlated the scores from individuals on these types with gender, location, program area, job title, age, and length of employment. This study found that the organizational culture of OSU Extension was "clan culture." Smart & Hamm (1993) found that two thirds of colleges and universities in the United States have a clan culture.
What does a "clan culture" mean? Berrio (2003) applied this culture to OSUE and found the following characteristics:
1. Concentrates on internal maintenance with flexibility, concern for people, and sensitivity for customers.
2. A family organization, friendly place to work, people share a lot about themselves
3. Leaders are viewed as mentors or facilitators
4. Loyalty and tradition are the "glue" for the organization, with a high level of commitment among the workers
5. Individual development, morale, teamwork, participation, and consensus are emphasized
There are other caveats to this study and not all demographic groups were strongly in the "clan culture type." However, I found this study interesting to help frame our discussions at the recent ISE.
I keep thinking about one of the guiding questions that Shelly and Don gave us:
-What brought you to Extension?
-Why do you stay in Extension?
It is clear to me from the discussion we had as a group that people are very committed to the job and feel very fulfilled as a result of engagement in the work. I think that translates positively to our clients.
I would like to share a success with the group related to developing a "culture" in our organization and with our constituents. One of the questions Don asked me to address regarding blogging: was what kind of impact has it had on my community?
SUCCESS STORY
Last night at my 4-H council meeting, a leader approached me and said:
"You have inspired me with your blog. I have worked with my livestock project members to create a blog. They are putting pictures up of their steers and will be writing about their experience with their project. Our plan is to share the link with potential buyers to help better tell our story and market the livestock throughout the year."
My reflection is that she has heard me saying that we need to increase our buyer pool and the only way we can do that is through ongoing, sustained relationships with buyers. She translated that mantra mediated through technology :)! I am SO PROUD! Also all of this was done without my awareness and came up in formal conversation.
So I suppose it is a reminder to me that change takes time. Often 9 out of 10 projects I attempt fail, however there is always something positive to be gained from these projects. It is nice to be in an organization that appreciates innovation and empowers employees to engage in change projects.
Please share your thoughts and ideas on the blog through posts or comments.
References
Berrio, A. A. (2003). An organizational culture assessment using the competing values framework: A profile of ohio state university extension. Journal of Extension, 41, 2, 2FEA3.
Smart, J. C., & Hamm, R. E. (1993). Organizational effectiveness and mission orientations of two-year colleges. Research in Higher Education, 34, 4, 489-502.
Thank you Jenny for sharing the JOE link to the article. Good assessment.
ReplyDeleteAlso, congratulations on your success story.
You bring up an interesting point. Every time I am with colleagues in extension I will invariably hear the same comment " well we don't work for Extension because of the money!" That comment raises an interesting point. Why are people putting in long hours working for the Extension system? Deeper discussions usually reveal a commitment to the idea of the land grant institution and the belief that as an individual our jobs make a difference. I think it is also a commitment to education and a belief that education has the power to change the world- or at least our little corner of it. I remember a number of years ago when I was in a meeting on campus speaking with then Director Ron Turner. I said then, and I believe it is still true today," one of the most important functions of Extension is that we carry with us hope and the belief in a individuals' capacity to change the world. When a group is unsure, we (Extension) believe in them even at times when they themselves do not.
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