This report analyzes the organizational culture of Stanford University, including its mission, values, and assumptions. It explores the impact of culture on the university's success and opportunities. Recommended strategies for international recognition are also discussed.
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1 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY Diana Slade National University
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2 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY Abstract This report outlines the organizational culture of Stanford University. It aims at analyzing the culture of the university using the five factors that include the mission and strategy, means, goals, measurement, and correction. The reports contain external adaptation and survival of the university. It consists of the adopted beliefs, values and underlying assumptions that determine the success and opportunities of the university. The reports provide the conclusion along with some recommendations to plan and take the strategic decision in expanding the international recognition of Stanford University.
3 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY Table of Contents Introduction......................................................................................................................................4 Discussions......................................................................................................................................4 The culture of Stanford University..............................................................................................4 Analysis of the University’s Culture...........................................................................................5 Beliefs, Values and Basic Assumptions......................................................................................7 Success and Opportunities...........................................................................................................7 Research Methodology....................................................................................................................8 Conclusion.......................................................................................................................................8 Recommendation.............................................................................................................................8 References......................................................................................................................................10
4 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY Introduction The organization culture is an essential element that influences organizational success. It is considered as a vital investigation field to invent, discover, develop and endure the external adaptation and survival in an organization (Duerr et al., 2018). The culture formed shapes the decision patterns and individual behavior of the organization's members. The primary objective of this report is to shine a light on the organizational culture of Stanford University and its influence on behavior. It highlights the analysis of the university’s culture using five factors that include mission and strategy, means, goals, measurement, and correction. The University culture originates from three essential sources that are the core values, beliefs and underlying assumptions and this paper discuss the attributes of it. It examines the impact of organizational culture on performances of the university. Discussions The culture of Stanford University The “culture” is basically, the development pattern in a society’s system, reflected in the form of knowledge, values, ideology and everyday rituals. The organizational culture includes various elements and behavioral norms that influence organizational success. The benefits, beliefs, and assumptions form the communication basis, mutual understanding as well as affect the employees’ behavior. Stanford University is among the world’s best universities. It is a private research university established in the year 1891 in Stanford, California. It ranks seventh according to the National Universities ranking. Leland and Jane Stanford founded it in the year 1885 in the loving memory of his only child, Leland Stanford Jr. The motto of this university is "The wind of freedom
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5 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY blows." Marc Tessier-Lavigne is the eleventh president of Stanford University. The culture in university is of a distinct type, and the adaptation of values, beliefs, and behavior of the people helps to maintain a healthy mental state and foster further improvement (Lapiņa, Kairiša & Aramina, 2015). Thus, it stimulates the innovative response of the people in an organization as it leads to innovation and foster communication. Analysis of the University’s Culture Marc Tessier-Lavigne has drafted a new vision before the Academic Council of Stanford University. He takes this step to support the campus community and advance research training for a better future of the nation and the world. The vision and the initiatives are based on different ideas of the campus community. At Stanford University, there is a clear consensus on the mission, which is as follows: 1.Research: To broaden the frontiers knowledge, encourage creativity and deal with the problems in the real world. 2.Education: To develop and broaden the thinking capacity of the students and contribute it to the world 3.Service: To utilize the strength of Stanford for the benefits and function of the nation and the world. The strategic goals adopted by the university include the environment creation, which attracts, recognize, retains and establish excellent staff.The decision-making process of the university is supported with the help of accurate, useful and timely information (Fitzgerald, C., & Cunningham, J. A. (2016). There is continuous improvement in the managerial services for faculty, student, staff and client’s satisfaction. A transformational change in the administrative
6 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY system will help the students and staffs to spend some time in the extracurricular activities of the university (Stanford University, 2019) The University attains its mission and fulfills its goals by developing certain means for accomplishment. The national standards are met by establishing and enforcing the rules and regulations. The grant is provided to the non-profit making educational institution and state environment programs for various research projects and scientific studies. A wide range of benefits and services such as financial support and other perquisites is provided to the staff services at the University. This helps in achieving the mission of the university (Stanford University, 2019). The President takes various efforts in measuring and ensuring the fundamental values and ethics. The research and education initiatives are being measured from time to time to achieve the university's mission and goals. The focus is on the first recruitment of researchers and the fundamental quality of research work. The education initiatives focus on learning and development of graduate and undergraduate students by advancing the teaching of science and technology. It measures the community services by providing a necessary foundation and supportive environment. The correction is considered as a gradual process in the organizational culture change that manages resistance internally and build consensus (Miller, 2016).The corrective process is not only limited to problem areas but also the signals of the university's success. Stanford University is considered among the top universities based on compensation and networking (Fox, 2019). Multiple activities, initiatives, and programs collectively influence and focus on changing the highly complex procedures. The university uses performance measurement and evaluation to manage resistance.
7 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY Beliefs, Values and Basic Assumptions The University culture depends on the collective interaction of the people. More specifically, it depends on three sources: beliefs, values, and assumptions that influence the decision-making processes and shape organizational behaviors. The exchange and collective acceptance of values, ideas, and artifacts play a vital role in the culture of the university. The values and beliefs are the cornerstones that will show the new direction and shape decision for the future of the university (Hopkins, 2016).The prime values and beliefs of the university are the ethics, the boldness, and the foundation. The ethics securely hold the education and research of human welfare. The boldness advances the mission for collaboration and learning from others. The foundation focuses on authentic values that include integrity, respect, diversity, and freedom of expression.The underlying assumptions enable the students to gain hands-on experience. It ensures the high quality standards; generate profits, balances mutual respect, commitment to community and team for the growth of the university ("Mission & Values — Stanford Student Enterprises," 2018). Success and Opportunities At Stanford University,the researchers and the studentswork within a higher education culture, which is, supported by various academic, research, business, service and administrative departments. For successful governance and trust, a good lifestyle is required in the university. It provides an environment that is adaptable and compatible with the values, skills and work style (Westrum & Adamski, 2017). The culture of the university helps in opportunities related to the career development of the students, both personally and professionally. The culture fit is considered as the essential factor for the success of an organization as well as the individual (Lehmann et al., 2018). A productive culture at Stanford University exhibits an appropriate
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8 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY behavior, governs the processing of information, and motivates individuals. These strong beliefs in values contribute to the success of the university. Research Methodology Varieties of informative secondary sources were available about the organizational culture and Stanford University. For assembling the information, the secondary data was collected through different articles, university websites, and books. Both the internal or in-house data, as well as external or outside data, was gathered to carry out the research. Conclusion To conclude, Stanford University is among the world's best private research institutes. This study outlines how Stanford University meets the strategic objectives, mission, goals, beliefs, views, and assumptions of the university. It includes external adaptation as well as the internal environment of the university. The culture depends on the collective interaction of the people and helps in opportunities related to the career development of the students, both personally and professionally. It provides an environment that is adaptable and compatible with the values, skills and work style. Stanford University focuses on core values with a view to drive simplicity and accountability that leads to the growth of the university. However, reshuffling of few strategies is needed to perceive international recognition broadly among the top universities. Recommendation Stanford University is among one of the oldestand renowned universities globally. Despite performing better, there are stillsome shortcomings that need to be overcome by the university to perform well in the future. The first thing that should be recommended for the university is that both the university and the culture should match in the right direction. The
9 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY staffs of the university, especially the management authority, should enhance their innovation and risk-taking skills.An existential culture is suitable for the students, professors, and researchers that contribute to the progress of the university.The university should increase its focus on research and development activities to facilitate innovation taking place within the university. The administration should consider the valuable feedback from both the researchers as well as the students in the decision-making process.
10 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY References Duerr, S., Holotiuk, F., Wagner, H. T., Beimborn, D., & Weitzel, T. (2018). What is digital organizational culture? Insights from exploratory case studies. In Proceedings of the 51st Hawaii International Conference on System Sciences. Fitzgerald, C., & Cunningham, J. A. (2016). Inside the university technology transfer office: mission statement analysis. The Journal of Technology Transfer, 41(5), 1235-1246. Fox, J. (2019). The Secret to Stanford Business School’s Success. Retrieved from https://www.bloomberg.com/opinion/articles/2019-02-01/stanford-business-school-s- secret-to-success Hopkins, B. (2016). Cultural differences and improving performance: How values and beliefs influence organizational performance. Routledge. Lapiņa, I., Kairiša, I., & Aramina, D. (2015). Role of organizational culture in the quality management of the university. Procedia-Social and Behavioral Sciences, 213, 770-774. Lehmann-Willenbrock, N., Rogelberg, S. G., Allen, J. A., & Kello, J. E. (2018). The critical importance of meetings to the leader and organizational success. Organizational Dynamics, 47(1), 32-36. Miller, B. A. (2016). Assessing organizational performance in higher education. John Wiley & Sons. Stanford University. (2019). Stanford University. Retrieved from https://www.stanford.edu/ Strategic Goals | Office of the Vice President for Business Affairs and Chief Financial Officer. (2018). Retrieved fromhttps://businessaffairs.stanford.edu/strategic-goals
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11 ORGANIZATIONAL CULTURE OF STANFORD UNIVERSITY Westrum, R., & Adamski, A. J. (2017). Organizational factors associated with safety and mission success in aviation environments. In Human Error in Aviation (pp. 475-512). Routledge.