Culture Request And Organizational Vitality

Minban higher education institutions (MHEIs) are always confronted with two austere challenges: one is the powerful pull of system which is leading to an"identified organization tendency"of these MHEIs—when continuously assimilating various sorts of social resources, government resources and market resources, the incidental culture of these resources come to organization simultaneously which would impinge the already existent culture of the MHEIs; the other is the dispersion of inner organization interest and the fluidity of inner organizational resources generating"organization dispersant". In fact, the conflict between the resource supply and the request of MHEI itself is revealed. The two perspectives are proved to be helpful to face the above challenges: one is to hold their own culture request and their own dreams which should be established to a whole picture and a set of organizational behavior. The other is to develop the organizational vitality by absorbing necessary resources. How do these problems act concretely in the organizations? What's the solution to them? Are there any hidden troubles? All these are concerned in this research.This research changed the design from the traditional perspective of organizational conflict between entrepreneurial culture and university culture perspective to the organization itself. As a starting point,the research focused on the question: what is the organizational culture of MIHE. The description and analysis of cultural condition inside organization follows two clues: one is multi-cases anthropology research, which depicts stories, sight, ritual, ceremony, activity, jargon and etc to present the developmental conditions in the MIHEs. Furthermore, adopting the method of case study to reveal the parallel nexus between organizational development and relation transformation of the organizational actors; and evolving path of organizational culture: the moving balance between adhering to organizational ideal and utilizing traditional resources. The other is the study of the characters inside the organizations: leaders, managers, teachers and students. Transformation of role connection lies in two parts: one is the students, the vitals of organizational development are"serving the students, educating the students and managing the students". Therefore teaching establishment, teaching management and campus environment, that directly affect students'learning, are always the pivots of the inner organizational management. The other is teachers, the"teacher-engaged"mode make teachers a kind of market resources for these organizations. The problem of teachers'specialty development, along with the abolishment of the unite system, is cleared up. The full time teachers are absorbed in embarrassment of specialty development by the contract system. They always feel lack of accomplishment and estrangement of inner organization. Compared with the former two, for the moment, manager and leaders are the most powerful cultural actors inside organization. Their relationships are more to deduct the bureaucratic cultural tradition.Leaders are no doubt the key figures in these organizations, whose leading styles corresponding individual characters are shaping a cultural character with vivid organization. Those"initiative leaders"who are good at agitating and inspiring organizational members ignore the establishment of effective system. Those"analyzing leaders"who pay more attention to actual effect when facing and resolving the organizational problems, fall to set up organizational willing and obligation. Those"sensible leaders"who are likely to find and utilize new resources are showing deficiency on forming organizational features.In the cultural perspective of these organizations, we can discover the personality and affirm the spirit and the independence and justice devoted by them. There is the possibility that their culture lies in the direct confrontation with the ultimate value conflict between traditional Chinese spirit and modern industry and commerce civilization with the view to the development of higher education system and it is trying to find a way through the conflict. As a special cultural life, the essential element of general colleges and universities run by local people is to set up its institution system which contains regulation system and unambiguous sign token system to express its ideal exactly and adapt itself to the reality.It means that institution construction will be crucial to the evolution of the culture of these organizations.