Leadership and Organizational Behavior
"Never doubt that a small group of thoughtful committed people can change the world. Indeed. It is the only thing that ever has."
Margaret Mead
In the past 25 years, the concept of organizational culture has gained wide recognition as a way to understand human systems.
The culture of a group can now be defined as: A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems. ¹ (Schein 373-374)
Introduction
During more than 4 years I was working for 3 different non-profit organizations in the Bay Area. The known fact is that non-profits don 't state a profit as a main purpose of their operations. They declare the service of the public interests is as the most important goal. The short trait of cultural background of non-profit companies would be The culture of giving '.
This statement describes well the California Birth Defect Monitoring Program (CBDMP), the medium-sized non-profit organization where I was working for two years.
The company is located in Berkeley and many employees are graduates from UC Berkeley, residing in the city. We all are familiar with democratic and radical culture of this town and the location of the company is actually affects its culture. People are very liberal, relaxed and are free in an expression of them selves.
The structure of CBDMP might be presented as following:
CBDMP Structure Board of Directors Management group Research Analysts IT Group Computer Programmers Administrative Staff
There are four teams divided by specification of tasks they do and small group of managers, who supervises the performance of all groups.
Margaret Mead
In the past 25 years, the concept of organizational culture has gained wide recognition as a way to understand human systems.
The culture of a group can now be defined as: A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems. ¹ (Schein 373-374)
Introduction
During more than 4 years I was working for 3 different non-profit organizations in the Bay Area. The known fact is that non-profits don 't state a profit as a main purpose of their operations. They declare the service of the public interests is as the most important goal. The short trait of cultural background of non-profit companies would be The culture of giving '.
This statement describes well the California Birth Defect Monitoring Program (CBDMP), the medium-sized non-profit organization where I was working for two years.
The company is located in Berkeley and many employees are graduates from UC Berkeley, residing in the city. We all are familiar with democratic and radical culture of this town and the location of the company is actually affects its culture. People are very liberal, relaxed and are free in an expression of them selves.
The structure of CBDMP might be presented as following:
CBDMP Structure Board of Directors Management group Research Analysts IT Group Computer Programmers Administrative Staff
There are four teams divided by specification of tasks they do and small group of managers, who supervises the performance of all groups.