Organizational Culture Within Educational Management

Organizational culture within Educational Management

INTRODUCTION

The present research work clarifies the true reality of the importance of a good organizational scheme within the educational field so that the improvements are visualized in the educational aspect of the students of whom it is the main concern or objective of educational management. Modern educational management involves the use of new technologies, models and pedagogical processes with the objective of good timely communication within private and non -private educational institutions.

In our region, traditional educational management is evident, which often prevents the teacher from developing as a member of the educational institution due to the ignorance or importance of organizational educational management in a timely manner.

The present monographic work is intended to be of great use by managers such as each member of educational institutions being a tool for decision -making or to feed our knowledge regarding educational management in improvement and benefit of education, contributing to contributingRelevant information for support with the implementation of actions to improve conflicts and avoid possible resistance to change.

The results will help the management relations strengthen from the hand with the organizational culture recommending its approval within the management.

Developing.

Organizational culture is a fundamental part of educational organizations as it manages the organization, fundamental within institutional maintenance due to the management and exchange of information between levels.

Organizations originate from conditions that create demands or needs at the individual and group or institutional levels that encourage good management within a climate of good management and above all greater unity between members of educational institutions.

ORGANIZATIONAL CULTURE

According to UNESCO, culture is a set of different materials and spiritual, intellectual and affective features that are part of a society, ethnicity or social group apart from everything that entails the best knowledge of culture as well as the arts and letters, waysand life states, rights of the human being, values, traditions and customs.

For Guédez, culture as a factor of peace, coexistence and social development is also understood as a spiritual evaluation that together with the element of identity that forms it, is a source of rooting and support of a great diversification for income and wealthmaterial as well as food of the custom and ideology of those who have culture as a supportive for their ideals.

For Chiavenato, organizational culture is a way of life, a system of beliefs and values, an accepted form of interaction and typical relationships of a certain organization ”, making it clear that the organization helps community in our mental scheme and taken toThe practice based on our beliefs and situations that lead to the improvement of any structure that we have to execute in welfare of our objectives.

It also implies the sharing of learning by transmitting knowledge together with behavior schemes over a period allowing the organizational culture to be quite stable between communities and/or societies preventing that it is not changed quickly, but also maintains according to what is established by what is established by what is established by what is established by what is establishedThe ideology of certain communities.

Theoretical basis of educational management

Alvarado, he considers that: “Analysts are always so always started that the poor quality of our education falls almost exclusively to teachers, according to the management approach, said author considers that there is another fundamental factor, that these analysts pass it by hand or simply ignore it,that basically lies in the quality of the institutional management of educational entities, that is to say the management capacity of managers, especially of state educational institutions ”.

The author states that in any entity however small, it requires patient, efficient, effective and very well organized work;Well, everything comes from the head the proper functioning of organizations or entities, because if the head fails the rest too. The same works with our educational system, because more cares about the pedagogical part or the direct treatment of minor students, but the part of teacher training, training and performance of the institutional governing body is neglected, which is whyDifferently the public institutions of the public that hand in hand with their autonomy makes their achievements superior to the different public institutions.

Management approach to educational management

It is characterized by taking into account the development of the educational process to management processes such as planning, organization, management and control, with the purpose of obtaining planned and important education objectives within the educational scheme where it is the important point withinThe problematic situation that we obtain within the present work.

Systemic approach to educational management

To better understand the different approaches to educational management, it is necessary to explain promptly, which is a system and what are its components. In general terms system can be defined as the global and unitary set of elements that interact dynamically to achieve certain purposes. “The systems approach as an analytical category allows on the one hand the mental representation of a system through the use of models for the purpose of analysis of the whole or the parties in interaction with the analysis of systems, identifying problems and possible solutions, for purposesto achieve maintenance, regulation or development of the system itself."

By knowing the true meaning of the system by linking it with educational management, it leads to that within the educational system it implies that through this type of organization it leads us to find possible errors and amend them because it is a simple way to analyze and obtain certain benefitsto help with educational improvement. 

When defining itself as a globar group and that we can achieve purposes, it leads to thought that through this process is an analysis issue to find important points and decision -making by those who lead the educational management that is what every institution should generally haveTo improve certain standards.

Organization as a cultural phenomenon

According to Robert Presthus, an expert in Political Science, he suggests that we are in a society of organizations, in different industrialized countries, large organizations influence a different way than if we live in a tribe, demonstrating that today it is very common to find organizations that helpWith different systems. It is necessary to seek new approaches that help optimize certain important circumstances in regard to management and organization, which at first glance is seen as similar situations but different when led to praxis.

This is completely obvious, for a foreigner daily life is a set of routine beliefs and rituals that identify it as a different culture of each other by comparing other societies who thoroughly study differences between different societies.

 For example, if in societies the home considered basic and productive economic unit we find that the work has a different meaning occupying time in a person. According to Emile Durkheim, a French sociologist, demonstrates that the development of certain traditional models give fragmented models of beliefs and practices that are based on an occupational structure of a new society.

The division of labor as a characteristic of industrial societies, creates problems in integration as a problem of "management culture", a descriptive type. Well, an unity integrated in knowledge that is obtained from different cultures is always sought.

Organizational System Theories

Classical theory

Henry Fayol was born in Constantinople and died in Paris, graduated as a mines engineer at age 19, made great contributions to the different administrative levels, considered the father of the classical theory of the administration which is born of the need to find guidelines forManaging complex organizations, was the first to systematize management management!, They establish fourteen principles of the administration, divided industrial and commercial operations into six groups that were called basic functions of the company, which are:

• Labor Division: The more people study and seek to specialize, it will be easier for them to perform their work and/or trades, a very important and clear principle in the modern assembly line.
• Authority: While managers are those who give orders, it is not always obeyed unless their personal authority is that of a leader.
• Discipline: The rules established by the company that is part of an organization must be respected, resulting in that whoever leads is a person with good leadership at all levels, of equitable agreements as exemplary sanctions must also be justice.
• Address Unit: Operations with the same objective must be led by a single person and/or manager (in many cases) using the same plan.
• Command Unit: Each employee must receive instructions from some type of specific task of a single person.
• Subordination of individual interest to the common good: the interests of the company must be of great importance by the employee, being one of the great characteristics of any organization.
• Remuneration: salaries for the work done must be equitable for both employees and patterns.
• Centralization: Managers must preserve the final responsibility but must also give their employees sufficient authority so that they freely and adequately carry out their activities or trades in an ideal and responsible way.
• Hierarchy: The line of authority is generally shown through pictures and lines of an organization chart from senior management to the lowest levels of the organization or company where work is. It is one of the very common and important characteristics within any organization to carry a very good and efficient work of both senior management and employees that make it up.
• Order: each individual must be where the other must be with different responsibilities as well as materials. People like materials must be in the right place.
• Equity: Administrators must show equity with their subordinates as well as equal treatment between both parties, demonstrating that everyone is important within an organization and emores through friendship and understanding.
• Personnel stability: a high rotation rate of employees is not recommended due to the efficient functioning of an organization.
• Initiative: Spaces and above all freedom must be given to their employees so that they can work more ease and carry out their plans still make mistakes.
• Team spirit: Every team must be united and this spirit must be encouraged. According to Fayol the use of verbal communication instead of formal communication in writing whenever possible.