Abstract
Organizational stagnation occurs in every system where basic cultural change slows down, and the current situation becomes the usual option until conscious and consistent cultural change initiatives are implemented. It is seen that sports organizations in our country cannot make the desired change in their organizations, although they apply modern management approaches to increase their performance.The study aims to determine the cultural variables and their sub-titles that affect the increase of sports organizations’ performance. This research was conducted according to qualitative research methods. In the research, 4 different types of culture emerged as Solidarity and Cooperation, Innovative, Being Competitive,and Emphasis on Hierarchy. It has been determined that these types of culture are similar to Clan, Adhocracy, Marketing,and Hierarchy Culture types defined as dominant cultural differences in Quinn and Cameron’s competitive values model.
Highlights
In today’s conditions where the technological ecosystem is constantly changing, social life and culture are changing
It is seen that sports organizations in our country cannot make the desired change in their organizations, they apply modern management approaches to increase their performance.The study aims to determine the cultural variables and their sub-titles that affect the increase of sports organizations’ performance
The comparative and contingency approach is considered as a variable, and organizational culture is considered as a phenomenon that is shaped according to the external environment it is in, and the internal characteristics and relations
Summary
In today’s conditions where the technological ecosystem is constantly changing, social life and culture are changing. In the changing innovative culture, the strong mutual relationship environment that will connect people together will contribute to the spirit of togetherness and the development of the environment of trust. There are two approaches to define and evaluate the organizational culture These are the comparative and contingency approach and the approach that takes culture as the organization itself. The comparative and contingency approach is considered as a variable, and organizational culture is considered as a phenomenon that is shaped according to the external environment it is in, and the internal characteristics and relations. According to the other approach that is affected by anthropology and treats Culture as the Organization Itself, culture is not a variable in the organization, but the organization itself. Within the framework of these approaches, the organizational culture models named below were created and examined by scientists: Parsons Model
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