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Equality and social justice in the organizational
Culture of Universities


1. Abstract:

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            From the rise of
modern management sciences the strong organizational culture is always adored
and glorified as this is the key to build strong organizationa culture. However
most of the researches in this are done on corporate sectors related to goods
and services but here I will cover these things in Universities especially for
students. It will cover problems in organizational ulture of universities an
heirarical structure of universities




2.  Introduction

Since the inception of modern management sciences the need of strong
organizational culture is always there to be mandatory for effective and
efficient management of organizations. This consists of greater loyalty which
arises due to grater Equality in organizational culture and that leads to
greater motivation among people and greater innovation and as a result greater
effectiveness and efficiency. In this very research paper we will take the topics
of educational institutes. It is the study of a university who share a strong and
equality based organizational culture. Three are the layers of Organizational
culture. 1. Artifacts, 2. Values and espoused beliefs and 3. basic underlying
assumptions. The reflection of these 3 assumptions and their interaction is
shown in this case study. And will guide the higher education sector.

With the fact that In Pakistan no university is sharing a view or
concepts of organizational culture this will be a bright example for the HEC to
create or innovate some terms like organizational culture, equality, loyalty in
Universities and higher education institutes.

How to create a strong organizational culture in universities is the
main finding of this paper.


3.  Background and Significance

Management sciences evolved mainly in the start of 20th
century, the main focus of the key people who evolved this subject was on
different industries mainly the industries and organizations involve in
production of goods and which gives services. In 1980s when the building of
strong organizational culture was well documented the spread of this phenomena
started penetrate into almost all type of organizations of almost all
industries but the focus on Educational and especially higher educational
institutes was second to none and very very rare instances of researches were
done on organizational culture of Universities. Hence it is most significant
for the instant that research should be done on this topic. Most of the case
studies come from International corporations regarding organizational culture
but here we will take the scenario of few Universities which are pubic sector
University affiliated with higher education department of state.

Normally in scenario of Pakistan the hieratical structure and
centralized is most practiced and prevailing structure and in most of the
organizations including educational institutes the concept of decentralization
is very rare and in case of universities this is nearly absent.

For the scenario as said above the three main layers or levels of
organizational culture are to be made artifacts, espoused beliefs and values, and basic underlying assumptions. While
there is no universally shared definition of organizational culture but for
this study we will define it as consistent, and observable patterns of
behaviors in organization.The study focus on how these three levels of
organizational culture broaden and interact to form stable organizational
culture particularly in case of higher education institutes.

As this study indicates
that this subject is least touched and researched so this is worth doing a try
and to enhance the body of existing knowledge and enrich that body with some
material regarding this least bothered subject, this paper will add something

A large number probably
in hundreds of million students, teacher and other people  around the world who are the part of these
institutes will find these findings really useful as these will utterly change
the quality of time they spend in the years of higher education. The key
concepts that will involve in this research will be







7.Values and policies

And more.

Leadership refers to
the group of people that have decision making power, Ethics involves What to,
and HOW to attain the goals, socialization involves to interact with others in
humanly way, empowerment involves give chance to take part in decision making,
equality means to be justified and same, justice means to treat the one has to
be treated, values and polices are how to achieve goals and what not to
practice while achieving these.

The major problem that
can be occurred during this research is Pakistan and India are some of the most
hieratical cultures of the world and hence universities will tend to be more
Heretical and to attain the results that fits equality and social justice
simultaneously in context of universities it is not an easy job. The best method
is to use questioners and interviews but not from faculty or management rather
students as former will give politically correct statement bur latter will give
true insight.

My plan is to visit at
least 20 Universities affiliated and recognized by HEC and collect data with
two methods one is Questioners and other is interviews and both with students
not others. Having said that students will greatly contribute to my findings
regarding present conditions of equality and social justice in terms of
organizational culture of universities and loop holes and defects in these and
how to cure these problems. This will be nearly perfect analysis and will give
maximum effectiveness in research.



This research is to classify the
problems arises in self esteem of students and somehow faculty members due to
lack in social justice and equality and centralized hieratical structure of
Universities and other higher education institutes of Pakistan.




The objective of the research is to
inspect the possible ways and methods and strategies that will lead to sense of
change and development in students as they spend years and years there and they
build their personality in that time so it is critical to provide them full
sense of equality and social justice in this development.




What are the factors that will make
sure the sense of equality and social justice in higher education students .




There are many limits for this
research. The key limitation of this research is financial limitations. Owing
to these restrictions my research is only conducted in Punjab and Islamabad. There
is also limitation of time period and sample size because it is not easy to
cover maximum number of participants in research because interviews and
questioners are time taking



4.     Literature Review:


Organizational culture idea emerge
in 1970s and definition is OC are values and behaviors that “contribute to the unique social and
psychological environment of an organization”.1 Needle (2004),  Business executive Bernard L. Rosauer (2013)
developed the definition: “Organizational culture is an emergence  an extremely complex incalculable
state that results from the combination of a few simple ingredients.In “Three Bell
Curves: Business culture says”3 Rosauer outlines the three manageable ingredients he says guides
the culture of any business. 1 – Employee (focus on engagement) 2 The Work
(focus on eliminating waste increasing value) waste 3 The Customer (focus on
likelihood of referral).The purpose of the Method is to bring leadership, their
employees, the work and the customer together for focus, leading to an
improvement in culture and brand.

Ravasi and Schultz (2006)
wrote that organizational culture is a set of shared assumptions that guide
what happens in organizations by defining appropriate behavior for various
situations.7 It is also the pattern of such collective behaviors and
assumptions that are taught to new organizational members as a way of
perceiving and, even, thinking and feeling. Thus, organizational culture
affects the way people and groups interact with each other, with clients, and
with stakeholders. In addition, organizational culture may affect how much
employees identify with an organization.8

Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that
organizations often have very differing cultures as well as subcultures.91011 Although a company may have its “own unique
culture”, in larger organizations there are sometimes co-existing or
conflicting subcultures because each subculture is linked to a different
management team


Social Justice:

            Plato wrote in The Republic that it would be an
ideal state that “every member of the community must be assigned to the
class for which he finds himself best fittedAristotle believed rights
existed only between free people, and the law should take “account in the
first instance of relations of inequality in which individuals are treated in
proportion to their worth and only secondarily of relations of equality Socrates (through Plato’s dialogue Crito) is attributed
with developing the idea of a social contract, whereby people ought to follow the rules of a society, and
accept its burdens because they have accepted its benefits Investopedia says
that Social justice is a political and philosophical
concept which holds that all people should have equal access to wealth, health, wellbeing,
justice and opportunity. Business dictionary states
that The fair and proper administration
of laws conforming to the natural law that all persons, irrespective of ethnic
origin, gender, possessions, race, religion, etc., are to be treated equally
and without prejudice







Questionsand Hypotheses



Ho: Equality does not
have an important impact on Strong organizational Culture in Universities.

H1: Equalityhas a
significant influence on Strong organizational Culture in Universities.

Ho: Social Justice
does not have a positive influence on Strong organizational Culture in

H2: Social Justicehas
a positive influence on Strong organizational Culture in Universities.

Ho: Decentralization does not have a strong
influence on Strong Organizational Culture in Universities.

H3: Decentralization has a strong influence
on Strong Organizational Culture in Universities.







This research has a purpose which  is descriptive leading to hypothesis.



My interference in this research is of
minimum level because the type of investigation which I use is correlation.



The study setting is non-contrived
because my interference in this research is of minimum level.



Target population of my
research is University students of almost 20 public sector universities of
different cities of Punjab.


7.  Conclusion.

Organizational culture is powerful but depends
on multi factors especially in universities as we have seen there is strong
correlation between 3 factors we have study in this research proposal and the
Organizational culture of Universities. Based on our findings through
Questioners and interviews the view seems to be cleared.

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