Identification of Organizational Culture with the Framework of Competitive Value Framework in Organizations

To identify the current status of organizational culture and organization's desirable culture in order to determine the organization's readiness for change Quinn competitive values model was used to achieve the above goal. A questionnaire was sent to 110 people from the research community in the Hamshahri newspaper ad. Cronbach's alpha was used to investigate the reliability of the research tool. To assess the validity of the model, the multidimensional scaling method was used which is the research innovation. In the next step, while extracting the existing and desired organizational culture profiles using sample pair tests, Spearman correlation coefficient and Friedman test, the existing status of the organization's culture was described. The results show that the dominant culture of organization in the first priority of hierarchy and in the second priority is to focus on the values of market culture, and the values of the adhoc-culture based on innovation and entrepreneurship are less visible in it and with the desired culture from the perspective of the answer The difference is that the culture of the organization showed the most solidarity with hierarchical culture. it is expected that most values such as innovation in creativity, risk taking and the acquisition of new resources and, on the other hand, the reduction of cultural values Hierarchy in the organization.