شناسایی شاخص های ارزیابی و طراحی فرهنگ سازمانی صدا و سیما در قالب چارچوب ارزش های رقابتی و پویایی های فرهنگی (مطالعه موردی حوزه های خبر، سیما و برنامه ریزی)

اﻛﺜﺮ ﺻﺎﺣﺐﻧﻈﺮان ﻋﻠﻢ ﻣﺪﻳﺮﻳﺖ ﺑﺮ اﻳﻦ ﻣﻮﺿﻮع ﺗﺄﻛﻴﺪ دارﻧﺪ ﻛﻪ ﺗﺤﻮل در ﺳﺎزﻣﺎن ﻫﺎی ﻓﺮﻫﻨﮕﻲ و رﺳﺎﻧﻪ ای ﺑﺮای ﺗﻐﻴﻴﺮ در ﻋﻤﻠﻜﺮد و اﺛﺮﺑﺨﺸﻲ ﺑﻠﻨﺪ ﻣﺪت، ﻣﻨﻮط ﺑﻪ ﺗﻐﻴﻴﺮ ﻣﺘﻨﺎﺳﺐ و ﻣﺒﺘﻨﻲ ﺑﺮ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﻲ اﺳﺖ. اﻳﻦ ﭘﮋوﻫﺶ ﺑﻪ روش ﺗﺮﻛﻴﺒﻲ و ﺑﺎ ﻫﺪف ﺷﻨﺎﺳﺎﻳﻲ وﺿﻊ ﻣﻮﺟﻮد و ﻃﺮاﺣﻲ ﻓﺮﻫﻨﮓ ﻣﻄﻠﻮب ﺳﺎزﻣﺎﻧﻲ ﺻﺪا وﺳﻴﻤﺎ اﻧﺠﺎم ﺷﺪ. اﺑﺘﺪا از ﻃﺮﻳﻖ ﻣﺼﺎﺣﺒﻪ ﻋﻤﻴﻖ ﺑﺎ ﺧﺒﺮﮔﺎن رﺳﺎﻧﻪ و اﺳﺘﻔﺎده از ﺗﻜﻨﻴﻚ دﻟﻔﻲ ﺷﺎﺧﺺ ﻫﺎی ارزﻳﺎﺑﻲ و ﺷﻨﺎﺧﺖ ﻣﻮﻟﻔﻪ ﻫﺎ و اﺑﻌﺎد ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﻲ اﺳﺘﺤﺼﺎل ﺷﺪ. ﺳﭙﺲ اﻳﻦ ﺷﺎﺧﺺ ﻫﺎ در اﺑﺰار ارزﻳﺎﺑﻲ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﻲ ﻛﻪ ﻳﻚ روش ﻛﻤﻲ اﺳﺖ، ﺗﺮﻛﻴﺐ و وﺿﻌﻴﺖ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﻲ ﺻﺪا و ﺳﻴﻤﺎ در ﻗﺎﻟﺐ ﭼﻬﺎر ﺑﻌﺪ ﻓﺮﻫﻨﮓ ﺗﻴﻤﻲ، ﻓﺮﻫﻨﮓ ﺗﻮﺳﻌﻪﮔﺮا، ﻓﺮﻫﻨﮓ ﺑﺎزار و ﻓﺮﻫﻨﮓ ﺳﻠﺴﻠﻪ ﻣﺮاﺗﺒﻲ، ﭼﻬﺎر ﺳﻄﺢ ﻧﻤﺎدﻫﺎ، ﻣﺼﻨﻮﻋﺎت، ارزشﻫﺎ، ﭘﻴﺶ ﻓﺮضﻫﺎ و ﺷﺶ وﻳﮋﮔﻲ اﺻﻠﻲ ﺳﺎزﻣﺎنﻫﺎ ﻣﺸﺨﺼﺎت ﺑﺮﺟﺴﺘﻪ، وﻳﮋﮔﻲﻫﺎی رﻫﺒﺮی، وﻳﮋﮔﻲﻫﺎی ﻣﺪﻳﺮﻳﺖ ﻛﺎرﻛﻨﺎن، اﻧﺴﺠﺎم ﺳﺎزﻣﺎﻧﻲ،ﺗﺄﻛﻴﺪات اﺳﺘﺮاﺗﮋﻳﻚ و ﺷﺎﺧﺺ ﻣﻮﻓﻘﻴﺖ در دو وﺿﻊ ﻣﻮﺟﻮد و ﻣﻄﻠﻮب ﺷﻨﺎﺳﺎﻳﻲ ﺷﺪ. ﺟﺎﻣﻌﻪ آﻣﺎری ﺳﻪ ﺣﻮزه ﺧﺒﺮ، ﺳﻴﻤﺎ و ﺑﺮﻧﺎﻣﻪ رﻳﺰی ﺑﻮده اﺳﺖ. ﻧﺘﺎﻳﺞ ﭘﮋوﻫﺶ ﻧﺸﺎن داد ﮔﻔﺘﻤﺎن ﺣﺎﻛﻢ ﺑﺮ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﻲ ﺻﺪا و ﺳﻴﻤﺎ، ﺳﻠﺴﻠﻪ ﻣﺮاﺗﺒﻲ اﺳﺖ و ﺗﺠﺎﻧﺲ ﻓﺮﻫﻨﮕﻲ در ﺳﻄﻮح ﭘﻮﻳﺎﻳﻲﻫﺎی ﻓﺮﻫﻨﮕﻲ و وﻳﮋﮔﻲﻫﺎی ﺷﺶﮔﺎﻧﻪ ﺳﺎزﻣﺎﻧﻲ ﻣﺸﺎﻫﺪه ﻧﻤﻲﺷﻮد. ﺑﺮای رﺳﻴﺪن ﺑﻪ وﺿﻊ ﻣﻄﻠﻮب، ﺗﻌﺪﻳﻞ ﻓﺮﻫﻨﮓ ﺳﻠﺴﻠﻪ ﻣﺮاﺗﺒﻲ از ﻃﺮﻳﻖ ﭼﺎﺑﻚ ﺳﺎزی و ﺑﺮون ﺳﭙﺎری، اﺳﺘﻤﺮار ﺷﺮاﻳﻂ ﻓﺮﻫﻨﮓ ﺗﻴﻤﻲ از ﻃﺮﻳﻖ ﺗﺜﺒﻴﺖ ﻛﻨﺶ ﻫﺎی ﻣﺸﺎرﻛﺘﻲ و ﺗﺄﻛﻴﺪ ﺑﻴﺸﺘﺮ ﺑﺮ دو ﻓﺮﻫﻨﮓ ﺗﻮﺳﻌﻪﮔﺮا و ﺑﺎزار ﺑﻪ ﻣﻌﻨﻲ اﺷﺎﻋﻪ ﻧﻮآوری و ﺧﻼﻗﻴﺖ و ﺗﻤﺮﻛﺰ ﺑﺮ ﻣﺄﻣﻮرﻳﺖ ﭘﻴﺸﻨﻬﺎد ﻣﻲﺷﻮد.

Identifying the indicators to evaluate and design IRIB’s organizational culture in the Framework of Competitive Values and Cultural Dynamics.(Case Study of News, Television , and Planning departments)

The purpose of this study was to identify the status quo and design an optimal organizational culture for IRIB.The research method is hybrid. interviews with media experts and Delphi technique have been used to identify assessment indicators and the components and dimensions of organizational culture.these indicators are combined with the organizational culture assessment tool and the status of the organizational culture of IRIB in four dimensions of &Team culture, developmentoriented culture, market culture and hierarchical culture&, and four levels of & &symbols, artifacts, values , &Presumptions& and the six main features of organizations, including &outstanding characteristics, leadership features, employee management features, organizational cohesion, strategic emphasis and success indicator& have been identified in both existing and desirable situations.The results indicate that the discourse governing the status quo of the organizational culture of IRIB is hierarchical and cultural convergence is not observed at the levels of cultural dynamics and the six organizational characteristics.In order to achieve the desired situation, hierarchical hierarchy modulation through agility and outsourcing, the continuation of teamwork conditions, with the consolidation of participatory actions and more emphasis on two developmentoriented culture and market, i.e. promoting innovation and creativity and focusing on missions.