Keywords : FAHP
International Journal of Organizational Leadership,
2018, Volume 7, Issue 4, Pages 454-466
The world that we live in where the social and organizational life rapid social and cultural transformations are experienced, and the intensities of change and competition are intensely perceived has a dynamism. In this dynamism, every human being is a part of an organization. In these organizations, there is a culture which is defined in various ways by various thinkers and it is a rather complex concept. However, all definitions have reached the conclusion that the culture is a common entity shared with a community. In the 1980s, the concept of organizational culture has emerged. While many formal definitions exist, organizational culture is basically a term used to describe the environment where people work and the influence it has on how they think, act, and experience work. Therefore, organizational culture is stated as a system of values, behaviors, habits, norms, beliefs and that direct the behaviors of individuals in an organization. As each individual has a unique personality, every organization has its own personality that distinguishes it from other organizations. Hence, organizational culture consists of several abstract and complementary factors. Literature has shown that there are many factors affecting the success of organizational culture. The prioritization of these factors for the organizations and the effective use of the available resources are gaining importance at this stage. At this stage, different approaches are taken in the literature to prioritize and sort the criteria. MCDM approach which is one of the most prominent approaches was used in this study. The proposed approach was tested based on the opinions of the decision makers and the results were shared.