An assessment of corporate culture and resistance to technological change in education and management: A Delphi study.

摘要

The objective of this dissertation study was to explore current organizational developments in the areas of corporate culture and technological change in a case study. The case study organization, a Navy research and development laboratory, represents a high technology ("high-tech") federal lab that employs experts in the field of research. The researchers are specialists in the areas of experimental and cognitive psychology, personnel selection and training, management science, operations research, economics, statistics, computer science, mathematics, and engineering psychology.; This study elicited and examined the expertise of specialists who analyze current and future technological trends in manpower, personnel, and training (MPT) products, computer-based education, personnel management, technological innovation, and technical information delivery. Additionally, it presented a review of the current research literature regarding the use of dynamic video media in instruction and management, including multimedia, distance education, and electronically-generated communications systems.; Using the Delphi Technique, a series of increasingly fine-tuned survey instruments, a random-sampling of the population of researchers and affiliated professionals at a Navy research and development (R&D) laboratory were polled on their opinions to four questions regarding corporate culture and technological change. To deliver the instruments, an innovative electronic format utilizing electronic mail or (e-mail) was used. Quick delivery and response modes (days versus weeks); timely feedback; and ease of data collation, analysis, and summary were among the observed benefits.; General feedback results for case study Delphi Questions One through Four included: (1) Organizational Strengths: Staff specialists' experience in problem-solving, west coast location (near other Navy activities), and Center research and development resources were identified as strong positive attributes. (2) Organizational Weaknesses: The tendency to promise more than is delivered; management's unwillingness (incapacity) to market the Center; and the need to explore and deliver state-of-the-art, cutting-edge technology were identified as weak areas. (3) Solutions to Weaknesses: Called for selecting strong leaders and managers with strong communication and negotiation skills, creating a marketing committee with a focus on the customer, and providing continuing education and conference opportunities. (4) Top Products: Computer-based adaptive testing technology, force management, and women and minorities research were identified as the top three areas of Center focus.