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ERIC Number: ED421736
Record Type: Non-Journal
Publication Date: 1997-Oct
Pages: 39
Abstractor: N/A
Reference Count: N/A
"Split and Fit": A Faculty Subgroup Self-Organizes and Creates a Different Culture.
Furtwengler, Willis J.; Furtwengler, Carol B.; Owens, Melva; Turk, Randall
A team of graduate students and educational administration professors, as part of a field-based doctoral program, discovered the "split and fit" culture during an evaluation of the school's Continuous Progress Primary Program (CPPP). According to Pascale (1990), "split and fit" can work to an organization's benefit. Fit contributes to coherence, but too much of it risks overadaptation. Split helps instill vitality, but too much of it can diffuse energy. In this study, researchers identify conditions leading to "split and fit" cultures and discuss their advantages and disadvantages. Data from the School Culture Inventory and information gleaned from interviews, focus groups, and observations revealed sharp differences between primary and upper-level staff cultures in eight areas: instructional leadership, problem-solving support, order enforcement, role clarity, sense of community, recognition of success, quality ethic, environmental support, student membership, collaborative problem solving, and personal/professional self-worth. The split culture may help test new sets of agreements among faculty, increase efficacy, and "reculturate" the entire faculty. Disadvantages of split cultures include failure to support the existing culture's core values, lack of communication and cooperation between different camps, and perceived policy implementation inconsistencies. Implementation strategies are outlined. (Includes an abstract, 2 tables, 22 references, and 3 appendices.) (MLH)
Publication Type: Reports - Research; Speeches/Meeting Papers
Education Level: N/A
Audience: N/A
Language: English
Sponsor: N/A
Authoring Institution: N/A