One of the variables having an effect on the decision of accepting and adapting to innovations is the existent organizational culture of an institution. Organizational culture might potentially facilitate or impede the reception of new ideas and practices, which necessitates the process of investigating the relationship between the indicators of organizational culture and the intended change. These indicators might be to do with the management and staff structure, communication channels, and decision-making mechanisms at the related institutions. In this article, how the organizational culture of a school is identified and the relationship between the structure of an organization and its attitude towards change and innovation are discussed with reference to the perspectives revealed through the responses participants provided via research. The research was carried out with 342 lecturers working in English preparatory divisions of 5 public and 7 private universities in Istanbul in the academic year of 2010-2011. The results indicate that although some of the components of the organizational culture of the participating universities appear to be resistant to making changes and adopting innovations, such as the institutions’ having mechanistic structure, the organizations might be open to change and innovation with other constituents like having open communication channels and participatory decision-making systems, which will allow the institutions to make the related innovation fit into their culture.