20.500.12556/DKUM-12050 ORGANIZACIJSKA KULTURA V PODJETJU PREVENT MISLINJA ORGANIZATIONAL CULTURE OF PREVENT MISLINJA Enotne definicije organizacijske kulture ni, vsem pa je skupno, da organizacijska kultura predstavlja sistem vrednot, norm, predstav, prepričanj in simbolov, ki jih uporabljajo v podjetju. Organizacijske kulture se med podjetji razlikujejo zaradi različnih stališč in vrednot zaposlenih. Vsako podjetje ima svojo unikatno organizacijsko kulturo, s katero lahko dosega velike uspehe. V zadnjem času se podjetja vse bolj zavedajo pomena organizacijske kulture, saj ponuja podjetju edinstveno konkurenčno prednost, ki jo je skoraj nemogoče posnemati. Organizacijsko kulturo podjetja torej predstavljajo zaposleni s svojim vrednotami in normami, zato predstavljajo strateški vir podjetja. Pri nastanku organizacijske kulture ima glavno besedo ustanovitelj podjetja, saj v podjetje vnese svoja načela, vrednote in poglede. Skozi delovanje podjetja, ko pa se organizacijska kultura oblikuje, dopolnjuje in spreminja, sodelujejo tudi zaposleni, saj lahko le na takšen način pride do oblikovanja organizacijske kulture, ki bo podjetju omogočala uspešen razvoj in dosego želenjih rezultatov. Podjetje Prevent Mislinja je bilo ustanovljena leta 1999. Danes je največje slovensko podjetje, ki proizvaja zaščitna delovna oblačila. Rezultati ankete, ki smo jo opravili s pomočjo OCAI vprašalnika, so pokazali, da podjetje nima izrazitega prevladujočega tipa organizacijske kulture. Z malo prednostjo vodi tip kulture klana, ki pa so si ga zaposleni v veliki večini zaželeli kot tip kulture v prihodnosti. Glede na vizijo in strategijo bi morala prevladovati tipa kulture trga in adhoc kulture. Zato mora vodstvo podjetja svojim zaposlenim podrobneje predstaviti vizijo podjetja in kako jo bodo dosegli. A za dosego želenega tržnega deleža in novih, inovativnih proizvodov, bodo morali zmanjšati razliko med sedanjim in želenim tipom kulture klana. Saj lahko le dobro motivirani, usposobljeni in zadovolji zaposleni dosežejo rezultate, ki si jih želi vodstvo podjetja. There is no united definition of organizational culture, but what they all have in common is that the organizational culture represents a system of values, norms, presentations, persuasions and symbols which are used in the company. Organizational cultures differ within companies due to different standards and values of the employees. Every company has its own unique organizational culture with which it can achieve success. Lately companies are more and more aware of the meaning of organizational culture as it offers a unique competition advantage which is almost impossible to copy. The organizational culture of the company is represented by the employees with their values and norms and that is why the represent the strategic source of the company. When it comes to creating an organizational culture the company founder has the main say, as he pours his principles values and views in it. As the company moves on, the organizational culture shapes, supplements and changes with the ideas and values of the employees. This is the only way an organizational culture can develop to result in successful developments and goals. The company Prevent Mislinja was founded in 1999. Today it is the largest Slovenian company which produces protective work clothes. The results of an opinion poll we made with the help of the OCAI questionnaire showed, that the company has no distinctive prevalent type of an organizational culture. The clan type of culture is a bit in the lead, and the employees expressed a strong wish for it to become the type of culture in the future. As regards the vision and strategy the adhoc and market type of culture should prevail. That is why the head of the company must present the vision of the company in a clear way to the employees, as well as the path to reaching it. But to reach the wanted market share and the new innovative products the will have to lessen the distinction between the present and the wanted type of culture. Only well motivated, qualified and happy employees can attain results which will please the company. organizacijska kultura podjetje vodstvo podjetja motiviranost zadovoljstvo zaposlenih uspešnost podjetja konkurenčna prednost organizational culture company company leadership motivation satisfied employees successfulness of the company competitive advantage true true false [A. Zupanc-Plazovnik] Slovenski jezik Angleški jezik Diplomsko delo 2009-10-01 11:42:23 2009-12-11 09:35:48 2022-04-12 07:10:44 2022-04-19 03:10:15 2009 0 Prevalje 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005.7 10069788 URN:SI:UM:DK:MUWJOSH6 UNI_Zupanc-Plazovnik_Andreja_2009.pdf UNI_Zupanc-Plazovnik_Andreja_2009.pdf 1 56732D717DE0F87A9E606A8F4B4E0263 06b71b8ee8e48d84e3a18fd3a672638158f99986d9cd2b10c3f777367f4a1830 4d356319-7c03-11eb-bb7a-00155d0001ca 20.500.12556/dkum/58d73b3f-7ff0-4230-bc84-8231ef85742b https://dk.um.si/Dokument.php?lang=slv&id=11153 Ekonomsko-poslovna fakulteta 0 0 0