20.500.12556/DKUM-94760 Kultura organizacije kakšno delovno kulturo potrebuje prodaja za svoje delo? Organizational culture what kind of working culture does sales need for its work? Organizacijska kultura je eden izmed ključnih dejavnikov uspešnosti sodobnih podjetij, saj vpliva na vedenje zaposlenih, njihovo motivacijo, zavzetost in načine doseganja poslovnih ciljev. Predstavlja skupek vrednot, prepričanj, norm in vedenjskih vzorcev, ki usmerjajo delovanje posameznikov in skupin znotraj organizacije. Magistrska naloga se osredotoča na raziskovanje organizacijske in delovne kulture v podjetju SG Automotive, s posebnim poudarkom na prodajnem oddelku. Temeljni namen je bil ugotoviti, katera kultura prevladuje v podjetju in v njegovem prodajnem oddelku, ter jo primerjati z želeno kulturo potencialnih iskalcev zaposlitve. S tem smo želeli preveriti, ali obstajajo razlike med obstoječo kulturo in pričakovanji bodočih zaposlenih, kar ima neposreden vpliv na privlačnost podjetja kot delodajalca ter na njegovo dolgoročno uspešnost. Teoretični del naloge prinaša pregled ključnih teoretičnih izhodišč o organizacijski kulturi, njenem razvoju, značilnostih in tipologijah. Poudarek je na modelu Competing Values Framework (CVF), ki omogoča razvrstitev kultur v štiri kvadrante: klan, adhokracija, hierarhija in trg. S tem modelom je mogoče prepoznati, katere vrednote so v ospredju in kako se izražajo v praksi. Empirični del raziskave je bil zasnovan na kombinaciji metod: izvedeni so bili intervjuji, analiza sekundarnih virov ter vprašalniki po CVF-modelu. Z njihovo pomočjo smo prepoznali značilnosti obstoječe kulture podjetja in prodajnega oddelka ter ugotavljali, kakšne so želje potencialnih iskalcev zaposlitve. Rezultati so pokazali, da v podjetju in v prodajnem oddelku prevladuje kultura tekmovanja, ki je usmerjena v učinkovitost, rezultate in konkurenčnost. Ta usmeritev je skladna s panogo, v kateri podjetje deluje, ter zagotavlja njegovo kratkoročno uspešnost. Vendar pa so potencialni iskalci zaposlitve izrazili večjo naklonjenost kulturi klana, ki poudarja sodelovanje, medosebne odnose, podporo in pripadnost. To pomeni, da obstaja razkorak med obstoječo in želeno kulturo, kar lahko vpliva na privlačnost podjetja pri zaposlovanju novih kadrov. Intervjuji so hkrati pokazali, da tudi zaposleni v prodaji, čeprav cenijo rezultatsko naravnanost, želijo več poudarka na mentorstvu, timskem delu in osebnem razvoju. Organizational culture is one of the key factors of success in modern companies, as it influences employee behavior, motivation, engagement, and the ways in which business objectives are achieved. It represents a set of values, beliefs, norms, and behavioral patterns that guide the functioning of individuals and groups within an organization. This master’s thesis focuses on researching organizational and work culture in the company SG Automotive, with a particular emphasis on the sales department. The main purpose was to determine which culture prevails in the company and in its sales department, and to compare it with the desired culture of potential job seekers. In doing so, the aim was to examine whether there are differences between the existing culture and the expectations of future employees, which directly affects the company’s attractiveness as an employer as well as its long-term success. The theoretical part of the thesis provides an overview of the key theoretical foundations of organizational culture, its development, characteristics, and typologies. Special emphasis is placed on the Competing Values Framework (CVF), which allows the classification of cultures into four quadrants: clan, adhocracy, hierarchy, and market. This model makes it possible to identify which values are at the forefront and how they manifest in practice. The empirical part of the research was based on a combination of methods: interviews, analysis of secondary sources, and questionnaires according to the CVF model. These methods enabled the identification of the existing cultural characteristics of the company and its sales department, as well as the preferences of potential job seekers. The results showed that both the company and the sales department are dominated by a market culture, which is oriented toward efficiency, results, and competitiveness. This orientation corresponds to the industry in which the company operates and ensures its short-term success. However, potential job seekers expressed a stronger preference for a clan culture, which emphasizes cooperation, interpersonal relationships, support, and a sense of belonging. This indicates a gap between the existing and the desired culture, which may influence the company’s attractiveness in recruiting new employees. Interviews also revealed that sales staff, although they value the results-oriented approach, would like to see greater emphasis on mentoring, teamwork, and personal development. organizacijska kultura delovna kultura Competing Values Framework (CVF) prodajni oddelek podjetje SG Automotive. organizational culture work culture Competing Values Framework (CVF) sales department SG Automotive company. true true false L. Pučko Slovenski jezik Angleški jezik Magistrsko delo/naloga 2025-08-26 22:53:11 2025-10-07 08:56:51 2026-07-14 14:20:03 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005.73 252005635 MAG_Pucko_Leon_2025.pdf MAG_Pucko_Leon_2025.pdf 1 218512FE104B134F0DECE4F5514D95F5 0bd69e88e205f865db10133f2d4466c595add9582c6773f58dd665ebca88a9da de8e0c2d-9a3a-11f0-a1be-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=199226 Ekonomsko-poslovna fakulteta 0 0 0