PRIMERJAVA NACIONALNIH KULTUR ZNOTRAJ IT PODJETJA

Završnik, Vesna

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Title:	PRIMERJAVA NACIONALNIH KULTUR ZNOTRAJ IT PODJETJA
Authors:	ID Završnik, Vesna (Author) ID Pagon, Milan (Mentor) More about this mentor...
Files:	MAG_Zavrsnik_Vesna_2009.pdf (1,36 MB) MD5: 588623D6D2C5E530C76B02E9A79BCB92 PID: 20.500.12556/dkum/49f57ae5-c41a-4a96-ae5d-78f6530a33d0
Language:	Slovenian
Work type:	Master's thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V magistrski nalogi smo na vzorcu 210 zaposlenih večjega slovenskega IT podjetja, ki ima poslovalnice v Sloveniji, Srbiji in Črni gori ter Bosni in Hercegovini, proučevali vplive različnih nacionalnih kultur v podjetju (organizaciji). Rezultati naloge so pokazali, da s poudarjanjem vrednot zaupanje, pripadnost in pravičnost, najbolj zmanjšamo vpliv nacionalnih kultur v organizaciji. Namreč, iz statističnih analiz izhaja, da imajo omenjene vrednote v proučevanih nacionalnih kulturah pomemben vpliv. Naloga ugotavlja, da je zaupanje pomembno povezano z razkorakom v dobrobiti in urejenosti med idealno in dejansko organizacijo. Poleg tega v zvezi z zaupanjem ima pomembno vlogo tudi delovna doba zaposlenih v organizaciji, in sicer je iz rezultatov ugotovljeno, da dalj časa, ko so delavci zaposleni v organizaciji, manj ji zaupajo – kar je v nasprotju s postavljeno hipotezo. Podobno kot zaupanje na organizacijo vpliva tudi pripadnost zaposlenih. Zaposleni so glede na spol različno pripadni, na kar lahko vplivamo s poznavanjem moških in ženskih vrednot. Na večjo pripadnost zaposlenih organizaciji vplivajo vrednote, in sicer manjši je razkorak v vrednotah med idealno in dejansko organizacijo (razen pri sklopu vrednot, ki opredeljujejo moč in red), bolj bodo zaposleni pripadni. Na pripadnost vpliva tudi razkorak v dobrobiti in urejenosti v organizaciji, stabilnosti in tradiciji ter razkorakom v zaupanju med idealnim in dejanskim stanjem, in sicer večji je, manj so zaposleni pripadni organizaciji. Posebej pomembne ugotovljene razlike so se pokazale pri doživljanju pravičnosti zaposlenih. Rezultati naloge so pokazali, da zaposleni različnih narodnosti različno doživljajo pravičnost. Še posebej pomembne razlike so se pokazale med Slovenijo ter Bosno in Hercegovino. V magistrski nalogi je tudi ugotovljeno, da v Sloveniji ter v tujini prevladujejo predvsem moške vrednote, iz česar sklepamo, da v primeru medsebojnega sodelovanja in povezovanja kultur ne bo večjih težav, če bomo pristopili k zaposlenim s spodbujanjem moških vrednot, kot so delo, uspeh, kariera, denar, itn.. Skratka: vpliv različnih nacionalnih kultur presežemo, če osebne vrednote posameznikov upoštevamo in jih apliciramo v organizacijsko kulturo na ustrezen način.
Keywords:	Ključne besede: nacionalna kultura, organizacijska kultura, vrednote, zaupanje, pripadnost
Place of publishing:	Kranj
Year of publishing:	2009
PID:	20.500.12556/DKUM-10827
COBISS.SI-ID:	6495251
NUK URN:	URN:SI:UM:DK:IOM7S2ZL
Publication date in DKUM:	07.08.2009
Views:	3933
Downloads:	456
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	Comparing national cultures within an IT organization
Abstract:	This dissertation presents an analyzes of a sample of 210 employees in a large Slovenian IT company that has offices in Slovenia, Serbia, Montenegro and Bosnia and Herzegovina. I studied impacts of many different national culture in the company (organization). Results of the dissertation shows that by emphasizing values of trust, belonging and justness, we decries the impact of national culture in a organization. Statistical analyzes show that the values mentioned a very important in the national cultures that we studied Findings show, that the value of trust is tightly connected with the gap between benefits and orderliness in an ideal and actual organisation. Level of trust also depends on the length of employment and as results show, the longer the employees work in the organisation, the less they trust in it. That is just the opposite of what I stated in the hypothesis. Similar to trust, belongingness of employees also impacts the organization. The level of belongingness varies according to sex of employees and can be influenced by utilisation of male and female values. Values influence the belongingness of the employees, namely the smaller the gap between the values of an ideal organisation and the actual organisation, greater the level of belongingness (except with values that concern power and order). The other impact variable is the gap between benefits and orderliness in an ideal and actual organisation, stability and tradition and the gap between trust in ideal and actual condition, namely greater it is, the smaller the level of belongingness is. The most important differences, that were shown are how the employees experience justness. Results have shown, that employees from different national origins experience justness differently. The most important differences are between Slovenia and Bosnia and Herzegovina. The dissertation also shows, that the dominant values in Slovenia and other countries are the masculine values, which shows us, that when cooperating between those cultures we do not expect greater difficulties if we approach the employees, by emphasising masculine values like work, success, career, money, etc. Shortly: Impact of various national cultures can be bridged, if we take into account the personal values of employees and apply them into our organisational culture in a proper manner.
Keywords:	Keywords: national culture, organisational culture, values, trust, belonging

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