VLOGA ORGANIZACIJSKE KULTURE V SODOBNIH PODJETJIH

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Title:	VLOGA ORGANIZACIJSKE KULTURE V SODOBNIH PODJETJIH
Authors:	ID Ereš, Marko (Author) ID Potočan, Vojko (Mentor) More about this mentor...
Files:	UNI_Eres_Marko_2012.pdf (1,36 MB) MD5: F9E1D1A3E5B56660FF52F384DF4B1747 PID: 20.500.12556/dkum/39857cb2-53c2-4510-ae6d-8ad5e39e00d7
Language:	Slovenian
Work type:	Final seminar paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Organizacijska kultura je temeljen element doseganja strategij. Management podjetja mora prepoznati organizacijsko kulturo in jo znati tudi ohranjati. Zato je pomembno, da se kulturo vrednoti. Na podlagi tega lahko management izvaja ukrepe za ohranjanje kulture ali pa jo zaradi ne-doseganja strategij tudi spremeni. Korenita sprememba kulture nastane takrat, kadar management ugotovi, da kultura v podjetju sploh ne obstaja. Tako srečamo tri elemente upravljanja z organizacijsko kulturo: ohranjanje, spreminjanje in oblikovanje kulture. Definiranje tipologije organizacijske kulture podjetja je zelo kompleksno. To pa zaradi tega, ker podjetje dejansko nima smo enega tipa kulture, ampak več tipov. Postavi se tudi vprašanje, ali ima podjetje samo eno kulturo ali več. Gotov lahko trdimo, da ima dovolj veliko podjetje, več subkultur, ki se med seboj prepletajo in tvorijo močno organizacijsko kulturo. Pomembno je spoznanje, da organizacijska kultura izraža vrednote managementa oziroma ustanoviteljev podjetja. Kultura v podjetju nastane, kadar ima posameznik določeno idejo. Ustanovitelj s predstavitvijo ideje pridobi eno ali več oseb, ki se strinjajo z idejo in jo tudi sprejmejo. Tako imajo skupno vizijo in ustanovijo podjetje, ki začne delovati v smeri njihovega interesa. S časom podjetje zaposli nove ljudi. Skupine v podjetju na podlagi reševanja problemov oblikujejo rešitve, ki jih uporabljajo tudi v prihodnosti. Tako se s začne oblikovati organizacijska kultura. Management podjetja, se mora zavedati, da je organizacijska kultura pomemben dejavnik pri doseganju visoke konkurenčnosti podjetja v svoji panogi. Tako mora oblikovati okolje, ki bo zaposlenega spodbujalo. Ljudje v podjetju pa postanejo inovativni in prevzemajo večjo odgovornosti. Zato lahko management doseže močno organizacijsko kulturo z različnimi prijemi. Management oblikuje dejavnike kulture, ki pri ljudeh sprožijo zadovoljstvo. Z ustvarjanjem dejavnikov, ki jih zaposleni sprejmejo kot pozitivne, pa tudi oblikuje temelje za inovativno okolje.
Keywords:	Organizacijska kultura, management organizacije, inovacije, tipologija organizacijske kulture, ohranjanje in spreminjanje organizacijske kulture, kultura prihodnosti.
Place of publishing:	Maribor
Publisher:	[M. Ereš]
Year of publishing:	2012
PID:	20.500.12556/DKUM-36737
UDC:	005.7
COBISS.SI-ID:	11259932
NUK URN:	URN:SI:UM:DK:JJ5ROIMH
Publication date in DKUM:	11.12.2012
Views:	2245
Downloads:	349
Metadata:
Categories:	EPF
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Secondary language

Language:	English
Title:	ORGANISATIONAL CULTURE IN MODERN ORGANISATION
Abstract:	Organizational culture is a fundamental element in achieving strategies. Management must recognize the organizational culture and be able to retain it. It is therefore important that the culture is valuated. On this basis, the management can implement conservation measures for protecting the culture or because of not achieving the strategies, change it. Radical change of culture occurs when management determines that the company culture does not exist. So we meet the three elements of managing the organizational culture: maintenance, modification and creation of a new culture. Defining a typology of organizational culture is a very complex undertaking. This is so, because the company has in fact not only one type of culture, but more types. So is the question, of whether the company has only one culture or more. Certainly can be argued, that if a company is sufficiently large, several subcultures appear, which are intertwined and form a strong organizational culture. It is important to recognize that organizational culture reflects the values of the founders or of the management. Organizational culture is created when an individual has a certain idea. The founder presents the idea, to obtain one or more persons who agree with the idea. Both have a common vision and set up businesses that start in the direction of their interest. By the time the company recruits new people. Groups within the company will face different problems and they will solve the problems. The solving is used in the future. This means the creation of organizational culture. Management of companies should be aware, that organizational culture is an important factor in achieving high competitiveness of the company in its industry. It must create an environment that will encourage employees. So people in the company become more innovative and assume responsibility. Therefore, management can achieve a strong organizational culture with different approaches. Management form factors of culture, which in humans triggers satisfaction. By creating these factors, that employees take as positive, they form the foundation for an innovative environment.
Keywords:	Organizational cultures, management, innovation, organizational culture typology, maintain and change of the organizational culture, the culture of the future.

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