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Title:PRIMERJAVA ORGANIZACIJSKIH VREDNOT INOVATIVNIH PODJETIJ
Authors:ID Cvetko, Boštjan (Author)
ID Potočan, Vojko (Mentor) More about this mentor... New window
Files:.pdf MAG_Cvetko_Bostjan_2016.pdf (1,43 MB)
MD5: F91AA5994C8D2FF4D61DCA37A3C9C296
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Magistrsko delo je usmerjeno v oblikovanje predloga modela adaptirano sprejetih vrednot v organizacijah za povečanje inovativnosti. Temelji na sintezi novih sodobnih teoretičnih ugotovitev o organizacijskih vrednotah in empirični raziskavi adaptirano sprejetih vrednot 100 najinovativnejših podjetij, zajetih v raziskavi Thomson Reuters. V teoretičnem delu magistrskega dela začrtamo začetni raziskovalni kurz v prvem poglavju o sodobnem delovanju organizacij iz teorij organizacije in organizacijskega vedenja, ki ga apliciramo s sodobnim vidikom obravnave vsake organizacije kot poslovnega sistema, kar je nujna potreba in dana možnost, ki jo moramo upoštevati v sodobnih razmerah. Kontrastno razlikovanja vedenja uspešnih sodobnih podjetij od ostalih temelji in izhaja iz njihovih organizacijskih vrednot. Teoretični del razprave nadaljujemo v poglavju o organizacijskih vrednotah. Kljub mnogim razpravam in raziskovalnemu prizadevanju do jasnega in enotnega nastopa na teoretičnem področju organizacijskih vrednot še ni prišlo. Zato v tem poglavju ob upoštevanju sistemskih teorij in kibernetike poskušamo razviti sodobne ugotovitve in poiskati konsenz na teoretičnem področju organizacijskih vrednot. V naši teoretični razpravi smo v primerjavi z dosedanjimi teoretičnimi obravnavami organizacijske vrednote obravnavali bolj realno celovito kot dialektični sistem in razvili dva temeljna vidika obravnave: z vidika vsebine in odnosa med organizacijskimi vrednotami ter z vidika posameznika oziroma uporabnika vrednot. S tema dvema vidikoma obravnave realno celovito generalno pojasnimo nujno osnovo in ponazoritev podrobnosti koncepta organizacijskih vrednot, ki so do sedaj obravnavane parcialno z vidika posameznih teoretičnih struj. Celovitost obravnave organizacijskih vrednot zaokrožimo še z opredelitvijo organizacijskih vrednot, pregledom in analizo dosedanjih teoretičnih modelov organizacijskih vrednot ter pomembnostjo upoštevanja sodobnih lastnosti obravnave vrednot kot soodvisnega spleta (dialektičnega sistema). Skozi pregled dosedanjih raziskav o korelaciji med organizacijskimi vrednotami in inovacijskim vedenjem prikažemo odsotnost celovitih metodoloških pristopov in raziskav med fenomenoma organizacijskih vrednot in inovativnostjo. V zadnjem teoretičnem poglavju poudarimo potrebo in možnost sodobnih poslovnih sistemov po celovitem poslovanju in inoviranju, kot osrednji gonilni sili celovitega poslovanja. Poudarimo pomen managerskih inovacij, ki se uresničujejo skozi metodološke inovacije, ter skozi razpravo razvijemo in predstavimo model o kontinuumu soodvisnosti med organizacijskimi vrednotami in inovacijskim vedenjem. Skozi celoten diskurz v magistrskem delu izhajamo in apliciramo naše ugotovitve iz sodobnega celovitega sistemskega razmišljanja, ki temelji na sistemskih teorijah in poslovni kibernetiki. Tako teoretični del zaokrožimo z nujnostjo izhodišča sistemskega celovitega razmišljanja za uspešnost invencijsko-inovacijskega managementa in spodbujanje inovacijskega vedenja ter z aplikacijo poslovne kibernetike, kot dovolj zadostne in potrebne celovite možnosti za obvladovanje/kontroling/management zapletenih atributov poslovnih sistemov, kot so organizacijske vrednote, ter s tem tudi inovacijskega vedenja in inovativnosti. V empiričnem delu na vzorcu 100 najinovativnejši podjetjih s seznama Thomson Reuters z realno celovitim Schwartzovim modelom vrednot ugotavljamo značilen strukturni vzorec adaptirano sprejetih vrednot ter vpliv okolja, od koder podjetja izvirajo, in globalizacije na adaptirano sprejete vrednote. Ugotovimo in predstavimo, glede na dosedanje znane ugotovitve raziskav, raziskovalno provokacijo o odsotnosti korelacije med skupinami in dimenzijami adaptirano sprejetih vrednot in inovacijsko zmogljivostjo ter večjo možnostjo obetov za nastanek inovacijske zmogljivosti zgolj s promoviranjem in uporabo posameznih značilnih adaptirano sprejetih organizacijskih vrednot.
Keywords:organizacijske vrednote, adaptirano sprejete vrednote, inovacije, Thomson Reuters 100 inovativnih podjetij, celovito sistemsko razmišljanje, invencijsko-inovacijski management
Place of publishing:Maribor
Publisher:[B. Cvetko]
Year of publishing:2015
PID:20.500.12556/DKUM-55613 New window
UDC:005.7
COBISS.SI-ID:12220700 New window
NUK URN:URN:SI:UM:DK:1YW0EB4X
Publication date in DKUM:04.03.2016
Views:1344
Downloads:204
Metadata:XML DC-XML DC-RDF
Categories:EPF
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Secondary language

Language:English
Title:COMPARISON OF ORGANIZATIONAL VALUES IN INNOVATIVE ENTERPRISES
Abstract:The master's thesis is focused on the design proposal for the model of espoused values in organizations to increase innovation. Foundations on the synthesis of new contemporary theoretical findings on organizational values and empirical research of espoused values of 100 innovative companies surveyed by Thomson Reuters. In theoretical part of a master's thesis we determine initial research direction within first chapter on the contemporary action of organizations from organization theories and theories of organizational behavior that we apply with contemporary point of view of treatment of every organization as business system, which is urgent need and given possibility, that must consider it in contemporary circumstances. Contrastingly distinguishing behavior of successful modern companies from other based on and resulting from their organizational values. We continue theoretical discussions in the chapter on organizational values. Despite many discussions and research efforts to clear and common appearance on theoretical field of organizational values yet didn't come. Therefore we try to develop contemporary findings in the this chapter, that we take consideration on the system theories and business cybernetics and try to develop a contemporary findings and seek consensus on the theoretical field of organizational values. Our theoretical discussions is versus previous theoretical consideration of organizational values more realistic holistic as a dialectical system and we develop two fundamental viewpoints of it: from viewpoint of content and the relationship between organizational values and from viewpoint of the individual or user of values. With these two viewpoints we realistic holistic general explain urgent basis and illustration details the concept of organizational values, which have so far considered partially in the light of various theoretical currents. We round a holistic examination of organizational values with the definition of organizational values, review and analysis of the theoretical models of organizational values and importance of consideration of contemporary characteristics of treatment of values as interdependent web (dialectical system). Through a review of existing research on the correlation between organizational values and innovative behavior, we show the absence of comprehensive methodological approaches and research between the phenomenon of organizational values and innovation. The last theoretical chapter highlight the need and possibility of contemporary business systems for a holistic business and innovation, as key driver of holistic business. To stress the importance of management innovation, which are realized through methodological innovation, we through discussion develop and present a model of a continuum of interdependence between organizational values and innovative behavior. Throughout the entire discourse in this thesis we arise and apply our findings from a contemporary holistic system thinking based on systems theory and business cybernetics. We round so theoretical discussion to the urgency of basis to a holistic system thinking for the success of the invention-innovation management and encouraging innovative behavior and with application of business cybernetics as requisite holistic options for managing/controlling/management of complex attributes of business systems, such as organizational values, and consequently the innovation behavior and innovation. In the empirical part on a sample of 100 most innovative companies from a list of Thomson Reuters with use of a realistic holistic Schwartz's value model we observe significant structural pattern of espoused values at sampled companies and the impact on their espoused values so as environment where the company originated as globalization. We identify and present given the previous known research findings,the research provocation on the absence of correlation between the groups and dimensions of espoused values and innovation
Keywords:organizational values, espoused values, innovation, Thomson Reuters 100 innovative companies, a holistic system thinking, invention-innovation management


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