Organizacijska kultura v malih podjetjih

Ančevski, Manja

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Title:	Organizacijska kultura v malih podjetjih
Authors:	ID Ančevski, Manja (Author) ID Nedelko, Zlatko (Mentor) More about this mentor...
Files:	MAG_Ancevski_Manja_2025.pdf (2,07 MB) MD5: 985C99403E52189CDB9E1B3FBD758DCA
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Organizacijska kultura je eden ključnih dejavnikov, ki pomembno vpliva na uspešnost podjetja, zavzetost in zadovoljstvo zaposlenih ter dolgoročno stabilnost organizacije. Posebej izrazito se njen pomen kaže v malih podjetjih, kjer se zaradi manjšega števila zaposlenih oblikujejo intenzivnejši medosebni odnosi, vsak posameznik pa ima večji vpliv na kulturo podjetja. Mala podjetja se pogosto soočajo z omejenimi viri, kadrovsko fluktuacijo in izzivi pri oblikovanju spodbudnega delovnega okolja, kar lahko vodi v nestabilnost in zmanjšano produktivnost. V teh okoliščinah postane organizacijska kultura temeljni element, ki lahko bodisi prispeva k uspešnosti bodisi predstavlja oviro pri njenem razvoju. V teoretičnem delu naloge so predstavljeni različni modeli organizacijske kulture in dejavniki, ki vplivajo na njen nastanek, oblikovanje in spreminjanje. Analizirani so tudi vplivi močne in šibke kulture ter posebnosti kulture v malih podjetjih v primerjavi z večjimi organizacijami. Poudarjena je vloga vodstva in zaposlenih pri oblikovanju skupnih vrednot, norm in vedenjskih vzorcev ter pomen skladnosti kulture s strateškimi cilji podjetja. Empirični del temelji na raziskavi, izvedeni v štirih slovenskih malih podjetjih, kjer je bil z anketnim vprašalnikom analiziran vpliv organizacijske kulture na zadovoljstvo, motivacijo, predanost, zavzetost, produktivnost in kakovost medosebnih odnosov. Rezultati kažejo, da močnejša in jasneje razvita organizacijska kultura pozitivno vpliva na motivacijo, zavzetost in predanost zaposlenih, hkrati pa prispeva k boljši kakovosti odnosov in večji učinkovitosti dela. Nasprotno pa šibka kultura pogosto vodi v nezadovoljstvo, pomanjkanje motivacije ter slabšo produktivnost. Na podlagi ugotovitev so oblikovani konkretni predlogi za izboljšanje organizacijske kulture v malih podjetjih, kot so krepitev komunikacije, spodbujanje sodelovanja, razvoj vodstvenih kompetenc ter ustvarjanje bolj spodbudnega delovnega okolja. Naloga tako ponuja praktične smernice, ki lahko malim podjetjem služijo kot podlaga za sistematično gradnjo in utrjevanje organizacijske kulture, kar prispeva k dolgoročni uspešnosti in stabilnosti poslovanja.
Keywords:	organizacijska kultura, mala podjetja, zadovoljstvo zaposlenih, zavzetost in predanost, motivacija, medosebni odnosi
Place of publishing:	Maribor
Publisher:	M. Ančevski]
Year of publishing:	2025
PID:	20.500.12556/DKUM-94994
UDC:	005.73
COBISS.SI-ID:	255812355
Publication date in DKUM:	04.11.2025
Views:	226
Downloads:	80
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	01.09.2025

Secondary language

Language:	English
Title:	Organizational culture in small enterprises
Abstract:	Organizational culture is one of the key factors that significantly influences a company’s success, employee engagement and satisfaction, as well as the long-term stability of the organization. Its importance is particularly evident in small businesses, where the smaller number of employees fosters more intensive interpersonal relationships, and each individual has a greater impact on the company’s culture. Small businesses often face limited resources, employee turnover, and challenges in creating a supportive work environment, which can lead to instability and reduced productivity. In such circumstances, organizational culture becomes a fundamental element that can either contribute to success or represent an obstacle to development. The theoretical part of the thesis presents various models of organizational culture and the factors that influence its emergence, formation, and change. It also analyses the effects of strong and weak cultures, as well as the specific characteristics of culture in small businesses compared to larger organizations. Emphasis is placed on the role of leadership and employees in shaping shared values, norms, and behavioral patterns, as well as on the importance of aligning culture with the company’s strategic goals. The empirical part is based on a study conducted in four Slovenian small businesses, where a survey questionnaire was used to analyse the impact of organizational culture on satisfaction, motivation, commitment, engagement, productivity, and the quality of interpersonal relationships. The results show that a stronger and more clearly developed organizational culture positively affects employee motivation, engagement, and commitment, while also contributing to better relationship quality and greater work efficiency. Conversely, weak culture often leads to dissatisfaction, lack of motivation, and lower productivity. Based on the findings, concrete proposals are formulated for improving organizational culture in small businesses, such as strengthening communication, encouraging collaboration, developing leadership competencies, and creating a more supportive work environment. Thus, the thesis offers practical guidelines that small businesses can use as a foundation for systematically building and reinforcing organizational culture, thereby contributing to long-term success and business stability.
Keywords:	organizational culture, small businesses, employee satisfaction, engagement and commitment, motivation, interpersonal relationships

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