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Title:KAKO OBLIKOVATI ORGANIZACIJSKO KULTURO V SODOBNI ORGANIZACIJI
Authors:Gajsar, Sabina (Author)
Potočan, Vojko (Mentor) More about this mentor... New window
Files:.pdf UNI_Gajsar_Sabina_2010.pdf (366,11 KB)
 
Language:Slovenian
Work type:Final seminar paper (mb14)
Organization:EPF - Faculty of Business and Economics
Abstract:V diplomske seminarju smo raziskali pojem organizacijske kulture, njen pomen v sodobni organizaciji in proces oblikovanja ustrezne kulture. Ob tem smo se srečali tudi z izhodiščnimi dejavniki oblikovanja, njenimi značilnimi vsebinami ter nekaterimi tipologijami različnih avtorjev. Obstajajo številne opredelitve organizacijske kulture. V diplomskem seminarju smo navedli le bistvene. Poleg bistva organizacijske kulture smo predstavili tudi njeno vlogo, ki zajema različne funkcije vse od orientacije, legitimnosti, motivacije pa do velika vpliva na uspešno vodenje. Predstavili smo različne vire organizacijske kulture in podrobneje opisali najpomembnejše tri. To so nacionalna kultura, močni voditelji in panoga. Ti izhodiščni dejavniki predstavljajo sestavine, iz katerih organizacijska kultura izvira, hkrati pa ti vplivajo na njen proces nastajanja. V nadaljevanju smo se seznanili z značilnostmi, ki so skupne vsem oblikam organizacijske kulture in te so kolektivnost, interakcije med posamezniki, emocionalnost in dinamičnost ter spremenljivost. Seznanili smo se tudi z različnimi tipologijami, posameznih avtorjev, ki so jih oblikovali zaradi lažjega razumevanja in poenotenja. Prikazali smo tudi pomembno vlogo, ki jo ima lastnik ali manager pri oblikovanju kulture. Prišli smo do ugotovitve, da bolj kot je manager ali lastnik močna, izrazita osebnost, toliko bolj se vidi njegov vpliv. Če je pri oblikovanju organizacijske kulture uspešen, to obliko utrdi in obdrži tudi po pritegnitvi drugih članov v organizacijo. Ključno je timsko delo. V zadnjem poglavju smo prišli do pomembne ugotovitve, da če organizacija nima ustrezne organizacijske kulture, ki bi zadovoljevala vse člane, ni sposobna v celoti izrabiti svojih potencialov. Kar pomeni, da ni za uspešnost dovolj samo močna kultura, ampak mora biti ta tudi ustrezno oblikovana in usmerjena.
Keywords:organizacijska kultura, strateški pomen organizacijske kulture, proces oblikovanja organizacijske kulture, manager, člani organizacije
Year of publishing:2010
Publisher:[S. Gajsar]
Source:Maribor
UDC:005.7
COBISS_ID:10460444 Link is opened in a new window
NUK URN:URN:SI:UM:DK:SLGRTU4P
Views:1725
Downloads:235
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Categories:EPF
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Secondary language

Language:English
Title:HOW TO CREATE AN ORGANIZATIONAL CULTURE IN A MODERN ORGANIZATION
Abstract:In the graduation seminar we explore the concept of organizational culture and its importance in the modern organization and the process of creating organizational culture. We also explore sources of the organizational culture, its specific content and some typologies of different authors. There are many definitions of organizational culture. In the graduate seminar are listed only the essential. We also present its role in organization, which covers different functions of guidance, legitimacy, motivation and the major impact on successful leadership. We presented the different sources of organizational culture and describe the main three. These are national culture, strong leaders and industry. These factors represent the basic sources which the organizational culture came from, and they have affect on the process of its creation. In addition, we note the common characteristics of all forms organizational culture and these are the collective, the interaction between individuals, emotion and dynamics and variability. We also note the different typologies from individual authors, which have been formed to ease the understanding and unification. We also demonstrate the important role of the owner or manager in creating the culture in a modern business. We came to the conclusion that more the manager is powerful and have strong personality, so much more he can influence on organizational culture. If the organizational culture is successfully made in process of creating, will this form also be keep in future, after attracting other members of the organization. Teamwork is the key. In the last chapter, we also come to the important conclusion that if the organization does not have the appropriate culture that would satisfy all members, will not be able to fully exploit its potential. This means that successful organization do not only need a strong culture, but must also be properly designed and targeted.
Keywords:organizational culture, strategic importance/meaning of organizational culture, process of creating an organizational culture, manager, member of the organization


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