Organizational Culture Management as an Element of Innovative and Sustainable Development of Enterprises (original) (raw)
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The importance of the organizational cultural research and it’s factors, within the management
Eirp Proceedings, 2012
The culture of a society reflects the well-developed interaction of the values that describes it, of the attitudes and behaviors showed by its members. Models of individual and group behaviors are permanently changing, having an impact at their turn on the culture of the society, which creates a continuing changing cycle. The necessity of researching on the organizational culture in management is given by the fact that this one has a powerful impact on the performances of the company and becomes more and more emphasized in the conditions of the dynamism of the external environment. The managers are ought to identify those cultural elements that stop the development and turn it into values, behaviors, attitudes that give the most likely outcome to the new objectives and improving of the company. Culture is a determination factor of the behavior, of the line of thought and feeling of the individual, which guides it in its actions, towards achieving the goals and objectives of the organization. Culture is seen as an orientation factor of the actions of the individual according to the goal of the organization and its own system of values. Values, common beliefs of the organizational culture are taken into consideration, formed under the influence of the managerial practices, but also of the socio-cultural environment, where the members of the organization have lived and have been formed. In this way, people come with a line of values that they report to those companies, aligning in this manner the actions not only with the purposes and objectives of the organization, but also with the personal professional ones.
Research in Logistics and Production, 2017
The article presents the impacted of organizational culture and its impact on the changing innovations in a large automotive manufacturing company based in Wielkopolska. At present, innovation is regarded as one of the driving forces of the company. Organizational culture that is properly focused on innovation can have a big impact on improving performance and gaining greater competitive advantage in the marketplace, especially in a rapidly growing industry. As part of the research conducted through the OCAI questionnaire, organizational culture was diagnosed in the selected company. Analyzing an enterprise and diagnosing an organizational culture will determine if the employees in the analyzed firm are ready for changes in innovation.
Organizational Culture in Ernst Young Serbia: From Proclaimed to Perceived Values
Etnoantropološki problemi / Issues in Ethnology and Anthropology, 2020
In this paper, we examine the characteristics of organizational culture in Ernst Young Serbia. Employee perceptions of organizational culture were compared with the proclaimed company values. Interviews were conducted with 16 employees using the standardized questionnaire while the survey provided demographic and socio-economic profile of informants. Other research methods such as observation and participant observation were also used in the study. Based on the premise that organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations, we noticed a variety of employee perceptions including the collection of interpersonal relations, values, beliefs, attitudes, practices, rituals, rules and procedures. Ernst Young company defines its organizational culture in relation to the three core elements: inclusiveness, development and engagement. Proclaimed values of the company represent the desired employee behavior d...
Manager's assessment of organizational culture
E+M Ekonomie a Management, 2014
This paper analyzes the dimension of organizational culture assessment by managers, in order to diagnose the results of the research directions of changes in management that contributed to the successful functioning of the organization. The research encompassed 168 managers within 8 companies of different structure and ownership type. A Pareek questionnaire was used to measure the dimensions of corporate culture. The managers have expressed their opinions on different corporate culture dimensions on a 4-level scale. In particular, the following were considered: openness, confrontation, trust, authenticity, proactivity, autonomy, cooperation and attitude towards experimenting. Determining dominant corporate culture dimensions has primarily a purpose of identifying: the current state of value dimensions of culture, differences between opinions of managers in public sector versus those in production companies, differences between opinions pertinent to different managerial levels, and opinions about possible impact of certain dimensions of corporate culture on behavior of employees within the companies encompassed in the study. Survey results indicate a clear difference in the assessment of organizational culture in relation to the level of managers, types of organizations (manufacturing or service) and ownership status of the organization (public or private). Higher levels of management rate higher the majority of dimensions of organizational culture as compared to the lower levels of management. Managers of manufacturing industrial systems rate higher the dimensions of organizational culture in comparison with the managers of the service sector. Managers, as bearers of the culture, can contribute to establishment of desired cultural values that will promote the development of organization. In the long turbulent transition period that Serbia has been going through-and which has a negative impact on business performance of the companies-it is vital to determine the difference between the existing values and those desired that would contribute to the fastest development of the companies.
The Organizational Culture as a Support of Innovation Processes' Management: A Case Study
2016
There is no doubt that the innovation behaviour is a key of the sustainable competitiveness because it makes the enterprises more flexible. The culture values supporting of innovation behaviour are really important aspect of the business development. The aim of this paper is the analysis of the organizational culture impact and potential within innovation processes in organization. The most important part is a partial research result presentation concerning state of innovation organizational culture in the Slovak medium sized enterprises from 2010 to 2014. A considerable reserve of the adequate background for encouragement of an employee's innovation behaviour was discovered. Therefore a general proposal of step by step methodology with point evaluation of an orientation rate of the organizational culture to the innovation was created during the formation of the adequate organizational culture. A case study of the level of an attribute in the three monitored enterprises endorsin...
STUDY ON CORPORATE CULTURE AND VALUES
Corporations must alter to keep up with the changing conditions and be successful in the competition environment. The purpose of providing a structure which will support changing is the fundamental condition of managing the change process. Corporations which have a joint and shared culture will possess joint behaviors, beliefs and expectations. The first step to be taken for building strong corporate cultures is to define the fundamental values which are clearly arranged and shared by employees. Corporate culture will be stronger when employees of a corporation gain consensus on the significance of primary values and adopt these values. There are generally two ways of defining corporate values. The first way is that the values are defined by executives. The second is that the values are defined by whole employees including executives through working together. The second way is more convenient to participation, sharing and is more democratic than the first one. Here in this statement, the process of defining the corporate values and the theme of the communication program which will be applied for the adoption of these values by the employees are going to be explained and discussed in the context of the research and application studies at Efes Pilsen Turkey Beer Corporation which is the leader in the beer market in Turkey. The objective of the study is to introduce and discuss the original research and application model developed regarding to defining the values which are the most important element of the corporate culture through participatory and democratic approach. To provide the research model which was explained above and reached true results by testing, to have more efficient level carrying it to academic environment and to contribute the international literature which related to the issue. To lead an argument about how Turkey experiencing a fast chancing, having succeeded in creating an initially national then international brand with a population, the majority of which consists of Muslims, in producing beer and then marketing it in a secular country and also to lead an argument about to what extent the general cultural values of Turkey match with those of globalling world and also about corporate values defined by employees of an industrial establishment which is the leader in its market, to form date for new researches that will be carried out in the field.
Correlation of Organizational Culture with Company Innovation
Pinisi Business Administration Review
Copyright © 2020 Universitas Negeri Makassar. This is an open access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/) Organizational Culture is an important component in organization. This research discussed the correlation of organizational culture with company innovation in Perum Bulog Sulselbar Regional Divisions. This type of research is a descriptive research using a quantitative study design. Data collected techniques are carried out through observation, questionnaires and documentation. In this study, researchers tried to ascertain whether organizational culture has a relationship with company innovation. This research using a survey method. The data was collected by a questionnaire and analyzed using a statistical formula, with Spearman Rank Correlation which is calculated using SPSS. Based on data processing for the organizational culture variable, it was obtained a value of 82 percent, so it concluded that the organizational culture, was in the...
Organizational Culture as a Basis for Efficient Development of Organization
Management and Business Research Quarterly, 2021
The article is devoted to the study of non-material assets of an organization development, particularly of organizational culture as a basis of effective development of an organization. The hypothesis lies in the fact that specific features study of organizational culture of a company provides possibility of objective evaluation of a degree of stability of organization, its ability for competition, allows to predict the important directions of management decisions, and a possibility of achievement of planned results. The tendencies concerning the transformations of contemporary management of organizations, which are realized in transferring of management influences from the management of technology of work to technology of management of human potential of a company, are revealed. The change of emphasis is due to objective reasons: due to the processes of globalization, state-of-the-art production technologies, including the latest information technologies, as well as the internation...
Model Recommended Values of Corporate Culture for Industrial Companies in Slovak Republic
Research Papers Faculty of Materials Science and Technology Slovak University of Technology
The main objective of the paper is to describe the recommended values model of corporate culture and supporting business performance for industrial companies operating in the Slovak Republic. This model was developed on the basis of research results within the STU Project to support young researchers entitled “Changing the potential of the company´s success using the principles of spiral management and its impact on corporate culture”. The current paper is a part of submitted VEGA project No.1/0348/17 “The impact of the coexistence of different generations of employees on the sustainable performance of organisations”. This model will be the basis for defining corporate values and developing or changing corporate culture for the companies operating on or coming (from abroad) to the Slovak market. The characteristic features of the value model are simplicity, complexity and applicability. This model takes into account the current situation on the Slovak market. The values of this mode...