Lietuviško ir užsienio kapitalo organizacijų organizacinės kultūros tyrimas Klaipėdos mieste

LTOrganizacinės kultūros tyrimai atliekami įvairių tipų organizacijose. Pastebėta, kad darbuotojai labiau didžiuojasi tomis organizacijomis, kurioms svarbios vertybės ir etikos normos. Stipri ir tinkama organizacinė kultūra skatina darbuotojų lojalumą, stiprina tapatumo jausmą, mažina nesusipratimų galimybes, gerina darbo procesus ir didina organizacijos veiklos efektyvumą. Organizacinėje kultūroje vyraujančios vertybės, normos, tradicijos suteikia organizacijai unikalumo ir savitumo. Šiame straipsnyje analizuojama organizacinė kultūra dviejose Klaipėdos miesto skirtingo kapitalo (lietuviško ir užsienio) gamybos organizacijose. Aiškintasi, kokios vertybės svarbios šių organizacijų darbuotojams, kaip jie vertina organizacinės kultūros elementus, tarpusavio santykius. Ištirta, kad užsienio kapitalo organizacijoms būdingesnis tarpusavio bendradarbiavimas, nustatytų taisyklių ir normų paisymas. Be to, čia, darbuotojų teigimu, griežtesnė tvarka, labiau skatinamas kūrybiškumas, lyginant su lietuviško kapitalo organizacijomis. [Iš leidinio]Reikšminiai žodžiai: Lietuviško kapitalo organizacija; Organizacija; Organizacinė kultūra; Užsienio kapitalo organizacija; Vertybės; Foreign capital organization; Lithuanian capital organization; Organizational culture; Values.

ENOrganization culture is a system of shared values (what is important) and beliefs (how things work) that interact with a company’s people, organization structures, and control systems to produce behavioral norms (the way we do things around here). Organization culture is the “set theory” of important values, beliefs, and understandings that members share in common, culture provides better (or the best) ways of thinking, feeling and reacting that could help managers to make decision and arrange activities of organization. A successful organization should have strong cultures that can attract, hold, and reward people for performing roles and achieving goals, whereas strong cultures are usually characterized by dedication and co-operation in the service of common values. Organizational success and failure are based directly or indirectly related to the organizational culture. The managerial style, morale, image – all these features of organizational culture determines the organization’s performance. Problematical questions: How organizational culture is implemented in Lithuanian and foreign capital in organizations? What are the main differences between the organizational culture and foreign capital in organizations? The aim of this article: To analyze the theoretical assumptions of organizational culture and to investigate the organizational culture in two Lithuanian and foreign capital organizations. The tasks. • To analyze the theoretical assumptions of the organizational culture. • To investigate organizational culture implementation in the Lithuanian and foreign capital organizations. The object of the research is: organizational culture in Lithuania and foreign organization. Research methods: literature analysis, synthesis, questionnaire, data processing SPSS 17.1 (Statistical Package called for the Social Sciences) program. Research methodology: The research was done in the Lithuanian and foreign capital organizations.Organizations are medium size, activities − production. The research involved 123 respondents. From Lithuanian capital organization 60 respondents and from foreign capital organization 63 respondents participated in the research. Analyzing the organizational culture in Lithuanian and foreign organizations we can see that those organizations of values are very similar. Foreign organizations and Lithuanian capital gets rituals such as new employee training, celebration during which family members gather together to have a good time, various outings. The Lithuanian capital organization well working employees are honored by manager attention while in the foreign capital organization this ritual is not popular. Foreign capital organization’s employees are friendlier relationship, they feel safer working in this type of organization. Foreign capital organization, according to the workers opinion are strict order, more creativity is encouraged. It may be noted that foreign capital organizations it’s more characteristic collaboration between employees, this organization give more attention for rules and norms compared to the Lithuanian capital organization. [From the publication]