Lietuvos organizacijų normų analizė
LTTyrimo tikslas – išanalizuoti Lietuvos organizacijų normas. Analizuota normų, kaip taisyklių ir standartų, samprata, jų svarba organizacijoms, normų klasifikacijos pagal tipus, jų perdavimo būdų, kuriais formalizuojamos normos organizacijose, aprašymą dokumentuose. Atlikta Lietuvos organizacijų darbuotojų anketinė apklausa. Lietuvos organizacijos paprastai formalizuoja darbo, teisines, moralines ir estetines normas. Formalios normos paprastai sudarytos vadovų, neformalios formuojamos grupių lyderių ar darbuotojų. Tyrimas atskleidė, kad organizacijos normos paprastai draudžiamojo pobūdžio ir retai skatinančios pageidautiną elgesį. Akivaizdi tendencija, kad draudžiamosios normos dažniau slopina individualius pasiekimus, nei juos skatina. Rezultatai atskleidė, kad dažniausia darbuotojai Lietuvos organizacijose neskatinami laikytis normų, bet gana dažnai baudžiama už normų nesilaikymą. Todėl, remiantis tyrimo rezultatais, rekomenduojama įtraukti darbuotojus į normų formavimo procesą, kad jos būtų labiau pripažįstamos, sukurtų teigiamą darbo atmosferą ir skatintų savikontrolę. [Iš leidinio]Reikšminiai žodžiai: Formalizacija; Normos; Normų formalizavimas; Organizacijų normos; Taisyklės; Formalization; Formalization of norms; Lithuania; Norms; Organisational norms; Rules.
ENThe aim of the paper was to analyse norms in Lithuanian organisations. Based on literature review, the authors analysed the concept of norms as rules and standards and their importance in an organisation. Distribution of norms by type, their transfer methods and description in the documents that can be formalized as the standards in organizations were also discussed. Finally, there was performed a questionnaire survey of employees in Lithuanian organisations. The received results showed that organisations in Lithuania usually formalize work and also legal, moral and aesthetic norms. Less common are norms of language, communication with top managers, colleagues or customers. Norms in working activities are mostly related to working time, intolerance of delays, wage payment procedures, work quality and quantity. Formal appearance norms are usually defined as neat appearance or wear of special working clothes. Informal norms are usually associated with work functions, appearance and communication with colleagues. However, informal norms in work activities tend to be as follows: keeping workplace in order, work distribution, and performing of work with required results on time. Moreover, the most common identified informal norms of communication with colleagues are information sharing and cooperation in work, as well as greetings on occasions and meetings over coffee. Yet formal norms are usually formed by a top manager, whereas informal norms are settled by a group of leaders or employees. The study revealed that norms in organizations are generally of prohibiting character and rarely motivating for eligible behaviour. However, the authors found out that prohibiting norms more often tend to inhibit individual achievements if compared to permissions.The results demonstrate that in Lithuanian organizations mostly there are no consideration for the compliance of norms, but employees are quite often penalized for non-compliance with norms that are formalized in organizations. Therefore, according to the results, it is recommended to include more employees in the process of formation of norms, so they could be accepted more willingly avoiding the cases of punishment for non-compliance, thus creating positive work atmosphere and fostering employees’ self-control. The fact that Lithuanian organisations have more formal rules, which are presented in official documents, is not the biggest shortage, but rather inappropriate and obsolete approach to standards as stringent rules generated by directors or managers and for non-compliance of which employees might get punished. Surely, formal rules are inevitable, because many of them are formalized in the Labour Code and laws, yet the internal behavioural rules in organizations could also serve for self-consciousness of workers. The majority of both formal and informal norms are related to work activity, so it is important to promote employees’ selfcontrol, self-expression, and then they will tend to assume greater responsibility. [From the publication]
