Analysis of the possibilities of improving organizational culture in public administration

Ovaj rad bavi se konceptom organizacijske kulture, točnije organizacijske kulture javne uprave u Republici Hrvatskoj. Organizacije shvaćaju da organizacijska kultura postaje važan dio današnjeg pozitivnog poslovanja, stoga ju zadnjih godina nastoje osvještavati i razvijati. Organizacijska kultura je širok pojam te mnogi autori donose različite tipologije organizacijske kulture. Rad donosi nekoliko tipologija organizacijske kulture, među ostalim i tipologiju prema Cameron i Quinnu koja govori o klanskoj, adhokratskoj, hijerarhijskoj i marketinškoj kulturi , a za mjerenje organizacijske kulture u javnoj upravi u Republici Hrvatskoj koristio se „focus“ upitnik koji uključuje različite čestice za različite kategorije organizacijske kulture. Problem s kojim se javna uprava u Hrvatskoj bori jest pretjerana birokratiziranost i slijepa vjera formalizmu i postupcima te izrazito nerazvijena komunikacija između odjela i zaposlenika. Stoga je vrlo jasno da je javnoj upravi potrebna nova kultura. Odgovore možemo tražiti u postulatima novog javnog menadžmenta koji nastoji donositi ekonomske vrijednosti u javnu upravu koja je neprofitna organizacija. Javni menadžment nastoji mnoga javna pitanja prepustiti reguliranju tržišta i na taj način financijski rasteretiti državu i uvesti poduzetničku kulturu. Za potrebe rada provedeno je istraživanje u određenim jedinicama javne uprave diljem Republike Hrvatske. Rezultati su pokazali kako u ispitanim jedinicama javne uprave prevladava hijerarhijska kultura, a najmanje je izražena adhokratska i klanska kultura. Također, ispitanici su u otvorenim odgovorima istaknuli kako je najveći problem u javnoj upravi nerazvijena komunikacija, sporost sustava, pretjerana birokracija i orijentiranost na formalizam. Javnoj upravi u Hrvatskoj je potrebna nova kultura u kojoj bi se povećalo zadovoljstvo i korisnika, a i zaposlenika.This paper deals with the concept of organizational culture, more precisely with organizational culture of public administration in the Republic of Croatia. Organizations understand that organizational culture is becoming an important part of today's positive business, so in recent years they have been trying to raise awareness and develop it. Organizational culture is a broad term and many authors bring different typologies of organizational culture. This paper brings several typologies of organizational culture, including a typology according to Cameron and Quinn that speaks of clan, adhocratic, marketing and hierarchical culture, and a „focus“ questionnaire involving different particles for a different categories of organizational culture was used to measure organizational culture in public administration in the Republic of Croatia. The problem that public administration in Croatia is struggling with is over-bureaucracy and blind faith in formalism and procedures, and markedly underdeveloped communication between departments and employees. Therefore, it is very clear that public administration needs a new culture. The answers can be found int he postulates od New Public Management, which is trying to bring economic values to the public administration, which is non-profit organization. Public managment tries to leave many public issues to be regulated by the market and thus financially relieve the state and introduce an entrepreneurial culture. For the purpose oft he paper, a survey was conducted in certain public administration units throughout the Republic of Croatia. The results showed that the hierarchical culture was predominant int he examined public administration units, with the least pronounced adhocratic and clan culture. Also, the respondents said in their open answers that the biggest problem in public administration is underdeveloped communication, system slowness, excessive bureaucracy and a focus on formalism. Public administration in Croatia needs a new culture which would increase customer and employee satisfaction