THE DIFFERENCE IN UNDERSTANDING OF ORGANIZATIONAL CULTURE AMONG MANAGEMENT AND EMPLOYEES OF SELECTED COMPANY

Z organizacijsko kulturo se srečamo v vsaki organizaciji. Pomaga nam razumeti na kakšnih načelih, prepričanjih deluje organizacija in kakšno vedenje udeležencev organizacija podpira. Organizacijsko kulturo, je možno začutiti že s samim vstopom v organizacijo. Nosilci organizacijske kulture so vsi notranji udeleženci organizacije. Odgovornost za nastajanje, ohranjanje in krepitev kulture pa ima management. Management služi v organizaciji, kot vzgled in temeljni člen za prenos kulture na nižje ravni v organizaciji. Organizacijska kultura se tako prenaša od zgoraj navzdol. Magistrsko delo je sestavljeno iz dveh delov. V prvi del, ki je teoretični so vključena tri poglavja. Prvo poglavje tega dela, govori o tem, kaj je organizacijska kultura, katera so izhodišča za obravnavo organizacijske kulture, katere so glavne sestavine kulture in kakšno vlogo oziroma funkcijo ima v organizaciji. Naslednje poglavje govori o tipologijah organizacijske kulture. V tem poglavju izvemo, zakaj potrebujemo tipologijo in kaj nam določena tipologija pove o organizacijski kulturi. Predstavljene so štiri tipologije: po Charlesu Handyu, Dealu in Kennedyu, Carterju McNamari in po Cameronu in Quinnu. S pomočjo zadnje omenjene tipologije je izpeljana tudi raziskava. V zadnje poglavje teoretičnega dela je vključeno, upravljanje in delo z organizacijsko kulturo. Prikazana je vloga managementa pri oblikovanju in izvajanju organizacijske kulture. Poudarek je na tem kako ustvarjati, ohranjati in spreminjati organizacijsko kulturo in na kaj moramo biti pri tem pozorni. Opisana in prikazana so orodja, s katerimi lahko prenašamo organizacijsko kulturo na udeležence. Teoretični del se zaključi s poglavjem, v katerem so prikazane razlike v razumevanja organizacijske kulture med različnimi skupinami udeležencev organizacije. Drugi del magistrskega dela, predstavlja empirična raziskava, ki je bila izvedena v izbrani organizaciji. Raziskava je bila izvedena s pomočjo metodologije po Cameronu in Quinnu. Predstavljeni so rezultati raziskave in analiza organizacijske kulture v izbrani organizaciji. Prikazana je razlika v razumevanju organizacijske kulture med managementom in ostalimi zaposlenimi v organizaciji. Ugotovili smo, h kateri kulturi je nagnjena organizacija, katero kulturo si v organizaciji želijo, in kakšna je razlika v želeni kulturi managementa in ostalih zaposlenih. Na koncu so podani predlogi za izboljšanje trenutne organizacijske kulture. Organizacijska kultura se v organizacijo uvaja postopoma in zahteva veliko časa za uvedbo, saj jo morajo udeleženci sprejeti. Kar pa pomeni, da morajo sprejeti določena prepričanja, poglede in vedenje. Uvajanje organizacijske kulture v organizacijo, je tako dolgotrajni proces.The Organizational culture is found in every organization. It helps us to understand on what principles, and beliefs these organizations are operating and what kind of behavior these organizations are supporting. Organizational culture, could be felt by simply entering the organization. Holders of organizational culture are internal participants of the organization. The responsibility for creation, maintenance and strengthening the specific culture is assigned to the management of this organization. The organization’s management serves as an example and a core link for the transmission process of the culture to lower levels in the organization and that is the main reason why organizational culture is always transmitted from the top level to the bottom. This master\u27s thesis consists of two main parts. The first part, which is based on the basic theory and theoretical topics is further divided into three interconnected chapters. The first chapter is presenting the core of the organizational culture, starting points of organizational culture’s examination processes and its main components and functions on the organizations. The second chapter presents main typologies of the organizational culture. Narrowed topics try to explain why we need typology and what different typologies can explain us about the general organizational culture - Four typologies are presented: Charles Handy’s, Deal’s and Kennedy’s, Carter McNamara’s and Cameron’s and Quinn’s. The last one is used for the research purposes in the empirical part of this master’s thesis. In the last chapter of the theoretical part the reader is introduced to the managerial processes and concepts within the organizational culture - such as the role of management in the design and implementation of the organizational culture. The emphasis is put on how to create, maintain, and modify the organizational culture and what should attract our attention during these actives. Additionally, the transmission tools which allow to transmit the organizational culture to the participants are described. Theoretical part ends with a chapter which presents the differences in the understanding of organizational culture between different groups of participants in the organization. The second part of my master’s thesis is based the empirical study, which was carried out in the pre-selected organization. The survey was conducted using methodologies developed by Cameron and Quinn. Results exposed the difference in the understanding of the organizational culture between management and other employees in the organization. Research gave me the answers on questions towards which type the culture is this organization prone to, which type of culture is desired in this organization, and what is the main difference between the desired culture of management and other employees. At the end, I was able to suggest a solutions and improvements for the currently implemented culture in this organization. Organizational culture should be accepted by all acting participants in the organization and because of this it should be introduced by a long-lasting gradual processesmainly due to hard acceptance of new beliefs, views and behaviors in the all segments of the individual participants. Introduction of organizational culture in organization is a long-term process