ORGANIZATIONAL CULTURE: THE CASE OF COMPANY DURAL D.O.O.

V diplomskem delu je obravnavana organizacijska kultura, katera ima močan vpliv na organizacijo. Pojem organizacijska kultura je moč zaslediti v strokovni literaturi o organizaciji in vodenju že nekaj desetletij. Pomen organizacijske kulture izhaja iz spoznanja, da v organizaciji razmeji pri vodenju reakcij zaposlenih na dogajanja v organizaciji in okolju in s tem tudi njihovega ravnanja ne določajo samo racionalni elementi, ampak tudi simboli. Organizacijska kultura nastaja v procesih skupinskega reševanja problemov, prilagajanja organizacije na okolje ter pri reševanju problemov njene notranje integracije. Za dobro organizacijsko kulturo je potrebno daljše časovno obdobje. Kultura se močno ukorenini v podjetje, zato je njeno spreminjanje težavno in dolgotrajno. Potrebno je stalno nadgrajevanje organizacijske kulture, saj bo posledično podjetje tako dolgoročno bolj konkurenčno.The thesis addresses with the organizational culture, which has a strong impact on the organization. The concept of an organizational culture, can be found in literature about organization and management, for the past couple of decades. The importance of the organizational culture comes from the realization, that it divides the organization in managing employees reactions to developments in the organization and the environment and thus their behavior is determined not only by rational elements, but also symbols. Organizational culture is created in the process of collective problem-solving, adapting the organization to the environment and to solve problems of its internal integration. A longer period of time is needed for a good organizational culture. Culture is strongly rooted in the company, so changing it is difficult and time consuming. Continuous upgrading of organizational culture is necessary, as it will result in the companies long-term competitiveness