Organizacijska kultura občinskega redarstva : diplomsko delo univerzitetnega študija

Organizacijska kultura je skupek vrednot, norm, prepričanj, ki so sprejete v organizaciji in prikazujejo, kako naj se ljudje znotraj nje vedejo, komunicirajo in kakšne delovne odnose naj razvijejo. Organizacijske kulture se med seboj razlikujejo, saj ima vsaka organizacija svoja pravila oblačenja, rituale, naloge, formalna pravila, procedure itd. Namen diplomske naloge je bil predstaviti organizacijsko kulturo občinskega redarstva. Preučevanje je potekalo v dveh slovenskih občinah, A in B. Izbor preučevanja občinskega redarstva se mi je zdel zanimiv tudi z vidika javne uprave. Občinsko redarstvo spada pod javno upravo, dandanes pa prihaja do sprememb zaradi odpuščanja delavcev, zniževanja plač, nezaposlovanja …, to vse pa vpliva na kulturo v organizaciji. Ljudje znotraj organizacije dobijo možnost uresničevanja lastnih interesov, seveda pa organizacija spodbuja tiste, ki koristijo uspešnemu delovanju organizacije, in zavira tiste interese, ki to uspešnost zmanjšujejo. Organizacija teži k doseganju ciljev in je uspešna, če zaposleni zastavljene cilje učinkovito in uspešno dosegajo. V teoretičnem delu diplomske naloge sem predstavila značilnosti organizacijske kulture, njene sestavine in načine merjenja. Podrobneje sem opisala način merjenja po Cameronu in Quinnu. V empiričnem delu naloge je sledil opis vzorca in uporabljenih metod. S pomočjo raziskave, ali so zaposleni v organizaciji naklonjeni kulturi hierarhije kot obstoječemu tipu organizacijske kulture, sem spoznala, da takemu tipu niso naklonjeni, temveč si v prihodnje želijo več organizacijske kulture tipa klan. Z analizo obstoječega stanja organizacijske kulture in želenega tipa organizacijske kulture sem izvedela, da sedanji in predvideni želeni tip organizacijske kulture nista skladna. Rezultate sem predstavila s pomočjo grafov in tabel. Temu sta sledili obdelava in interpretacija rezultatov.The organizational culture is a set of values, norms, believes which are accepted in an organization and presents the manner in which people should behave, communicate and relate to one another. The organizational cultures differ, since every organization has its own dress code, rituals, tasks, formal rules, procedures, etc. In the following diploma the organizational culture of a municipal warden service is presented. The research was made in two Slovene municipalities, A and B. The choice of municipal warden service is interesting also from the public administration`s point of view. The municipal warden service falls under public administration, today, changes can be seen due to redundancies, salary cuts, unemployment, etc., and everything influences the organizational culture. The people inside the organization get the opportunity to realize their own interests, nevertheless, the organization encourages those, which benefit the organization and hinders those interests that reduce success. The organization aims to reaching goals and is successful, if its employees reach their set goals successfully and efficiently. The theoretical part of this diploma deals with characteristics of the organizational culture, its components and measurement methods. The measuring method of Cameron and Quinn is presented in more detail. Following, in the empirical part of the diploma the sample description and used methods are presented. With the help of research of employees` affection to the organizational hierarchy as the existent type of the organizational culture, we came to a conclusion that employees are reluctant to the culture of hierarchy, instead, they desire the clan type of organizational culture. With the analyses of the existent type of the organizational culture and the desired type of the culture we came to a conclusion that these two types are not compatible. The results are presented with the help of tables and charts, which are followed by an interpretation