Cultural differences in state and private organizations

Mūsdienu straujajā ekonomikas globalizācijas procesā sekmīgā valsts konkurētspējas nodrošināšanā ievērojami pieaug korporatīvās un organizācijas kultūras loma nacionālās kultūras līmenī. Latvijas sabiedrības viedoklis apstiprina tendenci, ka valsts un privātajā sektorā stipras organizācijas kultūras veidošanai netiek piešķirta pietiekama nozīme. Dažādās organizāciju kultūras savstarpējās saskarsmes procesā nereti kļūst par cēloni konfliktiem, kuru pamatā ir atšķirīgās kultūru iezīmes. Maģistra darba mērķis ir sniegt konkrētus priekšlikumus kultūru atšķirību mazināšanai, kas veicinātu organizāciju līdzsvarotu savstarpējo attiecību un veiksmīgas sadarbības veidošanos. Pētījuma rezultāti atklāj gan daļu objektīvu atšķirību valsts un privātās organizācijas kultūrā, gan arī atšķirības, kas var kavēt savstarpēju sapratni.Today the role of corporate and organisational culture on the national culture level is increasing considerably ensuring competitiveness of the country in the process of rapid economical globalisation. Attitudes of the Latvian society confirm the tendency of insufficient significance being attached to the development of strong organisational cultures both in public and private sectors. Diverse organisational cultures often cause culture difference-based conflicts on the level of inter-organisational relationship. The purpose of the Master’s paper was to offer concrete proposals to minimise cultural differences in order to promote a well-balanced interrelation and cooperation among organisations. Results of the research show objective differences in the culture of public and private organisations, as well as differences creating a potential for mutual misunderstanding. Today the role of corporate and organisational culture on the national culture level is increasing considerably ensuring competitiveness of the country in the process of rapid economical globalisation. Attitudes of the Latvian society confirm the tendency of insufficient significance being attached to the development of strong organisational cultures both in public and private sectors. Diverse organisational cultures often cause culture difference-based conflicts on the level of inter-organisational relationship. The purpose of the Master’s paper was to offer concrete proposals to minimise cultural differences in order to promote a well-balanced interrelation and cooperation among organisations. Results of the research show objective differences in the culture of public and private organisations, as well as differences creating a potential for mutual misunderstanding