| Abstract [eng] |
The solutions needed to strengthen the organizational culture of small companies are analysed in this master’s thesis. The aim of the work is to analyse the theoretical assumptions of organizational culture and systematically identify the elements of organizational culture specific to small enterprises, to evaluate the organizational culture in small enterprises by offering recommendations for strengthening the organizational culture. The work consists of three main parts. In the first part of the work, by conducting comparative analysis the concept of organizational culture is defined, the types of organizational culture and their peculiarities are distinguished; the importance of organizational culture and its benefits for the competitiveness of the organization’s activities are indicated; the stages of organizational culture development and their importance in small enterprises are accentuated. In the second part of the work, a methodology is developed, validating the choice and applicability of semi-structured interview and questionnaire survey research methods. A model of organizational culture evaluation is developed. A model of change management is constructed and discussed in the thesis. The results discussed in the third part show that small companies focus on a solid united goal, which is directly related to the results of companies and compliance with customer requirements, but the balance between personal life and work processes is lost. In the process of forming organizational culture, there is no agreement on the use of elements of organizational culture and their significance. The goals of organizations are related to the efforts of employees to perform the job or assigned functions well, but not to the value system that connects them. The recommendations focus on the development of competencies of employees and managers. |
