The article deals with the organization of festive celebrations in co-workers’ environment. Based on field studies, co-workers’ gathered on the occasion of the holidays, the organization’s place, both internal organization itself and its surrounding external – local, national culture, the influence on their manifestation. Two traditional and two modern holidays are being analysed, where the habits of celebrations, formal and informal channels are compared between the city and its environs co-workers’.
The article presents the evaluation of organizational culture of SC „Klaipėdos kartonas“. The employees’ attitude towards the importance and influence of OK, values, symbols, history, heroes, traditions and communication is evaluated by questioner created by authors of article. The survey revealed that employees appreciate their OK positively. They are guided by the values of organization in their work. The employees know the values and their impact, the history of organization, and have their heroes-employees. Common traditions are prevalent in organization. The communication in organization is business-like. Statistically important difference was revealed: managers of all levels expressed more agreement for statements about all elements of OK; meanwhile employees without subordinates expressed less agreement or disagreement. It is suggested to involve employees without subordinates in processes of formation and implementation of OK more actively.
The aim of this article: To analyze the theoretical assumptions of organizational culture and to investigate the organizational culture in two Lithuanian and foreign capital organizations.
The tasks.
To analyze the theoretical assumptions of the organizational culture.
To investigate organizational culture implementation in the Lithuanian and foreign capital organizations.
The object of the research is: organizational culture in Lithuania and foreign organization.
Research methods: literature analysis, synthesis, questionnaire, data processing SPSS 17.1 (Statistical Package called for the Social Sciences) program.
Research methodology: The research was done in the Lithuanian and foreign capital organizations. Organizations are medium size, activities − production. The research involved 123 respondents. From Lithuanian capital organization 60 respondents and from foreign capital organization 63 respondents participated in the research.
Analyzing the organizational culture in Lithuanian and foreign organizations we can see that those organizations of values are very similar. Foreign organizations and Lithuanian capital gets rituals such as new employee training, celebration during which family members gather together to have a good time, various outings. The Lithuanian capital organization well working employees are honored by manager attention while in the foreign capital organization this ritual is not popular. Foreign capital organization’s employees are friendlier relationship, they feel safer working in this type of organization. Foreign capital organization, according to the workers opinion are strict order, more creativity is encouraged. It may be noted that foreign capital organizations it’s more characteristic collaboration between employees, this organization give more attention for rules and norms compared to the Lithuanian capital organization.
Journal:Tiltai
Volume 79, Issue 1 (2018), pp. 49–62
Abstract
Society’s value system forms gradually, and every society has its own culture, its own dominant value system. Fundamental values such as honesty, fairness, compassion and kindness have been preserved through the centuries, and they are the core values of today. Organization values are invisible organizational culture, the deepest layer of the organization. The internal culture of institutions is the system of values and traditions, work environment, which is an important condition for staff satisfaction and performance efficiency. Latvian public administration declared value is incorporated into the code of ethics, also included in the organization documents, thus addressing not only their employees, but also society as a whole, what is the profession of the required values, as well as what human values should be never lost. In this study, in order to identify the predominant values and intrinsic values of institutions based on publicly available data and information sources, Latvian State Administration Policy declared value are discussed and analyzed.