ORGANIZACIJSKA KULTURA NA PRIMERU PODJETJA SG AUTOMOTIVE - Pernat, Valentina (V. Pernat, 2012)
Organizacijska kultura je širok spekter pojmov in pojavov v organizaciji. Je ena izmed pomembnejših, če ne kr najpomembnejših dejavnikov podjetja v današnjem času. Če se podjetje začne pravi čas zavedati o spremembah kulture, lahko realizacija podjetja poteka le po začrtani črti zastavljenih ciljev. Na to opozarja mnogo znanih podjetnikov, ki se zavedajo današnjega časa gospodarskih in političnih sprememb. Pomembno je, da ima podjetje trdno postavljeno vizijo in politiko podjetja preko katere uresničuje tako lasne cilje in pa tudi želje in cilje zaposlenih. V uvodnem (teoretičnem) delu smo se podali na pot proti raziskovanju novih pojmov, pojavov, teorij o sami organizacijski kulturi. Kjer smo spoznali, da se je potrebno osredotočati na procese skupinskega reševanja, kjer nastaja organizacijska kultura, v kateri je pomembno reševanje problemov. Sestavljena je iz mnogih vrednot, norm, stališče iz različnih obrazcev vedenja. Zanjo so pomembni tudi vzorniki, običaji in obredi. Vse to pa povezuje še komunikacija. Seznanili smo se tudi z tremi tipologijami organizacijske kulture. Našo popotovanje okrog organizacijske kulture pa se je končalo s spoznavanjem organizacijske kulture v kriznih časih, ko prihaja do sprememb, različnih mnenj in trenj med zaposlenimi. Za zaključek pa smo se odločili uporabiti metodo anketnega vprašalnika, ki nam je pokazala, da v organizaciji prevladuje kultura trga zaposleni pa si v prihodnje želijo več kulture klana. Organizational culture is broad spectrum of concepts in the organization. Is one of the most important factors in the company`s lead today. If the company enters in the right time to be aware of the changes of culture, the realization enterprise only the defined a line of started objectives. Many famous entrepreneurs are aware of today`s economic and political changes. For theirs it was important that the company has a strong vision and policy. Through manager eyes must to realize all wishes and goals of employees. The theoretical work, we went on a journey to explore new concepts, phenomena, theories of organizational culture. We realized that it was necessary to focus on processes of group conflict, which created an organizational culture. It is important to solve problems. Culture it consists of many values, norms, the position of the various forms of behavior. For culture it`s also important idols, traditions and rituals. All of this is communication links. We note also the three typologies of organizational culture. Our journey around the organizational culture are ended with the understanding the organizational culture in times of crisis, when it comes to chance, a difference of opinion and friction between employees. In conclusion, however, we have decided to use the questionnaires method, which showed result of dominant culture. The dominant culture in company is culture of the market, but employees in the future want more culture of clan.