| Abstract [eng] |
Leadership is able to lead establishing new capabilities within the heart of the organization – its culture. It has influence over its employees by creating engagement among them and willingness to make efforts for improvements and changes. Though, local self-government institutions differ of being slow and low performing, compare to the private sectors. The main aim of this Master’s thesis is to investigate the role of leadership on the organization culture change at local self-government institutions, taking case of Siauliai District and Pardubice District Municipalities. Therefore, research helps to understand how the leaders impact organization’s culture and their high abilities to help to achieve the organization’s strategies and goals, to facilitate the changes necessary to achieve high-performance. In this study the research methodology is based on the Denison’s model, which provides a comprehensive way to measure the organizational change through two frameworks: The Organizational Culture Model and the Leadership Development Model. Built on the same foundation, both models describe the characteristics of high-performance organizational culture and leadership. According to Denison Organizational Culture and Leadership Development Models, was constructed Focus Group Interview to collect data. In total, up to 20 employees and leaders were interviewed from the administrative and its structural units in Siauliai and Pardubice districts Municipalities. The findings demonstrated that the municipalities are highly capable for change and flexibility, have cultures adaptive, and extremely consistent and predictable. The leaders follow strategic plan, have clear goals, citizen oriented core values and employees have proper understanding of them. Likewise, they have pretty a lot of activities, well suiting background, and they always try to strive for further development and improvement, be followed up with the latest innovations. But on other hand, lack of time, financial resources, empowerment and motivation, communication/relationship among departments or executives and employees, and information flow, to make sure that all employees are aware of the organization’s situation, will intervene to reach goals and any ideas to further development and implementation of changes in a larger extent. |
