| Abstract [eng] |
GVILDYTE, Birute. (2010) The Relationship Between Organization Culture and Conflict Management. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. 64 p. SUMMARY Theme relevance and necessity of its decision. Many organization researchers and social scientists conducted studies on the perception of the organization's culture. However, in analyzing the recent literature and particularly a survey carried out in the organization of cultural studies in Lithuania, we find only a few different organizational culture assessments, which indicates that this area is not fully investigated and every new study is valuable. Also, given the fact, that, until these days, positive and negative conflict values remains controversial subjects, it is useful to combine the organizational culture and conflict management training and see if there is a mutual relationship between them. The aim of the research: Define the relationship between organization culture and conflict management. The tasks of the research: 1. According to the scientific literature reveal the concept of organization culture and the differentiation of its types. 2. Disclose the conflict management features and it‘s strategies. 3. According to theoretical work and empirical research carried out by analysis on organizational culture and management of conflicts compose an empirical research model to identify existing interfaces of organization culture and conflict management. 4. Perform empirical evaluation of organization culture and conflict management model and identify existing interfaces. The Main results of research. Different organizations have different cultures but composed of the same factors. The most common organizational culture is divided into four types: Clan, Adaptation, Market and Hierarchy. Summarizing the results reported to the public and private sector organizations, regardless of the organization culture strength organization has a moderate level of conflict, which, as a strategy of cooperation, considered the most effective factors in conflict management. It was found that in those sectors dominate clan culture, which affects low-level conflict, while the high level of conflict inherent in the market culture. Different in types and strength organization‘s culture is not characterized by a different conflict management strategies. Structure of work. The search work consists of introduction, three parts and conclusions. The main working materials described on 62 pages, including 14 charts and 19 pictures. The list of literature consists of 65 sources. |
