| Abstract [eng] |
The aim of this Master's thesis is to assess the organisational culture in the context of the change management and to develop the guidelines for the formation of the organisational culture in the context of the change management. In the conceptual part, using the scientific literature analysis, knowledge about the organizational culture definition, formation factors, theoretical aspects of management change, organizational culture as a factor of change management, leadership role and communication role in the organizational culture in the context of management of change, organizational culture evaluation methodologies were systematized. In the analytical-research part, the research methodology is substantiated, were presented research tools (Organizational Culture Assessment Instrument according to K. Cameron and R.E. Quinn, Ch. Handy organizational culture evaluation methodology, prepared questionnaires for poll and expert interviews) and results. Existing and desired PKC organizational culture is market-oriented, where the activity is focused on goals, result, revenue, performance of tasks, high work productivity. The leadership style is straightforward, businesslike, aggressive, with high production standards, competitive pressures, progressive promotion, aspiration to defeat and market leadership. The organization has an external orientation and integration, and stability and control. These organizational culture features create positive conditions for an organization to lead the market, respond to external changes. In the constructive part of the research, there was made SWOT analysis and the guidelines for the formation of organizational culture in the context of the change management for organization, heads and employees. In cooperation with the research institutions, it‘s recommended, to continue the research on PKC organizational culture, change management, communication, knowledge management, leadership, and ad-hoc management. It is also recommended: to invest in upgrading the innovative equipment; to change gradually the management structure from linear models to matrix structures and horizontal management; to install relaxation room, library, Wi-Fi. Organizational leaders are advised to continuously improve their qualifications, to develop analytical-expert activities, and deepen the transformational leadership's competencies. It is important to develop characters and stories about innovation, the development of changes, communication, to encourage employee involvement in decision-making, mutual entrepreneurship, and the formation of a closed social network of employees. |
