Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/1050
Type of publication: research article
Type of publication (PDB): Straipsnis kitose duomenų bazėse / Article in other databases (S4)
Field of Science: Vadyba / Management (S003)
Author(s): Vveinhardt, Jolita
Title: Organizacijos klimato būklė padalinio ir organizacijos lygmenyse: tyrimo rezultatų lyginamoji analizė
Other Title: Organisational climate on the levels of the department and the organisation: comparative analysis
Is part of: Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2010, T. 54
Extent: p. 115-129
Date: 2010
Keywords: Organizacijos klimatas;Viešasis sektorius;Privatus sektorius;Organisational climate;Organisation;Division;Public sector;Private sector
Abstract: Straipsnyje organizacijos ir padalinio klimato būklė analizuojama pavienių teiginių lygmenyje. Sąvokų operacionalizacijos būdu buvo išskirti saugumo / apibrėžtumo, kūrybiškumo / iniciatyvos, vertybių / tradicijų, atėjimo į organizaciją ir išėjimo, komunikacijos, informacijos sklaidos, santykių su vadovais, kontrolės, darbuotojų tarpusavio santykių, atvirumo / tolerantiškumo, neformaliųjų grupuočių, konfliktų kriterijai, kurie atspindi klimato būklę
The state of organisational climate is reflected through such criteria as safety/explicitness, creativity/ initiative, values/traditions, entering and leaving the organisation, communication, dissemination of information, relationship with managers, control, employee relationships, openness/tolerance, informal groupings and conflicts. Many of the criteria indicate that organisational climate is worse on the level of the whole organisation. Having analyzed the results of the organisation and the department on the level of individual statements using statistical one of the department. Therefore, greater attention to climate on the scale of the whole organisation should be emphasised, reducing friction and making closer contacts among different departments. The tendencies show the existing tradition, which underestimates the necessity of the policy of formation of the whole organisation’s climate. Activities of informal groups, poor relations with managers, dissemination of information, values and traditions, safety and explicitness should be named as problem areas on the level of the organisation. In order to improve organisational climate special attention should be given to securing the sense of safety and explicitness, to the management of formation and functioning of informal groupings, to improvement of relationship between subordinates and managers, to fostering conventional and corporate values and to ensuring dissemination of information necessary for the organisation members. On the division level in most areas of activities there is relatively strong and strong emphasis on the following criteria: values, traditions and employee relations.[...]
Internet: https://www.vdu.lt/cris/bitstream/20.500.12259/1050/1/ISSN1392-1142_2010_N_54.PG_115-129.pdf
https://hdl.handle.net/20.500.12259/1050
Affiliation(s): Vadybos katedra
Vytauto Didžiojo universitetas
Appears in Collections:Organizacijų vadyba: sisteminiai tyrimai / Management of Organizations: Systematic Research 2010, nr. 54
Universiteto mokslo publikacijos / University Research Publications

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