Lietuvos organizacijų normų analizė
| Date |
|---|
2017 |
Tyrimo tikslas – išanalizuoti Lietuvos organizacijų normas. Analizuota normų, kaip taisyklių ir standartų, samprata, jų svarba organizacijoms, normų klasifikacijos pagal tipus, jų perdavimo būdų, kuriais formalizuojamos normos organizacijose, aprašymą dokumentuose. Atlikta Lietuvos organizacijų darbuotojų anketinė apklausa. Lietuvos organizacijos paprastai formalizuoja darbo, teisines, moralines ir estetines normas. Formalios normos paprastai sudarytos vadovų, neformalios formuojamos grupių lyderių ar darbuotojų. Tyrimas atskleidė, kad organizacijos normos paprastai draudžiamojo pobūdžio ir retai skatinančios pageidautiną elgesį. Akivaizdi tendencija, kad draudžiamosios normos dažniau slopina individualius pasiekimus, nei juos skatina. Rezultatai atskleidė, kad dažniausia darbuotojai Lietuvos organizacijose neskatinami laikytis normų, bet gana dažnai baudžiama už normų nesilaikymą. Todėl, remiantis tyrimo rezultatais, rekomenduojama įtraukti darbuotojus į normų formavimo procesą, kad jos būtų labiau pripažįstamos, sukurtų teigiamą darbo atmosferą ir skatintų savikontrolę.
The aim of the paper was to analyse norms in Lithuanian organisations. Based on literature review, the authors analysed the concept of norms as rules and standards and their importance in an organisation. Distribution of norms by type, their transfer methods and description in the documents that can be formalized as the standards in organizations were also discussed. Finally, there was performed a questionnaire survey of employees in Lithuanian organisations. The received results showed that organisations in Lithuania usually formalize work and also legal, moral and aesthetic norms. Less common are norms of language, communication with top managers, colleagues or customers. Norms in working activities are mostly related to working time, intolerance of delays, wage payment procedures, work quality and quantity. Formal appearance norms are usually defined as neat appearance or wear of special working clothes. Informal norms are usually associated with work functions, appearance and communication with colleagues. However, informal norms in work activities tend to be as follows: keeping workplace in order, work distribution, and performing of work with required results on time. Moreover, the most common identified informal norms of communication with colleagues are information sharing and cooperation in work, as well as greetings on occasions and meetings over coffee. Yet formal norms are usually formed by a top manager, whereas informal norms are settled by a group of leaders or employees. The study revealed that norms in organizations are generally of prohibiting character and rarely motivating for eligible behaviour. However, the authors found out that prohibiting norms more often tend to inhibit individual achievements if compared to permissions. [...]