Organizacijų vadyba: sisteminiai tyrimai / Management of Organizations: Systematic Research 2014, nr. 72

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hdl:20.500.12259/934
  1. Viršelis / Cover
  2. Informacija apie Organizacijų vadyba: sisteminiai tyrimai / Information about Management of Organizations: Systematic Research 2014, nr. 72
  3. http://dx.doi.org/10.7220/MOSR.2335.8750.2014.72

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  • Publication
    Krizinė komunikacija organizacijoje : efektyvus valdymas
    [Crisis communication in organization : effective management]
    research article
    Valackienė, Asta
    Organizacijų vadyba: sisteminiai tyrimai, 2014, nr. 72, p. 95-111
    Straipsnyje aptariamas krizinių situacijų valdymas organizacijoje, išryškinant komunikacijos lauką. Pateikiamas organizacijos krizės konceptas, aptariami organizacijos krizinės komunikacijos modeliai ir strategijos, įvertinama komunikacijos procesų įtaka organizacijos veiklos efektyvumui bei įvaizdžio ir reputacijos palaikymui krizinių situacijų metu. Straipsnyje pristatomas empirinis tyrimas, atliktas trijose skirtingo tipo organizacijose bei paremtas kokybine tyrimo strategija, taikant atvejo analizės ir giluminio interviu metodus. Pateikiamas sukonstruotas modelis „Efektyvios krizinės komunikacijos organizacijoje valdymas“.
      1137  638
  • Publication
    Sprendimų priėmimo proceso ypatumai ES struktūrinių fondų paramos projektų kontekste
    [Peculiarities of decision-making process in the context of EU structural funds support projects]
    research article
    Baronienė, Laura
    ;
    Bakanauskienė, Irena
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universitetas, 2014, T. 72, p. 7-20
    Rapid changes in business environment require more and more effort to ensure competitiveness of organizations. Such background circumstances grant particular importance to management solutions in the practice of business organizations and the solutions become the decisive factors in the attempts to create competitive advantages. It must be noted that solutions relating to the use of support by the EU structural funds have been discussed insufficiently in research literature. The fact led to the existence of a research problem: what is the peculiarity of decision-making process in the context of the EU structural funds support projects. It determined the aim and tasks of the research presented in the article. Impact of the EU structural funds support projects on the process of decision-making should be evaluated based on the procedural approach to decision- making. The analysis of research literature in the areas of contents of the management decisionmaking process and accompanying issues suggested analyzing the eight-stage management decisionmaking process. Generalization of how approaches to the decision- making process affect the very structure of decision-making process enabled to single out and emphasize three possible structural options of the process: the decision-making process based on the rational first (rational, limited rationality and algorithmic approaches), the intuition-based decisionmaking process (intuitive and “litter-bin” approaches) and the transitional decision-making process (incremental, political and “muddle through” approaches). The mixed scanning approach can cause both the decision-making process based on the rational first and the transitional decision-making process.[...]
      78  123
  • Publication
    Organizacijų kultūrų tyrimai: problemos ir galimybės
    [Organization culture research: challenges and opportunities]
    research article
    Staniulienė, Sonata
    ;
    Dilienė, Dovilė
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universitetas, 2014, T. 72, p. 79-93
    Today organization’s corporate culture is becoming an increasingly important factor for employee loyalty / disloyalty, as well as company performance. Organization culture has been even given an extraordinary name as social glue. Moreover, the most successful companies in the world have a unique organization culture, and it has recently become very fashionable to research, modify and even copy other organizations’ cultures. It is important to note that the change of organization culture is not a one-day move. It is a lengthy process, particularly starting from the study and research of organization culture. This article focuses on organization culture, its research problems and opportunities, the organization cultural types of classification, and the recommended study of organization culture in the organization. Organization culture is seen as a dynamic, constantly changing and heterogeneous phenomenon. Various researchers for their studies and research distinguish several levels of organization culture. For the study of organization culture is crucial to choose appropriate research methods, as to obtain a true picture of organization culture. Researchers recommend using not one, but several research methods that are properly matched among each other. The simplest method of analysis to group is the qualitative and quantitative. Scientists still have not agreed what are the best methods available to explore the culture of the organization – both have advantages and disadvantages. Therefore, exploring the culture of the organization there should be used both methods, using advantages of both methods. Each organization’s culture is unique; however, researchers studying a variety of organization cultures have distinguished their typologies. Anthropologically each culture has its cultural uniqueness in a certain cultural field. [...]
      265  405
  • Publication
    Kauno miesto SVV organizacijų analizė vadovų lyčių lyderystės aspektu
    [Empirical investigation of managers’ leadership gender aspects in small and medium enterprises of Kaunas city]
    research article
    Petruškevičius, Džiugas
    ;
    Bakanauskienė, Irena
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universitetas, 2014, T. 72, p. 63-77
    There is still a prevailing approach in management science, as well as in practice, that success of organizations mostly depends on their top managers. It is very difficult to find out the answer to the question what determines success in manager’s job. The increasing number of female managers cause more and more frequent considerations on differences between male and female managers, also which gender managers are more successful in different organization’s life stages. It seems that the following stereotypes are still widespread in the society: managers of organizations must be leaders, managers or leaders are naturally born; managers and leaders are different as well as management and leadership; men are more successful managers than women. The efforts to find answers to these issues reveal that scholars and authors in this field of management usually analyse personal qualities of leadership, inherent leader‘s behaviour or characteristics in various situations. Less attention is being paid on behaviour and personal qualities of manager. The survey presented in the article also could contribute to scientific discussion on gender leadership, determining the differences of leadership of male and female managers identified by their subordinates. The survey has been carried out questioning the employees of small and medium-sized enterprises of Kaunas city (hereinafter referred to as SMEs). This segment was chosen because employees in such size organizations are more familiar with the top managers. The goal of the survey – to compare top managers of different genders in SMBs of Kaunas city and to evaluate the gender aspect’s influence on the managers’ personal traits, inherent leadership behaviour as well as the factors influencing managers’ success. The methods of the survey: analysis of literature sources, questionnaire, Statistical Package for the Social Sciences (SPSS), MS Excel, comparative analysis.[...]
      68  146