Organizacinės kultūros vystymas aptarnavimo sferos įmonėje
| Date | Issue | Start Page | End Page |
|---|---|---|---|
2012 | 63 | 69 | 82 |
Šiame straipsnyje yra aprašomas organizacinės kultūros tyrimas, atliktas konkrečioje aptarnavimo sferos organizacijoje. Tyrimo metu buvo nustatyta organizacinės kultūros tipas organizacijoje bei pateiktas tolesnio organizacinės kultūros vystymo modelis ir rekomendacijos.
This article analyzes the importance of the organizational culture of the public service companies, and describes the organizational culture survey conducted in selected service industries in the organization. The importance of organizational culture in the public service companies revealed through human capital – the main service outlets success factor. These facilities are particularly important role for service personnel. So in order to improve the quality of services provided by the organization, in particular, need to develop the appropriate staff (especially the first line, which has a direct connection to the organization’s customers) perceptions of organizational culture – the values, priorities, attitudes and behavior. Researching organizational culture characteristics of service outlets were also found a direct relationship between organizational culture and organizational performance – appropriate organizational culture leads to greater service industries company performance. Researchers conducted a study, also found a positive correlation between leadership and service outlets reaction speed to changes. So leadership is also an important factor in shaping the appropriate organizational culture. Organisational culture study in public service company has been carried out on the basis of research approved by the organizational culture test methods – questionnaire survey of members of the organization, interviews with organization leaders, business documents, analysis and monitoring of the organization. In organizational culture study there was a question of the public service organization organizational culture type, distinguishing between the two groups of respondents – the organization’s executives and employees of the organization. [...]