| Abstract [eng] |
The final master's project is intended to reveal the links between organizational culture traits and employees' resistance to change. The analysis of scientific literature revealed the importance of organizational culture for every organization. Organizational culture is a system of values, norms and beliefs that is transmitted to the members of the organization and affects not only the decisions and behavior of employees, but also achievement of the organization goals. The culture of the organization affects the development of the organization, establishes control measures, provides acceptable and unacceptable behavior inside and outside the organization. Resistance to change in the organization is identified as one of the most common problems in the implementation of changes in the organization. It can not only prevent change, but also temporarily reduce the productivity of the organization, lead to morale problems or even the loss of employees. Employee resistance to change is characterized by affective, cognitive and behavioral reactions. The objective of the thesis: links among organizational culture and resistance to change. The aim of the thesis: to reveal the links among organizational culture traits and employee resistance to change. To achieve this aim, following tasks were set: 1. analyze the concepts of organizational culture and resistance to change; 2. provide theoretical insight about the links between organizational culture and resistance to change; 3. identify the main traits of the organizational culture and resistance to change; 4. find out the links between organizational cultural traits and resistance to change. The research was conducted in the organization UAB "Salda" and 173 filled anonymous questionnaires were collected for the research. Denison's organizational culture model and its questionnaire was used to study organizational culture. The resistance to change questionnaire was created by the author and used to investigate resistance to change. The data were analyzed using descriptive statistical methods of quantitative data (mean, standard deviation and frequencies), factorial and correlation analyzes were performed, Cronbach's Alpha α coefficient was calculated. Data were described using descriptive statistics methods. Spearman's rank correlation coefficient (rs) was used to reveal the links between the traits of the organizational culture and the resistance to change factors. Statistical data were calculated using the SPPS ("IBM SPSS Statistics") computer program. The obtained results showed that there are links between organizational culture traits and resistance to change. The organization, which culture does not have a vision, a clear strategic direction, goals and values that are acceptable and understandable to all employees, promotes a pessimistic attitude towards changes. The negative attitude and behavior of employees in response to changes is determined by formed or poorly formed goals and objectives, lack of promotion of changes and training. Negative emotions in response to changes are caused by the lack of organizational vision, the inability to agree on important issues, and the lack of promotion of continuous learning. |
