| Abstract [eng] |
Market changes, changing needs of employees, the growing desire for autonomy and independence, economic and technological change, all highlight the importance of the management process in organisations and make it necessary to find new management models that respond to emerging needs and changing conditions. The self-organisation-based management model is becoming increasingly attractive and relevant in today's organisations, where unforeseen triggers and environmental changes are becoming more frequent and driving the transformation of organisational management. As the hierarchical structures and management approaches prevailing in organisations are becoming inefficient and no longer responsive, organisations are embarking on transformation processes in order to remain competitive in the market. Self-organisation allows for decentralised and dynamic management of the organisation by empowering employees, opening their creativity and responsibility, fostering ownership, initiative and collaboration, and enabling them to accept, reflect on and learn from triggers and negative experiences and use them for growth. While there is a growing focus on self-organisation, research reveals fragmented aspects of self-organising governance. Therefore, the aim of this paper is to justify a conceptual model for the implementation of self- organising management in hierarchical organisations in Lithuania. |
