| Abstract [eng] |
Under the conditions of changes, companies need to increase their competitiveness in order to remain in the market. Supportive organizational culture for changes determines the company's ability to adapt to the environment and successfully implement the changes. The problem is formulated by the question: what features should take note of supportive organizational culture for changes? Object of paper – supportive organizational culture for changes The aim of paper – to identify and evaluate the features of supportive organizational culture for changes. Work tasks: 1. to analyze the concept and forms of organizational change; 2. to define theoretical features of supportive organizational culture for changes; 3. to prepare a generalized theoretical model of supportive organizational culture for changes; 4. based on the generalized methodological provisions to evaluate the features of supportive organizational culture for changes in State Border Guard Service. In this paper, a generalized theoretical model of supportive organizational culture for changes is prepared, based on a hypothetical link between the features of supportive organizational culture for changes (internal communication, employees‘ openness to changes, company orientation towards changes, organizational flexibility, managers‘ support for changes, change agents‘ leadership), and hierarchical levels of organizational culture (basic beliefs, expressed beliefs and values, artefacts). |
