Název:	Osobnostní hodnotové preference a organizační kultura
Další názvy:	Personality value preferences and organizational culture
Autoři:	Jermář, Milan
Citace zdrojového dokumentu:	Trendy v podnikání = Business trends : vědecký časopis Fakulty ekonomické ZČU v Plzni. 2016, č. 3, s. 63-72.
Datum vydání:	2016
Nakladatel:	Západočeská univerzita v Plzni
Typ dokumentu:	článek article
URI:	http://www.fek.zcu.cz/tvp/doc/akt/3-2016-clanek-8.pdf http://hdl.handle.net/11025/22499
ISSN:	1805-0603
Klíčová slova:	organizační struktura;osobnostní hodnoty;rámec protichůdné hodnoty
Klíčová slova v dalším jazyce:	organizational culture;personality values;competing values framework
Abstrakt v dalším jazyce:	The paper focuses on exploration of desired organizational culture of future potential managers. It introduces the concept of investigations in which attention was devoted to analyzing the important features of an organizational culture that respondents mentioned as suitable for their potential work career. Survey was based on the theory of competing values, which is usually widely used for research of organizational culture. The results obtained revealed preference of Clan organizational culture. Low preference were connected with Market organizational culture. The findings may be a source for formulating some implications for organizational practice. It is necessary to deal with the organizational culture as it helps to create relations between the employee and the organization. It is desirable to explore not only skills and knowledge of new employees, but their value preferences with relation to the preferred organizational culture too. It is necessary not only to present the appropriate organizational values, but also to reduce discrepancies between proclaimed and espoused values in organizational practice. Management practices and interventions should be interpreted in terms of their organizational value content.
Práva:	© Západočeská univerzita v Plzni
Vyskytuje se v kolekcích:	Číslo 3 (2016) Články / Articles (KPM) Číslo 3 (2016)

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