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dc.contributor.authorČmelíková, Zuzana
dc.contributor.authorČmelík, Ján
dc.date.accessioned2015-10-06T08:48:00Z
dc.date.available2015-10-06T08:48:00Z
dc.date.issued2012
dc.identifier.citationTrendy v podnikání = Business trends : vědecký časopis Fakulty ekonomické ZČU v Plzni. 2012, č. 2, s. 46-54.cs
dc.identifier.issn1805-0603
dc.identifier.urihttp://www.fek.zcu.cz/tvp/doc/2012-2.pdf
dc.identifier.urihttp://hdl.handle.net/11025/16214
dc.format9 s.cs
dc.format.mimetypeapplication/pdf
dc.language.isosksk
dc.publisherZápadočeská univerzita v Plznics
dc.relation.ispartofseriesTrendy v podnikánícs
dc.rights© Západočeská univerzita v Plznics
dc.subjectdiagnostika organizační kulturycs
dc.subjectetická organizační kulturacs
dc.subjectetické vedenícs
dc.subjectorganizační hodnotycs
dc.subjectorganizační změnacs
dc.titleDiagnostika organizačnej kultúrysk
dc.title.alternativeDiagnosing organizational cultureen
dc.typečlánekcs
dc.typearticleen
dc.rights.accessopenAccessen
dc.type.versionpublishedVersionen
dc.description.abstract-translatedThe aim of this article “Diagnosing Organizational Culture” is to reason the need for diagnosing organizational culture for improvement of organizational effectiveness. Authors introduce approach to diagnosing organizational culture, which is based on the competing values framework. This article analyzes processes and outcomes from the diagnostics of company A’s organizational culture. Diagnosing organizational culture should be the first important step that organizational leaders take when they decide for a change in their organization.en
dc.subject.translateddiagnosing organizational cultureen
dc.subject.translatedethical organizational cultureen
dc.subject.translatedethical leadershipen
dc.subject.translatedorganizational valuesen
dc.subject.translatedorganizational changeen
dc.type.statusPeer-revieweden
Appears in Collections:Číslo 2 (2012)
Číslo 2 (2012)

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