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dc.contributor.authorJermář, Milan
dc.identifier.citationTrendy v podnikání = Business trends : vědecký časopis Fakulty ekonomické ZČU v Plzni. 2016, č. 3, s. 63-72.cs
dc.format10 s.cs
dc.publisherZápadočeská univerzita v Plznics
dc.relation.ispartofseriesTrendy v podnikánícs
dc.rights© Západočeská univerzita v Plznics
dc.subjectorganizační strukturacs
dc.subjectosobnostní hodnotycs
dc.subjectrámec protichůdné hodnotycs
dc.titleOsobnostní hodnotové preference a organizační kulturacs
dc.title.alternativePersonality value preferences and organizational cultureen
dc.description.abstract-translatedThe 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.en
dc.subject.translatedorganizational cultureen
dc.subject.translatedpersonality valuesen
dc.subject.translatedcompeting values frameworken
Appears in Collections:Číslo 3 (2016)
Články / Articles (KPM)
Číslo 3 (2016)

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Please use this identifier to cite or link to this item: http://hdl.handle.net/11025/22499

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