| Title | ORGANIZACIJSKA KULTURA I RAZVOJ LJUDSKIH POTENCIJALA JAVNOG SEKTORA |
| Author | Ana Đukić |
| Mentor(s) | Željko Sudarić (thesis advisor)
|
| Abstract | Tri osnovna elementa organizacije su kultura, struktura, inidividualni članovi, dok na organizaciju utječe okolina, društvo, organizacijski ciljevi i povijest organizacije.
Osim što utječe na zaposlenikovo prihvaćanje organizacijske promjene, organizacijska kultura u stanju je djelovati i na stvaranje organizacijske predanosti i organizacijskog povjerenja te djelovati na stvaranje pozitivnog stava. Kultura je važna za organizaciju jer definira većinu onoga što se radi i kako se radi u toj organizaciji. Jednom stvorena organizacijska kultura utječe na članove organizacije i u značajnoj mjeri određuje njihovo ponašanje.
Razvoj ljudskih potencijala treba djelovati na svim razinama i usmjeren je na sve strukture u poduzeću (menadžere i zaposlenike). Cilj mu je odgovoriti na okolinu, odnosno reagirati na najbolji mogući način u odnosu prema promjenama koje dolaze iz okoline.
Svaka karijera ima svoje razvojne faze. Najčešće se govori o početnoj fazi, naprednoj fazi, srednjoj fazi i kasnoj fazi. |
| Keywords | organizational culture human potentials organization |
| Parallel title (English) | ORGANIZATIONAL CULTURE AND DEVELOPMENT OF HUMAN RESOURCES OF THE PUBLIC SECTOR |
| Committee Members | Darija Ivanković (committee chairperson)
Željko Sudarić (committee member)
Mirjana Nedović (committee member)
|
| Granter | College of Applied Sciences "Lavoslav Ružička" in Vukovar |
| Lower level organizational units | Administrative Department |
| Place | Vukovar |
| State | Croatia |
| Scientific field, discipline, subdiscipline | SOCIAL SCIENCES
Law
|
| Study programme type | professional |
| Study level | undergraduate |
| Study programme | Administrative Studies |
| Academic title abbreviation | bacc. admin. publ. |
| Genre | undergraduate thesis |
| Language | Croatian |
| Defense date | 2018-09-24 |
| Parallel abstract (English) | The three basic elements of an organization are culture, structure and individual members, whereas the organization is influenced by the environment, society, aims and history of the organization.
Not only does it influence the employee’s acceptance of organizational changes, organizational culture can also affect the creation of organizational commitment, organizational trust and positive attitude. Culture is important for an organization because it defines most of what is being done and how it is done in the organization. Once established, cultural organization influences the members of the organization and significantly determines their behavior.
Human resource development should work at all levels and it is directed toward all the structures in the company (managers and employees). The aim is to respond to the environment, i.e. to react in the best possible way to the changes that come from the environment.
Every career has its own development phase. The most commonly spoken about is the initial phase, the advanced phase, the middle phase and the late phase. |
| Parallel keywords (Croatian) | organizacijska kultura ljudski potencijali organizacija |
| Resource type | text |
| Access condition | Access restricted to students and staff of home institution |
| Terms of use |  |
| URN:NBN | https://urn.nsk.hr/urn:nbn:hr:150:293551 |
