Organizational Culture of Czech Manufacturing Companies: An Empirical Typology*

By Lukásová, Ruzena; Franková, Emilie et al. | Journal for East European Management Studies, October 1, 2006 | Go to article overview

Organizational Culture of Czech Manufacturing Companies: An Empirical Typology*


Lukásová, Ruzena, Franková, Emilie, Surynek, Alois, Journal for East European Management Studies


The contribution presents the results of research into organizational culture of Czech manufacturing companies. The study was carried out on a sample of respondents from top, medium and low management from 74 companies. The analysis of organizational culture was performed on the levels of values, norms and selected aspects of perceiving and behaving which are shared in the organization. The data obtained through questionnaires were processed by means of factor and cluster analyses. The research has resulted in an empirical typology presenting the typical contents of organizational culture of Czech manufacturing companies.

Der Beitrag präsentiert Forschungsergebnisse uber Organisationskultur in tschechischen Produktionsbetrieben. Die Studie wurde unter Vertretern der höheren, mittleren und niederen Managementebenen aus 74 Unternehmen durchgefuhrt. Die Analyse der Organisationskultur konzentrierte sich auf Werte, Normen und ausgewählte Aspekte von Wahrnehmung und Verhalten, die in einer Organisation geteilt werden. Die durch Frageboegen gewonnenen Daten wurden mittels Faktor- und Cluster-Analysen ausgewertet. Im Ergebnis wurde eine emirische Typologie abgeleitet, welche die typischen Inhalte der Organisationskultur in tschechischen Produktionsbetrieben widerspiegelt.

Key words: Organizational culture, Empirical typology, Czech manufacturing companies

Introduction

Organizational culture is a phenomenon which is very complex and complicated, yet it has a significant influence on the performance of an organization. Various authors agree that organizational culture significantly affects the operation and effectiveness of organizations (Denison 1990; Kotter/Heskett 1992; Marcoulides/Heck 1993; Wiley/Brooks 2000) and represents an important determining factor for the quality of the lives of the organization's members (O'Reilly III et al. 1991).

Although there is no agreement on a single definition of organizational culture, it may be generally stated that the concept of organisational culture tends to be defined as a set of basic assumptions, values, attitudes and norms of behaviour shared within an organization and manifested through their members' perceptions, thoughts, feelings and behaviour, as well as artefacts of both material and non-material nature (Denison 1990; Drennan 1992; Schein 1992; Trice/Beyer 1992; Martin 1992; Brown 1995; Sackmann 2002; Lukásová/Novy et al. 2004). As a set of assumptions, beliefs, values and norms of behaviour, organizational culture affects the internal operation and efficiency of organizations. As a manner of perceiving and thinking, however, it also affects the organization's external behaviour towards the environment. The knowledge of the content of organizational culture (i.e. what assumptions, values, attitudes, norms of behaviour, etc. are shared within the organization) thus provides its management with important information: it is then able to predict the tendencies in which organizations behave and to assess to what an extent the content of culture encourages efficiency, strategy implementation or the organization's accommodation to its environment.

The identification of organizational culture and the understanding of its content, however, is a complex issue. A suitable scientific tool which is relatively frequently used for the analysis and identification of such complex contents of the social reality as organizational culture consists of the construction of typologies. The purpose of constructing typologies (both theoretical and empirical) is to classify, sort out and clarify the complex content of the social reality and to find the typical constellations of selected characteristics of a researched phenomenon. The typologies of organizational culture revealed in this way are significant because the identification of the typical contents of organizational culture (which may change according to the development of the environment) contributes new findings to the field. …

The rest of this article is only available to active members of Questia

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Buy instant access to cite pages or passages in MLA 8, MLA 7, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

(Einhorn 25)

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Note: primary sources have slightly different requirements for citation. Please see these guidelines for more information.

Cited article

Organizational Culture of Czech Manufacturing Companies: An Empirical Typology*
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen
Items saved from this article
  • Highlights & Notes
  • Citations
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Buy instant access to cite pages or passages in MLA 8, MLA 7, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    Buy instant access to save your work.

    Already a member? Log in now.

    Search by... Author
    Show... All Results Primary Sources Peer-reviewed

    Oops!

    An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.