Analýza organizační kultury po změně vedení organizace

The thesis is devoted to the analysis of organizational culture after a change of management. The aim of was to determine the degree of difference between the perceived and optimal state of organizational culture from the perspective of the employees of the selected organization and from the perspective of the past and current leadership of the organization. In the theoretical part, the key concepts related to organizational culture and its elements, including the definition of basic models and satisfaction with organizational culture. The research part of the thesis included an analysis of a selected organisation where leadership change had occurred. Data collection was conducted using a questionnaire survey, specifically a modified version of the DOCS questionnaire, which analyzed four dimensions of organizational culture (commitment, consistency, adaptability, mission) in both the current perceived state and the considered optimal. The data obtained were processed using descriptive statistics and the Wilcoxon non-parametric paired test, where it was found that in the case of all the dimensions of organisational culture examined, a statistically significant difference between the perceived current and optimal state in terms of employees and past management of the organisation. The opposite was the case for the current leadership of the studied organisation, where this difference was not demonstrated. Subsequently a comparison of the research findings was made. On the basis of a detailed analysis of the results, the research questions were answered and specific recommendations for the selected organisation.