Jurgita Paužuolienė

ASSESSMENT OF STAFF INTERCULTURAL COMPETENCES IN HEALTH CARE ORGANISATIONS

Abstract As a consequence of globalisation, people’s mobility has been increasing, which brought cultural diversity to a number of countries of the world, therefore intercultural competences became a particularly important research object in organisation management. Scientific literature is rich in publications on the topic, however, the latter problem and its specificity has been insufficiently studied in health care organisations whose performance is especially important for each patient and the cost of errors, possibly caused also by insufficient intercultural competences, may be very great. The conducted research justifies the meaning and significance of intercultural competences in health care organisations and identifies the principal problems in organisations faced when communicating in an intercultural environment. The development of intercultural competences was not sufficiently promoted in health care organisations, leaving that to the staff’s responsibility. Quite a few of health care services providers had a poor knowledge of etiquette and did not know much about the customs and traditions of other countries.

SOCIALIAI ATSAKINGŲ ĮMONIŲ ORGANIZACINĖS KULTŪROS VERTINIMO METODIKOS SUDARYMAS

Organizacinės kultūros tyrimai atliekami įvairių tipų organizacijose, taikant įvairias metodikas ir klausimynus. Siame straipsnyje, isanalizavus 15 skirtingų organizacinės kultūros vertinimo metodikų, isskirti dažniausiai organizacinei kultūrai vertinti taikomi pasikartojantys kriterijai. Remiantis siais kriterijais sudarytas organizacinės kultūros vertinimo klausimynas. Atliktas ekspertinis tyrimas aiskinantis klausimyno tinkamumą. Atsižvelgus į ekspertų pastabas klausimynas pakoreguotas ir pritaikytas atlikti kiekybinį tyrimą socialiai atsakingose įmonėse. PAGRINDINIAI ŽODŽIAI: organizacinė kultūra, socialinė atsakomybė, metodika. JEL KLASIFIKACIJA: M14, L2, C8. DOI: http://dx.doi.org/10.15181/rfds.v18i1.1251

Characteristics of Innovative Organizational Culture in Small and Medium Enterprises

The article investigates innovative organizational culture in SMEs. The main aim of the paper was to analyse the characteristics of innovative organizational culture in SMEs. Innovative organizational culture has been researched by distinguishing seven characteristics of innovative organizational culture: networking, risk tolerance, learning, values, leadership, cooperation and communication, and organizational structure.