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You searched for subject:(Values congruence model). Showing records 1 – 2 of 2 total matches.

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Vytautas Magnus University

1. Gulbovaitė, Evelina. Asmeninių ir organizacinių vertybių kongruencijos modelis: taikymas Lietuvos organizacijose.

Degree: Master, Marketing and Administration, 2012, Vytautas Magnus University

Baigiamojo darbo tikslas - ištirti asmenines ir organizacines vertybes, siekiant įvertinti jų kongruenciją Lietuvos organizacijose ir pateikti modelį, kuriuo būtų galima stiprinti silpniausia kongruencija pasižyminčias asmenines ir organizacines vertybes. Teorinėje darbo dalyje analizuojama asmeninių ir organizacinių vertybių samprata, klasifikacija, vertybių kongruencija ir jos reikšmė asmeniui bei organizacijai. Analitinėje baigiamojo darbo dalyje pateikiami ir analizuojami kiekybinio aprašomojo asmeninių ir organizacinių vertybių kongruencijos Lietuvos organizacijose tyrimo rezultatai, atskleidžiamos asmeninės ir organizacinės vertybės, kurios pasižymi stipriausia ir silpniausia kongruencija. Projektinėje darbo dalyje suformuoti tokie sprendimai: pateikiamas silpniausiai atitinkančių asmeninių ir organizacinių vertybių kongruencijos stiprinimo planas, kuris apima asmeninių ir organizacinių vertybių kongruencijos modelį, organizacijos vertybių išgryninimo programą, asmeninių ir organizacinių vertybių kongruencijos algoritmą, pateikiama schema, atskleidžianti asmeninių ir organizacinių vertybių kongruencijos lygius Lietuvos organizacijose. Rekomenduojamos priemonės, kaip stiprinti silpniausia kongruencija Lietuvos organizacijose pasižyminčias asmenines ir organizacines vertybes.

The aim of this paper is to analyze the personal and organizational values in order to assess their congruence in Lithuanian organizations and to provide a model that would allow to strengthen personal and organizational values characterized by the weakest congruence. The theoretical part of the paper analyzes the personal and organizational values concept, values classification, values congruence and its importance for the individual and organization. The analytical part of the paper describes and analysis quantitative descriptive analysis of personal and organizational values congruence results in Lithuanian organizations, the disclosure of personal and organizational values, which have the strongest and the weakest congruence. In the final part of this paper, the following decisions have been formulated: the plan to strengthen the weakest meet personal and organizational values congruence, which includes personal and organizational values congruence model, organizational values puryfing program, personal and organizational value congruence algorithm, the scheme that reveals the personal and organizational value congruence levels of Lithuanian organizations. The recommendations how to strengthen organizational and personal values that have the weakest congruence in Lithuanian organizations.

Advisors/Committee Members: Vveinhardt, Jolita (Master’s thesis supervisor), Petkevičiūtė, Nijolė (Master’s thesis reviewer), Šimanskienė, Ligita (Master’s degree committee chair).

Subjects/Keywords: Asmeninės vertybės; Organizacinės vertybės; Vertybių kongruencija; Vertybių kongruencijos modelis; Personal values; Organizational values; Values congruence; Values congruence model

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Gulbovaitė, Evelina. (2012). Asmeninių ir organizacinių vertybių kongruencijos modelis: taikymas Lietuvos organizacijose. (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120615_114839-01444 ;

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Chicago Manual of Style (16th Edition):

Gulbovaitė, Evelina. “Asmeninių ir organizacinių vertybių kongruencijos modelis: taikymas Lietuvos organizacijose.” 2012. Masters Thesis, Vytautas Magnus University. Accessed April 17, 2021. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120615_114839-01444 ;.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

MLA Handbook (7th Edition):

Gulbovaitė, Evelina. “Asmeninių ir organizacinių vertybių kongruencijos modelis: taikymas Lietuvos organizacijose.” 2012. Web. 17 Apr 2021.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Vancouver:

Gulbovaitė, Evelina. Asmeninių ir organizacinių vertybių kongruencijos modelis: taikymas Lietuvos organizacijose. [Internet] [Masters thesis]. Vytautas Magnus University; 2012. [cited 2021 Apr 17]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120615_114839-01444 ;.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Council of Science Editors:

Gulbovaitė, Evelina. Asmeninių ir organizacinių vertybių kongruencijos modelis: taikymas Lietuvos organizacijose. [Masters Thesis]. Vytautas Magnus University; 2012. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120615_114839-01444 ;

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete


Jönköping University

2. Nyberg, Sandra; Nilsson, Anette. The connections between values alignment and teamwork : A case study.

Degree: Management), 2009, Jönköping University

Background: Research today highlights the importance of values alignment, but all of the research has been conducted on manufacturing companies. We found it interesting to investigate if the same theories are applicable to the knowledge-intense service sector, such as consultancy firms. Furthermore, research has identified a set of key attributes of successful teamwork, which we find closely related to values alignment. Despite this, we found no previous research within this area. Purpose: This study investigates the connections between values alignment and teamwork at a consultancy firm. Method: Our research was conducted as a case study at the department of Management at a consultancy firm. A survey, based on Barrett’s (2008) Seven Level Consciousness, and Cultural Values Assessment models, was carried out. However, we have modified the model to fit Swedish work-related values. We conducted pre-survey, and follow-up survey interviews with employees at the consultancy firm, as well as an interview with a former employee. This triangulation of information gathering techniques allowed us to ensure the validity of our study. Conclusion: We found a set of four clear relations between values alignment and, what previous research has identified as, key success factors of successful teamwork. Commitment, guidance in decision making, quality of outcome and reduced interpersonal conflicts are all outcomes of values alignment, and they are in different ways connected to one or several of <em>commitment to success and shared goals, commitment to team processes and accountability, interpersonal skills, open communication and feedback or interdependencies. </em>      

Bakgrund: Dagens forskning belyser vikten av att ha en gemensam värdegrund, men så vitt vi kan se sträcker sig forskningen till att enbart involvera tillverkningsföretag. Vi tyckte att bristen på forskning inom kunskapsintensiva serviceföretag, så som konsultföretag, var intrigerande och bestämde oss för att undersöka huruvida befintliga teorier är applicerbara även på den här sektorn. Forskning har även identifierat ett antal faktorer som kännetecknar framgångsrikt teamwork, vi anser att dessa faktorer är kopplade till att ha en gemensam värdegrund. Trots detta har vi inte hittat någon tidigare forskning inom det här området. Syfte: Den här uppsatsen undersöker sambandet mellan att ha en gemensam värdegrund och teamwork på ett konsultföretag. Metod: Den här undersökningen är genomförd som en fall studie på Mana-gementavdelningen på ett konsultföretag. Vi sände ut en enkät till de anställda, som byggde på Barretts (2008) Seven Level Consciousness och Cultural Values Assessment modeller. Vi har dock anpassat enkäten till att stämma överens med svenska arbetsrelaterade värderingar. Förutom detta genomförde vi intervjuer innan enkäten…

Subjects/Keywords: Values alignment; Value congruence; Shared values; Teamwork; Case study; Barrett; Cultural Values Assessment (CVA); Seven Level Consciousness model; Business studies; Företagsekonomi

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Nyberg, Sandra; Nilsson, A. (2009). The connections between values alignment and teamwork : A case study. (Thesis). Jönköping University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-11259

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Nyberg, Sandra; Nilsson, Anette. “The connections between values alignment and teamwork : A case study.” 2009. Thesis, Jönköping University. Accessed April 17, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-11259.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Nyberg, Sandra; Nilsson, Anette. “The connections between values alignment and teamwork : A case study.” 2009. Web. 17 Apr 2021.

Vancouver:

Nyberg, Sandra; Nilsson A. The connections between values alignment and teamwork : A case study. [Internet] [Thesis]. Jönköping University; 2009. [cited 2021 Apr 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-11259.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Nyberg, Sandra; Nilsson A. The connections between values alignment and teamwork : A case study. [Thesis]. Jönköping University; 2009. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-11259

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

.