Original scientific paper
Organizational culture in Public Administration
; Faculty of Law, University of Zagreb
APA 6th Edition
Koprić, I. (1999). Organizational culture in Public Administration. Hrvatska i komparativna javna uprava, 1 (1), 136-137. Retrieved from https://hrcak.srce.hr/195239
MLA 8th Edition
Koprić, Ivan. "Organizational culture in Public Administration." Hrvatska i komparativna javna uprava, vol. 1, no. 1, 1999, pp. 136-137. https://hrcak.srce.hr/195239. Accessed 23 May 2022.
Chicago 17th Edition
Koprić, Ivan. "Organizational culture in Public Administration." Hrvatska i komparativna javna uprava 1, no. 1 (1999): 136-137. https://hrcak.srce.hr/195239
Koprić, I. (1999). 'Organizational culture in Public Administration', Hrvatska i komparativna javna uprava, 1(1), pp. 136-137. Available at: https://hrcak.srce.hr/195239 (Accessed 23 May 2022)
Koprić I. Organizational culture in Public Administration. Hrvatska i komparativna javna uprava [Internet]. 1999 [cited 2022 May 23];1(1):136-137. Available from: https://hrcak.srce.hr/195239
I. Koprić, "Organizational culture in Public Administration", Hrvatska i komparativna javna uprava, vol.1, no. 1, pp. 136-137, 1999. [Online]. Available: https://hrcak.srce.hr/195239. [Accessed: 23 May 2022]
Organizational culture makes a new shoot o f a psychological approach in the theory o f organization. Although its practical importance has b een ever more recognized, it is still often being classified among the “soft”, less important organizational variables. The article first generally deals w ith a culture and the organizational culture, than points out the connection between the public management and the organizational
culture, the values in the public administration and the différences in
practical orientations o f public officiais. On that basis the typology o f organizational culture in public administration has been established In construction o f the types the point o f departure moke, namely,
the values being spread among the memb ers o f administrative organizations on one hand, and the practical orientations o f officiais in real behaviour, on the other. There is a distinction made between the legal, thè politicai and the economic values as well as between thè professional - proactive and the bureau - reactive practical orientation. This way the six types o f culture hâve been derived. The culture with
legal values might be a legalistic one, i f the atitude o f officiais tovoards values is a professional - proactive, or a bureaucratie one, i f this atitude is a bureau-reactive. I f politicai values hâve been spread, the culture might be - with a proactive atitude a participative one, or - w ith a bureau orientation - an authoritative one. Economic values characterize both the enterpreneurial (proactive atitude) and the administrative, managerial culture (bureau - reactive atitude).
In the conclusion a popularity and improtance o f the organizational culture has been commente! upon, and the need and possible directions ofitsfurther study emphasized as well as thè significants of typology in that theoretical - research and practical respect.
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