Factors of Organizational Culture Change

The assessment of several statements reflects the degree to which workers identify themselves with the organization. Employees' satisfaction with work and loyalty to the organization are seen as an average of 3.2 points in 2006 and 3.4 points in 2008 in the 5 point scale.
Nevertheless, dissatisfaction dropped by one third, still part of employees (specialists working in the production department) are completely dissatisfied with their work and disloyal to the company. The conclusion can be made that for a part of employees the existing changes are not acceptable and they plan to leave the company.

In 2008 the number of employees who have no plans to leave the company increased 2 times (especially the employees working in the company over 10 years); therefore the number of employees loyal to the company has increased. However, there was an approximate 5% increase in the number of employees planning to leave the company: these are people up to 35 years old, have degrees of higher education, work in the company for around five years and are professionals from the production, logistics and personnel departments.

Employees identify themselves with the company, because they can develop their skills and qualifications (average assessment increased from 3.4 to 3.8 points). This perception has strengthened at the end of 2006 and 2007 due to various trainings of employees (for example, time planning, creative thinking, problem-solving), for which the support was received from the European Union structural funds.

Irrespective of the fact that employees identify themselves with the company, evaluation of an opportunity to make a career in the company decreased. This was affected by the fact that in 2007 the company had to replace several managers of departments (for example, managers of personnel, technical services, production and quality departments), the sales department was merged with the logistics department. Replaced managers were the ones who had made a career in the organization and their start was in specialist positions. New leaders who came to the company were outsiders, therefore the number of employees who believe that a career can be made in the company dropped by 15.3% (and most of them were specialists from the production department).