Typologie organizační kultury ve vybrané organizaci a její vliv na typ leadershipu

Abstract

This thesis explores the relationship between the typology of organizational culture and the preferred leadership style in a selected organization. The primary objective is to identify the prevailing type of organizational culture and to analyze how managers approach team leadership. Special attention is paid to the degree of alignment between these two areas, as their interconnection plays a key role in organizational effectiveness. The theoretical part of the thesis defines essential concepts and presents relevant approaches to organizational culture (particularly the models by Harrison and Handy, and Cameron and Quinn) and to leadership styles. The research is based on a combination of quantitative and qualitative methods, with the main data collection tool being a questionnaire survey conducted among the employees of the analyzed company. The findings indicate that the organization is predominantly characterized by a role-oriented culture, marked by formal structures and clearly defined responsibilities. In terms of leadership, an authoritative style is most prevalent, while participative approaches are applied only to a limited extent. The thesis highlights the potential risks associated with this configuration and offers recommendations for improving the coherence between leadership practices and the organization's cultural and value environment.