ОРГАНИЗАЦИОНА ПРАВДА: СРЕДСТВО ЗА УПРАВЉАЊЕ ПРЕОСТАЛИМ ЗАПОСЛЕНИМА У ПРОЦЕСУ СМАЊЕЊА ПРЕДУЗЕЋА
DOI:
https://doi.org/10.22190/TEME1801143DKljučne reči:
смањење предузећа, организациона правда, запослени, управљањеApstrakt
У раду се анализирају основни облици организационе правде и указује на значај примене овог концепта у условима када се у предузећу спроводи радикална променa каква је смањење величине (енгл. downsizing). Полази се од претпоставке да у зависности од оцене оправданости одлуке о смањењу предузећа, процедура које су примењене и третмана запослених који су проглашени вишком зависе ставови преосталих запослених о нивоу праведности коју је менаџмент испољио. Важност њихових ставова проистиче из чињенице да они могу битно утицати на понашање и перформансе запослених у посттрансформационом периоду и тиме у значајној мери да одреде ефективност читавог процеса. Да би се проверила напред наведена претпоставка, спроведено је истраживање у јединици једне локалне самоуправе (ЈЛС) у Републици Србији која је смањила број запослених. Истраживачка методологија, поред студије случаја, укључује и кабинетско истраживање релевантне литературе о смањењу величине предузећа и организационе правде, дубински интервју као помоћно средство у прикупљању примарних података, као и анализу секундарних података.
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