Scientists of various countries, recent years and Lithuanian scientists are constantly interested

in investigations of organization culture, seeking for ways to improve organization performance,

personnel motivation and success in meeting organizational goals. Organization culture can be

analyzed as a whole. However, taking into consideration that organization consists of multiple

subdivisions, their individualities should be evaluated. It is important to investigate subcultures this

way measuring contribution of each subdivision to whole picture of organization culture, detect

similarities and differences, advantages and disadvantages.

Aim of the study – examine subcultures of Hospital of Kaunas University of Medicine

(HKUM), carry comparative analysis and detect similarities and differences.

Methods. Two subdivisions of HKUM were chosen for research: Neuroreabilitation and

Neurology. Both are different when comparing by establishment period, variety of personnel

professions, principals of work structure and others. Study is based on three internal analysis levels

from methodology of P. Jucevicien

, A. Poškien

, L. Kudirkait

and N. Damanskas (2000): visible

culture, shared values and common agreements. These levels are basis for instrumentation of the

study and it‘s methods: analysis of documents, observation, questionnaire, interview.

Results. The analysis revealed that managers spend little attention to elements of visible

culture that stimulate identification of personnel with organization and subdivision. Same was

detected when analyzing questionnaire data. It is evident that many employees identify themselves

with profession - not with organization or subdivision. One of reasons is that it is minority that feels

able to self-express themselves. Majority of employees in both subdivisions stated that mostly it is

background that influences salaries and only minority, especially in Neuroreabilitation subdivision,

stated that it is quality of their work. It is evident that for employees of both subdivisions most

important organizational value is professionalism. There were also differences between

subdivisions. Employees of Neuroreabilitation subdivision better know the establishment and

evolution of their subdivision, also organizational goals. Team work is well spread. Employees of

Neurology subdivision stated having traditional feasts, they spend vacant hours together. In

addition, many employees feel encouragement from their managers to propose new ideas,

express their opinion freely.

Conclusions. It can be stated that important factors within organization culture are

professionalism, background and qualifications. There should be more attention paid to motivation

for quality of service. There is a tendency in weak self-expression that leads employees to be

loosely tied to the organization. That is why majority of employees within both subdivisions

identify themselves with profession - what leads to rather passive activities within subdivision or

organization.

Raktažodžiai: Organizacijos kultūra, organization culture