A STUDY OF ORGANIZATIONAL CULTURE IN MANUFACTURING INDUSTRIES IN THE ROYAL KINGDOM OF BHUTAN
DOI:
https://doi.org/10.15802/rtem.v0i3(19).210819Ключові слова:
Bhutan, Organizational Culture, Human Relations, manufacturing industriesАнотація
Research Objectives. The researchers have put following major objectives in the study, which contribute to Industrial Relations, Human Resource Management and overall performance of the manufacturing industries in Bhutan. 1. To study Organizational Culture (OC) in manufacturing industries in Bhutan. 2. To do comparative analysis of OC in manufacturing industries of different ownership in Bhutan. Research Results. Study of OC show that “Human Relations” culture in the companies is at high level though “Rational Goal” culture and “Internal Process” culture needs to be changed for better because the way how organizations do things has never changed very much. They do not have cultivated properly “Open Systems” culture. The comparative analysis of OC in three manufacturing industries of different ownership shows that “Human Relations”, “Rational Goal”, “Internal
Process” cultures are better cultivated in the private company than in both of the government owned company and the Joint venture. Practical Significance of the Research. The practical significance of the work lies in the fact that the results of the research can be used to reorient the Industrial Relations and Human Resource Management practices in Bhutan towards an innovative path of development. Innovative ideas, practices and recommendations in the study can be used to improve the Organizational Culture , Organizational Behavior, Industrial Relations, which will lead to better performance of the company in terms of higher efficiency and effectiveness on the one hand and on the other hand higher social and emotional well-being of employees, which are the part of national goal of GNH in Bhutan. The results of the research are of interest to Industrial Relations’ specialists, lawyers, as well as for management people, who are engaged in collective agreement practices and social regulation of labor Relations. Research materials can be used in the process of teaching Personnel Management, Industrial Relations, Organizational behavior and other applied disciplines.Посилання
REFERENCES
Gallenkamp, M. (2011). The history of institutional change in the kingdom of Bhutan: A tale of vision, resolve, and power. Heidelberg Papers in South Asian and Comparative Politics, 61, 1-21.
Turner, M., and J, Tshering (2014), Is Democracy Being Consolidated in Bhutan? Asian Poltics & Policy Journal Vol.6(3):pp.413-31
Tshering Yangden (2009), Gender, Culture and Development: In the Paradigm of Gross National Happiness in Bhutan, School of Social and Political Sciences, University of Canterbury, Christchurch, New Zealand.
Ugyen Tshewang (2015), Civil Service HRM Reforms in a new Democracy: The case of Bhutan, School of Management, QUT School of Business, Queensland University of Technology, Brisbane, Queensland, Australia.
Gross National Happiness Commission (2013). Eleventh Five Year Plan (2013-2018): Main document- self reliance and inclusive socio-economic development. Thimphu: GNH. Retrieved from http://www.gnhc.gov.bt/wpcontent/ uploads/2011/04/Eleventh-Five-Year-Plan.pdf.
Kelly, A. (2012). Gross national happiness in Bhutan: the big idea from a tiny state that could change the world. The Guardian. Disponível em: http://www. The guardian. com/world/2012/dec/01/bhutan-wealth-happiness-counts.
Labour and Employment Act of Bhutan (2007). Retrieved from https://www.wipo.int/edocs/lexdocs/laws/en/bt/bt021en.pdf.
Batston, E. (1988), The Reform of Workplace Industrial Relations: Theory, Myth and Evidence, Clarendon Press, Oxford.
Chalmers, Norma J. (1989), Industrial Relations in Japan: The Peripheral Workforce, Routledge.
Clegg, H.A. (1979), The Changing System of Industrial Relations in Great Britain, Basil Blackwell, Oxford.
Goodman, John (1985), Employment Relations in Industrial Society, Heritage Publishers, New Delhi.
Katz, H.C. and Kochan, T.A. (2000) An Introduction to Collective Bargaining and Industrial Relations. Irwin McGraw-Hill.
