The examination of change management through agriculture companies in Kosovo
| dc.contributor.advisor | Szabados, György | |
| dc.contributor.author | Qerimi, Detrin | |
| dc.contributor.department | DE--Gazdaságtudományi Kar | hu_HU |
| dc.date.accessioned | 2018-05-03T10:22:09Z | |
| dc.date.available | 2018-05-03T10:22:09Z | |
| dc.date.created | 2018-04-27 | |
| dc.description.abstract | In this thesis I tried to categorize different types of organizational changes and present a complete and clear picture of ‘what is change management’ for which the existing literature has been used as a basis. After discussing the broad topic of this study, methodologies have been explored and explained. On the basis of categorization of change management, I have tried to understand and present the practical change program carried out in the empirical case. Two companies have been selected for this study because of their broad business activities and major workforce, operating in the region of Easter Kosovo. The objective of this study was to look at the behaviours of employees toward the changes, as well as the communication level in the organization structure, and to determine the satisfaction and willingness of employees to accept and adapt the changes. In this thesis were used two case study which served to collect qualitative data. The qualitative data were collected by conducted semi-interview with the managers and employees of both companies used as case study. The findings of the research revealed that technology, organizational structure, communication, and trainings affect efficiency and productivity. Structure defines how productive the operational processes, communication affects how fast things are getting done and satisfaction and willingness of middle managers and employees. Additionally, technology and trainings have a direct effects in the efficiently and effectivity of employees. Moreover, the education level of employees shows that the more educated the employees are, they are more willing to adapt and accept the changes. Consequently, the findings provide evidence that there was lack of focus on information sharing and in the trainings of employees. The main conclusion and recommendations draw from this thesis were that is it important in change management process to include attention to human factors. In this regard, communication, trainings, organization structure were determined to be the key success factors in change management. | hu_HU |
| dc.description.corrector | tben | |
| dc.description.course | Agribusiness Management | hu_HU |
| dc.description.degree | MSc/MA | hu_HU |
| dc.format.extent | 74 | hu_HU |
| dc.identifier.uri | http://hdl.handle.net/2437/250815 | |
| dc.language.iso | en | hu_HU |
| dc.subject | change management | hu_HU |
| dc.subject | communication | |
| dc.subject | organization structure | |
| dc.subject | training | |
| dc.subject | technology | |
| dc.subject | efficiency | |
| dc.subject | productivity | |
| dc.subject.dspace | DEENK Témalista::Közgazdaságtudomány | hu_HU |
| dc.title | The examination of change management through agriculture companies in Kosovo | hu_HU |
| dc.title.translated | A változásmenedzsment vizsgálata koszovói mezőgazdasági vállalatok példáján keresztül | hu_HU |