Abstract
In this paper, we examine the characteristics of organizational culture in Ernst Young Serbia. Employee perceptions of organizational culture were compared with the proclaimed company values. Interviews were conducted with 16 employees using the standardized questionnaire while the survey provided demographic and socio-economic profile of informants. Other research methods such as observation and participant observation were also used in the study. Based on the premise that organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations, we noticed a variety of employee perceptions including the collection of interpersonal relations, values, beliefs, attitudes, practices, rituals, rules and procedures. Ernst Young company defines its organizational culture in relation to the three core elements: inclusiveness, development and engagement. Proclaimed values of the company represent the desired employee behavior dimensions derived from above mentioned elements. These are: a) Integrity, respect, and teaming; b) Energy, enthusiasm, and the courage to lead; c) Building of relationships based on doing the right thing. Research has shown that the value system of the company has been successfully implemented in Serbia.
Highlights
Introduction and Research MethodologySince 2000, new business and career concepts are developing simultaneously with economic transformation of Serbia
Inclusiveness means respecting the opinions of all employees regardless of their ranks in hierarchical structure. It is based on constantly attracting young talents who are encouraged to communicate openly at all levels in the company
Integrity is reflected through the employees who tell the truth and keep their word, take responsibility for past actions, admit and correct their mistakes, and “play to win the right way” (Welch and Welch 2005)
Summary
Since 2000, new business and career concepts are developing simultaneously with economic transformation of Serbia. The management of the company considers that these shared values define its corporate identity, beliefs and employees’ behavior, both within EY and towards the clients (Ernst & Young Global Limited, n.d.).EY office in Belgrade, Serbia was founded in 1997 Today it has over 220 employees, dedicated to permanent professional development in support of creating a unique and strong work environment (Ernst & Young Global Limited, n.d.). The presence of EY manager in each interview, observation and participant observation, did not allow informants to critically appraise the organizational culture They were able to say what they think about this concept and how it is perceived, the expression of different attitudes, thinking and behavior in relation to the proclaimed values was not present. Using the same methodology in a different research context (with no company officials present), it can surely show the degree to which employees are able / really want to adopt to the organizational culture of their company
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