Viešojo sektoriaus modernizavimas: organizacinės kultūros ir subkultūrų veiksniai

The needs of contemporary society, complexity ofits processes and changing provisions on how public institutions shoidd function and what principles shonldgiude them, inevitably dictate neto requirements for the modernisation ofthe execution systems of public policy. These processes are intensified by technological development, globalisation, economic and cultural factors. It is significant to understand the fact that modernisation and changes become permanent and almost imperative condition of modern institutions, which reflects the dominant attitudes ofthe society that stability and durability are more seen as negative factors. Therefore, in the processes of public sector modernisation, changing structures of organisations and groivth of cross-sectoral integration and participation of various non-governmental organizations and business structures in public policy, organizational cultures must inevitably change and should be transformed taking into account the concerns of citiz£ns, contemporary changes of implementation of public programs, neiuly applied management methods, collaborative relationships and reform values nevoly promoted by the politicians. Management of changes in organisational culture in the context of public sector modernisation reforms is significant because some organisational cultures are more inclined to adapt to the changes taking place, therefore, in pursuance of institutional transformation organisational cultures can be seen as a reform promoting or hampering factor. Furthermore, in contemporary public administration, where hierarchical management techniques are changed into netuiorking, both private and third sector organisations, which have different organisational cultures, involve into the implementation of public policy, thus, in order to ensure effective synergy and to avoid cultural clashes of these structures it is necessary to pay attention to organisational cultures management. It should be noted that formation of various subcultures in public sector can be determined by such factors as the form of employment of a public servant (career or post system) or even different nature ofthe public programs that are implemented in different institutions as well as institutional mergers. It is important to understand the fact that modernisation and reform determine the processes of change of values of public sector institutions. While traditional values of public sector change, conflicts of values inevitably arise because of both, formalisation of opposing values in modernisation reforms and different values depending on the structures of organisations and the levels ofcivil service. Therefore the article aims to examine cultural problems in the context ofmodernisa-tion processes of public sector. To achieve the objective the author tvill ūse the methods of literary analysis, synthesis and generalisation.