The Possibilities of Using the Shalom H. Schwartz’s Values Questionnaire for the Search of Value-Semantic Justifications of Organizational Changes

Theoretical analysis of the organisation's value management problem revealed contradictions between the valuesemantic justifications of changes declared by the head and the existing system of values reported by the team members. The main reason for this problem may be the lack of objectified information about employees' value profile. The study aimed to determine the possibilities of using the SVS (Schwartz Value Survey) and PVQ (Portrait Values Questionnaire) questionnaires to assess value orientations' interrelationships in production groups to develop further recommendations for managers in justifying organizational changes. It is shown that cluster analysis of diagnostic results using the SVS (Schwartz Value Survey) and PVQ (Portrait Values Questionnaire) questionnaires allows to identify the maximum values relative to representatives of professions in various industries and determine the significance of the selected values in the context of "imposed values". The study involved 42 respondents (the working heads of medical and military institutions). All respondents were divided into 3 subgroups according to the importance of the normative ideals of the value orientation "Safety" in guiding their actions. The results of the study allow us to formulate a system of recommendations for managers of organisations to justify organizational changes, through the implementation of several stages: building a structural model of an ideal organizational culture; determining the algorithm of actions for organizational changes in the context of value management, developing a Roadmap; planning resources (intellectual, material). The primary attention in the formation of organizational culture should be paid to employees' already formed values. The manager's conversations with employees focused on leading values will attract their attention and quickly develop the "declared values" that form organizational culture.