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The Estonian organizations - the subjects of transformation

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  • Maaja Vadi
  • Harry Roots

Abstract

Estonia stayed fifty years under the communist regime. This paper explores the transformation of Estonian organizations within the framework of the Leavitt's model of change where the process is analyzed from the perspective of four organizational elements: people, organizational goals, structure, and technology. In respect with the people the role of individuals is emphasized as well as the polarization of mindsets is discussed. The new era forced to clarify the organizational task because of market economy. The organizational structure does not change as fast as the other elements do and hierarchy considered being important. The formalization tactics (personnel selection and training) have gained new meaning in the process of transformation of organizations. The technology has varied due to the twofold possibilities- advantage to introduce the new informational technology and the usage of the old fashion machinery. Change of the society led to the change of organizations, which had the transformational nature. There was shown that all the elements of the organizations had the pressure to find new forms of existence.

Suggested Citation

  • Maaja Vadi & Harry Roots, 2004. "The Estonian organizations - the subjects of transformation," UCL SSEES Economics and Business working paper series 44, UCL School of Slavonic and East European Studies (SSEES).
    • Handle: RePEc:see:wpaper:44
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    References listed on IDEAS

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    1. Martin, Roderick, 1999. "Transforming Management in Central and Eastern Europe," OUP Catalogue, Oxford University Press, number 9780198775683.
    2. Maaja Vadi & Maive Suuroja, 2003. "A Model Of Customer-Oriented Communication And Its Implementation In The Transition Economies," University of Tartu - Faculty of Economics and Business Administration Working Paper Series 19, Faculty of Economics and Business Administration, University of Tartu (Estonia).
    3. Ruth Alas & Maaja Vadi, 2003. "The impact of organisational culture on attitudes towards change," University of Tartu - Faculty of Economics and Business Administration, in: Maaja Vadi (ed.), Organisational Culture in Estonia : Manifestations and Consequences, edition 1, volume 16, chapter 3, pages 65-81, Faculty of Economics and Business Administration, University of Tartu (Estonia).
    4. Harry Roots, 2003. "Studying the types of organisational culture," University of Tartu - Faculty of Economics and Business Administration, in: Maaja Vadi (ed.), Organisational Culture in Estonia : Manifestations and Consequences, edition 1, volume 16, chapter 2, pages 47-64, Faculty of Economics and Business Administration, University of Tartu (Estonia).
    5. Maaja Vadi, 2003. "Background to the organisational culture developments in transitional Estonia," University of Tartu - Faculty of Economics and Business Administration, in: Maaja Vadi (ed.), Organisational Culture in Estonia : Manifestations and Consequences, edition 1, volume 16, chapter 1, pages 27-46, Faculty of Economics and Business Administration, University of Tartu (Estonia).
    6. Maaja Vadi (ed.), 2003. "Organisational Culture in Estonia : Manifestations and Consequences," University of Tartu - Faculty of Economics and Business Administration, Faculty of Economics and Business Administration, University of Tartu (Estonia), edition 1, volume 16, number 16, December.
    7. Maaja Vadi & Anthony F. Buono, 1997. "Collectivism and Individualism in Estonia: An Exploratory Study of Societal Change and Organisational Orientation," Palgrave Macmillan Books, in: Neil Hood & Robert Kilis & Jan-Erik Vahlne (ed.), Transition in the Baltic States, chapter 4, pages 62-79, Palgrave Macmillan.
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