PEOPLE.IDEAS.PERFORMANCE

28 Prezi’s leaders are committed to great quality products, their vision is to inspire billions of users in the future to improve their presentations thus make their communication more interesting, understandable and effective. Stated values are close to those which are followed, making this vision to be a real motivator for the employees as well (Csuzi, 2015). Prezi has a CSR activity in which every members participate. They are mentoring young people in need, teach programming, give scholarships. The founders try to contribute to the development of the school system by creating new schools based on reform pedagogy. Summarizing, the following values form the basis of this company. High level of benevolence. High level of humanity is shown by taking employees’ needs and ergonomics into consideration. Prezi seems to be at the forefront in organizational health promotion. High level of stimulation. There is n atmosphere promoting creativity and innovation. Low level of power orientation. The organization and its leadership is based upon trust, development and democracy. High level of self-direction. Creativity and freedom is grantedfor colleagues. High level of achievement. It appears via knowledge sharing, project teams, and an ambition for success. High level of universalism. Social justice and equality are important. Low level of conformity and tradition. Colleagues are empowered to fulfill their new ideas. We believe that Prezi in its prevalent values got close to the workplace culture created by Google that became the ideal type of the culture of innovation and creativity by the 21th century. 6800$5< $1' ',6&866,21 On the basis of the case studies about two innovative companies, our results can be summarised as seen in Table 2. 6FKZDUW]¶V YDOXHV (QWUHSUHQHXULDO YDOXH H[DPSOHV E\ WKH OLWHUDWXUH 9DOXHV RI WKH OHDGHUV LQ WKH H[DPLQHG FRPSDQLHV self-direction independence (Schumpeter) power power orientation (McClelland) low power orientation security risk taking (Schumpeter) strong risk taking hedonism - - benevolence affiliation orientation (McClelland) strong affiliation orientation achievement achievement orientation (McClelland) achievement, competency stimulation risk taking (Schumpeter) creativity conformity rejection of traditional methods (Schumpeter) nonconformity universalism - CSR activity considered as important tradition rejection of traditional methods (Schumpeter) permanent innovation and new methods Table 2. Schwartz’s values paired with entrepreneurial value examples by the literature and with the results of interviews 6RXUFH Own construction