The main theorist of organizational culture is considered. Organization culture

In the field of knowledge in the psychology of personality, the distinction between the life of an individual into conscious and unconscious has long been not new. Social psychology also claims a similar division. Going down specifically to the level of organization, it is necessary to single out such areas of analysis that, not because of their functional fixation, but as "unconscious", spontaneous manifestations, affect the reproduction of the organization.

In many modern publications, such definitions as corporate and organizational culture appear. T. Yu. Bazarov gives the following definitions:

« Corporate culture- a complex set of assumptions, accepted without evidence by all members of a particular organization, and setting a general framework for behavior accepted by most of the organization. Manifested in the philosophy and ideology of management, value orientations, beliefs, expectations, norms of behavior. It regulates human behavior and makes it possible to predict his reactions in critical situations.

Organizational culture- an integral characteristic of the organization (its values, patterns of behavior, ways of evaluating performance), given in the language of a certain typology.

In recent years, words about the formation of a corporate culture, corporate spirit, and corporate values ​​have been heard more and more often. Culture development programs are emerging in various organizations, ranging from elementary activities (such as tailoring flags, writing hymns, and introducing uniforms) to complex, lengthy, and costly research and implementation programs. Without claiming to be the truth in the highest instance, we offer our point of view based on the E. Schein model, which is quite adequate and allows us to deal with complex and multifaceted processes without oversimplification on the one hand and excessive mystification on the other.

In organizations that have a certain history, a special way of life, their own traditions and rituals are inevitably formed. As the organization develops, it develops its own system of values, beliefs, norms and rules of behavior and activities. Each organization has unique features that allow it to be characterized as a specific community of people, a “unique general psychology” arises.

Organizational culture does not lie on the surface, it is difficult to “feel” it. If we can say that an organization has a "soul", then this soul is organizational culture. People are the carriers of organizational culture. However, in organizations with a well-established OK, it is, as it were, “separated” from people, becomes an attribute of the organization, a part of it, exerting an active influence on the members of the organization, changing their behavior in accordance with the norms and principles of coexistence that form its basis. According to Edgar Schein, organizational culture is formed in the process of joint overcoming of difficulties by people working in this organization. external adaptation And internal integration .

To difficulties external adaptation everything related to the organization's survival in the external environment applies - defining its market niche, establishing contacts with partners and consumers, building relationships with authorities, winning competition with competitors, etc. Overcoming the difficulties of external adaptation, the organization learns to survive. The result of this learning is agreed visions of :

mission of the organization;

goals reflecting this mission;

means of achieving goals;

criteria for evaluating performance results;

strategies for adjusting development directions in case the goals are unattainable for various reasons.

Internal integration- this is the process of the formation of the collective, the transformation of individual "I" into a common "WE". The tasks that any organization inevitably faces in terms of internal integration include the distribution of power, delegation of authority and responsibility, overcoming conflicts, “grinding” styles of activity, behavior, communication, etc.

By overcoming the difficulties associated with bringing individuals into a single team, the organization gains knowledge about how to work together. Formed common to all:

the language of communication;

criteria for determining who is “ours” and who is “not ours”;

criteria and rules for the distribution of power and status;

rules of informal relations within the organization;

criteria for the distribution of rewards and punishments;

internal ideology.

Today's leaders and managers view their organizational culture as a powerful strategic tool to orient all departments and individuals towards common goals, mobilize employee initiative, generate loyalty, and facilitate communication. They strive to create their own culture for each organization so that all employees understand and adhere to it.

There are many approaches to the allocation of various components that characterize a particular organizational culture. Let's highlight just a few of them:

awareness of oneself and one's place in the organization(Some cultures value the concealment of their internal moods by employees, others encourage their external manifestation; in some cases, independence and creativity are manifested through cooperation, in others - through individualism);

communication system and language of communication(the predominant use of oral, written, non-verbal communication, “telephone law” in each specific organization is different; jargon, abbreviations, gestures vary depending on the industry, functional and territorial affiliation of the organization);

appearance, dress and presentation in the workplace(the variety of uniforms, overalls, paraphernalia and symbols, business styles, etc. confirms the presence of many microcultures);

awareness of time, attitude to it and its use(work schedule and its features, time regulation, punishment and encouragement of compliance with the temporary schedule);

relationships between people(by age and gender, status and power, wisdom and intelligence, experience and knowledge, rank and protocol, religion and citizenship, etc.; the degree of formalization of relations, ways and means of resolving conflicts);

values(as a set of guidelines, what is "good" and what is "bad") and norms (as a set of assumptions and expectations regarding a certain type of behavior);

belief in something and disposition towards something(faith in the leader, success, own strength, professionalism, etc.);

employee development process and learning(formal or creative performance of work, methods and techniques for obtaining knowledge, skills, abilities and experience of activity);

work ethic and motivation(attitude to work, acceptance of rights, duties and responsibilities; quality of work; assessment of work and its motivation; professional and job growth).

At the moment, the following main historical types of organizational cultures have been identified in the management literature:

organic (OOC);

entrepreneurial (ProK);

bureaucratic (BOK);

participatory (PartOK).

T. Yu. Bazarov describes the types of organizational culture based on the indicators that determine this culture: type of joint activity, type of personality, form of ownership, distribution mechanism, managerial role, management mechanism, type of performance evaluation.

Description of the main types of organizational culture

Organizational culture (OC) is one of the key categories of management; in the most general sense, it represents a system of values, beliefs, and norms of behavior that have developed in the company and are shared by employees.

A spontaneously formed organizational culture can hinder organizational development, the achievement of strategic and tactical goals. In this regard, the creation of effective management involves constant monitoring and targeted changes in the company's culture.

A strong OK can be one of the foundations of the company's competitiveness, a factor of investment attractiveness, overcoming crises, and ensuring sustainable growth.

The formation of organizational culture is influenced by both external and internal conditions. Among them, the most important are:

• the identity of the first leaders and owners;
• the company's business model and strategy;
• field of activity;
• stage of the life cycle of the organization;
• the company's resources, primarily human resources, etc.

The expected results of activities for the development of organizational culture are manifested in the form of:

• growth of production and management efficiency;
• increasing employee loyalty;
• creating a positive image and increasing the so-called reputational assets;
• increasing the attractiveness of the company as an employer;
• stimulating and retaining the most valuable employees;
• ensuring a favorable socio-psychological climate in the team.

The decisive role in achieving these results is called upon to play the management of the highest and middle levels of management of the organization.

So, the main sources of the formation of culture are the activities of the founders and leaders of the organization, the proclaimed business idea, the very history of the creation of the organization.

The role and tasks of organizational culture. Among scientists and practitioners, there is a common understanding of the objectives of QA in the company, which boil down to the following:

• forms a certain image of the company, which distinguishes it from any other and affects its reputation, maintains the loyalty of customers and partners;
• predetermines the degree of involvement in a common cause, rallying employees, creates conditions for the emergence of a sense of community of all members of the organization in achieving strategic goals;
• ensures the maintenance of the standards of conduct inherent (established) in the organization;
• helps employees gain an understanding of organizational identity;
• affects the level of involvement of employees in the activities of the company and devotion (loyalty) to it;
• stimulates the responsibility of employees;
• creates a sense of confidence and pride in the company among employees;
• is an important source of stability and continuity, strengthens the feeling of relative security among workers in relation to the risks of the labor market;
• for new employees, it is a guideline for integrating events in the organization, a means of assimilating the norms of behavior adopted in this organization;
• sets quality standards and self-assessment criteria in work;
• strengthens competitive advantages and creates a valuable intangible asset;
• helps to reduce transaction costs, based on streamlining relationships with the external environment.

In other words, organizational culture is a system (not

necessarily formalized) cultural, ethical, moral and other postulates generally accepted in the organization and protected by its members (not always consciously) regarding goals, organization, intra-company relationships and interaction with the environment (clients, partners, competitors, government agencies, society as a whole).

The considered postulates find their expression in the values ​​and beliefs that have developed spontaneously or consciously declared by the organization and its members, norms, principles, rules, procedures, standards, as well as in customs, traditions, manners, rituals.

Culture is a complex phenomenon, it is always individual in relation to the organization.

Signs of an effective organizational culture. As the main features, experts identify the degree of consistency with the following parameters of the external and internal environment of the organization:

• cultural, ethical and moral postulates generally accepted in society;
• features of the business (field of activity) of this organization;
• stage of development of the organization;
• the established or desired model of organizational behavior, mission, vision, strategic goals, dominant style of behavior, the nature of power and influence, the interests of individuals, groups and the organization as a whole.

The key parameter is consistency with regulatory internal documents.

The rapid development of the concept of OK as a tool for increasing the competitiveness of the company began in the first half of the 1980s. Modern theory and practice of business identifies three main complementary areas of analysis of organizational culture.

Firstly, OK is a specific management environment where elements of the management system interact and organizational processes are carried out. It largely determines the patterns of behavior of the employees of the organization in response to changes in the external and internal environment.

Secondly, OK is currently used as a special management tool (“psychological asset” - G. Hofstede; intangible asset) that can increase the value of other assets and give impetus to the growth of the organization's efficiency.

Thirdly, OK acts as an independent control object.

An analysis of OK from such positions shows that there are no bad and good cultures, there are only cultures that are adequate and not adequate to the current situation, both in the external and internal environment of the organization.

Richard Barrett has developed a classification that includes seven types of companies, based on the criterion of the level of development of the company as an economic entity in the market in a competitive environment. The main evaluation parameters are the type of leadership and values.

For companies of the first (lower) level, the main value is financial stability and survival. The second level is the values ​​associated with the presence or absence of communications with consumers, their satisfaction. The third level are those organizations that focus on efficiency and results.

Barrett's analysis concluded that most organizations stall at these levels. Only a few continue to move to the fourth or fifth stage, where the focus is on innovation, training and development of personnel, and a common vision.

At the highest levels of the pyramid of values, the company has a need for global thinking, scenario planning for the future, genuine socially responsible behavior; corporate citizenship, coaching other organizations.

Particular attention is paid to how to reduce the level of the so-called "cultural entropy", which manifests itself in the waste of part of the "energy" on conflicts, intrigues, resentment, i.e. clamping in the vice of "negative values".

A methodology for cultural transformation based on the identification of missing values ​​and the corresponding correction of organizational behavior has been created and successfully tested. A close relationship has been revealed between employee satisfaction with work, their understanding of the company's values ​​and an increase in business profitability, an increase in the value of companies.

It is the leaders who, first of all, should focus on the full range of values, that is, move on to management, called "team leadership."

A systematic approach to the study of culture. In modern management as a science and practice, a systematic approach to the analysis of organizational culture is effective.

The composition of the elements of organizational culture is extensive. Most often, it is customary to include in this list the values ​​shared by the majority of the organization's members or its key employees; code of Conduct; rules and procedures that ensure (support) the reproduction of fundamental values; tools and techniques for transferring (transmitting) these values ​​and norms to other generations of workers; emotional information background (symbols, language, rituals, customs, management practices); information system in the organization; social and psychological climate.

Experts believe that the basis of any organizational culture is primarily values ​​and norms of behavior.

Values ​​are objects and phenomena that are most important from the point of view of the subject, which act as goals and guidelines for his activity.

Values-concepts include both the social aspect associated with maintaining the integrity of the social organization, and the managerial one. In the latter case, we are talking about the values ​​that are expressed in the strategic goals of the existence of the organization, the values-means and resources that ensure its functioning and development (for example, such qualitative characteristics of personnel as valuable for the organization as discipline, initiative and creativity, stress resistance, decency and honesty, etc. .d.) and the parameters and properties of the internal environment (for example, team spirit, managerial will), which allow achieving the value-goal.

Goal Values with the implementation of organizational, group (within the organization) and individual (personal) needs of employees, they are usually formed at the initial stages of the positional cycle of the organization. In this case, the decisive role is played by the owners and managers, their property, level of competence, management style, character, etc. Ultimately, the values-goals are combined into the main goal of the organization's activity - the mission, the implementation of which is possible through meeting the needs of the subjects of the external environment.

Values-means and tools(values ​​that allow achieving the goals of the organization, as well as management principles, quality of personnel, etc.) can be formed both spontaneously, by chance, by coincidence, and cultivated and implemented consciously, purposefully. As a rule, there is a stable and regular relationship between values-goals and goals-means. The latter largely depend on the activities of all members of the organization. For example, knowledge and adherence to the principles of management in an organization help the employees of this organization to make a choice of forms of their behavior in the process of activity, thereby acting with great success in achieving the goals of the organization (i.e., show diligence, initiative, discipline, etc.) Values - funds support (improve) the image of the organization.

In practice, there is often a contradiction between the values-goals declared by top management, formally reflected in the mission, and the narrow group or personal goals of management (including selfish ones) that are actually implemented. Often, values-goals are absent in organizations or are known only to the owners and / or top management. In other words, the importance of informing employees about the value orientations of the organization's development is underestimated. Under these conditions, the mobilizing role of this factor weakens.

Values ​​can be both positive and negative; in the areas of influence on the efficiency of activities and management of the organization.

Organizational norms of behavior, rules and procedures. This

a kind of standards of behavior and activities adopted in the organization. Their observance is a condition for individual workers or a group of workers to be included in the organization as a social system on the basis of acceptance (recognition) of the system of values ​​prevailing here. These norms serve to describe situations or circumstances in which certain rules are followed. They include expectations of what people think in a given situation.

In the Russian management model, most of the norms are enforced, including through a system of sanctions applied by management, and/or through the voluntary assimilation and adoption of rules. In practice, it is advisable to combine both methods, depending on the specific situation, but the second is certainly more preferable to ensure the task of sharing values ​​with the predominant part of the team.

The purpose of the norms is, firstly, to regulate the behavior of employees, which facilitates the prediction of their behavior and the coordination of joint actions, secondly, following the norms allows you not to make mistakes typical for a given situation, and, finally, they contain prescriptive (respectively, motivating) elements .

Rules are closely related to rules. Rules exist to perform certain tasks or for social reasons, they encourage to regulate, control various forms of business interaction in the management system. It is believed that the rules are tied to a specific situation and relate to a specific group of workers. Norms and rules - parameters are variable, dynamic, requiring adjustment and revision, if this is to the benefit of the organization, group or even individual (usually key) employees.

The main way (method) of assimilation of values ​​and norms is to demonstrate their importance on the part of top management, to consolidate and formalize them in various internal regulatory documents, to harmonize the management principles implemented in the organization (especially at the level of personnel policy) with accepted and desired values ​​and norms. It is the highest level of management that is responsible for organizing activities to develop a project of corporate culture, its main characteristics. In Russian conditions, the direct implementation of measures to form and develop a corporate culture, at best, becomes personnel management services, while the best world practice in this area indicates the expediency of involving all categories of managers in this activity, relying on the main part of the team. This approach also corresponds to the mentality of the Russians.

An essential element that ensures the effective management of the OC is the emotional information-historical background. This is the most difficult tool to use to influence organizational culture. The task of the subjects of organizational culture management (managers, involved consultants) includes the development and dissemination among the employees of the organization of cultural forms that carry certain goals and beliefs. Among the cultural forms stand out: symbols; language; myths; legends and stories, customs and rituals of internal business and social activities (including rituals, ceremonies, prohibitions).

The informing subsystem can be considered as an element of the OK control system. Within the framework of this subsystem, the transfer and exchange of information in the organization is carried out using formal, informal cultural means and channels for informing members of the organization. At the same time, a set of tasks is solved, including: providing employees with information about the established rules, requirements, structure and mechanisms of its management and changes made here, informing about achievements, successes and failures, filtering and correcting external information, determining the order of assimilation of training information, primarily managers and key employees (knowledge management, acquisition of skills to assimilate the company's organizational competencies); creation and updating of an information base for making managerial decisions, initial informing new employees to accelerate their adaptation in the internal environment; creation of new conditions for the implementation of coordination functions (informing about strategic and current tasks, preferred methods and ways to solve them); informing about rewards and penalties in the context of the implementation of the motivational function.

The socio-psychological climate is a stable system of internal relations of the group, which is manifested in the emotional mood, public opinion and performance results. These connections are manifested in the socio-psychological state of the team, the nature of value orientations, interpersonal relationships, and mutual expectations. The socio-psychological climate, which can be favorable depending on its impact on the performance of the team, is predetermined by the environment and the level of development of the team, directly affects the activities of its members, the implementation of its basic functions.

For a manager, it is extremely important to prevent or mitigate the manifestations of an unhealthy socio-psychological climate (for example, suppression of creativity and initiative, squabbles, gossip, sitting up, mutual protection, i.e. mutual responsibility, disrespect for colleagues, selfishness, selfishness, etc.)

Studying the state of the socio-psychological climate helps to assess the impact of OK on the company's activities - positive or negative.

Understanding the structure of organizational culture has not yet settled down, there are different ideas about the meaning of this term.

The well-known specialist E. Shine distinguishes such terms of the structure that are at different levels, such as declared and real supported values, artifacts (they are easy to notice, but it is difficult to recognize the true meaning), basic assumptions (beliefs, judgments and attitudes perceived at the subconscious level). One can come across statements that OK as a system has a plurality of intersecting structures: value-normative, organizational (including formal and informal structure of power and leadership, written and unwritten norms and rules of internal order (behavior in the workplace); communication structures (the direction of formalized and non-formalized information flows, the quality of communications from the standpoint of loss and transformation of information, targeted actions to build an internal PR); the structure of socio-psychological relations that determine the behavior of employees in the organization (towards management, colleagues, customers, etc.); structures of mutual sympathy, elections, preferences, distribution of roles in the organization (constructive, destructive, etc.), internal positioning of employees, conflict, attitude towards the leaders of the organization (authority), game and mythological structures (corporate legends and stories, myths and legends about the organization , its employees and managers, heroes and anti-heroes, games played by employees and bosses (“good” and “evil”, etc.). the external image of the organization, the real perception of the company and its products (services) in society, advertising attributes: logo, slogan, etc.

Components of organizational culture. Specialists and practitioners distinguish the following main components of OK - management culture, production culture, culture of external relations (especially with clients and investors), entrepreneurial culture, culture of relations with shareholders and other stakeholders.

In turn, the management culture includes such segments as the culture of negotiations, business meetings, meetings, the culture of office work and communications, the culture of advertising and public relations.

Organizational culture can be perceived differently by different categories of people according to their status, psychological profile, experience, qualifications, character, financial situation, etc. So, in front of a new hired employee

OK appears in the form of the behavior of others, subject to yet unknown patterns, consistent with unknown values. If the organization has set up adaptation work, the newcomer relatively quickly and painlessly enters the responsibilities, learns the internal environment, which is facilitated by bringing and explaining the rules and norms that he should be guided by, the values ​​that he will have to focus on.

Organizational culture is capable of influencing a person's worldview through the transformation of organizational values ​​into individual and collective ones, or enter into conflict relations with them.

Thus, OK for employees performs a number of functions: evaluative-normative, goal-setting, instrumental, motivating (or demotivating), social and psychological protection.

For managers, OK acts as a regulator of employee behavior, a lever to stimulate (or discourage) the activities of personnel, an indicator of their ability to form a normal socio-psychological climate.

For owners of OK, it is a measure of the readiness of management and personnel to realize the interests of owners, competitiveness, a development resource and a factor that increases the assessment of business value (for commercial organizations).

Change in corporate culture. Practice shows that the key factor in the formation and development of an organizational culture, the formation of a favorable climate are the leadership qualities of managers, associated with their awareness of values ​​and a clear idea of ​​what a competitive, innovative company should be like.

The position of the owners and managers of the company is often decisive, since the written and unwritten standards and rules of business conduct that they originally set become the reference ones for a long time, although they are not immune from probable erosion and deformation.

Another major factor in changing QA is the environment of the company's immediate environment. The business model chosen by the company, depending on the state of the external environment, makes it necessary for the company to share certain values. So, for example, one company can acquire and root a deep shared commitment to high quality, the uniqueness of its products (services). Another company is characterized by the sale of products with average quality, but at relatively low prices. As a result, the direction centered around price leadership becomes dominant. Accordingly, in a crisis, the adjustments made to the organizational culture, which put forward leaders-mobilizers to fight against overcoming financial and other difficulties, are of particular importance.

Important to the formation of an effective OC are measures to maintain effective working relationships. The specialist literature notes that different expectations and values ​​may develop depending on the nature of the business and the personality characteristics required for the job. If, for example, a company needs open and dynamic communications between its employees, as well as informal business relationships, then it will probably value the free expression of points of view, the collective solution of emerging problems. Conversely, very different values, nature and styles of communication will dominate in companies led by authoritarian leaders. The structure of the workforce, its social, gender, age, educational and qualification composition also have a serious impact on the state of the organizational culture of the company.

National traditions, cultural characteristics, ways of positioning the status position of managers (using K / P attributes), technologies for making strategic decisions (in a narrow circle or involving leading specialists, including for the purpose of motivating them) have a huge impact on the formation of organizational culture and the system management of the organization as a whole.

Criteria for highlighting a strong organizational culture. In scientific and practical publications, the strength of culture is determined by a number of criteria. First, the breadth of coverage and perception of the organization's core values ​​by its employees. Secondly, the depth of penetration of OK, i.e. the degree of acceptance by employees of these values.

In practice, organizations with a pronounced strong culture have a set of values ​​and norms that, by binding team members, contribute to their involvement in the process of achieving organizational goals. This provides an important competitive advantage.

Achieving a strong culture is not easy. On the one hand, in the newly formed organizations there is still no experience in the formation of commonly shared values. On the other hand, in many mature organizations, due to the lack of purposeful work to maintain core values, OK remains in a “weakened” state.

Note that a strong culture can be more than just a boon to an organization. Strong OK creates the prerequisites for successful activities in the face of risk, dynamic changes in the external environment with a high level of competition. On the other hand, the culture in this state is a significant obstacle to the implementation of overdue changes in the organization. This is because innovations at the initial stages of their implementation have not yet taken root and need to be supported. In this case, OK rejects all changes, and hence the necessary innovations. This situation leads to recommendations for the formation of a moderately strong culture in the organization. As such, OK will not transform into a stable but conservative environment.

Weak culture, as a rule, exists where its purposeful formation is not given importance. Organizations with a weak culture have to rely on formalized processes and structures to coordinate organizational behavior due to a lack of shared norms of values.

Types of cultures. To solve the problems of managing the processes of OC formation, various classification features are used to isolate (identify) types of crops. For practical tasks, the most commonly used features are the following.

• 1. By management style (authoritarian, liberal-democratic and democratic, including numerous intermediate options).
• 2. By the age of the organization (young (forming), mature, degrading).
• 3. By the strength of the impact (strong, weak).
• 4. By the degree of innovation (innovative, traditional, archaic).
• 5. According to the degree of usefulness of the impact (functional or dysfunctional).
• 6. By efficiency (high, medium and low efficiency). The main criteria for classifying crops as a particular type

are:

• reasoned assumptions about the characteristics of employees (lazy people, focused primarily on meeting social needs, aimed at achieving individual goals, focused on staying in a protected community);
• the main motives of the employee's activity (selfish (personal) economic interest; social relations; a challenge that allows you to realize your potential; being in a team of like-minded people; occupying a convenient niche);
• the emergence and functioning within the framework of a particular organizational structure (bureaucratic; flexible (mobile); flexible adaptive; organic, command-centric; network-centric, etc.);
• a form of control over the formation and development (external constant and strict control by the management; group influence; competition; soft corrective self-control);
• management style (authoritarian; liberal-democratic; authoritarian-initiative; democratic).

According to the above criteria, it is possible to determine to a certain extent the type of the dominant organizational culture: accordingly, it will be bureaucratic, organic, entrepreneurial, participatory, etc.

Analysis of organizational culture. The content of OK is determined by those values, behavioral norms, ideas, traditions, patterns of action, myths that have historically developed and entrenched in the organization. The content features of organizational culture crystallize primarily during the formation (birth) of the organization, as well as in the process of using certain tools to overcome crises. In other words, OC is being formed at an accelerated pace in the conditions of the need for survival and adaptation (when the factors of the organization's existence change) and, accordingly, the need to integrate internal processes that ensure the possibility of such a cycle of survival and adaptation.

When considering OK as an object of control, the question arises about the parameters and characteristics by which culture should be analyzed. The Dutch scientist G. Hofstede proposed a number of parameters for the analysis of organizational culture (according to the characteristics of "individualism - collectivism", power distance, etc.).

In practice, for the analysis and evaluation of QA, a minimum set of the following seven indicators is used:

• attitude towards innovation (including organizational), risk and initiative;
• degree of orientation towards stability or justified change;
• the frequency of adjustments to the main elements of organizational culture;
• attitude to conflicts and the level of their intensity, the degree of conflict management;
• how organizational culture contributes to the development of business, professional qualities of employees necessary to achieve the goals, the growth of the value potential of the organization;
• the degree of mobilization readiness of the organization in critical situations, crisis phenomena;
• the degree of cohesion and integration of efforts in solving strategic problems.

The practice of applying G. Hofstede's methods shows that there are no normatively set, reference indicators of organizational culture. Each organization is obliged to form its own, original culture profile and a set of parameters and indicators that meet its specifics. At the same time, such tasks and projects for the formation (reform) of organizational culture are implemented quite rarely.

Various approaches are used to evaluate QA and its impact on the company's performance. The main difficulty here is to determine those specific OK parameters, the change of which will lead to an increase in efficiency.

To assess OK, various types of effects arising from the implementation of measures to develop organizational culture can be used (economic effect; resource effect associated with the release of resources; technical effect, expressed in the emergence of new equipment and technology, discoveries, inventions, know-how and other innovations social, manifested, in particular, in improving working conditions, raising the material and cultural standard of living, etc.).

The main elements (parameters) of QA as an object of assessment are distinguished by specialists and practitioners:

• the degree of coincidence of values ​​(at the same time, the strength of culture is directly proportional to the degree of this coincidence);
• degree of conformity, i.e. to what extent the employees of the organization behave in accordance with accepted formal and informal norms and rules;
• the level of development and use of the information system;
• development of the system of transfer of cultural experience;
• the state of the socio-psychological climate.

Acceptable (but also flawed) valuation option

organizational culture can be a system of performance indicators given in table. 10.1.

Management of organizational culture at the intraorganizational level. QA management at this level involves taking into account and overcoming a number of typical shortcomings:

• culture is focused mainly on the relationship between employees, and not on the achievement of specific goals and results;
• the presence of several opposing subcultures that give rise to contradictions between employees;
• organizational culture lagging behind other management elements due to ignoring the importance of culture for the organization.

Examples of successful management of organizational culture in Russian and foreign practice can be grouped into the following areas.

Table 10.1

Indicators adopted to assess the effectiveness of organizational culture

• 1. Changing the management style (delegating greater powers and responsibilities to employees; involving employees in making managerial decisions; clear control of the final results of work).
• 2. Changing the reward system.
• 3. Training (conducting trainings, seminars, programs of adaptation and training in the workplace, through which the introduction of new values ​​and standards of behavior takes place).
• 4. Optimization of personnel strategy and policy from the point of view of selection for key positions of employees who share organizational principles and values ​​or who are carriers of values ​​missing in the company and capable of transferring them to other employees.
• 5. Attention to the working environment, planning, refurbishment of workplaces and public places, the introduction of uniforms for certain categories of employees, etc.
• 6. Building a system of internal PR(for example, the creation of an "Ethical Code of Managers", communication chains for broadcasting goals, objectives, priorities by levels of the management hierarchy and holding corporate public events).

Principles of formation of organizational culture. Experts and practitioners agree that the following principles (basic rules) should be followed in the process of forming the OK.

• 1. The created (reformed) culture should not contradict the basic idea of ​​the existence of the organization (for business organizations - correspond to the chosen business idea and business model).
• 2. The behavior of management (first of all) and employees should not contradict the proclaimed values ​​and norms.
• 3. The formed culture should correspond to the type, size and specifics of the organization, as well as the conditions of its existence.
• 4. Previous cultural experience must be carefully accumulated, critically analyzed and used as a basis for reforming organizational culture.
• 5. The ideas and norms embedded in the culture should carry a positive emotional charge, thereby creating a background for the application of the modern concept of "emotional leadership".
• 6. The formation of OK is designed to support the organization's development strategy, increase its effectiveness, and meet the requirements of change management.

An analysis of the practice of Russian and foreign companies shows that the ways in which top management influences the formation of an effective OK can be reduced to three main schemes.

• 1. Evaluation of OK by top management, owners (if they have a sincere belief in values, readiness to share them in full, fulfill relevant obligations). The success of this option of action is due to the presence of counter support and enthusiasm from the majority of the members of the organization (“revolution from above”).
• 2. A scheme based on the movement of ordinary employees to change the state of OK for the better: in this case, the task of managers is to catch and take advantage of the desire of employees to achieve positive shifts in the value system and at least not oppose this process. In Russia, for a number of reasons, it is used quite rarely.
• 3. Combined method. Combines individual elements of the options indicated above. The most effective, but at the same time, the most risky, since its application will inevitably require resolving contradictions about the goals and methods of innovations introduced into the existing model of organizational culture.

As practical experience shows, the most effective tools to help implement the desired organizational culture are:

• models and scenarios for the implementation of leadership qualities of managers, their ability to positively influence the behavior of employees in critical situations;
• an incentive and motivation system that takes into account ethnic, mental, religious, national, gender and other characteristics, those values, norms, rules of conduct that characterize the organizational culture of the company;
• a well-developed system of selection criteria for the organization;
• methods of personnel training in order to consolidate the desired attitude to business, to the organization;
• compliance with the procedures for following the traditions established in the organization, procedures and scenarios for holding significant events, etc.;
• emotional training techniques (systematic and purposeful appeal to emotions, to the best feelings of employees to consolidate (accelerate) the desired labor values ​​and patterns of behavior);
• thoughtful and widespread corporate symbols, its systematic application.

Other definitions

• “A habitual, traditional way of thinking and acting, which is shared to a greater or lesser extent by all employees of the enterprise and which must be learned and at least partially adopted by newcomers in order for new team members to become “their own”.

E. Jakus

• “The set of beliefs and expectations shared by the members of an organization, these beliefs and expectations form the norms that largely determine the behavior of individuals and groups in the organization.”

H. Schwartz and S. Davis

• "A system of relationships, actions, and artifacts that stands the test of time and shapes within the members of a given cultural society a rather unique shared psychology."

S. Michon and P. Stern

• "The unique characteristics of an organization's perceived characteristics, that which distinguishes it from all others in the industry."

• "A set of basic assumptions invented, discovered or developed by a group in order to learn to cope with the problems of external adaptation of internal integration, functioning long enough to prove its validity, and transmitted to new members of the organization as the only correct one."

• "One of the ways to carry out organizational activities through the use of language, folklore, traditions and other means of conveying core values, beliefs, ideologies that direct the activities of the enterprise in the right direction."

Phenomenological concept of organizational culture

Rational-pragmatic concept of organizational culture

Within the framework of this approach, the conditionality of future development is postulated by the past experience of the organization. This follows from the position that the behavior of the members of the organization is determined by the values ​​and basic ideas developed as a result of the historical development of the organization. In addition, a large role in the formation and change of organizational culture is assigned to the leadership of the organization. That is why this concept is called rational - the formation of organizational culture is seen as a conscious and controlled process.

The emergence of rationalistic concepts of organizational culture is associated with the name of Edgar Schein. He defines organizational culture as “a pattern of collective basic ideas acquired by a group in solving the problems of adaptation to changes in the external environment and internal integration, the effectiveness of which is sufficient to be considered valuable and transferred to new members of the group as the correct system for perceiving and considering problems” .

There are two groups of problems: 1) the problem of survival and adaptation when the external conditions for the existence of a group (read, organizations) change and 2) the problem of integrating internal processes that ensure the possibility of this survival and adaptation. Any group, from the moment of its inception until it reaches the stage of maturity and decline, faces these problems. When these problems are solved, the culture of the organization is formed.

The process of forming a culture is in a sense identical to the process of creating the group itself, since the “essence” of the group, the thoughts, attitudes, feelings and values ​​characteristic of its members, which are the result of collective experience and collective learning, are expressed in the system of ideas adopted by the group, called culture.

Shane's levels of culture

Edgar Schein believes that culture should be studied at three levels: artifacts, proclaimed values, and basic ideas. These levels essentially characterize the depth of the study.

Artifacts

Proclaimed values

Under proclaimed values refers to the statements and actions of members of the organization that reflect common values ​​and beliefs. The proclaimed values ​​are set by the company's management as part of the strategy or for some other reason. Employees are aware of these values, and they themselves make the choice to accept these values, pretend and adapt to the situation, or reject them. If management is persistent enough in its pursuit of certain values, if artifacts emerge that reflect the significance of those values ​​to the organization, then the values ​​pass the test. After a certain period of time, it becomes clear whether adherence to the proclaimed values ​​leads to victories or defeats in business.

In the first option, if the organization does not succeed, the leader will change in it or the former leader will reconsider strategy and policy. And then the proclaimed values ​​will depart, will be changed. In the second option, if the organization achieves its goals, employees will gain confidence that they are on the right track. Accordingly, the attitude to the proclaimed values ​​of the company will become different. These values ​​will move to a deeper level - the level of basic ideas.

Basic Views

Basic Views- is the basis of the culture of the organization, which its members may not be aware of and consider immutable. It is this basis that determines the behavior of people in the organization, the adoption of certain decisions.

Basic ideas, or assumptions, are the "deep" level of the organization's culture. They are not openly expressed in artifacts and, more importantly, cannot be described even by members of the organization. These representations are at the subconscious level of employees, they are taken for granted. Most likely, these ideas are so powerful because they led the company to success. If the found solution to the problem justifies itself over and over again, it begins to be taken for granted. What was once a hypothesis, accepted only intuitively or conditionally, is gradually turning into reality. The basic ideas seem so obvious to the members of the group that the variation in behavior within a given cultural unit is minimized. In fact, if the group adheres to some basic view, then the behavior that is based on any other view will seem incomprehensible to the group members.

Basic concepts are related to the fundamental aspects of existence, which can be: the nature of time and space; human nature and human activity; the nature of truth and the means of obtaining it; correct relationship between the individual and the group; the relative importance of work, family and self-development; finding by men and women their true role and the nature of the family. We do not gain new insights in each of these areas by joining a new group or organization. Each member of the new group brings his own cultural "baggage", acquired by him in previous groups; when a new group develops its own history, it can change part or all of these ideas associated with the most important areas of its experience. It is from these new ideas that the culture of this particular group is formed.

Employees who do not follow the basic ideas will sooner or later be "in disgrace", as a "cultural barrier" will arise between them and their colleagues.

Organizational culture change

Basic ideas do not cause objections or doubts, and therefore it is extremely difficult to change them. To learn something new in this area, it is necessary to resurrect, re-examine and perhaps change some of the most enduring elements of the cognitive structure. Such a procedure is extremely difficult, since rechecking basic ideas destabilizes the cognitive space and the space of interpersonal ideas for some time, generating a lot of anxiety.

People do not like to worry and therefore prefer to believe that what is happening corresponds to their ideas, even in cases where this leads to a distorted, contradictory and falsified perception and interpretation of events. In mental processes of this kind, culture acquires a special power. Culture as a set of basic ideas determines what we should pay attention to, what is the meaning of certain objects and phenomena, what should be the emotional reaction to what is happening, what actions should be taken in a given situation.

The human mind needs cognitive stability. For this reason, doubting the validity of the basic idea always causes anxiety and a feeling of insecurity in a person. In this sense, the collective basic beliefs that make up the essence of a group's culture can be viewed at both the individual and group levels as psychological cognitive defense mechanisms that ensure the functioning of the group. Awareness of this provision seems to be especially important when considering the possibility of changing certain aspects of group culture, because this problem is no less complex than the problem of changing the individual system of defense mechanisms. In both cases, everything is determined by the ability to cope with the disturbing feelings that arise during any transformations that affect this level.

Introduction………………………………………………………………………………………….3

1. The concept of organizational culture…………………………………………………………...4

1.1 Correlation between “corporate” and “civil” culture……………………………..5

2. Parameters and main types of organizational culture…………………………………8

2.1 Typology of organizational culture U. Ouchi…………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….

2.2 Classification of organizational culture M. Burke…………………………………..14

2.3 Classical typology of organizational culture……………………………………15

Conclusion……………………………………………………………………………………...18

References……………………………………………………………………………..19

Introduction.

Considering organizations as communities having a common understanding of their goals, meaning and place, values ​​and behavior, gave rise to the concept of organizational culture. The organization forms its own image, which is based on the specific quality of products and services provided, the rules of conduct and moral principles of employees, reputation in the business world, etc. This is a system of ideas and approaches generally accepted in the organization to the formulation of the case, to the forms of relations and to the achievement of results of activities that distinguish this organization from all others. Today, the culture of an organization is considered a major factor in its competitiveness, especially if it is aligned with the strategy. Culture is systemic, covering all aspects of the life of the organization. It is the context within and under the influence of which all organizational processes take place. The influence of culture is determined by the breadth and depth of its coverage of the organization, the degree of recognition of its foundations by people. Culture is usually developed in the process of interaction between members of the organization, and under the influence of the social and business environment, national-state and ethnic factors, and mentality. Today, people more often form culture, norms and rules themselves than passively perceive them.

The purpose of the abstract is to study such a concept as organizational culture and consider the classification of organizational culture based on certain parameters.

1. The concept of organizational culture.

culture in the universal human sense - a historically determined level of development of society and man, expressed in the forms of organization of life, as well as in the created material and spiritual values.

"Under organizational culture is understood as a system of historically established common traditions, values, symbols, beliefs, formal and informal rules of conduct for the administration and staff, their relations with each other and with the environment, which have stood the test of time. They are intangible, not measurable in quantitative terms. In other words, culture is a way of life and activity of a group of people, which is consciously or unconsciously perceived by it and transmitted from generation to generation. In the ordinary sense, culture is a set of customs and ways of behaving. The uniqueness of the combination of elements of culture leads to the fact that there are no two groups, even operating in the same conditions, in which it would be the same.

Organizational culture is inextricably linked with organizational behavior, in which it is customary to single out: the behavior of the leader; group behavior; individual behavior (personal behavior). The main goal of organizational behavior is to help people perform their duties more productively and get more satisfaction from this. To achieve this goal, the value orientations of each individual and the entire organization as a whole must be formed.

Organizational culture is an element of the information environment business organization. Since the organization itself is part of the social system, its business culture is an integral part of the social culture. In the organization there will always be both adherents of the existing culture, showing healthy conservatism, and adherents of other, including alternative, cultures, who advocate reforms in this area. However, there will be many people whose positions in relation to any culture will turn out to be indifferent. 1

In relation to the organization, culture performs a number of important functions:

Security is to create a barrier against unwanted external influences. It is realized through various prohibitions, limiting norms, and the formation of a specific logic of thinking (including unanimity).

Integrating unites people and forms in them a sense of pride in belonging to the organization, identifying themselves with it.

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1 Rogozhin S.V., Rogozhina T.V. Theory of organization. - M: Exam, 2006-319s

Regulatory the function maintains the necessary socio-psychological climate, the rules and norms of human behavior, the implementation of contacts with the outside world, facilitates orientation in difficult situations, and reduces the possibility of unwanted conflicts. This function is considered the main one.

Communication the function plays an important role in establishing contacts between people, their understanding of events and the connection between them, and facilitating mutual understanding. This speeds up information exchange and saves management costs.

Adaptive function facilitates the mutual adaptation of people to the organization, to each other and to the external environment. It is realized through common norms of behavior, rituals, ceremonies.

Orienting function directs the activity of the participants in the required direction, gives a general meaning to their behavior.

Motivational function creates the necessary incentives for action. This is achieved, for example, by including high goals in the cultural context, to which, in principle, all normal people should strive. Finally, culture has a function image formation organizations, i.e. her image in the eyes of others. This image is the result of people's involuntary synthesis of individual elements of culture into some kind of elusive whole, which, nevertheless, has a huge impact on their emotions.

1.1 The ratio of "corporate" and "civil" culture.

Organizational culture in the narrow sense is studied as enterprise culture (corporate culture), and in a broader sense - as organizational culture based on universal human values. At the same time, organizational culture is based on organizational values, which are expressed in ideas about the preference for certain means, forms, methods of functioning of the organization, as well as the properties of the members of this organization. The norms of expedient behavior in the organization are also consistent with organizational values.

The concept of "organizational culture" is closely related to the concepts of "civic culture" and "corporate culture". Many researchers and practitioners prefer to use these categories to refer to a wide range of organizational phenomena. Corporate and civic culture represent two different stages in the development of an organization. Their fundamental differences are shown in Table 1.

Corporate culture - it is a culture of competition and struggle (for market dominance). In order to achieve its interests, the organization is ready to go to almost any cost of a moral and psychological nature that does not directly affect the economic and legal foundations of its existence. Corporate culture is characterized by the perception of the organization as a living organism, the viability of which is more important than the fate of each individual person. This organism lives according to its own laws and unites people on the basis of common values ​​and norms into a single plan or “family”. Such a conception of the organism excludes or limits the autonomy and freedom of workers who are subject to the rigid need to achieve the goal of the organization.

The civic culture of the organization assumes that the market is a space for constructive interaction with equal partners. Competitiveness is secondary here. The main thing for the organization is not domination or victory over weaker opponents, but the expansion of space for cooperation, the creation of conditions for self-realization in certain areas of professional activity. Civic culture develops gradually, overcoming various barriers, including bureaucratic and departmental ones. It becomes apparent at the stage of post-industrial society, when the advantages of a new way of life, thinking and actions, open to dialogue and productive interaction with other cultures, are manifested.

Table 1. Characteristics of types of organizational culture

8.1. The concept, elements and functions of organizational culture

8.2. Principles of formation, maintenance and change of organizational culture

8.3. Typology of organizational cultures

Key terms and concepts : organizational culture, hierarchy, level of organizational culture, subculture, dominant culture, element of organizational culture, subjective and objective elements of organizational culture, type of organizational culture.

In modern management practice, the problem of organizational (corporate) culture, especially in large organizations, is extremely relevant. Numerous studies prove that successful enterprises are characterized by a high level of corporate culture. No wonder the core values ​​and mission of world famous companies such as Procter and Gamble, Sony, Motorola and others remain unchanged, while their strategy and business tactics are constantly adapting to the changing external environment. About organizational culture as a factor in the success of an organization, one of the most famous management theorists Ch. Barnard spoke for the first time back in 1938. And the emergence of the concept of "corporate culture" is associated with Ford. The founder, Henry Ford, was the first to shake hands with the workers to greet them with the holidays, taking care of the favorable atmosphere and devotion of the workers.

The concept, elements and functions of organizational culture

An organization is a rather complex organism, the basis of the life potential of which is organizational culture. We can say that organizational culture is the "soul" of the organization.

In the scientific literature, there are different interpretations of the concept of "organizational culture", which in general do not contradict, but only complement each other.

In a general sense, organizational culture is understood as the most important assumptions of the members of the organization, which are reflected in the values ​​that determine the guidelines for the behavior and actions of people.

Organizational (corporate) culture - this is a set of methods and rules that has developed throughout the history of the organization for its adaptation to the requirements of the external environment and the formation of internal relations between groups of workers.

Organizational culture concentrates the policy and ideology of the organization's life, the system of its priorities, the criteria for motivation and distribution of power, the characteristics of social values ​​and norms of behavior. Elements of organizational culture is a guideline in making managerial decisions by the management of the organization, establishing control over the behavior and relationships of employees in the process of analyzing production, economic and social situations.

The overall goal of organizational culture is to create a healthy psychological climate in organizations to unite employees into a single team that professes certain ethical, moral and cultural values.

Research scientists show that highly efficient companies are characterized by a developed organizational culture. As a rule, most highly profitable firms have specialized divisions that are directly responsible for instilling moral values ​​in the organization, developing special programs for cultural work among staff and creating a favorable friendly atmosphere.

Specialists highlight two important features of organizational culture: multilevel (its elements form certain hierarchical levels) and versatility, multidimensionality (the culture of an organization consists of the cultures of its individual units or groups of employees).

Typically, the elements of organizational culture include:

Organizational values, which are guidelines for the behavior of members of the organization;

Mission (main purpose of existence, purpose of the organization) and slogans;

Philosophy of the organization (a system of core values ​​that reflect its self-perception)

Ceremonies and rituals - standard events aimed at emphasizing the significance of certain events, targeted psychological impact on employees in order to unite them, form their devotion to the company, the necessary beliefs and values;

Customs and traditions;

Norms and style of behavior of employees with each other and with the subjects of the external environment;

Stories, stories, legends, myths about the most important events and people of the organization;

Symbols - emblems, trademarks, uniforms and other attributes of the appearance of personnel, design of premises and the like.

For example, the elements of McDonald's corporate culture are symbolism (the letter M and the cartoon character McDuck), interior design (using yellow and red colors), assigning a personal number to each employee, be sure to smile and address the client with the words: "Free checkout".

Organizational culture as a multidimensional formation is hierarchical. There are three levels of organizational culture.

First level, or surface, including its visible external elements, that is, everything that can be felt and perceived with the help of human senses: architecture and design of premises, company symbols, behavior, speech of employees, philosophy and slogans, and the like. At this level, the elements of corporate culture are easy to identify, but they can not always be correctly interpreted.

Second level, intermediate or subsurface is formed by the system of values ​​and beliefs of the employees of the organization. their perception is conscious and depends on the desire of people.

third level, or deep, including the basic assumptions that determine people's behavior: attitude towards nature, other people, work and leisure, understanding the reality of time and space, attitude towards other people, towards work. Without special concentration, these assumptions are difficult to realize even for members of the organization.

Researchers of organizational culture are often limited to its superficial and subsurface levels, since the elements of the deep one are quite difficult to identify and characterize.

Any organizational culture can be described by certain parameters. The main ones are: attitude to change; risk appetite; the degree of centralization "in decision-making; the distance between management and subordinates; the degree of formalization and regulation; the ratio of collectivism and individualism; the nature of the relationship between employees and the organization (orientation towards independence, independence or conformity, loyalty) leadership style; source of downfall; principles for evaluating work and rewards.

Stefan Robin highlights the key characteristics of organizational culture:

Individual autonomy - the level of responsibility, independence, the possibility of showing the initiative of employees;

Structured activity - the level of regulation of the labor process (the presence of all kinds of rules, instructions, regulations), the level of direct control over the labor behavior of employees;

Orientation - the level of formation of the goals and prospects of the organization;

Integration - the level of support in the interests of coordination of activities;

Management support and support - the level of provision by managers of clear communication links, the level of assistance and support of managers of subordinates, and the nature of their relationship;

Stimulation - the level of dependence of remuneration on the results of work;

Identification - the level of identification of employees with the organization as a whole, the degree of participation in the achievement of corporate goals;

Conflict - the level of conflict in the organization, ways to resolve them, tolerance for different views and points of view;

Riskiness - the level of stimulation of employees for perseverance, initiative, innovation, risk taking in solving organizational problems.

These characteristics can be used to describe each organization.

The properties of organizational culture are : generality, informality, stability.

Universality organizational culture lies in the fact that it covers all types of activities in the organization. For example, organizational culture defines a specific order in which strategic issues are developed or procedures for hiring new employees.

informality organizational culture means that its functioning is practically not connected with the official rules of conduct established by order. Organizational culture acts, as it were, in parallel with the formal mechanism of the structure's activity. The difference between organizational culture and a formal mechanism is the predominant use of oral, verbal forms of communication, rather than written documentation and instructions, as is customary in a formal system.

The importance of organizational culture is determined by the fact that more than 90% of business decisions in modern organizations are made not in a formal setting (at meetings, meetings), but at informal meetings.

Sustainability organizational culture is associated with such a general property of culture as the traditional character of its norms and institutions. The formation of any organizational culture requires long-term efforts on the part of leaders. However, once formed, the values ​​of culture and the ways of their implementation acquire the character of traditions and remain stable for several generations of employees of the organization. Many strong organizational cultures have inherited the values ​​introduced by leaders and founders of companies many decades ago. Thus, the foundations of the modern organizational culture of IBM were laid in the first decades of the 20th century. T. J. Watson.

The culture of an organization includes both subjective and objective elements.

TO subjective elements of culture include beliefs, values, images, rituals, taboos, legends and myths associated with the history of the organization and the life of its founders, customs, accepted norms of communication, slogans.

Under values properties of certain objects, processes and phenomena that are emotionally attractive to most members of the organization are understood, which makes them models, guidelines, a measure of behavior. Values ​​primarily include goals, the nature of internal relationships, the orientation of people's behavior, diligence, innovation, initiative, work and professional ethics.

Key values, being combined into a system, form organization philosophy. Philosophy reflects the organization's perception of itself and its mission, the main areas of activity, creates the basis for developing approaches to management, organizes the activities of personnel on the basis of general principles, facilitates the development of the requirements of the administration, forms general universal rules of conduct.

rite- This is a standard, recurring event, which is held at a certain time and on a special drive. Such rituals as honoring veterans, seeing off retirement, and initiation into members of the organization are quite common.

Ritual is a set of special events (ceremonies) that have a psychological impact on the members of the organization in order to strengthen loyalty to it, obscure the true meaning of certain aspects of its activities, teach organizational values ​​and form the necessary attitudes. Employees of many Japanese companies, for example, begin their work day by singing the company's anthem.

Legends and myths reflect in the right light and in a coded form the history of the organization, inherited values, embellished portraits of its famous figures.

Custom is a form of social regulation of people's activities and their relations, imbued from the past without change.

How elements of culture can also be considered accepted in the organization norms And style of behavior its members - their attitude towards each other and external contractors, the implementation of managerial actions, problem solving.

Finally, an element of organizational culture is slogans, that is, appeals, in short form, reflect its leading tasks, ideas or missions of the organization (Table 8.1.)

Table 8.1 *

Slogans of some world famous companies

Savchuk L. Development of corporate culture in Ukraine / L. Savchuk, A. Burlakova // Personnel. - 2005. - No. 5. - S. 86-89.

Objective elements of culture reflect the material side of the life of organizations. These are, for example, the symbolism of color, convenience and interior design, the appearance of buildings, equipment, and furniture.

Values, customs, ceremonies, rituals, norms of behavior of members of the organization, brought from the past to the present, are called traditions. The latter are both positive and negative. As a positive tradition, one can consider a benevolent attitude towards all new employees who come to the organization, and as a negative one - bullying in the army.

The way of thinking of the members of the organization, determined by traditions, values, level of culture, consciousness of its members is called mentality.

Organizational culture performs various functions .

protective function. Corporate culture is a kind of barrier to the penetration of undesirable tendencies and negative values ​​of the external environment. It forms the uniqueness of the organization and allows you to distinguish it from other companies, the external environment as a whole.

integrating function. Organizational culture creates a sense of identity in its employees. This allows each subject of intra-organizational life to form a positive idea of ​​the organization, better understand its goals, feel like a part of a single system and determine the degree of their responsibility to it.

regulatory function. Organizational culture includes informal, unwritten rules that indicate how people should behave in the process of work. These rules define the usual ways of action in the organization: the sequence of work, the nature of work contacts, forms of information exchange. Thus, the corporate culture forms the unambiguity and orderliness of the main forms of activity.

Integrating and regulating functions contribute to the growth of labor productivity in the organization, since: a sense of identity and perception of the values ​​of the organization can increase the focus and perseverance of the organization's participants in the performance of their tasks; the presence of informal rules that streamline organizational activities and actions that eliminate inconsistencies creates time savings in every situation.

Substitution function. A strong organizational culture, capable of effectively replacing formal, formal mechanisms, allows the organization not to resort to excessive complexity of the formal structure and increase the flow of official information and orders. Thus, there is a saving on management costs in the organization.

adaptive function. Organizational culture facilitates the adaptation of employees to the organization and vice versa. Adaptation is carried out with the help of a set of activities called socialization. In turn, the opposite process is possible - individualization, when the organization carries out its activities in such a way as to maximize the use of the personal potential and capabilities of the individual to solve their own problems.

Educational and developmental function. Corporate culture is always educational, educational effect. The leaders of the organization should take care of the training and education of their employees. The result of such efforts is an increase in the knowledge and skills of employees that the organization can use to achieve its goal. Thus, it expands the quantity and quality of the economic resources it possesses.

Quality management function. Since corporate culture, in the end, is embodied in the results of economic activity - economic benefits, it thus stimulates an attentive attitude to work, improves the quality of goods and services offered by an economic organization.

Orienting function directs the activities of the organization and its members in the right direction.

Motivational function creates the necessary incentives for effective work and achievement of the organization's goals.

The function of forming the image of the organization, that is, her image in the eyes of those around him. This image is the result of people's involuntary synthesis of individual elements of the organization's culture into a kind of elusive whole, it has a huge impact on both the emotional and rational attitude towards it.

Culture permeates the management process from beginning to end, plays an important role in organizing communication, determining the logic of thinking, perception and interpretation (providing individual content by observation and establishing a connection between them) of verbal and especially non-verbal information.

Consumer orientation feature. Taking into account the goals, requests, interests of consumers, reflected in the elements of culture, contributes to the establishment of strong and consistent relationships between the organization and its customers and clients. Many modern organizations position customer care as the most significant value.

The function of regulating partnerships. Organizational culture develops rules for relationships with partners, implies moral responsibility to them. In this sense, organizational culture develops and complements the norms and rules of conduct developed within the framework of a market economic culture.

The function of adapting an economic organization to the needs of society. The action of this function creates the most favorable external conditions for the activities of the organization. Its effect is to remove barriers, obstacles, neutralize actions associated with violation or ignoring the organization of the rules of the social game. That is, the benefit of the organization lies in the elimination of economic disadvantages - losses.

Separate elements of organizational culture are enshrined in the so-called Corporate Code or Code of Corporate Culture (see Appendix, p. 338).

Analysts of economic practice identify two main approaches to the creation of this document, which regulates the behavior of company employees.

According to the first approach, a small (3-5 pages) document is developed that establishes the basic corporate rules for the relationship between the company and employees, and also includes a list of what is prohibited. Everything that is not forbidden is allowed.

Another approach involves a detailed description of possible situations that may arise in the course of work (30-60 pages).

In smaller companies, the Corporate Culture Code is developed by the Human Resources Manager together with the President or Director. Large companies tend to entrust such work to consulting firms.

The document must be issued to the employee on his first working day, and his manager must take credit for his knowledge.

There is a practice of making beautiful booklets with corporate rules. But, organizations change and corporate rules get old and need to be changed. And the money spent on printing makes the management not change them. Thus, the workers "on hand" are beautifully made, but no longer valid rules. Therefore, it is better to print corporate rules on operational printing equipment in a limited edition.

In addition to creating corporate rules, it is necessary to form the conditions for their implementation, as well as develop a mechanism for monitoring implementation.

It is advisable to include the following information in the Corporate Code (basic rules for employees):

1. General characteristics of the company (its history, specialization, mission, philosophy, organizational structure, data on key divisions and their functions).

2. Basic principles of work (work schedule, possible reasons for absence and lateness, technical and lunch breaks, overtime work, holidays, corporate holidays, vacation, temporary disability, appearance and behavior, smoking and alcohol, rules of conduct in the premises, disciplinary liability for documents and information, financial liability, workplace harassment policy, labor dispute resolution, employee personal files, general meeting, equipment and transportation, use of computers and e-mail, office expenses, employee relationships with each other and clients).

3. Selection and hiring of personnel (procedure and criteria for hiring, hiring relatives, probationary period, termination of the employment contract or termination of the contract).

4. Remuneration system (remuneration policy, guarantees and compensations).

5. Training and development of personnel (training, certification, advanced training, career growth).

6. Corporate rules (appearance and behavior of personnel, principles of communication between employees, with clients or business partners, corporate traditions and holidays, liability for violation of these rules, making proposals to the rules).