Currently managed itemsare not only technical means, human resource, but also the organizational culture of the enterprise. It not only helps to understand its essence (like any other culture), but also to tune in to the business way and feel the working atmosphere. Of course, theoretically, it is impossible to conduct a briefing containing a list of standards of behavior in a given regular situation for each employee. The principles of organizational culture help people to adapt in certain situations, because each member of the team is imbued with the norms and rules of the company.
Each organization is a complex mechanismwhich is constantly evolving and functioning. She is constantly exposed to outside influences, adapts to certain changes, which requires her to accumulate a certain potential that could provide an adequate response to the external environment, as well as a change in the surrounding reality.
Culture of organization in its traditionalunderstanding is defined as the philosophy and ideology of the management system, values, symbols, which are accepted by all employees. Such a cultural approach to the structure of an enterprise makes it possible to understand how to actually create an organizational reality and be able to influence it with the help of philosophical, linguistic, normative and ritual mechanisms.
The most important thing is to build this system correctly.so that it is the strategic tool that would be able to coordinate all structural units and team members to achieve a specific goal.
Properly set organizational culturethe company contributes to the success of the company, strengthening its position in the market and profit. It is known that nowadays trainings that are held at the enterprise for personnel have become very popular. This is done with the aim of forming an organizational culture. This process is born on the basis of elementary methods (for example, writing the company's hymn) or from special programs or conducting research, the purpose of which is to elucidate the main problems in production.
Thus, the conclusion about the essence of suchconcepts like organizational culture of an enterprise. This is a set of certain rules and standards of conduct that employees must adhere to. Sometimes these basic requirements are prescribed in the job description or in the company's charter.
Note that this culture is the tool that helps to realize the most courageous ideas of the leadership in relation to the business idea. It can become more feasible and effective.
Formation of organizational culture occurswithin a certain time from the beginning of the company's existence in the market. During this time, the profitability of the ideas put forward is checked, and on their basis, the best and most effective are selected. It is very difficult to measure the internal features of an organizational culture, and it is difficult to study them, because it entails large administrative costs. This process requires a complex of analytical and research activities, large-scale surveys and interviews with all employees.
Organizational culture of the enterprise is expressed inbehavior of workers in relation to different groups of people. Among them are bosses, and employees, and subordinates, and customer base. That line of conduct is very easy to measure, because it can be traced freely. Thus, the conclusion suggests itself that the norms adopted at the enterprise affect the collective's behavioral responses, and the effectiveness of decision-making depends on the behavior of employees and management.
