Organizational culture manifests itself in the form of values, generally accepted beliefs and existing norms of behavior that underlie relationships both within and outside the organization.
Известно, что руководящие службы несколько they changed the main elements of this characteristic of people's behavior and began to use it more as a factor in improving competitiveness and efficiency of management and production. The carriers of organizational culture are members of society, i.e. people.
There is a concept of corporate culture.Should be analyzed and its specifics. Corporate culture is a set of rules that are acceptable to all employees of the company. Note that such a culture, like any other, is formed and changed in the process of human activity. But in those corporations where all systems of building relationships are already established, this culture is separated from its carriers and becomes part of an organization that influences employees. Very often, it can cause the failure of those innovations that have been successfully launched in another company. The presence of corporate culture is recorded in all organizations. Moreover, it does not depend at all on whether someone is engaged in its formation or not.
Возникновение самого термина «организационная culture "belongs to the 70s of the 20th century, and its conceptual framework was developed in the 1980s in the United States. This process was influenced by researchers of individual behavior, management systems and organization theory.
The formation of this culture depends on the internaland external factors that influence the development of the organization, which can be spontaneous or directed. Its development is also influenced by the social and business environment, as well as state, national and ethnic factors.
Organizational culture is formed under the influence of certain reasons:
Among the primary are called:
management interest;
management response in the event of a critical situation;
attitude to production and behavior of the authorities;
criteria by which employees are encouraged.
Secondary:
organization structure;
information transmission system;
interior decoration, exterior and interior design;
stories about the people who played a role in the development of the enterprise.
There are such elements of organizational culture as:
The philosophy of the company, which determines the attitude towards employees and customers.
The dominant value system.
The norms of relations in the organization.
The system of rules of work and behavior in the enterprise.
Socio-psychological working conditions
Rituals, symbols and behavioral ceremonies.
Based on the foregoing, we can draw the following conclusions:
Due to the fact that the organization overcomes difficulties with external adaptation and internal integration, it acquires a certain experience, which becomes the basis of its culture.
Organizational culture is formed in a situation of joint overcoming of arising difficulties.
The basis of such a culture is formed by the founders of the enterprise in this particular case, and its core is created on the basis of their life experience and worldview.
The essence of organizational culture is thatthat it is the usual habitat of those employees who work in this industry. However, the principles of the influence of this concept becomes noticeable for new employees or outside observers.
The principles of this culture can be fully understood.only after studying the history of the creation and development of the organization, in particular, in relation to the critical moments that it faced during its development.
If all the characteristics of the organizational culture are understood correctly, it will help the management to put their decisions into practice, and also to develop realistic plans for the future.
