Organizational culture as a system. Organizational culture

As a result of studying the chapter, the student must:

know

• the essence and content of the concept of "organizational culture", its main elements, external and internal factors influencing its formation;
• types of organizational cultures, foreign and domestic experience of their practical implementation;
• essence and features of the concepts "value", "storytelling", "organizational anthropology", "motivation", "leadership", their role in organizational culture;

be able to

• define and formulate organizational values, rules, norms of behavior in accordance with the mission and strategic goals of the organization;
• select and use various types of organizational anthropology and storytelling to develop organizational culture;
• identify and develop the motivation of the individual in the process of formation, maintenance and change of organizational culture;

own

• modern methods of collecting, processing and analyzing information for the interpretation of the value base of culture;
• methods of analysis of anthropological socio-cultural characteristics of the internal and external environment of the organization;
• means and methods of storytelling for the formation of organizational culture;
• skills to substantiate the methods of motivating a person necessary for the implementation of organizational values.

Organizational culture: essence, elements, models, types

The importance of culture as one of the key organizational characteristics that affect the effectiveness of company management is steadily increasing. While in management abroad already in the 1980s. the understanding came that a huge power lurks in culture, in Russia the awareness of the significant role played by organizational culture in the efficiency of the company's activities and competitiveness began to come later, starting from the late 1990s.

Organizational culture is a system of values, beliefs, principles, and norms of behavior accepted in the organization and shared by its employees. An important part of organizational culture is business culture, which includes business rules and regulations, business ethics, business etiquette, and business communications.

As international practice shows, companies that manage to create a strong organizational culture achieve higher productivity and efficiency in their activities. Studies by American scientists show that strengthening organizational culture without changing other things being equal working conditions is often accompanied by an increase in employee productivity by 15–25%. Many companies with weak and conflicting cultures end up underperforming in the marketplace and losing out on the competition.

If, until recently, it was believed that the strongest wins in a competitive struggle, and the efforts of managers were directed towards becoming the best company, now competitive efforts are directed to become unique company. According to the resource theory, the unique competitiveness of a firm in the long-term strategic plan can be provided by the distinctive features of its resources. known four criteria proposed by D. Barney to assess the strategic resources with which you can achieve a long-term sustainable competitive advantage: they must be valuable, rare, unique, irreplaceable.

In ensuring the unique competitiveness of the company, a special role belongs to the organizational culture, which belongs to the rare and most difficult to imitate intangible strategic resources. Every organization has its own cultural characteristics that distinguish it from other organizations, because it is the result of the interaction of unique people - employees of the company. The influence of the personality of the manager, a strong leader on the formation of values, rules, traditions, and the adoption of managerial decisions gives a certain uniqueness to the company.

The organizational culture of every organization is unique. This is what distinguishes one organization from another, even if they produce the same products, work in the same industry, are similar in size, use standard technologies. No two organizations have the same culture. Organizational culture reflects the philosophy of the company, it creates a certain unique atmosphere, the impact of which on the activity is ambiguous, it is difficult to study and describe it. Even if the values, beliefs, and customs adopted in one company, for example, by competitors, are understandable to members of another organization, then attempts to adopt them are associated with great difficulties and resistance from the staff.

In the context of the formation of a new or innovative economy organizational culture is considered as part of the company's intellectual capital. T. Stewart, highlighting human, consumer and organizational capital, refers organizational culture to the latter, considering it as part of organizational knowledge, along with management systems, hardware and software, patents, brands, etc. E. Brooking refers corporate culture to infrastructure capital as part of the company's intellectual capital. It forms the environment in which employees of the company work and communicate.

Organizational culture is the link that unites the employees of the corporation. The result of this interaction is a synergistic effect that contributes to the success of the company. The synergy of individual groups and the organization as a whole cannot be copied. Organizational culture is an irreplaceable intangible asset of the company.

A strong culture can be a valuable strategic resource of an organization related to the company's competitiveness only if it meets the conditions of the external environment and is able to adapt to its changes. In this way, organizational culture determines the uniqueness, originality and, ultimately, the competitiveness of each organization.

A unique culture, as a result of the joint activity of people connected by a mission, common values, rules, gained experience, organizational knowledge, is a source of new ideas, the creation of competitive products and services, which allows the company to remain competitive for a long time. Thus, organizational culture, being one of the most important strategic resources, provides a sustainable competitive advantage for the company.

Organizational culture as a philosophy of the company includes values ​​that determine the behavior of its employees, attitude to work, affect interpersonal relationships. Organizational culture can be defined as a way of carrying out joint activities within a particular organization. This means that its employees assume certain obligations for successful cooperation and internal integration, for successful adaptation of the company in the external environment. Acceptable for all rules of conduct are determined, which prescribe what corresponds to the norms existing in an organization, what is acceptable and unacceptable. Rules are being developed that determine the order of relationships between employees, the relationship of employees with clients and partners, the culture of participation in public life, etc. All this can be formalized and presented in the form of a corporate governance code, corporate conduct code, social code, company credo and other documents.

The basic elements of organizational culture (Fig. 1.1) are:

• values, norms, principles of activity, rules of conduct;
• symbols, traditions, ceremonies, rituals;
• heroes, stories, myths, legends;
• motivation;
• communications, language of communication;
• leadership, leadership style;
• design, symbols, appearance of personnel.

Rice. 1.1.

The role, essence and content of each of the above elements of organizational culture are discussed in detail in paragraphs 1.2-1.5.

American researchers Ralph Kilman, Mary Saxton and Roy Serpa identify three important characteristics of organizational culture:

• direction of influence of culture: restraining or guiding force;
• depth and uniformity: common culture and subcultures;
• impact force: strong and weak culture.

Culture can be a restraining force in the implementation of a particular management decision or, conversely, contribute to its successful implementation. If the decision does not contradict the organizational culture, it supports and facilitates its implementation, leads to success. If the decision does not comply with the accepted norms and rules, contradicts the values, it will cause open or hidden resistance of the employees of the organization.

An organization is made up of people and groups. In addition to the organizational culture common to all its employees, each group or division of the company may have its own subculture. If the groups and divisions that make up the organization have diverging values, then the corporate culture cannot be homogeneous and deep. As a result, the managerial impact on the organization as a whole will be almost impossible.

Organizational culture can be strong or weak. The strength of culture depends on strong leadership; on the extent to which employees share the core values ​​of the company; from the commitment of employees to these values. In organizations with a strong culture, employees remain loyal to the ideas and values ​​of the company even during times of crisis. In organizations with a weak culture, values ​​and norms are perceived only as recommendations and are often ignored.

The competitiveness of an organization is determined by the strength of its organizational culture. A strong culture can ensure the fulfillment of a company's mission, strategy, goals and objectives. For example, long-term cost leadership can only be achieved if there is an organizational culture and values ​​that support the company's cost advantage. The implementation of a knowledge management strategy is impossible without a certain organizational culture aimed at the creation, dissemination, exchange and use of knowledge by company employees.

A strong organizational culture allows the company to exist as a whole, which contributes to the achievement of the organization's goals, helps it survive and develop. However, it can create additional difficulties in carrying out the necessary changes, when it is necessary to change the existing habitual rules, behavioral patterns, forms of communication and interaction, motivation, etc. All this causes strong resistance to change, and organizations are forced to make a lot of efforts to reduce its level (see paragraph 6.2).

Organizational culture is influenced by internal, tick and external factors, and their change causes the need for changes in organizational culture. Features of the organizational culture of the company are largely due to the influence of such factors as the personality of the founder or leader, the mission, strategy, goals of the organization, its industry characteristics, the nature and content of work. An important role is also played by gender, age, level of competencies, qualifications, education, and the level of general development of personnel. Organizational culture depends on what stage of the life cycle the organization is in, etc. Internal factors affecting organizational culture are presented in Fig. 1.2.

Mission, goals and strategy determine the direction and scope of the organization. It cannot successfully exist in a competitive business environment if it does not have certain guidelines indicating what it aspires to and what it wants to achieve. Such landmarks are set with the help of the mission.

Mission- this is the purpose of the organization, the main purpose of its existence. As practice shows, an organization where there is a clear understanding of the reason for its existence has a greater chance of success than one where it does not exist. The mission affects the image of the organization, attracts consumers, partners, shareholders, as it informs about what the company is, what it strives for, what it is guided by in its activities, what means it is ready to use.

The mission gives the organization certainty and personality. It is the basis for developing the goals and strategy of the organization, determines its organizational structure. The mission has an impact on the formation of organizational culture, since the employees of the organization must share the main goal, be aware of and contribute to its achievement, as well as share the values ​​and principles that are often reflected in the mission. It also sets requirements for employees, allows you to select a certain type of employees to work in the organization.

Rice. 1.2.

On the basis of the mission, formulated in general terms, a strategy is developed and the goals of the organization are determined, which reflect the various specific areas of its activity with an indication of the timing of their implementation. Strategy(from Greek. strategos- the art of the general) is a comprehensive plan designed to achieve the mission and goals of the organization, developed for the long term. Target- the desired future state, the specific desired result, the achievement of which is aimed at managing the organization.

The implementation of the strategy and goals necessitates the formation of a certain type of organizational culture or its change. For example, maintaining long-term market leadership requires an organizational culture that includes customer-centric values, rules, and behaviors.

Leadership can have a particularly strong influence on organizational culture. Leader - This is a person who has the ability to lead. The influence of the leader's personality is reflected in the formation of values, rules, traditions, norms of behavior and other important components of organizational culture. Ultimately, the founder or leader of the company can make it what he imagines. It influences the organizational culture and leadership style, which is a generalized type of leader's behavior in relations with subordinates, a set of the most characteristic and sustainable methods and forms of his work with them. Different leadership styles form a special nature of relationships, connections, forms of interaction, communication style and other important communicative features of organizational culture. The methods and forms of motivation and stimulation largely depend on the leadership style (see paragraph 1.5).

The field of activity, industry specifics, the technologies used, the products and services produced, the nature and content of labor determine the features of the norms of behavior, the language of communication, the motivation of employees, their appearance and other elements of organizational culture. The organizational culture in research institutes, trading companies, agriculture, construction, tourism business will have significant differences in the selected parameters.

Gender characteristics, age, qualifications, education, the general level of development of employees also affect the norms of behavior adopted in the organization, leadership style, language of communication, motivation, appearance, etc. This influence can extend both to the organizational culture as a whole and to the subculture individual divisions.

The role of organizational culture and its impact on performance largely depends on what stage of the life cycle the organization is at. In the early stages, such as childhood, adolescence, there is a process of formation of organizational culture. Gradually norms, rules are defined, values ​​are formed. Here, the role of the leader, the founder of the organization, which is the link, unites people, creates a single whole is especially great. At the stage of prosperity and maturity of the company, organizational culture becomes one of the key factors for its success. At the stage of aging, organizational culture can slow down the development of the company, become one of the reasons for its decline. These issues are discussed in detail in paragraph 6.3.

A modern organization cannot be considered without its external environment, with which it is in close and inseparable unity. Economic, social, political, national and other environmental factors affect the behavior of the organization. The changes taking place in the external environment, the increase in its complexity, dynamism and uncertainty further increase their impact on the organization. We can distinguish two parts of the external environment that affect the organization in different ways: the macro environment and the immediate environment (business environment).

Macroenvironment is part of the external environment common to all organizations. The macro environment includes economic, political, legal, social, technological, geographical, international and other factors from which the organization is influenced.

Among the environmental factors influencing the organizational culture, economic, political, legal, sociocultural, technological and environmental factors should be singled out (Fig. 1.3).

Rice. 1.3.

Economic macro-environment factors determine the general level of economic development, market relations, competition, i.e. economic conditions in which organizations operate. Determining the financial capabilities of the company, they influence the motivation, incentive methods, remuneration, social package.

Political factors determine the goals and directions of the development of the state, its ideology, foreign and domestic state policy in various fields, as well as the ways and means by which the government intends to implement it. They influence the formation of values, principles, norms of behavior in the organization.

Legal factors regulate the activities of the organization, establish acceptable standards for its business relationships, rights, responsibilities, duties. This is reflected in the values, norms, principles, forms of interaction both in the internal and external environment of the organization.

Sociocultural factors determine the social processes occurring in society and affecting the activities of the organization. They include traditions, values, habits, ethical standards, lifestyle, people's attitude to work, etc., which is directly reflected in the organizational culture.

Technological factors determine the level of research and development, the development of which allows the organization to create new products, improve and develop technological processes. The development of technologies, the high-tech sector of the economy affects the level of competencies of employees, which cannot but affect the system of values, principles, rules, norms, i.e. on organizational culture.

Environmental factors are associated with climatic conditions, reserves of natural resources, environmental conditions. Natural disasters, climate change, the appearance of ozone holes, increased solar activity, limited natural resources, environmental pollution and other global problems have an increasingly significant impact on the organization's activities. All ego increases the social responsibility of the organization and influences the change in its values, principles, norms of behavior in the external environment.

Organizational culture exists in the context of national business culture and is strongly influenced by it. business environment, being part of the external environment, is the immediate environment of the organization. It provides the organization with the financial, labor, information resources necessary for its activities, provides transport services, provides consulting, auditing, insurance and other services. It includes numerous organizations such as banks, stock exchanges, advertising and recruitment agencies, consulting and audit firms, leasing companies, security agencies, state and municipal authorities, associations, associations and other interested persons and organizations with which the organization directly establishes relationships .

Both in the organization itself and in the external environment, there are interested groups and individuals, the so-called stakeholders, with their own goals and interests that can have a strong influence on the organization: buyers, suppliers, shareholders, creditors, authorities, leaders of political and other organizations, owners of large businesses, local society, etc.

In table. 1.1 represents the interests of various groups in the activities of a food production company.

Table 1.1

Interests of various groups in the company's activities

Due to the diversity of these interests, the management of companies faces the difficult task of trying to satisfy each of the interest groups, while taking into account the interests of the organization. Conflicting demands from various groups interested in the results of the organization's work often lead to the need for managers to make ethically complex decisions that may be contrary to the principles and norms of organizational culture.

Organizations pay great attention to the culture of interaction with the external environment. This is explained by the company's interest in taking advantage of emerging opportunities, forming and maintaining a favorable image, maintaining prestige in public opinion and authorities. Taking into account the requirements and wishes of consumers, business partners, state and local authorities, the behavior of competitors determine most of the norms of behavior and principles in the company's business culture.

Organizational culture evolves with the organization. The process of development of organizational culture includes its formation, maintenance and change. Formation of organizational culture associated with finding ways to work together and coexistence, establishing a certain type of relationship between members of the organization, as well as with the external environment. This stage includes:

• diagnostics of the existing culture;
• value formation;
• setting standards of conduct;
• formation of traditions, rituals;
• establishing a communication system;
• development of a motivation system;
• development of symbols, design.

Maintaining organizational culture at the required level requires strong leadership, it largely depends on the efforts and actions of leaders. Maintaining culture includes:

• selection of new employees according to certain criteria;
• socialization of new employees;
• development of internal documents that fix values ​​and norms of behavior (code of conduct, company credo, etc.);
• strengthening established values ​​and rules through education, training, reminder, repetition;
• motivation of employees to consolidate corporate values ​​and norms of behavior;
• strengthening traditions, creating company history, honoring veterans, etc.

Socialization is a process of adaptation of the individual to the organizational environment. This process is often accompanied by problems, difficulties, misunderstandings, opposition and even conflicts. The main reason for this behavior is the discrepancy between the expectations and ideas of a person about the organization, on the one hand, and the organization's expectations regarding the individual, on the other.

Both the organization and the person himself are interested in the process of adaptation and inclusion in the organizational environment as quickly and less painfully as possible. The main stages of the socialization process are shown in fig. 1.4.

Rice. 1.5.

Rice. 1.4.

Acquaintance with organizational culture involves familiarity with the history of the organization, its founders, people who have made a significant contribution to its work. A new employee should have an idea of ​​the mission and the main goals of the organization, what are the values, principles, rules, norms, standards of conduct. He must know what reputation the company enjoys, what its image is and what the company and its employees are doing to maintain it.

Taking on a position is associated with the need to introduce a new employee to the duties, functions, tasks that he must perform, introduce him to colleagues, introduce him to the workplace, working conditions, etc.

Often the socialization of workers requires training. On fig. 1.5 presents training methods that can be used in an organization to adapt employees.

To maintain the corporate culture, formal documents are developed that fix values, norms, rules of conduct, responsibility and other important aspects of organizational culture. They may have different names, differ in content, volume, etc. Most often, companies develop:

• – corporate governance code;
• – code of corporate conduct;
• - social code;
• - code of honor;
• - the creed of the company.

In the code of corporate conduct, along with the mission of the company, areas of activity, it is necessary to reflect the basic values ​​and rules of conduct, which include the relationship of employees with customers and partners. It is necessary to develop rules of conduct for company employees, requirements for their appearance and other internal regulations that reflect the company's basic values ​​in relation to customers (respect, mutually beneficial cooperation, readiness to satisfy their needs and requests in the best possible way, etc.). The motivation system should take into account the extent to which the company's employees comply with corporate standards of conduct.

The development of an organization is impossible without changing its culture. Changing organizational culture a very difficult and often painful process, as it affects relationships that have been formed over a long period, established norms of behavior. Experience shows that such a change requires strong leadership and time, and its implementation is one of the most difficult tasks in the field of organization of work in an institution. Organizational culture change includes:

• definition of new landmarks and values;
• establishment of new rules, norms of behavior, system of relationships;
• change in motivation;
• employee training.

There are a number of classifications of types or models of organizational culture. Widely known is the classification of K. Cameron and R. Quinn, who distinguish four types of culture: clan, adhocracy, bureaucratic and market.

clan culture. An organization is like a big family where people have a lot in common. Managers seek to help their employees, to assist them. Group activity, involvement and active participation in the work of each person are encouraged. People stick together thanks to common views, cohesion, mutual trust, devotion to the organization. The success of an organization is associated with the development of personnel, care for people, employee loyalty.

adhocracy culture. A dynamic, entrepreneurial organization where leaders are innovators who are willing to take risks. The organization encourages personal initiative, the freedom of action of its employees, innovation, the search for new ideas, and the willingness to take risks. In the long term, the organization focuses on finding new resources and new opportunities. The key to success is to be a leader in the production of unique and new products (services).

bureaucratic culture. A formalized and structured organization where rules and procedures matter a lot. Leaders are rational organizers and coordinators whose efforts are aimed at ensuring the stability and effective operation of the organization. The work of employees is determined by formal procedures, the performance of work is strictly controlled. Key success factors are supply security and low costs.

market culture. The organization is focused on obtaining results, so setting and achieving goals is the main thing. Leaders are business people, they are demanding, unshakable, and pursue an aggressive policy. Employees are goal-oriented and compete with each other. The organization is held together by the desire to win. Reputation and success are a common concern. Strategy is associated with competitive actions to achieve set goals. The priorities are to increase market share, outperform competitors, and lead the market.

The classification of organizational culture by areas of activity, which was developed by T. Deal and A. Kennedy, is also widely known. They defined four types of corporate culture depending on the degree of risk and the speed of obtaining results (Table 1.2).

"Cool guy"- a type of organizational culture that is typical for companies engaged in high technology, as it is associated with a very high degree of risk and the need to quickly obtain results.

"Work Hard"- organizational culture common in sales organizations, where low-risk decisions are made, aimed at getting quick results.

"Bet on your company"- a type of company culture where decision-making is associated with large investments, as, for example, in the oil industry, and therefore with a high degree of risk. It takes a long time to get results.

"Process" as a type of corporate culture is traditionally common in government, state, municipal organizations, since the main focus in decision-making is on procedures and processes. These organizations are characterized by a slow pace of results and a low degree of risk.

Table 1.2

Characteristics of organizational cultures (T. Deal, A. Kennedy)

In the last two decades, the influence of culture has increased so much that new types of organizations have begun to be distinguished depending on the type of their culture: entrepreneurial organization, learning organization, intellectual organization. An entrepreneurial organization is based on an entrepreneurial culture, and an intellectual and learning organization is based on a culture of knowledge.

Entrepreneurial culture. According to Peter Drucker, "entrepreneurship is more a type of behavior than a personality characteristic." It should be noted that despite more than 200 years of history, there is still no unity of views on the concepts of "entrepreneurship" and "entrepreneur". Among the existing approaches, two main ones can be distinguished. The first, traditional, links entrepreneurship with business. It is based on the fact that the word "entrepreneur" comes from the French verb intreprendre, which means to undertake, undertake, undertake, attempt. Therefore, entrepreneurship is understood as the creation of a new business, most often a small one. An entrepreneur is a person who creates his own business and manages it in the early stages of the organization's existence or at the stages of its transformation and development.

Later these views changed. A new non-traditional approach, which began to take shape in the 1980s, is broader than the traditional understanding of entrepreneurship.

Entrepreneurship has come to be seen as a way of thinking, a style of behavior, a way of acting. Entrepreneurship in such a broad sense extends not only to business, but also to other areas of activity, such as education, science, culture, healthcare, etc. Entrepreneurial can be any organization, both commercial and non-commercial - universities, public organizations, government agencies, state and municipal authorities, etc. It can be a newly created and already existing organization of any size - small, medium, large.

Over the past 20–30 years, large foreign business companies, such as IBM, Jonson & Jonson, Microsoft, etc., have gone from traditional entrepreneurship (entrepreneurship) to internal entrepreneurship (intrapreneurship) and, finally, to the creation of entrepreneurial organizations.

The main feature of an entrepreneurial organization is the corporate culture. which determines the type of its behavior, values, rules, leadership style, motivation and other actions carried out to support entrepreneurship.

The basis of an entrepreneurial organization is the entrepreneurial process from the identification of opportunities to their implementation, which must be carried out at all levels of the hierarchy. Everything else: strategies, organizational structures, resources, decisions, etc. are constantly changing, as they serve to support the entrepreneurial process.

The characteristic features of an entrepreneurial organization are: the search for new opportunities, flexibility, adaptability, the ability to continuously change and update, focus on innovation.

The main thing that distinguishes an entrepreneurial organization – it is a search for new opportunities. Opportunities come and go, lead to other opportunities, and the process repeats. Therefore, an entrepreneurial organization must constantly respond, change and adapt, be more flexible and mobile than others in order to have time to implement them.

This is reminiscent of the self-adaptation of biological systems. The entrepreneurial process is constantly recreated, spread throughout the organization, repeating itself as if automatically. This is possible only on the condition that entrepreneurial thinking becomes the basis for managing the organization, and entrepreneurship becomes the management philosophy. This self-adaptation distinguishes an entrepreneurial organization from other types of organizations and allows it to function effectively in a rapidly changing and uncertain business environment for a long time. The organizational structure of an entrepreneurial organization should be flexible, with a small number of hierarchical levels, decentralization, and a low degree of formalization.

The management philosophy of an entrepreneurial organization is less management, more entrepreneurship. In an entrepreneurial organization, managers consider every person, no matter what position they occupy, as an entrepreneur. This means that everyone should be aware of and share the goals of the organization, have the right to independently make decisions, manage the necessary resources and information. This approach requires a fundamental change in the thinking of all employees and especially managers.

In a business organization a new type of manager is emerging – manager-entrepreneur instead of manager-administrator. The enterprising manager actively seeks opportunities and deliberately takes risks to achieve change. Entrepreneurship is required at every level if the organization as a whole is to operate as an entrepreneur. The organization is seen as a community of entrepreneurs. People working in an entrepreneurial organization should feel like members of the entrepreneurial community, feel a sense of belonging. For this, various forms of cooperation are encouraged, various kinds of intra-organizational associations are supported, for example, small groups. Their successful use in Apple, well-known on the personal computer market, prompted IBM to create its own version of small teams (autonomous labor teams).

In order not to miss opportunities, decisions should be made as soon as they are identified. This usually happens at the lower or middle levels of management. Therefore, it is here that the right to make decisions and responsibility for their implementation is transferred in business organizations. Senior leaders contribute decentralization decisions, support managers who contribute to this, give preference to people who show initiative and independence, providing them with access to resources and information.

People, not formal procedures, determine the success of an entrepreneurial organization, so decision making is often according to informal rules. Professional knowledge and personal contacts within the organization are of great importance. Decisions are often based on intuition rather than rational calculation and involve risk.

An entrepreneurial organization is characterized by an atmosphere of independence and creativity, encouragement of initiative, innovation, entrepreneurship. Among the companies that pay special attention to the formation of such a culture are Hewlett-Packard, IBM, 3M. "We are interested in the independence of the employees' judgments and their entrepreneurial spirit. This is not one of the approaches to business, but the most important, the only one," say the leaders of the ZM company.

An important role is played by the leader - the entrepreneur, who leads the organization, taking an active position. His inspirational leadership aims to develop creativity in the people working in the organization. The leader of an entrepreneurial organization must have the ability not only to see things from a new, unconventional point of view, but also to make sure that others see them from this side. He needs to be able to recognize perspective and opportunity where others see chaos and contradiction. It is important for him to find, distribute and control resources, often owned by others.

Relationships between people are built on trust and respect. Entrepreneurship is always associated with risk, and therefore with mistakes and failures. Therefore, in entrepreneurial organizations, trust and respect for people must be supported by a tolerance for failure. Failure should not threaten "membership" in the organization. The control system must also maintain a high degree of trust in employees.

The search for new opportunities, which is at the heart of an entrepreneurial organization, requires self-management. Its essence is not in the development of traditional forms of participation in management, but in the transfer of entrepreneurial powers, granting each employee the right to independently make and implement decisions within their competence. Management control is limited and focused on outcomes. Preference is given to self-discipline and self-control.

In order to identify new opportunities, it is necessary to have timely and relevant information. The development of self-management means the possibility of obtaining it and intensive exchange between all employees, access to the necessary information, effective communications between top management and other members of the organization.

To this end, Microsoft, the world leader in the development of software products, created and began to successfully use an e-mail system within the organization, through which any employee could directly contact the head of the corporation, Bill Gates.

Since decisions are often made at the level at which they are implemented, self-management involves not only the movement of information, but also the movement of resources within the organization, providing employees with them for independent use.

Culture of knowledge. The culture of knowledge is a certain corporate philosophy, which includes the basic principles and values ​​of the company, corresponding to the strategic goals, priorities, knowledge management strategy, which is guided in their activities and shared by all employees of the company. It should ensure the creation of such an atmosphere and environment for the employees of the company that contributes to the involvement in the process of systematic accumulation, wide dissemination and regular exchange of knowledge of all employees of the company. The culture of knowledge, its basic values, methods of motivation are discussed in detail in Chap. 5.

Other definitions

• “A habitual way of thinking and a way of acting that has become a tradition, 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 members of the team 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, which functions long enough to prove its validity, and is passed on 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 some 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 the basic ideas destabilizes the cognitive space and the space of interpersonal ideas for some time, giving rise to 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 both at 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.

Organizational or corporate culture— it is a patterned way of thinking, feeling, and responding to an organization or its internal divisions. It is a unique "spiritual program" reflecting the "individuality" of the organization. Corporate culture focuses all employees on what is valuable and important for the organization, indicates what behavior is considered acceptable.
Numerous studies show that the prosperity of an organization is necessarily associated with a high level of culture, which is formed as a result of thoughtful actions.
To the main sources of organizational culture include: the external environment, social values, the internal environment of the organization, etc.
External environment. In this case, environmental factors are understood as factors beyond the control of the organization, such as natural conditions or historical events that influenced the development of society.
public values. This group of factors includes the beliefs and values ​​prevailing in society, such as individual freedom, philanthropy, respect and trust in the authorities, focus on action and an active life position, etc. For example, in different countries different values ​​are attached to the problem of time consumption. Studies conducted in six countries (Japan, USA, England, Italy, Thailand and Indonesia) showed that in Japan time is spent most consciously: here they monitor the accuracy of clocks in banks, timely delivery of mail, speed of movement, etc. In last place among the listed countries in this indicator is Indonesia. Different attitudes to the issues of effective use of time will affect the organizational culture of companies: in different countries at different times the beginning and end of the working day, different times for breaks, different numbers of non-working days and different duration of holidays. It is often difficult for specialists working abroad to get used to an unusual daily routine for them.
Internal environment of the organization. The third source of organizational culture is formed by the specific internal factors of the organization itself. For example, the development of the technological environment will affect the company's requirements for the level of staff qualifications, which, in turn, may affect its organizational culture. High-tech companies will hire qualified specialists who have formed a value system in the process of previous socialization. This situation can lead to the formation of separate elements of alien subcultures, such as groups with different ideologies and value systems, which will greatly complicate the development of a single strong organizational culture. This will also affect the power structure in the organization: those groups that are directly related to the development of the technological environment will have more power and thus form a dominant coalition whose values ​​will determine the organizational culture of the company.
Organization specific factors include industry, in which the company operates. Firms belonging to the same industry operate in the same competitive environment and similar legal space, satisfy the same customer needs. For example, some cosmetics companies focus on personal selling. Such firms have a limited number of managers, are guided by only a few well-defined rules, rely more on charismatic rather than rational leadership, and encourage the involvement of family members in selling the company's goods.
An important role in the formation of organizational culture is played by prominent figures and important events in the history of the company.

2. Functions of organizational culture

The whole variety of functions of organizational culture can be reduced to three main ones:
1) ensuring the stability of the organization in conditions of constantly changing conditions of production and management;

• ensuring the unity and community of all members of the organization.
  This is especially important in large organizations with branches around the world. Organizational culture can connect everyone together, creating the image of the organization, its recognition;

3)ensuring the involvement of all members of the organization in its common cause and achievement of strategic goals.

3. Areas of manifestation of organizational culture
Organizational culture is manifested in the organizational structure, socialization strategy, class differences, ideology, myths and symbols, rituals and ceremonies, language of communication.
1. Organizational structure The company is formed under the influence of the external environment, which to a certain extent determines the interaction of various subsystems of the company.
2. Selection strategiesand socialization determine where and how firms recruit new employees and how the process of their adaptation in the team is carried out.
3.Status differences determined by the status and established relationships between different groups of employees.
4. The culture of any organization is built around a certain ideology. Organization ideology is a system of views, beliefs and ideas that unite people, evaluate and explain people's attitude to reality in terms of cause-and-effect relationships.
5. Under myths usually understood as a series of fictitious events used to explain the origin or transformation of something. This is an unconditional belief, for example, in the superiority of a certain technology or behavior, not supported by real facts.
6.Symbols- these are objects with which the company wants to be associated in the eyes of others. Symbols include attributes such as the name of the company, the architecture and size of the head office building, its location and interior, the availability of special parking spaces for employees, cars and aircraft owned by the company, etc.
7. Each company has its own specific unique the language of communication. And as in any country, the national language is best understood by the indigenous people, so the language of the organization is best understood by its employees. The language of the organization is formed on the basis of certain jargon, slang, gestures, signals, signs, widely uses metaphors, jokes, and humor. All this allows employees of the organization to clearly communicate specific information to their colleagues.
8.rituals- these are thoughtful, planned theatrical performances that combine various forms of cultural expression into one event. Rituals and rituals are designed for the audience.
9.ceremonies- these are systems that combine several rituals associated with a specific event (for example, confirmation in a position, demotion or dismissal, etc.)

4. Types of organizational culture

The basis of one of the typologies is the personality of the leader, the business area and the stage of development of the company. Based on these principles, organizations can be identified with four main types of corporate cultures:

• culture of personality (focus on professionalism
  individuals: law firms, consulting firms);
• centrist culture (“genius and assistants”, power, tight control: investment, trade, intermediary organizations);
• formalized culture (regulation, rigid norms and
  rules: industrial enterprises, banks);
• innovative culture (interest in achieving
  results, dependence on the external environment: marketing services, advertising agencies, business schools).

The culture of personality. In organizations with this type of culture, the workforce usually consists of highly professional people who work relatively independently. In general, they can work both without a leader and without each other, although for some reason at the moment it is still more convenient for them to join forces and work together. Such a corporate culture is designed to satisfy personal ambitions and interests. Bright creative personalities are in the center of attention of these organizations. The basis of authority and influence in the organization are, as a rule, the knowledge, experience and abilities of the employee.
Centrist (power) culture. The basis of such a culture, as a rule, is power and tight control. A distinctive feature of such a culture is that the company is very mobile and easily adapts to any changes in the market. The problem with this type of culture is that it can hinder the growth of the organization. This type of corporate culture can be characterized by poor strategic decisions, low morale, and high employee turnover.
formalized culture, or, as it is often called, administrative - bureaucratic culture, characterized by a high level of formalization and regulation, norms, rules, procedures. A distinctive feature of such a culture is that all the rights and obligations of employees are clearly formalized; when selecting employees, it is not so much their professional abilities that are taken into account, but the degree of their compliance with specific job descriptions, the ability to conscientiously fulfill their duties. The advantages of such an organization are a focus on ensuring personal security, stability, respect for hierarchy and experience. Its potential weaknesses are slow perception of changes in the external environment and response to them, which can lead to failures, defeats in competition, loss of market position and even bankruptcy.
Innovative (target) corporate culture. Here, in the absence of a center of power, there is a great interest in the results of activities, the fulfillment of tasks. The advantage of such a culture is the ability to adequately respond to environmental conditions. Groups (teams) are formed to fulfill specific goals. This type of culture is mainly used where flexibility, responsiveness to market conditions, innovation are required, there is strong competition, in which the life cycle of products is short, and the speed of response is critical. The structure of such organizations is often rather vague. The focus is on the professionalism of employees. The target culture requires teamwork. In contrast to a formalized culture, control by managers is limited to making decisions on the allocation of resources and the appointment of people to key positions. The choice of the methodology of everyday work is left to the group itself. The development of the company ensures the spirit of creativity and innovation.
The basis of another typology is represented by binary characteristics: flexibility and dynamism / stability and control, as well as external focus and differentiation / internal focus and integration.
Family culture. A very friendly place to work where people have a lot in common. Organizations are like big families. Leaders or heads of organizations are perceived as educators and perhaps even as parents. The organization is held together by loyalty and tradition. The commitment of the organization is high. It emphasizes the long-term benefits of personal development, emphasizes a high degree of team cohesion and morale. Success is defined in terms of good feelings towards consumers and care for people. The organization encourages teamwork, people's participation in business and harmony.
organic culture. Dynamic, entrepreneurial and creative workplace. People are willing to turn their own necks and take risks. Leaders are seen as innovators who are willing to take risks. The binding essence of the organization is a commitment to experimentation and innovation. Emphasizes the need for action at the forefront. In the long term, the organization focuses on growth and acquiring new resources. Success means producing/providing unique and new products and/or services. It is important to be a market leader in products or services. The organization encourages individual initiative and freedom.
bureaucratic culture. A very formalized and structured place to work. What people do is governed by procedures. Leaders pride themselves on being rational facilitators and organizers. Maintaining the smooth running of the organization's operations is critical. The organization is held together by formal rules and official policies. Its long-term concern is to ensure the stability and smooth running performance of cost-effective operations. Success is defined in terms of reliable supply, smooth schedules and low costs. Employee management is concerned with job security and long-term predictability.
market culture. A results-oriented organization whose main concern is to get things done. People are purposeful and compete with each other. Leaders are tough leaders and tough competitors. They are unwavering and demanding. The organization is held together by an emphasis on winning. Reputation and success is a common concern. The focus of the perspective is set on competitive actions, the achievement of set goals and the achievement of measurable goals. Success is defined in terms of market penetration and market share. Competitive pricing and market leadership are important. The style of the organization is a rigidly drawn line on competitiveness.
Along with these typologies, there are a number of others. For example, a typology based on the relationship between five psychological personality types, which can be characterized as "neurotic" and type of organizational culture. Thus, the leader's tendency to over-dramatization leads to the appearance of charismatic organizational culture, suspicion in his character - to paranoid. The manager's propensity for depression underlies avoiding organizational culture, impartiality or indifference is at the heart of politicized. At the origins bureaucratic organizational culture is a formalist leader.
In some situations, it is not the personality of the leader that affects the organizational culture, but vice versa. The state of affairs in a company can make its leader become nervous. For example, the possible imminent bankruptcy of a company may push a relatively healthy person into depression. The influence of environmental factors can also lead to the same result: the general unstable situation in the country creates a feeling of uncertainty about the future, which leads people to depression and the development of suspicion in them.
Strong/weak organizational culture
Organizational cultures that might be called "strong" are often shaped by strong leaders, and vice versa. However, other factors besides the leadership factor determine the strength of organizational culture. Thus, a strong organizational culture is characterized by the fact that the basic values ​​of the organization are shared by the majority of employees, their commitment is quite “intense” (employees wholeheartedly believe in these values, try to convince others of this). Another hallmark of a strong organizational culture is persistence over time. The basic values ​​of such a culture are observed by the majority of employees not occasionally, but regularly.

5. Organizational subcultures

In a typical organization, there may be both a dominant culture and several subcultures.
Dominant culture represents the sum of some values ​​shared by the majority of the members of the organization.
Subculture is the sum of the values ​​shared by a minority of the organization's members.
When studying the organizational culture of a company, it is necessary either to consider it as a unit of analysis of the company as a whole, or to consider the cultures of its various units (functional divisions, product divisions, various hierarchical levels of management or individual groups of employees), identify their common dominant attributes, and then unite them.
The main types of subcultures
Hierarchical subcultures. Hierarchical subcultures exist at different levels of company management and manifest themselves through differences in status, authority, power, symbols inherent in managers and subordinates. Hierarchical subcultures are most clearly defined in mechanistic organizations, where there is a clear distinction between levels of management. Often this situation develops in companies where highly specialized functions are performed at the lower levels of the hierarchical ladder that do not require high qualifications, which weakens the power of the lower level and leads to centralization of control and decision-making. Such a situation can also arise if, in order to move up the corporate ladder, it is necessary not only to have a certain level of qualification, but also to share the values ​​of the top management of the company.
Professional subcultures. As a rule, the closest contacts among company employees are established with colleagues who have a similar level of qualification. In such a case, people in the same profession or people working on the same problem can be seen as a group that has its own subculture.
Subcultures based on cultural differences. At present, in the context of globalization, many organizations are faced with a phenomenon that was previously characteristic only of large transnational corporations - with increased cultural differentiation. Many companies employ representatives from different countries, speaking different languages, professing different religions, and often having opposing value systems. The result of this process was the emergence of subcultures based on the beliefs and beliefs of various ethnic groups.
Subcultures of various age groups. In organizations that bring together a significant number of people of different ages, groups can be formed that include members of the organization who are close to each other in age. Such subcultures are typical, for example, for educational institutions, where schoolchildren or students can represent groups corresponding to their age.
One or more of an organization's subcultures may, by their very nature, be entirely consistent with the dominant culture, or differ only slightly from it. . In the first case, the adherence of this group to the core values ​​of the dominant coalition is manifested to a greater extent than in other groups. In the second case, these values ​​are accepted by all members of the group simultaneously with a system of values ​​specific to this subculture, but not in conflict with the core values. There may be a third type of subculture called countercultures who reject the values ​​of the company and its goals.
Countercultures usually appear in an organization when individuals or groups are placed in conditions that they believe cannot provide them with the usual or desired job satisfaction. In a certain sense, countercultures are a call for help in times of crisis or stress; when the existing support system has collapsed and people are trying to regain some control over their lives in the organization. Some countercultural groups can become quite influential during periods of large-scale reorganizations associated with significant changes in the external environment or the company itself.
Subcultures can weaken or cause serious damage to an organization if they are in conflict with the dominant culture and/or the overall goals of the company.

6. Formation of organizational culture

The formation of corporate culture is influenced by: the mission and goals of the organization, the development strategy, the nature and content of work, the qualifications, education and general level of culture of employees, the personality of the manager, his ideas, principles, values, behavior. In addition, the external environment also influences the organizational culture: political and economic conditions, national characteristics, traditions, culture, class, ethnic and racial differences, business environment.
How do organizations shape and maintain their organizational culture? First of all, this is the selection of personnel corresponding to this type of organizational culture, and then the orientation of new employees - for example, to strengthen their positive characteristics. In the process of orientation, tasks can be set - for example, to minimize those qualities of new employees that are undesirable from the point of view of asserting and maintaining the values ​​of this organization.
A significant role in the formation of organizational culture belongs to the founders of the company, top managers, who are often the subject of imitation for the rest of the employees. An important place in the formation of corporate culture is occupied by rituals, various symbols, nominations of the best employees, corporate holidays. Together, this forms the image of the organization, its uniqueness in comparison with other organizations.

7. Approaches to managing organizational culture

There is a position that regardless of the stage of development at which the organization is, its top management can manage culture in two ways. The first represents, as it were, a vision from above, which should arouse enthusiasm among the majority of the members of the organization. The leader-leader inspires and implements the core values ​​of the organization. This presupposes that the leader has an obvious and sincere personal commitment to the values ​​he believes in. This method can be implemented through public statements, speeches and personal example, indicating a consistent interest in the values ​​being introduced. Leaders are encouraged to appear in print, radio, and television as often as possible, preaching the values ​​that are being set.
Application second method begins at the other end of the organization, from its lower levels. In this case, much attention is paid to the details of real life in the organization. Managers must keep track throughout the organization of what is happening in it, while trying to manage the culture of the organization step by step. It is known that a number of leaders confidently adhere to certain values ​​and beliefs, but do not transfer them to other members of the organization. In such a situation, they lose the opportunity to influence the culture of the organization. "Reclusive" managers can comprehend all the "technical" secrets of management, but they cannot influence the culture of the organization, remaining "invisible". This method requires an understanding of the importance of culture in the daily life of the organization. At the same time, effective means can be the manipulation of symbols and things of the material world of the organization, the creation and development of patterns of behavior, the introduction step by step of rituals and symbols. If the daily actions of managers in an organization are in line with their declared values, then this, of course, contributes to the development of culture and its strengthening.
Obviously, managing organizational culture is not easy. Value orientations should not only be declared, but also become an integral part of the inner life of top management and be transmitted to the lower levels of the organization in all its details.
When managing culture, keep in mind that it can serve as a kind of "glue" that holds parts of an organization together. However, it must be remembered that if the parts are bad, then even the best "glue" in the world will not make the whole strong enough. The unification of values ​​and the daily work of managers to "implement" them in life can lead the organization to success.

8. Factors affecting the possibility of changing organizational culture

organizational crisis. It challenges existing practices and opens up opportunities for the adoption of new values. Examples of a crisis can be a deterioration in the position of an organization, its financial takeover by some other organization, the loss of major customers, a sharp breakthrough of competitors in the organization's market.
Change of leadership. Since senior management is a major factor in shaping the culture of an organization, the replacement of its main leaders contributes to the introduction of new values. But new leadership alone is no guarantee that workers will embrace the new values. New leaders must have a clear alternative vision of what the organization could be and be in a position of authority.
Stages of the life cycle of an organization. It is easier to change the culture of an organization during the transition periods from its inception to growth and from maturity to decline. When an organization enters the growth stage, major organizational culture changes will be needed. Another opportunity for culture change occurs when an organization enters the decline stage. At this stage, it is usually necessary to reduce staff, reduce costs and take other similar measures that dramatize the mood of workers and indicate that the organization is in crisis.
The age of the organization. Regardless of the stage of an organization's life cycle, the younger it is, the less established its values ​​will be. Culture change is more likely in a young organization.
Organization size. It is easier to change the culture in a small organization, because in it the communication between managers and employees is closer, which increases the opportunities for spreading new values.
culture level. The more widespread the culture in the organization and the greater the cohesion of the team that shares common values, the more difficult it is to change the culture. A weak culture is more susceptible to change than a strong one.
The presence of subcultures. The more subcultures there are, the stronger the resistance to change in the dominant culture.

Issues for discussion

1. Multilevel model of organizational culture.
2. Charismatic and self-sufficient types of organizational culture.
3. Paranoid and trust-based types of organizational culture.
4. Avoiding and innovative types of organizational culture.
5. Politicized and accentuated types of organizational culture.
6. Bureaucratic and creative types of organizational culture.
7. Problems of organizational culture change.
8. Tactics of managing a "healthy" company.
9. Creation of organizational culture in the new organization.
10. Creation of organizational culture during the merger of companies.
11. National culture as a source of organizational culture formation.
12. Features of the Russian national culture.
13. Features of national cultures of various countries of the world.

practical exercises

1. Exercise "Culture of corporate events"
Organization characteristics:
The company is Polygraphist LLC.
Activity profile - a printing company that provides services of layout, design and printing of printed products.
The number of personnel is 150 people.
The term of the company is three years.
Situation. For three years, the company has not developed a unified culture of holding corporate events: no general meetings are organized at which employees could get acquainted with the strategy and goals of the company, develop a common vision, and “impregnate” common values. Holidays, birthdays and other "red" dates are celebrated exclusively at the initiative of employees, in narrow groups, and most often they are not celebrated at all. There were several attempts to bring together prepress and print workers to discuss burning issues of interaction, but the meetings were poorly prepared, and people were left feeling tense, bored and useless of the event.
At present, most of the team has formed an attitude towards corporate events as interfering with work; standard attempts at team building are met with rejection and irony. The CEO supports and communicates this position to the team.
At the same time, you, as a personnel manager, notice that the absence of a unifying principle affects the quality of communications and interaction between groups and departments, the willingness of people to cooperate, the level of interest in the development of the company and the desire to contribute, show initiative. Tivu.
Questions for situation analysis

• How to bring the importance of unifying events to the CEO? What arguments can be used? What indices and indicators should be used to demonstrate the validity of your conclusions and concerns?
• You've convinced the CEO of your position, and he's now looking to you for a plan to build a corporate event culture in the company. What will these events be? How do you see the end result of your actions and step by step approach to it? How will you achieve employee loyalty to your ideas? Who will you involve in the implementation of this plan?

2. Exercise "Introduction of team values ​​into the corporate culture of the company"
Characteristics of the organization: Company - Management & Consulting LLC. The profile of activity is management consulting, the project form of work prevails.
The structure of the organization is a matrix, horizontal hierarchy.
The number of staff - 50 people. The term of the company is four years.
Situation. You have been invited to the company for the position of HR Director. Previously, there was no specialist in the organization purposefully dealing with human capital. Your first task is to conduct an audit of personnel and corporate culture: assess the state of the elements of culture, determine the core competencies of key employees, the strengths and weaknesses of the company in both areas, and make recommendations. As a tool for collecting information, you have chosen a structured interview with employees and personal observations in the first weeks of work.
In the course of the study, you drew attention to a significant discrepancy in the positioning of the company and the real situation in relation to one of the key values ​​- teamwork, cohesion. The company's website places a strong emphasis on the importance of the staff: "Team of professionals", "Each new employee is an important event in the life of our company", etc. From interviews with employees, you found out what the situation really is. Everyone is united by the personality of the CEO, while the team members themselves are divided. Low awareness of who is doing what, what is happening in projects. Even just about the man from the next office, almost nothing is known. Employees know only those people with whom they intersect at work. There are no "strong" corporate traditions.
From your own experience, you felt that it is difficult for a new person to join the team. An additional obstacle, in addition to those mentioned by employees, is the attitude towards a newcomer from the position of “prove what you are worth”. In addition, you are faced with the fact that direct attention to the problem of “team, cohesion” causes a defensive reaction in people (“we are fine”) and unwillingness to continue the conversation on this topic.
The CEO agrees with your observations and conclusions. He is interested in forming a team of professionals, he is ready to support actions to increase team cohesion, because this is important both for project activities and for the efficiency of the company as a whole.
Questions for situation analysis

• Who and how will determine what values ​​and competencies the organization needs?
• What values ​​and competencies should these be, in your opinion? What place among them will take teamwork, solidarity?
• Prepare a program of action to harmonize and implement corporate values ​​in the company (focus on team building, increasing team cohesion), be sure to indicate the expected result for each step. Consider all possibilities.
• What is the role of the HR director in this project?

Cases

1. Case "Organizational culture of the company LEVI STRAUSS"

Goals.
1. Assess the impact of organizational culture on performance, discipline, employee turnover and job satisfaction.
2. Analyze the possibility of managing organizational culture in the interests of the development of the organization.
Situation.LeviStrauss is the world's largest manufacturer of jeanswear, with sales in the billions of dollars. However, in the early 1990s. the company began to receive accusations that it is slowly updating its products, yielding to its competitors - HaggarApparel and FarahManufacturing. There were also criticisms of organizational culture LeviStrauss. At that time, the company was implementing the idea of ​​its president R. haas, convinced that the company has already proven its ability to take a leading position in the production of jeanswear. Now its task is to create a highly moral culture, to maintain the ethics of relationships, thereby turning LeviStrauss into an example of a high quality of working life. Ideas haas reduced to the following:

• openness: managers should show interest in employees, celebrate their successes, emphasize their contribution to achieving the results of the company's work;
• independence: at all levels of management of the organization, independent judgments, constructive criticism are welcome;
• ethics: managers must clearly and openly articulate their
  requirements, set examples of business ethics and relationships within and outside the company;
• delegation: managers must delegate authority to lower levels of management, those who directly produce
  products and communicates with customers and customers;
• external links: LeviStrauss refuses to cooperate with partners whose actions are contrary to the company's ethical standards;
• personnel assessment: up to 30% of bonuses are for employees who comply with ethical standards. The worker who achieved
  high performance, but did not perform well enough in terms of ethical norms and company standards, may not receive an award.

Ethical standards LeviStrauss many questioned, believing that they do not contribute to improving the efficiency of the company, thus explaining its failures in the market. However haas believed that the problems of the company are caused by external factors and circumstances, and if it were not for the commitment of the staff to these ethical standards, the company would have experienced much greater difficulties.
Questions.

• What is the organizational culture of the company LeviStraus?
• Is it possible to consider the organizational culture of the company LeviStrauss strong?
• Do you agree with the statement haas, that the organizational culture he created represents the main competitive advantage of the company in the market? Argument your position.

2. Case “New employee at Space”

Target.
Learn to analyze the sources and manifestations of organizational culture.
Situation. The American company "Space" is a large profitable firm operating in the field of high technology. It is engaged in the development and production of electronic products, mainly for the space industry and specialized industries. The results of Space's research are important for ensuring national security, and the industrial scientific potential of the company is highly valued.
The company's president, John Dowd, was once a lecturer at one of the major state universities in the department of electronics. After joining Space, he quickly made a career and became president of the firm. Dowd is a stubborn, arrogant leader, always focused on results. His rules of the game are to give employees difficult tasks and encourage the smartest and most diligent. If someone makes a mistake, he is immediately called to the president "on the carpet." When Dowd is sure that someone is not doing his job, he can say it to his face.
The main divisions of the Space company are the production department and the R&D department, which is the pride of Dowd. Most of the firm's employees are highly qualified physicists. The president is convinced that his company will prosper as long as there is such a staff of specialists under its roof. Indeed, Space is developing, and for employees who have shown their best side, there is always the possibility of promotion. In addition, the working conditions of the leading specialists are excellent: they have the best laboratories at their disposal, their offices are conveniently located and beautifully furnished.
In the late 1980s, the company received a government order to develop specialized computers. As a result, many employees of the company, including the president, settled on the idea of ​​a portable computer. Dowd challenged the research team to design the laptops themselves and their software. He and his subordinates put together a very ambitious schedule for developing the computer and bringing it to market.
At the same time, Dowd made a number of personnel decisions. In particular
he appointed a new employee, Sar Cunningham, who was poached from a large distribution company located in California, as vice president of marketing. There she held the post of lead manager in the sales department of components and coped with her work successfully. Sarah was 35 years old, she lived alone.
Sarah recruited new employees in her department - highly qualified marketers, and the development of a campaign to sell laptops began. However, the marketing department soon ran into a number of problems. The first thing that caused bewilderment was the very premises of the department and its location. The marketing department's offices were five kilometers from the company's main offices, and although they were neat and state-of-the-art, they were still smaller than other employees of the same caliber. In addition, Sarah could not get Dowd to listen to marketing problems: the entire management of the company was immersed in the technical side of the issue of developing a new product. Sarah had to get approval for her programs from an executive team that included only engineers. It became more and more difficult to obtain the requested information. Soon, the timing of the project began to diverge from the planned ones. The best engineer attached to Sarah's project was transferred to a new state order. Rumors swirled around the company that the project team had run into some difficulties and that the project would soon be shut down.
John Dowd brought together the leaders responsible for the project. He was practically pissed off at the results and said, “I don't know why you can't get this thing to work. The best minds of the nation are at your disposal. I spent a lot of money on the project. If it fails, it will be your fault. And I will make everyone personally answer for this.
Sarah was worried. It seemed to her that the criticism was unfair. She asked Dowd, “Don't you think your decision is a bit rough? In the end, we do have some technical difficulties, and our best specialist has been transferred to another project.” Dowd glared at her and said, “Sarah, I don't know what the hell you were doing in the store where you worked. Here we work with iron, not with rags. We work for results. That's all I want. If you cannot achieve results, then you can look for another job for yourself. Then he turned and left the room.
Sarah didn't know what to do, but John Rye, the right-hand man of Jim Harrison, the company's founder, leaned over and said, “Don't worry. The old man in his usual repertoire. It always happens when things don't go according to plan. He'll be fine soon, and so will you." However, Sarah wasn't sure about that.
Questions and tasks.

• Describe the organizational culture at Space.
• What are the manifestations of organizational culture in the firm?
• What are the main sources of Space's culture?

3. Case "Red October" - Russian traditions of quality"

Goals.
1. Learn to characterize the organizational culture of the enterprise.
2. Assess the methods of staff motivation.
3. To master the ability to analyze the strength of the corporate spirit of the employees of the organization.
Situation. In 2001, one of the oldest Russian confectionery companies celebrated its 150th anniversary. Today, Krasny Oktyabr accounts for 20% of the production of all Russian chocolate, 10% for caramel, about 25% for toffee, and about 10% for glazed sweets. In the very center of Moscow, on an area of ​​6 hectares, there are workshops equipped with modern equipment, where more than 60 thousand tons of various confectionery products are produced.
Now the company employs more than three thousand people, and it all started with a small workshop for the production of chocolate and sweets.
In 1851, Ferdinand Theodor von Einem opened a confectionery shop in Moscow on the Arbat, which included a small chocolate workshop. In 1856 the first chocolate factory was opened. Einem's partner was the talented entrepreneur Julius Geis. In 1886, the production was called the Einem Association of Chocolate, Sweets and Tea Cookies. Muscovites were offered a wide range of caramel, sweets, chocolate, marshmallows, cookies, biscuits, gingerbread and glazed fruits. Due to the excellent quality and skillful advertising, the products were in great demand. Much attention was paid to the choice of names, the development of packaging, expensive finishes. Boxes with products were trimmed with silk, velvet, and leather. Advertising for the company was carried by theatrical programs, surprise sets with postcards embedded in a box of chocolates or notes of specially composed melodies - "Waltz Montpensier" or "Cupcake Gallop".
The name of Einem in those years sounded everywhere, the company developed and prospered. Geis invited the best confectioners to work, updated equipment, and took care of the well-being of workers. Most of the confectioners came from villages near Moscow. They lived in a factory dormitory and ate in the canteen. The factory administration provided some benefits to the workers: a school was opened for apprentice children; for 25 years of impeccable service, a silver name badge was issued and a pension was assigned; A health insurance fund was established to provide financial assistance to those in need.
During the First World War, the Einem company was engaged in charitable activities: made cash donations, organized a hospital for wounded soldiers, and sent wagons with cookies to the front.
Products, which today are the hallmark of the enterprise, have been produced at Krasny Oktyabr since the beginning of the 20th century: Golden Label chocolate, Truffle and Mishka Kosol-pyy sweets, Kis-kis toffee, Creamy fudge candies with candied fruit”, “Creamy toffee”.
After the revolution in 1918, the factory was nationalized and renamed the "State Confectionery Factory No. 1 (formerly Einem)". In 1922, she received the name "Red October", which she still wears.
Over the 150 years of its existence, the factory has repeatedly found itself in crisis situations. In 1918, by the time of nationalization, the factory had the best equipment in its industry and had significant reserves of raw materials, so all the country's confectionery production was concentrated here. Most of the workers stayed where they were. The recipe, which was owned by the old masters, was restored.
During the Great Patriotic War, about 500 employees of "Red October" went to the front, but the factory continued to function. In addition to the usual confectionery, food concentrates for the front began to be produced, as well as Gvardeisky chocolate, designed specifically for pilots. Military orders were also carried out - flame arresters, signal bombs, parts for gas tanks, aircraft, etc.
As a result of the economic crisis on August 17, 1998 in Russia, Krasny Oktyabr OJSC was forced to raise prices for its products, and although consumer demand began to fall, neither the Moscow confectionery factory nor its subsidiaries stopped working for a single day . Even the range of manufactured products remained the same. They tried to replace foreign exchange raw materials with domestic ones, partially switched to the production of new products. By the end of 1998, the volume of production increased, the demand for products stabilized. "Red October-Tyabr" got out of a difficult situation, completely retaining its staff.
More than ten labor dynasties work at Krasny Oktyabr, in which experience is passed down from generation to generation. The company also takes care of the training of young personnel. Wages are paid steadily at the factory, and an off-budget pension fund has been created for shareholders of retirement age. The maintenance of a canteen with two-shift hot meals, a medical and health center and a dispensary for employees is financed, and for their children there is a kindergarten-nursery and a camp near Moscow. The factory provides its employees with financial assistance for the purchase of housing, issues interest-free loans.
Today, the Krasny Oktyabr group of enterprises includes several divisions: the Moscow confectionery factory Krasny Oktyabr, production No. 1; factories with various confectionery specializations in Ryazan, Kolomna, Egorievsk, Tambov, Tula, Penza, Yoshkar-Ola, Birobidzhan.
The joint-stock company bought out 99.8% of the shares of the St. Petersburg Confectionery Factory named after. Samoilova, owned by the American company Craf Foods International.
The Krasny Oktyabr brand is a Russian tradition of quality. The company uses only natural products and does not use artificial additives. All raw materials and finished products comply with GOST standards. Constant quality control is carried out at all stages of production. The Tasting Council of the factory tests the entire range of products, constantly making comments and suggestions. The company trusts the opinion and taste of its customers.
Krasny Oktyabr constantly conducts tastings of its products in company stores, after which participants fill out questionnaires. A lot of letters come to the factory. By studying and analyzing the information received, the factory is able to take into account the wishes of consumers.
"Red October" attaches great importance to the external design of products. On the boxes you can see images of the works of masters Fedoskin, Zhostov, Khokhloma and Gzhel, Dymkovo toys. Consumers take part in the development of new products in special competitions, where they offer original names, recipes and label options.
The factory has a charity program. "Red October" makes donations to the Foundation for the Reconstruction of the Cathedral of Christ the Savior, takes part in the revival of the Church of St. Nicholas on Bersenevka, donates funds to the Russian Peace Fund, cooperates in the social and cultural spheres with the large landing ship "Azov" of the Black Sea Fleet, provides support to organizations of the disabled, pensioners, sports and medical organizations, as well as educational institutions.
Over the 150 years of its existence, "Red October" has received many honorary awards, diplomas, gold and silver medals, distinctions. The subject of special pride of the factory is the Grand Prix of the World Exhibition in Paris (1900), the Grand Prix of the International Exhibition in Brussels (1958), the Grand Prix in Nizhny Novgorod (2000), the Diploma "100 Best Goods of Russia" (1998, 1999) , 2000), Gold medal in Plovdiv (1998, 2000), Gold medal "Polagra" in Poland (1999), "People's mark of Russia" (1998, 1999, 2000), "Product of the year" (1999, 2000), Platinum quality mark of the XXI century. (2000), Gold medal of the exhibition "Russian food products" (2001), Grand Prix and four gold medals of the exhibition WORLD FOOD MOSCOW (2001) and others. Russian market of confectionery products.
Questions and tasks.

• Describe the organizational culture of the enterprise. What common features of the organizational culture of the Einem partnership can be noted
  end of the 19th century and OAO Krasny Oktyabr at the beginning of the 21st century?
• What methods of motivation were used by the management of the enterprise in
  different periods of its development? To what extent does the personnel motivation system affect the achievement of the strategic goals of Krasny Oktyabr OJSC?
• Rate the strength of the corporate spirit of employees on a 10-point scale
  factories. What management actions contribute to strengthening the corporate spirit?

4. Case "The treasured formula for success"

Goals.
1. Consolidation of knowledge and skills on the topics: "Basic theories of personality", "Personnel motivation", "Leadership and power", "Career in human life", "Organizational culture".
2. Evaluation of the role of the recruitment method in improving the efficiency of the enterprise.
Situation. Valentin Seregin is the head of the successfully developing Promtech company, which occupies a leading position in the development of new industrial technologies and company management technologies. He gives the impression of a strong owner who knows the price of success, power and big money. His distinguishing features: charisma, some rigidity and almost fanatical obsession with an idea. All this ultimately determines the achievements of the company headed by him.
Here is what Valentin Seregin tells about himself and the Promtech company.
He himself considers himself a successful businessman who has gone through many years of struggle and labor school, striving to develop and move on. From his point of view, a businessman is a person who sees a little further than most people in the field of the economy in general and the economics of the enterprise in particular. It is a vocation that defines a way of life. A businessman must have intellectual and organizational potential, be aware of this potential, be able to focus on his features, advantages and realize them, believe in himself, value himself. In addition, according to Seregin, a businessman needs a little luck, or rather, the absence of fatal bad luck.
The success achieved means a lot to Valentin: it brought him a sense of self-respect, the confidence that he occupies his niche. He goes to work because he wants to work. He is sure that a person should do what gives him satisfaction. The main prize for the winner in the business ring is the opportunity for self-realization. For one, it is expressed in significance, for another - in self-respect, for the third - in material values, diplomas, awards.
When Valentin Seregin was asked if the feeling of self-realization is measurable, he replied:
“Everyone has their own set of values. Someone thinks that a career is measured by the rungs of the corporate ladder ... In my system of values, the main thing is job satisfaction. Moreover, the ability to receive it is not innate, but acquired. I do not understand those who do not try to correct themselves, their attitude towards society, the world around them. An unequivocal diagnosis is consumers, deeply unhappy people who interfere with the lives of others. Here is a specific example. The son of my friends is now 30 years old. He managed to study at two universities. Now he does not work anywhere, as he allegedly cannot find a suitable place and position. What they offer does not suit him: he is all so restless, not understood by anyone, looking for his vocation among supposedly short-sighted leaders who do not appreciate his illusory high potential. All this time he is supported by his wife and retired parents. He himself considers himself a man of fine mental organization. I believe that he simply does not want anything and cannot do what he is supposed to do. People with a fine mental organization in the sense of the word that I put into it in this case do not take root with us.
In Promtech, all employees are divided into two categories. The first is specialists or managers of various levels who sell their labor, and the company buys it. Their approach is the following. There are requirements, they must fulfill them. In turn, the company is obliged to pay for their work in accordance with the standards prevailing in the market. There are a majority of such employees in the multi-thousand team of Promtech. But the driving force behind the development of the company is a relatively small group of people who are recruited according to a completely different principle.
There is a certain list of requirements for applicants for vacancies in this group. A person must be a bright, strong personality, have a good education, a creative streak, but at the same time - a penchant for the exact sciences. The candidate must have leadership qualities and have some experience in managing people: a permanent head of a class or course is more likely to get into this group. Welcome gold medals, diplomas with honors.
Recruited in groups, as a rule, young people aged 22 to 24 years. The company's management believes that young people have not yet had time to teach how to work badly. The guys want to make a career, see their happiness in self-realization, dream of reaching the heights of success. It is not forbidden to wish to become the president of a transnational corporation or the world's greatest manager. However, one must be entitled to these achievements.
Great importance is attached to the moral principles of the applicant. The head of the company is deeply convinced that a truly strong person cannot be mean, he does not change his internal rules. A person needs to have a core, his own philosophy. Moreover, his own philosophy should correspond to the philosophy of the company.
To become a "star" in Promtech, you have to work hard. First of all, the employee must devote 90% of the time to work. The leader says to his wards: “You have half a day a week - take care of your personal life. You came to Promtech, there is no benefit from you yet, we practically pay you a scholarship, we teach you, why do you think that we will give you the opportunity to waste our money? Today we are moving you - be kind enough to devote your time resource to work as much as possible. Those who fulfill these requirements achieve significant results in two years. Of course, the company is concerned about the issue of employee loyalty: it makes no sense to train specialists who will leave the organization in a year or two. We need those who, due to their personal qualities and ambitions, are interested in staying at Promtech for five or ten years. This reinforces the role of the moral component of the selection of employees: the company requires unconditional loyalty from its employees, future and present. Moreover, the higher the ability and the greater the ambition, the higher the level of loyalty should be.
Promtech has a well-established personnel selection system. Employees of the first group are recruited through recruitment agencies and advertisements. The main problem is the selection of the elite. Every six months, the most intelligent guys are selected in 10-15 regions of the country, they are brought to Moscow, and they are tested again. As a result, 10-15 people are hired. In Moscow, selection is underway, including for universities. The existing system of personnel selection implies some costs. Often there is the following situation: the company loses strength, time, money to train an employee, but at some stage realizes that he does not meet the necessary requirements. Despite careful selection, the percentage of losses is quite high. Why is this happening?
After the selection, the future industrial geniuses who got into Prom-tech, rushing to the storm of wisdom, must be drawn into the rhythm of work. Then each of them has only one way - to be the best. The company does not need mediocrity. Unfortunately, it is at this stage that the maximum dropout occurs. Having come to Promtech with great ambitions, many understand that their conceit was too high. They see around people who are significantly superior to them in intellectual, organizational training, knowledge, and skills. Only a strong person can withstand it. In addition, newcomers are specially loaded to the fullest, they are trying to squeeze everything possible out of them in order to understand whether a person can grow further. If not, the management does everything to make him realize his failure. Voluntary dismissal in this case becomes a logical end to a fleeting career at Promtech. This is a powerful blow to self-esteem. Feeling second-rate and at the same time seeing the further growth of the company is insanely difficult. To maintain peace of mind, you have to look for someone to blame. Most often they are "Promtekh" and its management.
Valentin Seregin says: “As a person, I am able to understand those who, unable to stay on our ship, clandestinely make inquiries about the company, tell nasty things to strangers. As a businessman, I understand one thing, we are not a charitable society. If you are worthy, you must work. If you want, but you can’t, we will help you, within reasonable limits. But if you can’t and don’t want to, we will quickly leave you out of work. We do not pull anyone to the tops by the ears. Even at the selection stage, I inform people about the upcoming irregular working day for six days a week. Good reasons for absenteeism are considered to be playing sports, the necessary minimum of sleep, raising the educational level, children (not idle pastime with them, but solving pressing problems). Everything else is not. For example, a wife who is against the transfer of an employee from one city to another is not a good reason. This is the reason for the dismissal. Experienced co-workers would ridicule someone who follows his wife's lead. He would be advised to change the second half. If you can't handle your wife, what kind of leader are you? There are some other fundamental requirements - for those who work in an elite group and have already grown up, joined the team. No internal inconsistencies, intrigues, non-team work. The right to make a mistake is recognized - only those who do nothing do not make mistakes. But any dishonesty is a reason for dismissal. The approach is cruel, but it is justified.”
Interestingly, the vast majority of the directors of "Promte-kha" come from the regions. Pampered Muscovites often have the aforementioned "fine spiritual organization." On the other hand, education in the regions is worse than in metropolitan universities. Promtech is looking for a unique match. Most often it is found in provincial children who study at a good Moscow university.
What are the immediate plans of the company's management?
In the near future, Promtech plans to exceed the one billion dollar mark in terms of annual sales of products, to become leaders in two or three more industries in which it operates. The strategic goal is the creation of a transnational corporation. There are other goals, but they remain within the business plan and are not disclosed. What lies ahead for Promtech can be described in the words of Valenty Seregin: “Let's wait and see.”
Questions and tasks.

• How can you characterize the approach of the management of Promtech to the selection of employees?
• How does Promtech management motivate employees? What level of needs of employees, who are the driving force of the company, are the leaders of Promtech oriented towards meeting?
• What are the stages of career development of a specialist in Promtech?
• Describe the personality of Valentin Seregin. According to the Myers-Briggs theory, what type of personality does he belong to?
• Assess the role of the conflict in the development of Promtech.
• Describe the organizational culture of the company. What are the sources of its organizational culture?
• What is the role of the leader in the activities of Promtech?

Organizational culture- these are norms and values ​​that are shared by the absolute majority of members of an organization or enterprise, as well as their external manifestations (organizational behavior).

Main functions:

• internal integration (gives an idea to all members of the structure about the form of their interaction with each other);
• external adaptation (adapts the organization to the external environment).

The process of forming organizational culture is an attempt to constructively influence the behavior of staff. Being engaged in the formation of certain attitudes, value systems among employees within the framework of certain organizational structure it is possible to stimulate, plan and predict the desired behavior, but at the same time, the corporate culture of the organization, which has already developed, should be taken into account. Often, leaders, trying to form the philosophy of their organization, declaring progressive norms and values, even investing some money in it, do not get the desired results. This is partly due to the fact that real-life values ​​and norms come into conflict with the implemented organizational norms. Therefore, they are rejected by the majority of the collective.

Elements of organizational culture

• Behavioral stereotypes (slang, common language used by members of the organization; traditions and customs observed by them; rituals performed on certain occasions).
• Group norms (models and standards that regulate the behavior of members of the organization).
• Proclaimed values ​​(well-known and declared in the organization values ​​and principles that the organization adheres to and implements. For example, “product quality”.).
• Philosophy of the organization (general ideological and even, possibly, political principles that determine the actions of the organization in relation to employees, customers, intermediaries).
• Rules of the game (rules of behavior for employees at work; restrictions and traditions necessary for assimilation by all new members of the team).
• Organizational climate (“the spirit of the organization”, which is determined by the composition of the team and the characteristic way of interaction between its members, as well as with clients and other persons, quality mugs).
• Existing practical experience (techniques and methods that are used by team members to achieve specified goals; the ability to perform certain actions in certain situations that are passed down in the team from generation to generation and which do not require indispensable written fixation).

Types of organizational cultures

The most popular typology was created by K. Cameron and R. Quinn. It is based on four groups of criteria that define the core values ​​of the organization:

• discretion and flexibility;
• control and stability;
• integration and internal focus;
• differentiation and external focus.

clan organizational culture. It implies a very friendly team, where its members have a lot in common. The divisions of the organization resemble large families. The leaders of the organization are perceived by its members as educators. The organization is inseparable thanks to tradition and devotion; inside, great importance is attached to the moral climate and team cohesion. Success in operations is defined as caring for people and a good feeling for consumers. With this type of organizational culture, teamwork and agreement are encouraged.

Adhocracy organizational culture. Implies active entrepreneurial and creative work. To achieve common success, employees are willing to take risks and make personal sacrifices. The leaders of such an organization are considered innovators and risk-takers. The binding element of the organization is a commitment to innovation and experimentation. The obligation to work at the front lines is emphasized. In the long run, the organization focuses on acquiring new resources and growing. Success is the production of unique products or the provision of new services. At the same time, leadership in the market of services or products is important. The organization encourages creativity, freedom and personal initiative.

Hierarchical organizational culture. This type of organizational culture takes place in formalized and structured organizations. Procedures govern all activities of employees. Leaders are rational organizers and coordinators. The organization values ​​maintaining the main course of its activities. The unifying fact in it is official policy and formal rules.

Market organizational culture. This type is dominant in organizations that are focused on achieving results. The main task is to fulfill the intended goals. Employees of such an organization are always purposeful and constantly compete with each other. Leaders are tough competitors and tough administrators. They are always demanding and unwavering. The organization is united by the goal of always winning, for it success and reputation are the main values.

The essence of organizational culture: basic concepts and components. Definition of the concept of organizational culture. Functions and properties of organizational culture

In the narrow sense of the word, culture is the spiritual life of people, a set of ethical norms, rules, customs, and traditions. obtained in the process of upbringing and education. In this sense, one speaks of moral, aesthetic, political, everyday, professional, humanitarian, scientific and technical culture.

In the broad sense of the word, culture includes the results of people's activities in the form of buildings, technology, legislation, universal values ​​and social institutions. In the dictionary it is: “a social system of functionally useful forms of activity organized with the help of norms and values, entrenched in social practice and consciousness of society. Culture in society is represented by material objects, social institutions (institutions, traditions), and spiritual values.

Organization - (from late Latin organize - I communicate a slender appearance, arrange) - 1) a kind of social systems, an association of people who jointly implement a certain program (goal) and act on the basis of certain principles and rules (for example, an employment service); 2) internal order, consistency of interaction with respect to autonomous parts of the system, due to its structure; 3) one of the general management functions, a set of processes and (or) actions leading to the formation and improvement of the relationship between the parts of the whole (structural elements of the system).

Organizational culture:

Organizational culture is a set of beliefs, attitudes, norms of behavior and values ​​common to all employees of the organization. They may not always be clearly expressed, but in the absence of direct instructions, they determine the way people act and interact and significantly affect the progress of the work (Michael Armstrong);

Organizational culture - a set of core beliefs, self-formed, learned or developed by a particular group as it learns to solve the problems of adaptation to the external environment and internal integration, which have proven effective enough to be considered valuable, and therefore transmitted to new members as the right image perceptions, thinking and attitudes towards specific problems (Edgar Shane);

Organizational culture is a set of the most important assumptions accepted by the members of the organization and expressed in the organization's declared values ​​that give people guidelines for their behavior and actions. These value orientations are transmitted to individuals through the “symbolic” means of the spiritual and material intraorganizational environment (O.S. Vikhansky and A.I. Naumov);

Organizational culture is a socio-economic space that is part of the social space of society located within the company, within which the interaction of employees is carried out on the basis of common ideas, ideas and values ​​that determine the characteristics of their working life and determine the uniqueness of the philosophy, ideology and management practice of this company.

The importance of organizational culture for the successful functioning of the company is generally recognized throughout the civilized world. Without exception, all successful companies have created and maintain strong organizational cultures that are most consistent with the goals and values ​​of the company and clearly distinguish one firm from another. A strong culture helps the process of forming large companies.

The main characteristics of organizational culture:

Organizational culture- a set of material, spiritual, social values ​​created and created by the company's employees in the course of their work and reflecting the uniqueness, individuality of this organization.

Depending on the stage of development of the company, values ​​can exist in various forms: in the form of assumptions (at the stage of an active search for one’s own culture), beliefs, attitudes and value orientations (when the culture has developed in the main), norms of behavior, rules of communication and work standards (at fully developed culture).

The most significant elements of culture are recognized: values, mission, company goals, codes and norms of conduct, traditions and rituals.

Values ​​and elements of culture do not require proof, are taken on faith, passed on from generation to generation, forming the corporate spirit of the company, corresponding to its ideal aspirations.

Most interpretations are based on the understanding of culture in the broad sense of the word.

Corporate culture- a system of material and spiritual values, manifestations interacting with each other, inherent in a given corporation, reflecting its individuality and perception of itself and others in the social and material environment, manifested in behavior, interaction, perception of oneself and the environment (A.V. Spivak).

The concept of organizational culture makes more sense when we talk about a company, a firm, an organization. After all, not every organization is a corporation. That is, the concept of "organizational culture" is broader than the concept of "corporate culture".

Functions OK:

Security function is to create a barrier that protects the organization from unwanted external influences. It is implemented through various prohibitions, "taboos", restrictive norms.

Integrating function forms a sense of belonging to the organization, pride in it, the desire of outsiders to join it. This makes it easier to solve staffing problems.

Regulating function supports the necessary rules and norms of behavior of members of the organization, their relationships, contacts with the outside world, which is a guarantee of its stability, reduces the possibility of unwanted conflicts.

adaptive function facilitates the mutual adaptation of people to each other and to the organization. It is realized through general norms of behavior, rituals, rituals, through which the education of employees is also carried out. By participating in joint activities, adhering to the same ways of behavior, etc., people more easily find contacts with each other.

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

Motivational function creates the necessary incentives for this.

Imaging function organization, i.e. its image in the eyes of others. This image is the result of people's involuntary synthesis of individual elements of the organization's culture into some kind of elusive whole, which, nevertheless, has a huge impact on both emotional and rational attitudes towards it.

Properties OK:

Dynamism. In its movement, culture goes through the stages of origin, formation, maintenance, development and improvement, cessation (replacement). Each stage has its own "problems of growth", which is natural for dynamic systems. Different organizational cultures choose their own ways of solving them, more or less effective. This property of organizational culture in the formation of culture is taken into account by the principle of historicity.

Consistency is the second most important property, indicating that the organizational culture is a rather complex system that combines individual elements into a single whole, guided by a specific mission in society and its priorities. This property of organizational culture in the formation of culture is taken into account by the principle of consistency.

Structuring of constituent elements. The elements that make up the organizational culture are strictly structured, hierarchically subordinated and have their own degree of relevance and priority.

OK has property of relativity, since it is not a “thing in itself”, but constantly correlates its elements, both with its own goals and with the surrounding reality, other organizational cultures, while noting its strengths and weaknesses, reviewing and improving certain parameters.

Heterogeneity. Within an organizational culture, there may be many local cultures, reflecting the differentiation of culture across levels, departments, divisions, age groups, national groups, and so on. called subcultures.

Separability is another important feature of organizational culture. Any organizational culture exists and develops effectively only due to the fact that its postulates, norms and values ​​are shared by the staff. The degree of separability determines the strength of the impact of culture on workers. The higher the degree of separability, the more significant and strong influence on the behavior of personnel in the organization has norms and values, goals, codes and other structural elements of organizational culture.

adaptability property organizational culture lies in its ability to remain stable and resist negative impacts, on the one hand, and organically merge into positive changes without losing its effectiveness, on the other hand.

Signs of the organizational culture of the company:

the culture of the organization is social, since many employees of the enterprise influence its formation;

the culture of the organization regulates the behavior of team members, thereby influencing the relationship between colleagues;

the culture of the organization is created by people, that is, it is the result of human actions, thoughts, desires;

the culture of the organization is consciously or unconsciously accepted by all employees;

the culture of the organization is full of traditions, as it undergoes a certain historical development process;

the culture of the organization is knowable;

the culture of the organization can change;

the culture of the organization cannot be comprehended with the help of any one approach, since it is multifaceted and, depending on the method used, is revealed in a new way each time;

company culture is a result and a process, it is in constant development.

Methods for studying the organizational culture of a company (study strategies):

holistic strategy - field methods of studying the situation by real immersion in it;

metaphorical strategy (linguistic) strategy - a strategy involving the study of the documentary-linguistic arsenal of communication and communications of employees, their heroes and anti-heroes of the company;

quantitative strategy involves the use of surveys, questionnaires, interviews and other methods that quantify specific manifestations of culture.