What is an organizational culture?

Organizational culture manifests itself in the form of values, generally accepted beliefs and existing norms of behavior that underlie the relationship both within the organization and outside it.

It is known that the management services changed the basic elements of this characteristic of people's behavior somewhat and began to use it more as a factor to increase the competitiveness and efficiency of management and production. The bearers of organizational culture are the members of society, i.e. people.

There is the concept of corporate culture. It should be analyzed and its specificity. Corporate culture is a set of rules that are acceptable to all employees of the company. Note that such a culture, like any other, is formed and changes in the process of human activity. But in those corporations where all systems of building relationships have already settled, this culture is separated from its carriers and becomes part of an organization that affects employees. Very often it can cause the failure of those innovations that were successfully launched in another company. The presence of a corporate culture is recorded in all organizations. And it does not depend on whether someone is dealing with its formation or not.

The emergence of the term "organizational culture" refers to the 70-ies of the 20th century, and the conceptual basis of it was developed in the 1980s in the United States. This process was influenced by researchers of individual behavior, management systems and organization theory.

The formation of this culture depends on internal and external factors that influence the development of the organization, which can be spontaneous or directed. It is also influenced by its social and business environment, as well as by state, national and ethnic factors.

Organizational culture is formed under the influence of certain reasons:

Among the primary called:

• Interest from management;

• Reaction of management in the event of a critical situation;

• Attitude to the production and style of behavior of superiors;

• Criteria for the promotion of employees.

Secondary:

• Structure of the organization;

• Information transfer system;

• Interior design, interior and exterior design;

• Stories about those people who played a role in the formation of the enterprise.

There are such elements of organizational culture as:

1. The philosophy of the enterprise, which determines the attitude towards employees and clients.

2. Dominant value system.

3. Norms of relations in the organization.

4. System of rules of work and behavior in the enterprise.

5. Socio-psychological conditions of work

6. Rituals, symbols and behavioral ceremonies.

Based on the foregoing, we can draw the following conclusions:

1. Due to the fact that the organization overcomes difficulties with external adaptation and internal integration, it acquires a certain experience, which becomes the basis of its culture.

2. Organizational culture is formed in a situation of joint overcoming of emerging difficulties.

3. The basis of such a culture is formed by the founders of the enterprise in this particular case, and its core is created on the basis of their life experience and worldview.

4. The essence of organizational culture lies in the fact that it is a habitual habitat for those employees who work in this production. However, the principles of the impact of this concept become noticeable for new employees or external observers.

5. The principles of this culture can be fully understood only after studying the history of the creation and development of the organization, in particular, in relation to the critical moments with which it has faced throughout its development.

If all the characteristics of the organizational culture are clarified correctly, this will help management realize its decisions in practice, and also develop realistic plans for the future.