Currently, managed items are not only technical means, human resources, but also the organizational culture of the enterprise. It not only helps to understand its essence (like any other culture), but also tune in to a business spirit and imbue with a working atmosphere. Of course, it is theoretically impossible to conduct a briefing containing a list of standards of conduct in a given regular situation for each employee. The principles of organizational culture help people adapt in certain situations, because each member of the team is imbued with the norms and rules of the company.
Each organization is a complex mechanism that is constantly evolving and functioning. It is constantly exposed to outside, adapts to certain changes, which requires her to accumulate a certain potential, which could provide an adequate response to the external environment, as well as a change in the surrounding reality.
The culture of the organization in its traditional sense is defined as the philosophy and ideology of the management system, value guidelines, symbols that are accepted by all employees. This cultural approach to the structure of the enterprise allows us to understand how to really create organizational reality and be able to influence it with the help of philosophical, linguistic, normative and ritual mechanisms.
The most important thing is to correctly build this system so that it is the strategic tool that could coordinate all structural units and team members to achieve a specific goal.
A properly set organizational culture of the enterprise contributes to the success of the company, strengthening its position in the market and making a profit. It is known that at present, trainings that are held at the enterprise for staff have become very popular. This is done to form an organizational culture. This process originates on the basis of elementary methods (for example, writing a company anthem) or from special programs or research, the purpose of which is to find out the main problems in production.
Thus, a conclusion suggests itself about the essence of such a concept as the organizational culture of an enterprise. This is a set of specific rules and standards of conduct that employees must adhere to. Sometimes such basic requirements are prescribed in the job description or in the company's charter.
Note that this culture is the tool that helps to realize the boldest ideas of leadership in relation to the business idea. It can become more feasible and effective.
The formation of organizational culture occurs within a certain time from the beginning of the existence of the company in the market. During this time, the profitability of the ideas put forward is checked, and the best and most effective ones are selected on their basis. It is very difficult to measure the internal characteristics of organizational culture, and it is difficult to study them, because it entails large administrative costs. This process requires a set of analytical and research activities, large-scale surveys and interviews with all employees.
The organizational culture of the enterprise is expressed in the behavior of employees in relation to various groups of people. Among them are the bosses, and employees, and subordinates, and the client base. This line of behavior is very easy to measure, because it can be freely traced. Thus, the conclusion suggests itself that the standards adopted at the enterprise are reflected in the behavioral reactions of the team, and the effectiveness of decision-making depends on the behavior of employees and management.
