Organizational culture - a system of norms and rules of conduct

organizational culture - a relatively new term emerged.Under this concept understand the system of common values ​​and views that are shared by all members of the same company.Organizational culture - is the basis of life-building corporation.As experience shows, for progressively developing companies characterized by a high level of spiritual attainment.

organizational culture - a system of norms and rules of conduct, common values, which takes everyone in the organization.Considering this concept, it is impossible not to note its relation to the overall set of social, spiritual and industrial achievements of people.

demeanor, language, speech, core values ​​and principles of the company's life are reflected in the organizational culture that distinguishes one organization from another.In addition, all of these factors combine to influence the development and the existence of the corporation in the future.

Along with this dual nature is viewed and enjoyed by the organizational culture.This is reflected, on the one hand, the influence on it of prevailing values ​​and ideas, goals, prominent leaders, rules and standards.On the other hand, corporate culture creates its own system of values.

The basis of the existing body of spiritual achievements of the company is developed within the framework of generally accepted regulations and laws of the philosophy of the corporation.The fundamental acts include, in particular, the Declaration of Human Rights, religious teachings, the Civil Code, the Constitution, the Charter and other companies.Development of the company's philosophy is to be in accordance with the national composition of its members, the number of employees, regional characteristics, the cultural level of the staff, quality of life, the type of production.Ignoring established regulations within the enterprise leads to the development of conflicts between labor and management, customers and suppliers.Ultimately, the reduced image of the company in the corporate structure a crisis that leads, as a rule, to ruin.

most common types of organizational culture - the culture of power, roles, tasks, and personality - can be considered as a kind of benchmark in determining and shaping a particular philosophy of the company.This takes into account the desires and situation.The presented typology of organizational culture bred English Professor Charles Handy management.

Generally, small businesses engaged in securities, real estate and trade.In such companies, a thriving culture of power completely independent from the main source.Basically in such structures are made with the help of friends or friends, the final decision on the device depends on the head of the enterprise.

For bureaucracies characteristic culture role.These companies have a high degree of formalization by employees to strictly observe the rules.The main source of power here is the situation, the power of the expert is estimated in conjunction with the relevant provisions.

Culture challenges inherent in organizations, based on the working groups or teams are formed to address specific issues.The structure of such companies estimate the power expert and his ability to work in a team.

In the case where the company formed to promote the interests of the incarnation of several (or one) of individuals in its structure, there is a culture of personality.The specificity of such corporations is that prior to the general objectives of the priority objectives of one or more employees.By and large, companies with a culture of personality owe their existence to this individual.That is why it is subordinated to the interests of all.