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Phenomenon of corporate culture in the system of social factors of high-quality development of labor potential

Journal: Management of the economy: theory and practice (Vol.5, No. 5)

Publication Date:

Authors : ;

Page : 343-353

Keywords : corporate culture; values; transformation; quality of labor potential; innovative activity; social partnership; mentality;

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Experience of the market economy countries convincingly indicates that developed corporate culture is a powerful key factor of qualitative development of labor potential and growth of innovative activity of employees of the enterprises and organizations. Corporate culture in Ukraine remains an unused resource, doesn't favour an economic growth and innovative development of the enterprises, increase of the personnel's competitiveness. The aim of the paper is to research the essence of corporate culture, determine the features of its development and transformation problems in the conditions of market managing, and define its role in qualitative labor potential development of the enterprises and organizations. Corporate culture is suggested to be interpret as a subsystem of enterprise organizational culture which reflects a set of certain values, norms and behavior models which are declared, divided and realized in practice by heads of the enterprises and their subordinates (personnel), proving the efficiency in the course of adaptation to the requirements of internal development of the organization and environment requirements. The corporate culture forms behavioral sense of values of the management and subordinates at the enterprises, joins them in the general aspirations to all-round prosperity of organization, formation of image of the team capable to develop and implement the most progressive, original ideas and innovations. Throughout time the content, targets, principles, techniques of corporate culture were qualitatively changing depending on changes of a political system, patterns of ownership, state of development of the general societal culture, dominating ideological values and behavioral standards. Unlike change of productive relations change of corporate culture always demands more time. A corporate culture, as well as an organizational culture of any enterprise as a whole, is a dynamic system which means the existence of: 1) a certain hierarchy of values which dominates among the organization's heads and personnel, 2) sets of ways of their realization which prevail at a certain stage of development of the enterprise. Both dominating values, and ways of their realization, independently of specifics of activity of the modern enterprise, can't exist separately, they are under the influence of environment - market demand, competition, various factors and tendencies (at the levels of the region, area, country, world markets) which with a different orientation and force influence the organizational culture of the enterprises. It is proved that for the majority of the Ukrainian enterprises the existing corporate culture is in a contradiction with problems of adaptation to the competitive environment requirements. On a basis of the sociological researches and expert estimates some types of culture so characteristic to activity of the modern Ukrainian enterprises are defined: 1) "Bureaucratic pyramid", 2) "Dictatorship of the owner", 3) "Business partnership" 4) "Democratism and coordination". The third and fourth types of corporate culture are recognized as the most progressive, however in Ukraine the first and second types of corporate culture are the most widespread, as a relationship between heads and subordinates is traditionally built on the principles of a paternalism.Further transformation of the corporate culture focused on partnership, is necessary to consider as a powerful reserve of economic growth and innovative development of the domestic enterprises. Formation of progressive types of corporate culture will favour a high-quality development of labor potential, however this demands qualitative transformation of heads and subordinates labor mentality towards the assistance to productive social dialogue.

Last modified: 2017-08-31 22:23:25