Analysis of the enterprise`s readiness to implement modern tools of corporate culture development
-
DOIhttp://dx.doi.org/10.21511/dm.18(4).2020.01
-
Article InfoVolume 18 2020, Issue #4, pp. 1-9
- 555 Views
-
105 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Corporate culture is a unique attribute of the enterprise that positively affects the socio-economic results of its activity and develops under the influence of external and internal factors. The paper suggests a group of factors influencing corporate culture that determine the effectiveness and speed of its development. This group includes the level of competence of HR managers; the level of influence on staff of formal and informal leaders and their attitude to changes; the presence of cultural bugs, the attitude of the existing culture to changes, the degree of hierarchy, the speed of communication channels, the level of staff satisfaction with the situation, the presence of feedback. An analysis of global trends of enterprises’ corporate culture development allowed formulating the following areas of its improvement for the domestic enterprises: formation of a passionate employee, ensuring a balance between work and personal life, an individual approach to personal development and the effectiveness of staff activities, the organization of a virtual office, diversification as a part of teams, and reduction of hierarchy levels. The assessment of the domestic enterprises readiness to implement measures in the framework of the identified areas indicates that the most enterprises are ready to introduce modern tools for the development of corporate culture. At the same time, the necessity was revealed to introduce the individual approach to identify areas for improving professional skills and ensuring a balance between work and personal life of employees.
- Keywords
-
JEL Classification (Paper profile tab)D23, J53, M14, M54
-
References37
-
Tables3
-
Figures0
-
- Table 1. Якісна інтерпретація показника готовності підприємства до впровадження інноваційних заходів з розвитку корпоративної культури
- Table 2. Оцінка готовності ПАТ «Харківміськгаз» до впровадження інноваційних заходів з розвитку корпоративної культури
- Table 3. Оцінка готовності підприємств Харківського регіону до реалізації заходів з розвитку корпоративної культури за основними світовими тенденціями
-
- Armstrong, M. (2009). Praktika upravleniya chelovecheskimi resursami [The practice of human resource management] (1040 p.). St. Petersburg: Piter Press. (In Russian).
- Buzko, I. (2002). Strategicheskoye upravleniye investitsiyami i innovatsionnaya deyatelnost predpriyatiya [Strategic investment management and innovative activities of the enterprise] (176 p.). Lugansk: VUNU im. V. Dalya. (In Russian).
- Cameron, K., & Quinn, R. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (288 p.). New Jersey: John Wiley & Sons.
- Denison, D. (1984). Bringing corporate culture to the bottom line. Organizational Dynamics, 13(2), 5-22.
- Denison, D. (1990). Corporate culture and organizational effectiveness. New York: John Wiley & Sons.
- Derhachova, V., & Fedirko, H. (2018). Features of formation of corporate culture at the enterprises of Ukraine. Economic Bulletin of NTUU «KPI», 15, 1-8. (In Ukrainian).
- Elvesson, M. (2005). Organizatsionnaya kultura [Organizational culture] (460 p.). Kharkov: Humanitarian Center. (In Russian).
- Engelen, A., Flatten, T., Thalmann, J., & Brettel, M. (2014). The effect of organizational culture on entrepreneurial orientation: A comparison between Germany and Thailand. Journal of Small Business Management, 52(4), 732-752.
- Fedulova, І. (2009). Obhruntuvannia napriamiv innovatsiinoho rozvytku pidpryiemstv khliborobnoi haluzi [Substantiation of directions of innovative development enterprises of the grain industry] (512 p.). Kyiv: NUHT. (in Russian).
- Gaponenko, A. (2008). Upravleniye znaniyami. Kak prevratit znaniya v kapital [Knowledge management. How to turn knowledge into capital]. Moskva: Eksmo. (In Russian).
- Harrington, E. (1965). The Desirability Function. Industrial Quality Control, 21(10), 494-498.
- Harris, P., & Moran, R. (1996). Managing Cultural Differences. Houston: Gulf Publishing Co.
- Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture, 2(1), 1-7.
- Hovorukha, Zh. (2012). Diahnostyka rivnia hotovnosti pidpryiemstva do zdiisnennia innovatsiinoi stratehii [Diagnosis of the level of readiness of the enterprise to implement an innovation strategy]. Agrosvit, 15, 34-39. (In Ukrainian).
- Idris, S., Wahab, R., & Jaapar, A. (2015). Corporate cultures integration and organizational performance: A conceptual model on the performance of acquiring companies. Procedia - Social and Behavioral Sciences, 172, 591-595.
- Kottler, J., & Heskett, J. (1992). Corporate culture and Performance (224 p.). New York: Free Press.
- Lane, H., & DiStefano, J. (1988). International Management Behavior (391 p.). Toronto: Nelson.
- Millington, M., & Schultz, J. (2009). The Challenge of Organization Culture in Quality Assurance Implementation. Journal of Rehabilitation Administration, 33(2), 121-130.
- Musіjovska, O., & Gudz, O. (2017). Innovative susceptibility and innovative ability in the process of formation of innovative policy of enterprise. Black sea economic studies, 18, 83-88. (In Ukrainian).
- Nedobieha, O., & Natalenko, M. (2012). The theoretical basis for determining availability of personnel of enterprises in innovative activity. Time description of economic reforms, 2(6), 131-137. (In Ukrainian).
- Nongo, E., & Ikyanyon, D. (2012). The influence of corporate culture on employee commitment to the organization. International Journal of Business and Management, 7(22), 21-28.
- Otenko, I., & Chepeliuk, M. (2018). Korporatyvna kultura: mizhnarodnyi ta transformatsiinyi aspekty [Corporate Culture: International and Transformational Aspects] (242 p.). Kharkov: KhNEU. (In Ukrainian).
- Ouchi, W. (1982). Theory Z: How American Business Can Meet the Japanese Challenge. Boston: Addison-Wesley.
- Pascale, R., & Athos, A. (1981). The Art of Japanese Management (221 p.). New York: Simon and Schuster.
- Pettigrew, A. (1979). On Studying Organizational Cultures. Administrative Science Quarterly, 24(4), 570-581.
- Piters, T., & Uoterman, R. (1986). V poiskah effektivnogo upravleniya (Opyt luchshih kompanij) [In search of effective management (experience of the best companies)]. Moskva: Progress. (In Russian).
- Robbins, S., & Coulter, M. (2002). Menedzhment [Management] (888 p.). Moskva: Vilyams. (In Russian).
- Rynkevich, N. (2019). Organizational culture of enterprises: challenges, threats and trends. Economic Herald of the Donbas, 3(57), 123-136. (In Ukrainian).
- Selznick, Ph. (1992). The Moral Commonwealth: Social Theory and the Promise of Community. Berkeley: University of California Press.
- Sheyn, E. (2007). Organizatsionnaya kultura i liderstvo [Organizational culture and leadership]. St. Petersburg: Piter. (In Russian).
- Simon, H. (2011). Administrative Behavior. New York: Basic Books.
- Simoneaux, S., & Stroud, C. (2014). A strong corporate culture is key to success. Journal of Pension Benefits, 22(1), 51-53.
- Smolinska, N. (2011). Methodical approaches to assessing the level of innovation capacity of the enterpriselinskaya. Marketing and management of innovations, 4(1), 215-221. (In Ukrainian).
- Spivak, V. (2001). Korporativnaya kultura [Corporate culture] (352 p.). (In Russian).
- Vihanskij, O., & Naumov, A. (2001). Menedzhment [Management]. Moskva: Ekonomist. (In Russian).
- Yastremska, O., & Blyzniuk, T. (2008). Otsinka innovatsiinoi spryiniatlyvosti pidpryiemstva [Evaluation of innovative susceptibility of an enterprise]. Ekonomika: problemy teorii ta praktyky - Economics: problems of theory and practice, 241(4), 748-755. (In Ukrainian).
- Zankovskij, A. (2002). Organizacionnaya psihologiya [Organizational psychology] (648 p.). Moskva: Flinta. (In Russian).