organizational culture

In the process of functioning of the organization there are not predictable situations, the result of which is the uncertainty of further strategic development. At the same time, most organizations are experiencing processes for the formation of new rules, procedures and standards of conduct. In other words, we are talking about the formation of a corporate culture. At the same time, the latter is an effective form of adaptation of the organization to the new conditions of management.

The article points out that the peculiarity of an enterprise conforming to the new economic conditions, is recognizing knowledge as a basic tool for creating competitive advantages, adoption and implementation of initiatives aimed at managing knowledge. The difference between the concepts of «knowledge» and «information» are specified. One of the features that distinguish knowledge from information is that knowledge depends on context and subjective conditions of its use; it is closely linked with the person while information may exist independently.

The article highlights the value-regulative aspects of organizational culture that enhance its role in ensuring the effective activity of the company. There are characterized structural, humanistic, ideological, symbolic paradigms of organizational culture in the context of company management systems. The main attention is focused on the main areas the impact of organizational culture on enterprise activity, which is manifested through the processes, structure, system of relationships.