Specificities of Corporate Culture Development: Stages and Influencing Determinants

Corporate culture constitutes an essential component of any organization, whether formally codified or informally established. Its influence on employees is unequivocal, as individuals working within a social environment inevitably affect one another, thereby shaping a shared system of values, norms, rules, and rituals that differentiate one group from another. Such differentiation not only fosters a sense of security, belonging, and cohesion but may also impede employees’ development, adaptability, and perception of reality.
This article examines the significance of corporate culture for employees and organizations as a whole. Particular attention is paid to its relevance in employer selection, as demonstrated by official empirical studies. The findings indicate that corporate culture has consistently ranked third in importance among professionals over an extended period, and sixth among students since 2023, although certain of its individual manifestations have appeared in higher positions.
The research methodology is based on logical analysis, grouping, generalization, synthesis, and interpretation.
The article proposes an eight-stage model for the development of corporate culture, emphasizing practical measures designed to strengthen specific cultural elements, identify areas of application, incorporate motivational tools, and formulate clear descriptors. The analysis outlines key factors that shape corporate culture, including generational characteristics, the owner’s strategic vision, the organizational life cycle, cross-cultural diversity, external trends, and the type of organizational activity, which often determines structural and behavioral patterns. The study further identifies essential principles that should guide cultural development: development orientation, systematization, usefulness, measurability, inclusiveness, coordination, and reward. In addition, the reasons and directions for cultural transformation are specified.
It is argued that corporate culture must evolve in response to changes in both the external and internal environment. Its values and structural components should be aligned with the company’s strategic trajectory and established objectives. The implementation of the proposed developmental process requires careful preparation and consistent execution; however, the expected outcomes are highly valuable and include a cohesive workforce that understands the purpose and significance of its work, an enhanced corporate image, increased productivity, and strengthened relationships with key stakeholder groups.