Even if it seems to you that there is no internal corporate culture in your company, it is not so - its formation is inevitable even if the leadership does not set such a goal for itself. Another thing is that the aggregate of established patterns of behavior in this case is spontaneous, and not always the best way affects the activities of the organization.
Corporate culture can improve the efficiency of the enterprise, the employees' goals, with a competently created strategic tool, become common. In addition, the initiative, team spirit and even mutual understanding are being increased. Needless to say, that a competent structure of corporate culture is sometimes the most important component of a company's success.
What is the corporate culture of modern organizations:
- system of leadership and career growth;
- a system of communication between all employees, behavioral norms;
- accepted conflict resolution schemes at the internal and external levels;
- the overall goal of the company, supported by every employee by default;
- the designated position of each employee in the organization;
- shared symbols: slogans, corporate style in clothing, organizational taboos.
Features of the corporate culture of our enterprises, allows us to talk about the types that are most characteristic for domestic organizations.
Types of corporate culture of domestic organizations
If in the West there is a classification: "basketball team" (initiative), "club" (team spirit and growth of the employee within the company), "academy" (traditionality) and "fortress" (the presence of strong managers), then for our companies, the following types of corporate culture:
- "friends". This corporate culture is a natural product of perestroika, its peculiarity was that the company was created by friends / family members. As a result, the goal of the corporate culture was to maintain good relations, which often went against the necessary actions for the development of the company. Today this type of corporate culture can be renamed "nepotism". The tendency to "attach" to the tidbits of relatives and friends does not have the best effect on the team spirit of the other employees;
- "a family". This type of corporate culture is characterized by a hierarchy of relationships, similar to the family one. There are roles for parents and children, and brothers and sisters. The problem of a "family" corporate culture is that the interaction of the members of the organization occurs almost at a telepathic level. The bosses are sure that subordinates should understand him from a half-word, and the latter are guided by intuition, because they do not receive precise instructions;
- culture of the "boss". I could not fail to emerge in a country where the leader traditionally has some kind of fear. The peculiarity of this type of corporate culture is that the same boss automatically becomes "guilty" in
all the mistakes and crises of the organization. The company lacks the team spirit and sense of significance in the overall process.
Changes in the corporate culture of the organization, as well as its emergence, can proceed smoothly and spontaneously, but it is much more effective to keep them under control. The crisis in the company, stagnation or expansion (merger), as well as the change of leadership - a good beginning for qualitative changes in corporate culture. But which direction the organization would not choose, one of the most important tasks is the definition of a clear and understandable goal for all its members, uniting individual individuals into a strong and strong team.