Организационная культура саморазвивающейся организации
This article reviews specific of organizational culture, that facilitates a process of continues learning in the context of learning organizations. Shot theoretical review of the concept learning organizations is given with some perspectives for empirical research.
Organizational culture presents an interest for research and practice of social psychology. This article is intended to discuss the problem of managing the organizational structure on two levels that contain most topical problems: general methodological level and technological level. Organizational culture is a system with its distinct features that consists of units and sub-systems with their specific features. An organizational-culture system comprises several levels: leader’s personality level (as well as the personality level in general), level of executive team (as well as of a small group in general), level of organization in general (level of a large group).
This paper presents the evaluation method, which allows analyzing both static and dynamic parts of the effectiveness of the enterprise organizational culture. Static assessment is provided by analysis of the personal and organizational effectiveness. Meanwhile dynamic assessment is based on "Mood Scale" by calculating three indicators - "Expectations Index", "Index of Motivation" and "Index of Cohesion".
Historically, in the doctrine of religious dogmas there were numerous versions of the Gospels. Of these, the official church recognized only four (from Matthew, Mark, Luke and John), declaring the other Gospels either heretical or associating their authors' names with dubious activities (as is the case with Mary Magdalene). But even between the four most popular canonical works there is no complete agreement in the interpretation of moral laws. So, Luke wrote his Gospel, because in many ways he did not agree with Mark. In the title of our book, the word "Gospel" has a double meaning. Firstly, this is a new management approach as a disagreement with previous approaches. And secondly, it is an approach based on the values and disputes surrounding them, reminiscent of the struggle against competing managerial tracts for the most productive business philosophy.
Management action is examined as a part of organizational change models. Running of the organization depends on external and internal environment changing. Organizational behavior management is considered to bean important factor or organizational adaptation.
Traditionally, the effectiveness of the organizational culture is viewed in the context of the overall effectiveness of the company. However, this approach makes it possible to determine the share of the existent organizational culture in productivity of the company only hypothetically. The article presents authors approach based on the concept of «focal points» reflecting the degree of efficiency and stability of the organizational culture of the company.
The concept of entrepreneurial university and role of culture in its formation is analyzed. The understanding of academic entrepreneurial culture, as culture integrating the academic and entrepreneurial values is offered. The article reveals that methods for diagnosis organizational culture in enterprises are not suitable for an assessment of university culture. The suggestions are made for development an adequate technique for the diagnosis organizational culture of entrepreneurial university.