1. Notion that description of corporate coulture

    Culture it is unofficial and internal consciousness of collective, which handles the conduct of persons and is formed on the basis of their conduct. A culture sets the standards of conduct and image of firm, is instrumental in successful adaptation and confluence of the again collected personnel with a firm, forms a favour to the firm. Still some years ago almost nobody knew combination of words «corporate culture», however she was. All «boards of front-rank workers of labour» of soviet period, marks, diplomas et cetera is the classic attribute of corporate culture of many western companies with old history.
    Organization and corporate cultures comparatively recently, in the second half of XX age, became the article of scientific researches of economists, representatives of administrative disciplines, sociologists, social psychologists and in. However fruitful theoretical pre-conditions and empiric supervisions are traced in works of O. Conta, In. Dilteya, F. Tenisa, Covalevscogo, social anthropologists L. Morgan, L. Ouornera and other scientists. A such various theoretical platform created methodological pre-conditions of forming of a few contseptiv of organizational culture, among which rational-pragmatic and fenomenologichna conceptions at the sources of which stood E. Dyorcgeym and Veber became more most influential. Ou. Teylor and And. Fayol.
     Corporate culture – it is the system of values, persuasions, beliefs, presentations, expectations, characters, and also business principles, norms of conduct, traditions, rituals and in. which were folded in organization or its subsections in times of activity and which are adopted by most employees. The first mentions about a corporate culture and attempts to develop its conception as branches of organizational-administrative science attribute to 50th – 60th years of the last century. In 80th years the numerous publications devoted to this question appeared in foreign literature, transferring which is enough heavy. In Russia and on Ukraine to the problem of corporate culture managers, sociologists, psychologists, appealed in 90th years, specialists from general coultourologii, management. Among them it is possible to name Radougina, Dmitrenco, Prigogina, Colesnicova, Egorshina and in.

    Many levels the structure of corporate culture is considered on rice. 1
     Select vertical, horizontal and local subcultures. Vertical subcultures of conditioned by the hieratic structure organization (leaders inferior). Horizontal subcultures are conditioned by the technological division of labor. And local subcultures are formed on crossing of vertical and local subcultures. Subcultures different from a dominant culture on occasion can bring the benefit of organization, for example, to serve by a «nursery» or experimental field.
     Such by appearance, corporate culture – element of the difficult system of administrative, social-psychological, sotsiocoultournih, tehnico-economichnih and other factors. From other side, a corporate culture, as well as each other from the resulted factors, can strouctourovana, presented as a system of component his elements

2. Tipology of corporate coulture

    Into every organization there is the special corporate culture, and large enterprises often form combination of corporate cultures of different types which can show up in different spheres of activity. Accordingly, different people give advantage to different types of organizational cultures. At present o'clock there is the great number of approaches to the types of determination of organizational culture. We will consider some most known from them. Presumably, the shortest and exact classification of organizational cultures was given by an American researcher Ouilyam Oouchi. He selected three their basic kinds:.

3. Development of corporate culture in organization

    There are a lot of factors, that affect organization, direct responsibility for which is carried by the top management. They engulf important questions to which guidance must get busy, that to store the normal internal and external state of firm. It is economic, political, technological and international factors, factors of competition and social conduct. Except for these, there are untraditional factors, which, as appear, have the deciding value for successful activity of organization in a long-term prospect. To them a corporate culture and its appearance is taken [11, s. 228].
     Corporate culture – it is firm integrity, that owns large inertia. Without regard to it, the permanent natural process of development of corporate culture e. That to provide implementation of strategic plans of organization, and sometimes and to store its existence, necessary interference with this process. For implementation of works valid for one occasion from development of corporate culture, and especially primary work, the specialized organizations and consultants are often attracted. But in order to execute this work in large organization, it is needed to create it constantly operating subsection.
     Corporate culture – the special object of planning. Organization must plan itself, and even such punctilious questions, how the valued orientations are, mutual relations of employees, attitude of guidance toward people, style of conduct. Thus realization of project must be carried out through self-perfection of organizations and its employees. Therefore desirably, that as much as possible took the employees of all links participation in development and discussion of the program of development of corporate culture. Then and there will be sense of participation and they will consider a project it.
    Process the prosecutions of development of corporate culture are had by a continuous-cyclic character.We will consider more detailed the stages of planning.

4. Intercommunication of organizational culture and labour productivity workers

    There are a lot of factors, that affect organization, for which direct responsibility is carried by the top management. They engulf important questions to which guidance must get busy, that to store the normal internal and external state of firm. It is economic, political, technological and international factors, factors of competition and social conduct. Except for these, there are untraditional factors, which, as appear, have the deciding value for successful activity of organization in a long-term prospect. To them an organizational culture and its appearance is taken [3, s. 228].
    Organization efficiency of management characterizes quality of construction of organization, its systems of management, acceptance of administrative decisions, reactsiyo systems of management on stresses, conflicts, organizational changes and in. By indexes for its otsinci s level of centralization of functions of management, correlation of quantity of administrative pratsivniciv between different levels of management, specific vaga leaders in the general quantity of vehicle of management, coefficient of lancovosti structure of mene¬dgmentou, speed of acceptance of administrative rishen and other types of labour, zarplatoviddacha, level of satisfaction of necessities of users and others like that [19, s. 34].
    Any the organized process, including production, are carried out and regulated by people. His efficiency to a great extent relies on that, as workers behave to implementation of the functions realization of purpose for the sake of which this process is carried out, and consequently on labour productivity.
    Ìîtivation – it is the process of inducing of every employee and all members of his collective to active activity for satisfaction of the necessities and for achievement of purposes of organization. Motivation is part of organizational culture, that is directed on the rise of labour productivity.
     Duty of the leader consists in that carefully to look after after the inferior, in good time to find out, what active necessities move to each of them, and to make decision on their realization with the purpose of rise of efficiency of work of employees. In the system of motivations a deciding role belongs to material (economic) stimulation which is carried out in such forms, how cash disbursements (lines and indirect), transmissions of material welfares and grants of definite benefits, are. In a normally functioning market economy the money form of material stimulation is basic.
    On the modern stage there is a tendency to the decline of meaningfulness of material stimulation characteristic above all things for the developed countries and is related to the rise of role of such factors, as family, leisure, spare time in the system of vital values of modern workers.
    In these terms of the use of money stimuli comes across the objective limitations related to the unwillingness of workers to sacrifice by the spare time in behalf of work regardless of level of its payment. Especially brightly the given tendency turns out in countries with protestant roots, where to the domestic values special significance is traditionally attached.
     Advantage of the individual systems of stimulation consists in that office workers can see the direct results of the labour. It brings in the element of competition in work of personnel. However on the whole this positive fact can have the negative consequences – worsening of relations in a collective, reserve, envy [4, s. 92].

5. Suggestions in relation to optimization of organizational culture with the purpose of rise of effective activity

    Reality of the lives require conducting of changes in the culture of organization. Realization of these changes is based on the world view and policy of guidance of enterprise, and also on their hard will indeed to realize planned. At presence of hard will to conducting of the set changes it is possible and it is needed to begin a process, but it is always easily to find the correct decision, because the consequences can be heavily supposed. A right to carry out those or other changes in a culture relies above all things on the financial consequences and risk with which it is linked for an enterprise. A policy and purposes of guidance of enterprise must be directed above all things on saving of enterprise and receipt of income.
    Basic the process control of change of culture is beautiful knowledge by guidance of that can and want employees. It must be achieved by regular conversations on the questions of implementation of duty duties. A purpose, essence and policy of changes, must be well carefully thought out and is led to to all participants.
     Purpose of the changes – search, determination, interpretation, formulation really of feasible and acceptable decisions. At presence of purposes they can be used as reference points for drafting of plans.
    Organization to the process of change of culture must pass in the set scopes definite by a strategic purpose. Who that must do, who carries what responsibility, what budget, what other facilities and etc For the management by the changes on each of direction it is necessary to appoint a leader, that on the knowledges, to the capabilities, experience and authority in the state to provide achievement of the put purposes in the noted term, and by means provided funds.
    For the co-ordination of actions and control after motion of realization of changes in the culture of organization must create a definite structure. Must make the organizational structure of process of changes commission from the management, project groups and works.
    The important task during conducting of changes is pidbor of composition of project and working groups. It is necessary to create a command, that consists of specialists of different departments and sectors, that want and can creatively work in the compressed temporal scopes. Setting of these specialists must be carried out after conversation with their chiefs.
     Project a group and working groups need in creation for them of favourable terms, that they could effectively and successfully to work. The given recommendations from planning of change of culture of organization are instrumental in introduction of new technological processes, stimulate people to perfect the position, to promote creation, to do more high-quality products and receipt of more high incomes. It is necessary for successful realization of the program planning of change of culture of organization: