Abstract
In this article, theoretical aspects of the formation of modern relations are explored and new approaches to the formation of culture are argued. Corporate culture is not formed immediately, the process of its formation is complex and time-consuming. It develops according to its specific laws, has its own principles, and provides for certain stages. In addition to the tools of information impact on employees, the organization should develop a certain internal organizational policy that will support declarations on these or other values. The stages of improving the corporate culture in the organization were analyzed and it was found that for the successful formation of the culture of organization and the reduction of staff resistance it is desirable to create a system for motivating the implementation of the program for the formation and development of a corporate culture for workers at each level. It is proved that to reduce the resistance of workers it is necessary to develop a program of innovations that was understandable to every employee. All innovations should be discussed in advance at meetings, and cardinal changes at the general meeting. When forming and developing a corporate culture, it is important to take into account the opinion of employees. When starting the program, the so-called manager principle should work: the head of the organization, by his example, must confirm the necessity and correctness of the changes and innovations that are being implemented. This is especially important for organizations in which the first person in the organization always enjoys great authority among employees. All levels must be involved in the process of formation and development of corporate culture. If at some level of innovation is not accepted, cause resistance, they must be adjusted again at the highest level. It is proved that the formation of a corporate culture in the current conditions of functioning is a global strategic resource of the organization.
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