MODELS AND TYPES OF ORGANIZATIONAL CULTURE IN THE CONTEXT OF MODERN SOCIAL TRANSFORMATIONS

Abstract

The article is devoted to the sociological study of specific features of organizational culture in organizations of public, private (commercial) and public (non-profit) sectors of society in the context of social change in Ukrainian society (on the example of Zaporozhye region). Based on the analysis of different approaches to the definition of "organizational culture", its essential features are highlighted: 1) is part of the management of social development and accordingly has elements of management (leadership interaction, power-division, management style, etc.); 2) is an orderly moral and ethical, value and normative system (values, ideas, beliefs and normative patterns of behavior) of organizations; 3) ensures the optimal integrity of the organization through integration (internal) and adaptation (external), comprehensively characterizes the level of development of the organization; 4) is a specific type of group culture, the degree of institutionalization of which is much higher than other types of group cultures. The aim of the study − to define the purpose and types of organizational culture in the context of modern social transformations. To solve the purpose of the article, both general scientific and sociological methods of cognition of social phenomena and processes were used, namely: logical-historical, structural-functional and comparative analysis − to study organizational culture and its features; analysis and synthesis − to highlight the content of organizational culture; classifications - for the typology of organizational culture in modern sociological science; structural-functional analysis − to clarify the structure and functions of organizational culture. The sociological interpretation of organizational culture using the provisions of different paradigmatic approaches, which explains it: a) as an element of social management and as a value-normative system of social organization that regulates the behavior of individuals − members of the organization; b) as an extrapolation of the value structure of society and value-normative consistent patterns of management and organizational interaction on the functioning of individual organizations in different sectors of society.