Корпоративная культура в международной компании

Conclusion

The following results are received:
1. Foreign models and types of corporate culture are analyzed and need of creation of corporate culture model has been proved.
2. A set of elements of corporate culture are structured and also the basic principles, tasks and stages of formation of corporate culture of international organizations are defined.
3. The creation algorithm of various elements in the corporate relations is studied.
According to researching material we can offer the plan of measures on formation and improvement of corporate culture:
1. Development of the values system, the purposes and tasks for all participants of corporation;
2. Foundation of the system of search, service and "deduction" of clients of corporation;
3. Programs of interaction with local population, ...

Summary
Abstract 2
Introduction 2
Chapter 1. Literature review 4
Chapter 2. Organizational culture as the proceeding base of corporate culture 5
Chapter 3. Cross-cultural communication as part of corporate culture 6
Conclusion 9
Appendix 10
1. Structure of cultural paradigm in corporate culture 10
2.Corporate culture elements 10
3.Methods of corporative culture foundation on different levels 11
References 12

Introduction

Today no one would question the fact of the political, economic and cultural integration in the globalization process taking place in the modern world. Countries and peoples actively collaborate and cooperate in all spheres of life such as politics, economics or culture. This communication could be realized at different levels - from personal communications to international meetings with using the latest advances in information technology (TV bridges, computer networks, Internet).
The process of globalization naturally leads to the cooperative work in the international political, economic and professional organizations, participation in international forums and conferences, to the work in multinational companies and exchanging of experience in industrial and professional fiel ds.
Corporate culture in international companies makes a corporation staff to absorb the rules and specific regulations inside the company including ethic professional norms and communicative interaction.
According to foreign publications devoted to the theory of organization many researchers perceive cultural differences as a sort of border to international communication and collaboration. Today in the leading international corporations is absolutely recognized the thought that in using cultural differences they become sources of additional features.
Corporate (or organizational) culture as a form of society's culture manifestation is created and operates according to the same laws as any other social culture but has its own specific. The concept of corporate culture is quite new for Russia but it is for a long time and actively studied abroad. Today Russia is a part of the global world and takes active participation in all spheres. So we should be able to control the processes in multinational companies especially the impact of national and corporate culture on human behavior and be able to apply their knowledge and skills to achieve the best the results of its activities.
The paper goal is to identify the key underlying characteristics of corporate culture in international corporations using the method of system analysis.  

The main aspect of this theory is that psychological effect of corporate culture is stronger than individual influence of the certain person as a certain style of behavior extends to all members of the organization. Such norms should be perceived by all the staff as something intended and programmed but not casual or unmotivated. For achievement of such goal biggest world corporations create special models of relationship between members of staff. In this theory the main emphasis is made on fact that facing with casual and unpredictable situation the person tests a condition of internal concern as he can't expect. And then, in our opinion, in the new staff around people model behavior of others on their own samples as they understand that such behavior submits to certain rules. This theory is used on practice by such companies as China Construction Bank, General Electric, Exxon Mobil and other transnational corporations in the modern world.[2]Chapter 2. Organizational culture as the proceeding base of corporate cultureCorporate and organizational cultures are the independent structures crossing in their elements. The organizational culture is the integrated characteristic of the organization (its values, images of behavior, ways of an assessment of activity results) given in language of a certain typology. The organizational culture contains an idea of the purposes and values inherent in the organization, the specific principles of behavior and ways of reaction. According to the theory we can define corporate culture as a difficult complex of the assumptions which are unsubstantially accepted by all members in the concrete organization and setting the general framework of behavior accepted by the most of its staff. It is shown in philosophy and ideology of management, valuable orientations, beliefs, expectations and standards of behavior. So we can say that the organizational culture is a certain model, theoretical construct and the main difference from corporate culture is that the last one has unique features for each organization. At the same time the corporate culture of each concrete organization is an original mix of different organizational cultures types. According to T.O. Solomanidin, a basis of distinction of corporate and organizational cultures is the size of the organization: “For small and average group what the organization consisting of tens or hundreds of workers more suitable is a concept of organizational culture (personal or status and role contact, the developed internal informal structure, etc.). In the organization which incorporates several thousands of people there is no internal informal structure, status and role contact or in general acquaintance at the level of the statuses; in relation it is possible to speak about corporate culture”.[8] In our opinion such division isn't quite proved: at the large company there can be an informal internal structure too and otherwise the relations in a small firm can have the formalized character. So couldn’t be absolutely clear what exact number of employees will be "threshold" between the organization and corporation. Another Russian scientist, V.A. Spivak believes that the concept "organizational" is applicable to the local branch organization, "corporate" is more suitable for international corporation as soon its "enterprises" the culture of small enterprises”.[7] According to this definition, corporate culture is a part of organizational culture. For interpretation of the concept "corporate" as all-professional, at the level of values and norms, business activity or the sphere of production the corporate culture includes broader norms and values defining the social importance and responsibility of the workers occupied in this sphere.Chapter 3. Cross-cultural communication as part of corporate culture"Take any difficult, potentially unstable problem – relationship in the Arab world, the conflict between Serbians, Croats and Bosnians, corporate decisions or relationship between leading and executive levels in the international corporation, – in the depth of any of them it is possible to notice communicative errors and cross-cultural misunderstanding which interfered with solution of the problem in the constructive way."[2]National cultures are too various to interact without problems. In the modern world when it is impossible to react without cross-cultural communication at the most different levels – from interpersonal to international, any person involved in cross-cultural communication. For successful communication in international corporation people have to use the knowledge of other culture to drawing up forecasts and assumptions. In the absence of such knowledge there is no enough reasons for right anticipation. Within this problem researchers emphasis their attention on corporate culture levels. Levels of corporate culture allocate the following components: the established orders in the company, organizational communication, material manifestations of culture and communication language. We will consider these provisions in more detail. The established orders in the company includes ceremonies - in advance planned and prepared, often dramatized show in which various manifestations of corporate culture are shown, for example a ceremony of rewarding with a rank "The best inventor of year". Ceremonies are the series united in one event, for example a ceremony of "start" of a new product, rewarding of the workers who have achieved special results in the work etc. Another element of corporate culture is a ritual which based on ordered system of actions uniting the main values of any organization. For example, the rituals expressing recognition (anniversaries, celebrations of achievements, transfer in the list of the best, public encouragement, collective rest, etc.), show what behavior is welcomed and supported in the organization. The rituals are accompanying the accession of the new employee to collective rather frequently. For example, at many American enterprises of services industry each beginner, irrespective of education, begins the career in department of customer service. It emphasizes need to be guided by needs of the consumer.