Organizational culture

In addition to the organizational structure and processes for the successful implementation of the company's strategy, there is also a significant correlation between strategy and organizational culture. Organizational culture represents a set of basic assumptions that the group through the learning of the process, addresses the interference of external adaptation and the internal integration of the enterprise and presents them with the new member as the right way to find out and solve the problems mentioned.

Put simply, organizational culture is also defined as an integral system of norms, values, performances, assumptions, and symbols that determine the way of behaving and responding to the problems of all employees and hence shaping the appearance of an enterprise.

In addition to the previously mentioned coverage, organizational culture is of great importance as well, as it involves new associates in the company. Everyone who joins the company should understand the organizational culture; that makes the culture of the company a management tool that ensures better employee engagement.

Analyzing and shaping organizational culture requires a systematic approach. In most cases, such an approach consists of the following:

We use the analysis of the existing organizational structure, which is similar to the analysis of the organizational structure, for the development of organizational culture profiles. Based on the created profiles of the existing and necessary organizational culture, we carry out an assessment of the consistency between the existing and the necessary organizational culture. Based on mutual comparison, we form the necessary measures to preserve and strengthen the existing organizational culture or to change and actively shape new organizational culture.