Classification of Corporate Cultures on Corporate Enterprises

Abstract

The article is devoted to the classification of types of corporate cultures on the basis of the works of foreign researchers ‒ R. Harrison, T. Deal and A. Kennedy, V. Schneider, K. Cameron and R. Quinn, E. Schein, who, in spite of the diversity and uniqueness of corporate cultures, identified and classified culture according to the processes taken place within the organization, the managerial aspect, organization orientation, organizational forms and management theory, values, beliefs and basic assumptions. The author describes the existing classifications of types of corporate cultures in the article, as well as determines that corporate culture as an instrument of corporate governance. The recognized classifications of corporate cultures were analyzed. Based on the classification of corporate cultures proposed by K. Cameron and R. Quinn, the author proposed her own classification of Leadership Cultures ‒ the classification of leadership characteristics that dominate on the various stages of the organization’s life cycle. In the article the author has traced changes in corporate culture in the process of the organization development: from its initial stage (the stage of birth) to the end of the life cycle (dying). The author proposed her own classification of corporate culture based the model of the organization life cycle, developed by I. Adizes. The choice of the author of I. Adizes’s model lies in the fact that the focus of this model is on both the growth of the organization and its regression. The key parameters of this model are the degree of flexibility and controllability (control). It is proposed to characterize corporate culture of the enterprise in the context of organization culture classification using the following parameters: ideas and innovations, structure, communication, mission and goals, people, conflicts, growth.