Mechanism of organizational culture in a multinational organization: essence and components

Abstract

One of the specific characteristics that distinguish modern network-oriented models of multinational organizations is the extreme importance of the human factor in achieving the target level of economic performance, taking into account the organizational component. That is why the study of the essence and components of the mechanism of the organizational culture of a multinational organization is now extremely relevant. The purpose of this study is to determine the essence of the concept of "mechanism of the organizational culture of a multinational organization" and to systematize and analyze all components of the mechanism of the organizational culture of a multinational organization. Based on the results of the morphological analysis of the essence of the concept of "mechanism" and the results of the systematization and analysis of the main elements, factors and components of the mechanism of organizational culture, it was determined that organizational culture is also a mechanism for setting the behavior of employees on a target course through common values, norms as key elements of organizational culture. It is proved that to study the mechanism of organizational culture, it is necessary to use retroduction as a method of inference, in which events are explained by identifying the mechanisms capable of generating them. It was determined that in the process of consciously forming the mechanism of the organizational culture of a multinational organization, the employee fully identifies with the organization, as a result of which he not only understands the goals of the organization and follows the behavior patterns, but also fully shares all the values of the organization, positively perceives the procedures and artifacts created on their basis. Moreover, the established mechanism of organizational culture will have a positive synergistic effect on the effectiveness of the organization's activities, therefore, in addition to determining the dominant types of organizational culture, it is necessary to determine the level of their compatibility with the requirements of the national culture of the country in which the multinational organization operates.