Researchers identify the stages of corporate culture design [26].
- Setting goals.
- Analysis of external and internal conditions.
- Analysis of the state of corporate culture
- Planning changes to corporate culture.
- Planning changes to management style.
- Development of methods for changing corporate culture and management style.
- Conducting an experiment.
- Project refinement.
- Training and psychological preparation of employees.
- Overcoming resistance and implementing the project.
In the practice of implementing corporate projects by domestic organizations, there is a tendency to substitute the process of developing a high-quality corporate culture with a superficial one. In particular, the emphasis is placed not on developing a high ethical and psychological culture among employees, but on presenting the external attributes of corporate culture (Corporate Culture Policy, logo, flag, design, employee dress code, etc.). This is linked to the conservatism and general cultural level of people in the post-socialist space, as well as the fact that the path to developing corporate culture is difficult, whereas creating formal external attributes requires less time and effort. This approach is also based on the fact that partners and clients, looking at the facade of corporate culture’s external attributes, do not immediately realize that the external appearance does not reflect the substance of corporate culture.
The humanization of work (humanization of production) can have a significant impact on the development of corporate culture. Researchers identify several directions for the humanization of work [26].
- Strengthening management through values and culture.
- Shifting the management model toward organizational cultures of “creative teams,” “collegiality,” and “one big family.”
- Developing a motivation system that takes into account the diverse needs of employees.
- Strengthening moral methods of motivation.
- Intellectualization of work.
- Creating comfortable working conditions.
- Ensuring opportunities for self-actualization and growth for employees both at work and outside of work.
- Fostering a spirit of collectivism and teamwork while providing opportunities for each individual to develop, provided these do not conflict with the organization’s strategic goals. Working to improve the social and psychological climate within the organization and its departments.
- Developing positive external manifestations of corporate culture: creating a corporate identity, a system of rituals and celebrations, and establishing a distinctive behavioral style, etc.
- Exploring the organization’s roots, history, heroes, and myths.