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The analysis of characteristics of organizational culture occupies a special place in the research of contemporary work organizations. It came into the research focus in the ninth decade of the last century, motivated by the need to find and/or explain mechanisms of success, competiveness and survival at the world market, since the open market includes various different, even confronted, value systems that make a frame for firm - environment communication. A specific culture, which is developed inside work organizations, to certain extent forms these organizations, but also directs their communication with their business environment. Besides other things, this culture consists of specific values and norms made in the process of mutual interaction among employees. The value elements of organizational culture are of special importance for the relation between organizational and national culture, and also in the analysis of problems and characteristics of extended work organizations, which consist of several relatively autonomous organizational entities. Since the market relations are of an institutional character, and their changes are slower due to cultural and value inertia, the organizational changes in the processes of globalization cannot be understood without including socio-cultural values into the analysis. If the different value assumptions that "press" organizational culture in the conditions of globalization transition of organizations are not taken into consideration, "the clash of cultures" (or "the clash of values") can appear. This can produce unfavorable influence on business effects of organizations. |
