{"id":8571,"date":"2021-10-27T09:45:09","date_gmt":"2021-10-27T06:45:09","guid":{"rendered":"http:\/\/journals.khnu.km.ua\/vestnik\/?p=8571"},"modified":"2021-12-16T10:50:11","modified_gmt":"2021-12-16T08:50:11","slug":"vplyv-pandemiyi-covid-19-na-formuvannya-ta-rozvytok-korporatyvnoyi-kultury-kompaniyi","status":"publish","type":"post","link":"https:\/\/journals.khnu.km.ua\/vestnik\/?p=8571","title":{"rendered":"\u0412\u043f\u043b\u0438\u0432 \u043f\u0430\u043d\u0434\u0435\u043c\u0456\u0457 COVID-19 \u043d\u0430 \u0444\u043e\u0440\u043c\u0443\u0432\u0430\u043d\u043d\u044f \u0442\u0430 \u0440\u043e\u0437\u0432\u0438\u0442\u043e\u043a \u043a\u043e\u0440\u043f\u043e\u0440\u0430\u0442\u0438\u0432\u043d\u043e\u0457 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0438 \u043a\u043e\u043c\u043f\u0430\u043d\u0456\u0457"},"content":{"rendered":"

<\/p>\n

\u0412\u041f\u041b\u0418\u0412 \u041f\u0410\u041d\u0414\u0415\u041c\u0406\u0407 COVID-19 \u041d\u0410 \u0424\u041e\u0420\u041c\u0423\u0412\u0410\u041d\u041d\u042f \u0422\u0410 \u0420\u041e\u0417\u0412\u0418\u0422\u041e\u041a \u041a\u041e\u0420\u041f\u041e\u0420\u0410\u0422\u0418\u0412\u041d\u041e\u0407 \u041a\u0423\u041b\u042c\u0422\u0423\u0420\u0418 \u041a\u041e\u041c\u041f\u0410\u041d\u0406\u0407<\/p>\n

THE INFLUENCE OF THE COVID-19 PANDEMIC ON THE CORPORATE CULTURE FORMATION AND DEVELOPMENT<\/p>\n

\"\"<\/a> \u0421\u0442\u043e\u0440\u0456\u043d\u043a\u0438: 150-154. \u041d\u043e\u043c\u0435\u0440: \u2116<\/strong>5, <\/strong>\u0422\u043e\u043c 1, 202<\/strong>1 (2<\/strong>98)<\/strong><\/p>\n

\u0410\u0432\u0442\u043e\u0440\u0438:<\/strong>
\n\u0406\u0412\u0410\u041d\u0427\u0415\u041d\u041a\u041e \u0413. \u0412.
\nORCID: 0000-0002-5654-1514
\ne-gmail: galina.valeriivna@gmail.com
\n\u0412\u0456\u043d\u043d\u0438\u0446\u044c\u043a\u0438\u0439 \u0442\u043e\u0440\u0433\u043e\u0432\u0435\u043b\u044c\u043d\u043e-\u0435\u043a\u043e\u043d\u043e\u043c\u0456\u0447\u043d\u0438\u0439 \u0456\u043d\u0441\u0442\u0438\u0442\u0443\u0442 \u041a\u0438\u0457\u0432\u0441\u044c\u043a\u043e\u0433\u043e \u043d\u0430\u0446\u0456\u043e\u043d\u0430\u043b\u044c\u043d\u043e\u0433\u043e \u0442\u043e\u0440\u0433\u043e\u0432\u0435\u043b\u044c\u043d\u043e-\u0435\u043a\u043e\u043d\u043e\u043c\u0456\u0447\u043d\u043e\u0433\u043e \u0443\u043d\u0456\u0432\u0435\u0440\u0441\u0438\u0442\u0435\u0442\u0443<\/p>\n

HALYNA IVANCHENKO
\nVinnytsia Institute of Trade and Economics of Kyiv National University of Trade and Economics<\/p>\n

DOI<\/strong>:<\/strong>\u00a0https:\/\/www.doi.org\/10.31891\/2307-5740-2021-298-5(1)-25<\/a>
\n\u041d\u0430\u0434\u0456\u0439\u0448\u043b\u0430 \/ Paper received :<\/strong> 22.07.2021
\n\u041d\u0430\u0434\u0440\u0443\u043a\u043e\u0432\u0430\u043d\u0430 \/ Paper Printed :<\/strong> 04.10.2021<\/p>\n

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\n\u00a0 \u00a0 \u00a0\u041a\u043b\u044e\u0447\u043e\u0432\u0456 \u0441\u043b\u043e\u0432\u0430:<\/strong> \u043a\u043e\u0440\u043f\u043e\u0440\u0430\u0442\u0438\u0432\u043d\u0430 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0430; \u043f\u0430\u043d\u0434\u0435\u043c\u0456\u044f COVID-19; \u043e\u0440\u0433\u0430\u043d\u0456\u0437\u0430\u0446\u0456\u0439\u043d\u0430 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0430; \u0441\u0438\u0442\u0443\u0430\u0446\u0456\u0439\u043d\u0456 \u0444\u0430\u043a\u0442\u043e\u0440\u0438; \u0431\u0456\u0437\u043d\u0435\u0441 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0430.<\/p>\n

\u0420\u043e\u0437\u0448\u0438\u0440\u0435\u043d\u0430 \u0430\u043d\u043e\u0442\u0430\u0446\u0456\u044f \u0430\u043d\u0433\u043b\u0456\u0439\u0441\u044c\u043a\u043e\u044e \u043c\u043e\u0432\u043e\u044e<\/strong><\/p>\n

\u00a0 \u00a0 \u00a0 The article analyzes the importance of corporate culture in the company. The main structural elements of corporate culture are identified. It is established what features are situational factors on the organizational culture implemented in the company. Corporate culture is formed under the influence of natural and directed factors. The first are the external environment in which the organization operates, including social norms, market and economic situation, the place of organization in society. The second group of factors that produce the company’s culture are purposeful actions of management and employees. Situational factors under the influence of which the corporate culture in business currently operates influence the behavior of both the individual employee and the team as a whole. In the most effective organizations, culture supports and promotes the goals and strategies of the company. Standards and expectations help employees work to achieve company success.
\nIt is also noted that for the maintenance and development of corporate culture in the context of the COVID-19 pandemic, such components as corporate values, the role of leader and the brand of the employer are important. Corporate values, which are spelled out in internal documents and transmitted to employees on a periodic basis, form the company’s reputation. Leadership serves as a behavioral guideline in the activities of the company’s employees, allows to increase their productivity. The brand of the employer is an important factor that determines the external and internal image of the organization in the long run. It is suggested that in order to improve the existing or form a new corporate culture, the company should conduct a detailed analysis of changes in the organization, eliminate outdated practices that have lost their meaning and get feedback from employees on the main key elements of a new or improved corporate culture. Corporate culture management is an important element in the life of the company. Diagnosis of corporate culture allows you to determine the strength of the company’s culture, which, in turn, makes it possible to predict the stability of the company under the influence of external and internal destructive factors.
\n\u00a0 \u00a0 \u00a0 Keywords:<\/strong> corporate culture; the COVID-19 pandemic; organizational culture; situational factors; business culture.<\/p>\n

References<\/strong><\/p>\n

    \n
  1. Bashuk T.O. (2011) Dotsilnist formuvannia korporatyvnoi kultury na pidpryiemstvi. Marketynh i menedzhment innovatsii. \u2116 2. S.\u00a0179-184. 318<\/li>\n
  2. Kravchanko V.O., Nykyforenko V.H. (2013)Orhanizatsiina kultura v systemi upravlinnia personalom. Visnyk Skhidnoukrainskoho natsionalnoho universytetu. Ch. 1, \u2116 7(196). S. 152-155.<\/li>\n
  3. Makovoz O.S. (2015) Korporatyvna kultura yak skladova upravlinnia pidpryiemstvom. Problemy ta perspektyvy funktsionuvannia pidpryiemstva ta pidpryiemnytstva. \u2116 2. S. 187-191.<\/li>\n
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  5. Khymych I.H. Formuvannia korporatyvnoi kultury pidpryiemstva v suchasnykh ekonomichnykh umovakh. Suchasni sotsialno-ekonomichni problemy teorii ta praktyky rozvytku ekonomichnykh system. 2015. \u2116 31. S. 105-116.<\/li>\n
  6. Daum,\u00a0D. L., &\u00a0Mastrangelo,\u00a0P. M.\u00a0(2020).\u00a02020 Global Workplace Culture Survey: The impact of COVID19 in the United States working population.\u00a0CultureIQ.\u00a0http:\/\/go.cultureiq.com\/gwcsreport-2020-download<\/a><\/li>\n
  7. Daum, D., & Maraist, C. (2021). The importance of culture in the era of COVID-19. Industrial and Organizational Psychology, 14(1-2), 160-162. doi:10.1017\/iop.2021.40<\/li>\n
  8. Does\u00a0corporate\u00a0reporting\u00a0need\u00a0a\u00a0culture\u00a0shock? \u0432\u0435\u0431-\u0441\u0430\u0439\u0442. URL: https:\/\/www.ey.com\/en_gl\/assurance\/does-corporate-reporting-need-a-culture-shock<\/li>\n
  9. 2021 Global Talent Trends Study. URL: https:\/\/www.mercer.com\/our-thinking\/career\/global-talent-hr-trends.html<\/a> (Last accessed: 01.10.2021).<\/li>\n
  10. Young,\u00a0S. A., &\u00a0Maraist,\u00a0C. M.\u00a0(2020).\u00a0A culture framework that helps businesses thrive in a transparent world.\u00a0CultureIQ.\u00a0https:\/\/cultureiq.com\/blog\/a-culture-framework-that-helps-businesses-thrive-in-a-transparent-world\/<\/a><\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[53],"tags":[],"_links":{"self":[{"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts\/8571"}],"collection":[{"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=8571"}],"version-history":[{"count":5,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts\/8571\/revisions"}],"predecessor-version":[{"id":10046,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts\/8571\/revisions\/10046"}],"wp:attachment":[{"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=8571"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=8571"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=8571"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}