\u041d\u0430\u0434\u0440\u0443\u043a\u043e\u0432\u0430\u043d\u0430 \/ Paper Printed :<\/strong> 05.05.2020<\/p>\n\u0410\u043d\u043e\u0442\u0430\u0446\u0456\u044f \u043c\u043e\u0432\u043e\u044e \u043e\u0440\u0438\u0433\u0456\u043d\u0430\u043b\u0443<\/strong><\/p>\n\u00a0 \u00a0 \u00a0\u0423 \u0441\u0442\u0430\u0442\u0442\u0456 \u0434\u043e\u0441\u043b\u0456\u0434\u0436\u0435\u043d\u043e \u043e\u0440\u0433\u0430\u043d\u0456\u0437\u0430\u0446\u0456\u0439\u043d\u0443 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0438 \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432 \u043c\u0435\u0440\u0435\u0436\u0435\u0432\u0438\u0445 \u0441\u0442\u0440\u0443\u043a\u0442\u0443\u0440 \u043a\u0440\u0430\u0457\u043d\u0438 \u0432 \u0441\u0443\u0447\u0430\u0441\u043d\u0438\u0445 \u0442\u0440\u0430\u043d\u0441\u0444\u043e\u0440\u043c\u0430\u0446\u0456\u0439\u043d\u0438\u0445 \u0443\u043c\u043e\u0432\u0430\u0445. \u0414\u043e\u0441\u043b\u0456\u0434\u0436\u0435\u043d\u043e \u043f\u043e\u0437\u0438\u0442\u0438\u0432\u043d\u0456 \u0435\u043a\u0441\u0442\u0435\u0440\u043d\u0430\u043b\u0456\u0457 \u0444\u0443\u043d\u043a\u0446\u0456\u043e\u043d\u0443\u0432\u0430\u043d\u043d\u044f \u043c\u0435\u0440\u0435\u0436\u0435\u0432\u043e\u0457 \u0441\u0438\u0441\u0442\u0435\u043c\u0438. \u041e\u0431\u0491\u0440\u0443\u043d\u0442\u043e\u0432\u0430\u043d\u043e \u0444\u0430\u043a\u0442\u043e\u0440 \u0432\u043f\u043b\u0438\u0432\u0443 \u043d\u0430 \u0434\u0456\u044f\u043b\u044c\u043d\u0456\u0441\u0442\u044c \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432 \u043c\u0435\u0440\u0435\u0436\u0435\u0432\u0438\u0445 \u0441\u0442\u0440\u0443\u043a\u0442\u0443\u0440. \u042f\u043a \u0440\u0435\u0437\u0443\u043b\u044c\u0442\u0430\u0442 \u043d\u0430\u0443\u043a\u043e\u0432\u0438\u0445 \u0434\u043e\u0441\u043b\u0456\u0434\u0436\u0435\u043d\u044c, \u0456\u0434\u0435\u043d\u0442\u0438\u0444\u0456\u043a\u043e\u0432\u0430\u043d\u043e \u043e\u0441\u043d\u043e\u0432\u0456 \u043a\u043e\u043c\u043f\u043e\u043d\u0435\u043d\u0442\u0438 \u043d\u0430 \u043e\u0441\u043d\u043e\u0432\u0456 \u044f\u043a\u0438\u0445 \u0437\u0434\u0456\u0439\u0441\u043d\u044e\u0454\u0442\u044c\u0441\u044f \u0444\u043e\u0440\u043c\u0443\u0432\u0430\u043d\u043d\u044f \u0441\u0442\u0440\u0430\u0442\u0435\u0433\u0456\u0457 \u043e\u0440\u0433\u0430\u043d\u0456\u0437\u0430\u0446\u0456\u0439\u043d\u043e\u0457 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0438 \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432 \u043c\u0435\u0440\u0435\u0436\u0435\u0432\u0438\u0445 \u0441\u0442\u0440\u0443\u043a\u0442\u0443\u0440.
\n\u041a\u043b\u044e\u0447\u043e\u0432\u0456 \u0441\u043b\u043e\u0432\u0430 :<\/strong> \u043e\u0440\u0433\u0430\u043d\u0456\u0437\u0430\u0446\u0456\u0439\u043d\u0430 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0430 \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432, \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432\u0430 \u043c\u0435\u0440\u0435\u0436\u0435\u0432\u0438\u0445 \u0441\u0442\u0440\u0443\u043a\u0442\u0443\u0440, \u043a\u043e\u043c\u043f\u043e\u043d\u0435\u043d\u0442\u0430 \u043e\u0440\u0433\u0430\u043d\u0456\u0437\u0430\u0446\u0456\u0439\u043d\u043e\u0457 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0438, \u0441\u0442\u0440\u0430\u0442\u0435\u0433\u0456\u044f \u043e\u0440\u0433\u0430\u043d\u0456\u0437\u0430\u0446\u0456\u0439\u043d\u043e\u0457 \u043a\u0443\u043b\u044c\u0442\u0443\u0440\u0438 \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432 \u043c\u0435\u0440\u0435\u0436\u0435\u0432\u0438\u0445 \u0441\u0442\u0440\u0443\u043a\u0442\u0443\u0440, \u0432\u0435\u043a\u0442\u043e\u0440\u0438 \u0440\u043e\u0437\u0432\u0438\u0442\u043a\u0443.<\/p>\n\u00a0\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 \u00a0Modern scientific research points to the fact that without a properly formed organizational culture of enterprises at network structures it is impossible to achieve a high level of economic efficiency. In this context, it is quite relevant to study the components of\u00a0 organizational culture enterprises at network structures in modern conditions of operation.
\nThe article substantiates the conceptual and applied aspects the strategy of organizational culture enterprises at network structures. It is established that the process of implementing the strategy of organizational culture of enterprises at network structures can be divided into the following stages: the process of strategic planning and management.
\nIt is investigated that the formation of organizational culture enterprises at network structures activates interpersonal communications, creates a highly productive and efficient work team, provides a sense of belonging to the network structure, participation in common results. On the basis of which the main factors influencing the implementation of the strategy at network structures are identified: the presence of a strong leader; firm intention of the management enterprises to act according the established traditions; manifestation of constant care for employees of enterprises.
\nIt is noted that organizational culture involves the development of a clearly defined strategy that would involve all components of organizational culture based on the use of management functions. This strategy should be built in accordance with the overall strategy of the network, at taking into account all the features and specifics of the industry.
\nIt is proved that the enterprises of network structures change the strategy of organizational culture in the following cases: for a long time it does not ensure the achievement of satisfactory performance; competing firms have dramatically changed their strategy; other external factors for the company\u2019s activities have changed; prospects have opened up for taking measures that can significantly increase the company\u2019s profits; changed or new customer preferences appeared, or there were trends for possible changes in this area; the tasks set in the strategy of organizational culture have already been solved and fulfilled.
\nIt is established that the formation of component organizational culture of enterprises at network structures forms the following strategic vectors of development: to act more efficiently and effectively, taking into account trends, threats and opportunities; counteract stereotypes that limit the capabilities of employees; to realize the involvement of employees in collective activities, their inseparability; to build a positive image of enterprises at network structures; determine the correct system of employee motivation; to establish the mission and goals of enterprises at network structures, to build organizational values and ideals; understand individual and collective behavior, understand leadership style and leadership issues.
\nThe article examines the organizational culture of enterprises of network structures of the country in modern transformational conditions. Positive externalities of network system functioning are investigated. The factor of influence on the activity of enterprises of network structures is substantiated. As a result of scientific researches, the components on the basis of which formation of strategy of organizational culture of the enterprises of network structures is carried out are identified.
\nKey words:<\/strong> organizational culture of enterprises, enterprises of network structures, component of organizational culture, strategy of organizational culture enterprises at network structures, vectors of development.<\/p>\nReferences<\/strong><\/p>\n\n- Vivchar, O.I. (2011) Osoblyvosti innovatsiinoho marketynhu v Ukraini [Features of innovative marketing in Ukraine]. Visnyk Dnipropetrovskoho universytetu. Naukovyi zhurnal – Bulletin of Dnipropetrovsk University. Scientific journal. \u2116 10\/1. Volume 19. Dnepropetrovsk. 185\u2013190.<\/li>\n
- Vivchar, O.I., Kolesnikov, A.P. (2015) Sotsialna bezpeka [Social security]. Navchalnyi posibnyk – Tutorial. Ternopil: FO-P Shpak VB. 146.<\/li>\n
- Vintonov, V. (2001) Orhanizatsiina kultura ta yii vplyv na strukturni zminy na pidpryiemstvakh [Organizational culture and its impact on structural change in enterprises]. Rehionalna ekonomika – Regional economy. \u21164. 207\u2013210.<\/li>\n
- Guseva, O.Y. (2015) Imperatyvy stratehichnoho upravlinnia torhovelnymy pidpryiemstvamy z urakhuvanniam makrotrendiv biznesu [Imperatives of strategic management of commercial enterprises, taking into account business macro trends]. Teoretychni i praktychni aspekty ekonomiky ta intelektualnoi vlasnosti – Theoretical and practical aspects of economics and intellectual property. Issue 2 (12). Volume 1. 99-105.<\/li>\n
- Stelmashchuk, A.M, Stelmashchuk, Y.A. (2016) Rozvytok merezhevykh ekonomichnykh system yak servisnyi zakhid zrostannia masshtabiv efektyvnosti vyrobnytstva informatsiini tekhnolohii ta ekonomichna bezpeka [Development of network economic systems as a service measure to increase the scale of production efficiency, information technology and economic security]. Naukovo-vyrobnychyi zhurnal \u201cInnovatsiina ekonomika\u201d – Research and Production Journal \u201cInnovative Economy\u201d. 3-4\u2019 [62]. 222-229.<\/li>\n
- Pogrebnyak, V.A. (2005) Kultura orhanyzatsyy kak obekt rehuliarnoho upravlenyia [Culture of the organization as an object of regular management]. Vopros upravlenyia predpryiatyem – Issues of enterprise management. \u2116 1 (13). 59.<\/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":[8],"tags":[],"_links":{"self":[{"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts\/861"}],"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=861"}],"version-history":[{"count":3,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts\/861\/revisions"}],"predecessor-version":[{"id":3716,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=\/wp\/v2\/posts\/861\/revisions\/3716"}],"wp:attachment":[{"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=861"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=861"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/journals.khnu.km.ua\/vestnik\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=861"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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<\/a> \u0421\u0442\u043e\u0440\u0456\u043d\u043a\u0438: 51-55. \u041d\u043e\u043c\u0435\u0440: \u21162, 2020 (280)<\/strong><\/p>\n