- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
Purpose – This paper aims to develop a system view of the organizational culture, given entropy of theoretical and methodological outlooks on the phenomenon alongside simultaneous growth of number of research reports. Design/methodology/approach – Sequential structural and ontological analysis of the Schein’s (2004) point of view on organization culture enabled to form a way of system comprehension of the respective object field on conscious and unconscious levels. Findings – Structural ontology of organizational culture represented by the mythopoetic concept of organization, which is a composition of unconscious motives reflecting standard and management peculiarities of functioning characteristic of a certain group. Research limitations/implications – The proposed methodological discourse actualizes a hypothesis on organizational unconscious as a specific factor of organizational culture and begets a respective direction of the further researches. Originality/value – This is the first methodological concept, that provides a system comprehension of the object field of organizational culture. The concept has important implications for methodological designs of further researches and systematization of already obtained data within the domain.
The described methodological discourse relying on the series of structural-ontological visualizations made it possible to formulate one of the possible variants of system comprehension of the organizational culture object field. Following Schein in considering organizational culture as shared basic assumptions of a group, we point out the following structural-ontological and genetic peculiarities of the given phenomenon. Firstly, the basic assumptions are formed in the process of interaction of group members, which is stipulated by the organizational hierarchy. This, in its turn, stipulates ideal-imaginative ad praxeological peculiarities of morphology of organizational culture as a system. Secondly, organizational culture geneses presupposes implementation of organizational idea through building a hierarchic group and appearance of relationships among its members in order to create an organizational product. In the process of the above-mentioned, the group members form individual attitude towards idealimaginative concept of organization. Resulting from intra-group interaction there appear the first shared (collective) basic assumptions of organization. Thirdly, organizational culture has conscious and unconscious levels. The structural ontology of the latter is represented by the mythopoetic concept of organization, which is a composition of unconscious motives reflecting standard and management peculiarities of functioning characteristic of a certain group. Fourthly, mythopoetic concept of organization, on the one hand, is constituted by projections of unconscious subject-matters of the group members. On the other hand, it introjectively actualizes their value attitude to the organization and influences stylistic peculiarities of organizational behavior. The described above actualizes a hypothesis on organizational unconscious as a specific factor of organizational culture. Versatile verification of this hypothesis, to our mind, is the important perspective of the further researches in the sphere of organizational psychology.