Організаційні цінності: теоретичний аналіз поняття та практичних аспектів застосування

Abstract

В статті викладено результати міждисциплінарного теоретичного дослідження щодо поняття та явища «організаційних цінностей». Встановлено низку особливостей, які визначають основний сенс, зміст та практичні аспекти явища. Зроблено висновок про те, що організаційні цінності на практиці суттєво сприяють потужній організаційній культурі, здатності організації бути більш потужною та стійкою. Introduction. The practical use of organizational values in the professional sphere in Ukraine is not sufficient, is superficially understood among commercial organizations and is not used among state organizations of Ukraine. It is possible that Ukraine lags far behind this factor and this is one of the key problems in gaining membership status in various intergovernmental organizations. In practice, Ukrainian top managers have a distorted view of the humanitarian component of the subordinate organization or ignore it altogether. This results in failures in strategic decisions and plans for the implementation of major tasks. Purpose. Theoretically investigate the meaning, essence, content and practical features of the phenomenon of "organizational values" as one of the central components of the phenomenon of organizational culture. Methods. The methodology of the article is the use of theoretical analysis through the synthesis of configurational approach, synergy and system-functional, philological analysis. Originality. The main scientific novelty of the article is that it theoretically defines the meaning, content of the concept and practical aspects of the implementation of organizational values as a phenomenon. The practical significance of the article is that it creates a basis for purposeful, balanced and adequate implementation of organizational values in practice. Conclusion. The peculiarities of the phenomenon and the concept of "organizational values" are that they can be considered a certain set of material, spiritual, professional, group, informational, moral, social, personal phenomena in the organization. These phenomena are necessary, organizations are needed for something. Because of this, they are stored with the possibility of partial modification, are used for some purposes, can be passed on to future generations. Organizational values are when they are recognized by the vast majority of employees of the organization, and especially its leaders. Yes, it gives meaning to the most important in joint activities, determines the ability to have and develop an organizational culture, significantly contributes to the realization of organizational goals. With unprofessional use of organizational values, their potential disappears until the negative, opposite consequences. Therefore, the formation and allocation of organizational values should be approached professionally enough or not developed at all. Organizational values are highlighted key concepts that will not depend on the situation, but will come from the mission, the main purpose of the organization. Organizational values should be divided into basic, situational. In this case, situational can be of different content: material, target, personal, social, professional and others with different variations in their combination. Potentially, this should significantly contribute to the launch of a quality and strong organizational culture. At the same time, substantiation of organizational values should be carried out with the involvement of staff from all levels of tasks. Obviously, this is worth a try, as the current state of functioning of the "human factor" in most organizations of Ukraine is in a state of neglect or in a presentational and imitative state.