Corporate culture and organizational effectiveness: methodological approaches and empirical assessment

Abstract

This study aims to study the relationship between organizational success and corporate culture through extensive methodological and empirical assessments. The corporate culture of the organization has a significant impact on competitiveness, job satisfaction and motivation, and all this contributes to its success. To get a complete picture of corporate culture and its consequences, the research methodology combines qualitative and quantitative methods such as focus groups, surveys, statistical analysis and interviews.

The purpose of this study is to study the relationship between corporate culture and the effectiveness of the organization through integrated methodology and empirical assessments. Corporate culture plays a key role in shaping the efficiency and success of the organization. It mainly includes common values, beliefs, attitudes and behaviors that determine how individual employees actually interact and act in the organization. To fully understand the content of corporate culture as a phenomenon, it is necessary to familiarize yourself with its methodology. A mixed method will be used that will combine qualitative and quantitative approaches to provide a comprehensive understanding of the topic and problem. Qualitative methods, such as interviews and focus groups, will be used to get deep insights into the corporate culture of the selected organizations. Quantitative methods, such as surveys and statistical analysis, will be used to assess the relationship between corporate culture and the effectiveness of the organization on a larger sample.           Corporate culture has a significant impact on motivation, job satisfaction, commitment to the goals of the organization, as well as its success and competitiveness in the market. The initial systematic studies of corporate culture were initiated by the American psychologist and sociologist E. Mayo. It was he who first used it for social organization in the 1920-1930s. And based on the results, it was concluded that universal development in group involvement is necessary to effectively manage the behavior of employees[1].Immediately, the theoretical understanding of organizational culture was emphasized from the works of Ch. Barnard and G. Simon, they are outstanding representatives of the school of social systems. The term "organizational morality" they introduced to describe the relationship between management decision-making and the commitment of employees to moral standards, goals and values that prevail above all in the company. These norms of values function as methods of growth of the organization. They show that the nature of the manager's responsibilities is changing. And therefore, at this time, in modern realities, corporate culture is trying to include various aspects of culture formed specifically around a particular organization. Each of these aspects can be of decisive importance for the formation of a corporate culture for the effective development of the organization[2]. Also, by studying the mission of corporate culture on the effectiveness of organizational efficiency, the scientist Parsons showed in his models. His model is mainly designed on the specification of certain functions that must perform in order to achieve success, let it be a social system or organization. The model was called AGIL. Abbreviation of the expression: Adaptation. Achieving goals. Integration. Legitimacy.