The theoretical approaches to the formation of instruments of influence on the process of formation of competitive advantages of an enterprise based on corporate culture are considered in the thesis, the conceptual apparatus of corporate culture is improved and the preferential directions of influence on corporate culture are identified in order to increase the competitiveness of an enterprise.
The corporate culture, defined by the author as a social glue, allows the staff to mobilize the personnel to solve the urgent tasks of enterprise development on the basis of grouping around common values, can be used as an effective tool for providing competitive advantages.
The following components of the company’s competitive advantages were identified: market share growth, sales growth, quality improvement, ability to develop new products, overall efficiency, and degree of employee satisfaction, which can be directly related to corporate culture indicators that can be managed by influence.
A study was conducted of the influence of the value system on the limiting possibilities of adjusting the corporate culture of engineering enterprises, and also analyzed the relationship between corporate culture and the level of competitive advantages of an enterprise using the method of partial and canonical correlation between components of corporate culture and quantitative measures of competitive benefits. In addition, the corporate culture of domestic machine-building enterprises was assessed from the point of view of the theory of integrated spiral dynamics.
It is proved that, based on the assumption of a direct link between corporate culture and individual competitive advantages, it is possible to determine the indicators of corporate culture, which should be used as parameters of enterprise competitiveness management. These are the indicators of the CC, such as the mission and involvement (by Denison) that demonstrate a powerful significant correlation with the following components of the company’s competitive advantages: sales growth, market share growth, ROA, and quality improvement.
It is proved that the consideration of the system of values can reveal internal contradictions that determine the development of the corporate culture of the enterprise in a certain direction and explain some features (internal mechanisms) of the development of individual cultures.
The key to modern domestic enterprises is the contradiction between individualism and collectivism of the dimensions of the CC, which are determined in accordance with Hofstede's approach, and the leap in one step to the values of interaction and mutual support, which determines the development of corporate culture in the direction of the emergence of new mechanisms of involvement in the priorities of the enterprise.
The mechanism was improved and approaches to the corporate psychological capital utilization were proposed as the most effective channel of influence on CC and the methodological foundations for adapting the corporate culture of machinebuilding enterprises to the conditions of virtualization of intellectual labor were deepened. A mathematical model has been tested for the selection of situationallyoriented strategies of players in the labor market, which allows visualizing adaptive changes in their priorities when choosing a labor-award ratio.
The mathematical model of the strategy of choosing situation-oriented strategies of workers in the labor market is presented, which allows to visualize and identify the adaptive changes of their priorities when choosing the labor-award ratio, which in turn leads to deformation in the perception of corporate culture and internal values of the enterprise. On the basis of this approach, the task is solved to predict the influence of subjective factors on the involvement of employees in the goals and objectives of the enterprise and determine the measures for the operational compensation of their negative effects at the level of correction of the enterprise CC.
The mathematical model of deformation of corporate culture during virtualization of intellectual work is proposed. The shift for virtualization of intellectual work at machine-building enterprises is explained by the desire for positive changes in the age structure of high-skilled employees, the expansion of the recruitment geography, and the possibility of attracting the most highly qualified specialists needed to ensure the competitiveness of high-tech enterprises, which includes machine building.
The mechanism of ensuring the effectiveness of the enterprise on the basis of a controlled impact on the corporate culture is based on the superposition of the Greiner model and the profile of the company’s CC by Denison. Such a superposition allows to identify contradictions in development and through the combination of the phases of the development of the organization by Greiner and the alternative trends in shaping the corporate culture profile of Denison.
