The dissertation is devoted to substantiation of scientific and theoretical foundations, methodical and practical recommendations concerning formation and development of organizational culture on motivational bases.
The first section clarifies the theoretical foundations and categorical apparatus of the subject area of the formation and development of organizational culture based on motivational aspects. Scientific and theoretical approaches to defining the essence of the concept of “organizational culture” are generalized. This allowed to justify the need to use a combination of socio-psychological and managerial approaches. A morphological analysis of the concept “organizational culture” is performed. Its own definition is formulated as a unique set of important norms, values, rules, rituals, symbols, traditions, morals, etc.
It is determined that the organizational culture and employee motivation in the organization have a direct relationship, as the implementation of an effective system of employee motivation creates the conditions for productivity growth in the organization, has a positive impact on the formation and development of organizational culture. Implementation of the motivational function of organizational culture involves the use of monetary and non-monetary methods of motivation.
The second section of the dissertation is devoted to the development of analytical tools for assessing organizational culture and employee motivation.
With the help of economic and statistical methods, an analysis of current trends in Ukrainian society was conducted. The author found that the greatest motivator for employees is material reward, however, due to the existing crisis processes in the economy, businesses can’t always use monetary methods of motivation. Among the main demotivators are determined these: the lack of career prospects, poor communication between the leader and subordinates and the lack of regular rewards.
The stage sequence of formation and development of organizational culture is offered in the thesis. It consists of four stages: diagnostics of organizational culture and motivation; assessment of organizational culture and motivation levels; comparison of evaluation results; development of recommendations for the formation and development of organizational culture. To assess the organizational culture, a methodological approach is proposed. It is based on the assessment of the parameters of internal and external environment, allowed to determine a generalized indicator of organizational culture, assigned it to one of the groups: the one that has a tendency to degradation, medium, high, very high. The interpretation of their economic essence is substantiated and presented. In addition, the assessment of individual parameters allowed to determine the state of the team: excellent status, major status, moderate despair, declining status. A methodical approach to assessing employee motivation is developed. It includes quantifying the level of employee motivation and substantiating the scale with the following intervals: low, sufficient, high, combined with a qualitative analysis of the main motivators and demotivators that affect the level of organizational culture. It is determined that the material reward is the greatest motivator in the work of employees of all studied health care institutions. The matrix of the relationship between the level of organizational culture and employee motivation, which is based on a comparison of indicators of the level of organizational culture and employee motivation, is substantiated. This matrix allowed to position the studied health care facilities in a certain quadrant among the twelve possible and to choose the path of formation and/or development of organizational culture depending on the selected quadrant.
In the dissertation methodological recommendations for the formation and development of organizational culture are proposed. They are based on certain parameters of organizational culture in conjunction with the relevant list of recommendations for employee motivation at each stage of activities.
Theoretical, methodical provisions, conclusions and recommendations substantiated in the dissertation can be used in the management system of health care institutions for formation and development of organizational culture. The results of the dissertation are implemented in the activities of The Research Institute of Occupational Hygiene and Occupational Diseases of KhNMU (№ 01-17/31 from 15.07.2021); in the activities of The Stomatological Centre of KhNMU (№ 12-d from 17.05.2021). In the educational process of Simon Kuznets Kharkiv National Economic University during the teaching of “Management” for bachelors in 073 “Management” (№ 21/86-21-89 from 29.06.2021).
