organizational culture

The paper is devoted to problems of formation of innovative culture, the culture of continuous training and changes, which is a necessary element of a self-training organization. Characteristics and functions of innovative culture are treated, which support permanent innovations and provide internal integration and long-term external adaptation of an organization. Characteristics of the personnel of an innovative organization and its internal and external competences are formulated.

Introduction. One of the modern trends in the development of management and organizational behavior are the focus on the human factor, the personality, as a key resource of the organization and the strengthening of social and humanistic management orientation.

Introduction. The system of motivation of employees, based on the system of personnel management and organizational culture needs to involve personnel potential of the enterprises in the decision of key problems of development of economy and society.

The changes in the external and internal environment of the organization, the emergence of new organizations, new management paradigms and knowledge of human behavior necessitates the development and practical implementation of new models of organizational behavior. In a dynamic external environment can be effective organizations applying new behaviors that have changed the nature of the interaction «organization – the person» and «organization – the environment». Theoretical analysis.