Consideration of organizations as communities with a uniform understanding of their goals, values \u200b\u200band places, values \u200b\u200band behavior, caused the concept of organizational culture to life. The organization forms its own appearance, which is based on the specific quality of products and services provided, the rules of behavior and moral principles of employees, reputation in the business world, etc. This is a system of generally accepted in the organization of ideas and approaches to the formulation of the case and to the forms of relations and to achieving the results of activities that distinguish this organization from all others.

Organizational culture is new Region. Knowledge included in the series of management sciences. It also stood out of a relatively new area of \u200b\u200bknowledge - organizational behavior, which studies common approaches, principles, laws and patterns in the organization.

The main goal of organizational behavior is to help people more productively exercise their duties in organizations and receive greater satisfaction.

To implement this goal, it is required, among other things, to form value Installations Personality, organization, relationships, etc. We are talking On the norms, rules, or standards, on organizational behavior. Any behavior should be assessed or self-standard according to the most socially progressive standards. This is a rather large area of \u200b\u200bapplication forces and for theorists, and for practitioners. The relevance of the study and application of such rules, rules and standards is undoubted.

As a result, a new scientific direction be distinguished from organizational behavior - organizational culture, which will always be it part of. For each direction in organizational behavior, there is their own organizational culture and all of them constitute a single whole.

Organizational culture is a system of socially progressive formal and informal rules and norms of activity, customs and traditions, individual and group interests, features of personnel behavior of this organizational structure, guide style, employee satisfaction indicators working conditions, the level of mutual cooperation and compatibility of workers among themselves and with the organization, development prospects.

The characteristic of organizational culture covers:

• - Individual autonomy - the degree of responsibility, independence and opportunities to express the initiative in the organization;
• - the structure is the interaction of bodies and persons, existing rules, direct guidelines and control;
• - the direction is the degree of formation of goals and prospects of the organization;
• - Integration is a degree to which parts (subjects) within the organization are supported by support for the implementation of coordinated activities;
• - managerial support - a degree in which managers provide clear communication relations, assistance and support to their subordinates;
• - Support is the level of assistance provided by the heads of their subordinates;
• - Stimulation - the degree of dependence of remuneration from labor results.
• - identification - the degree of identification of workers with the organization as a whole;
• - conflict management - the degree of resolution of conflicts;
• - Risk management is a degree to which employees are encouraged in innovation and taking risks.

These characteristics include both structural and behavioral measurements. This or that organization may be analyzed and described in detail on the basis of the parameters and properties listed above.

Levels of organizational culture.

The study of organizational culture begins with the surface

External facts are visible, but often not interpreted.

• - Technologies,
• - Architecture,
• - Observed samples of behavior.

Value orientations and beliefs - require deeper knowledge and acquaintances, affects deeper values.

• - checked in the physical environment;
• - Verified only through social consensus.

Basic and hidden assumptions are accepted subconsciously and shortly.

• - relationships with nature;
• - attitude to man;
• - Attitude to work;
• - Understanding reality, time and space.

The model is quite universal, as it is invariant with respect to industry affiliation of the organization, stage of the life cycle of its development, form of ownership, etc. Nevertheless, it seems to us that with all their advantages, this model is theoretical character, the categories of elements are used to the field of study of anthropologists, therefore its application in management practice is not always convenient. You can offer more simple model Corporation cultures, which represents two organizational levels.

At the top level, such visible factors such as clothing, symbols, organizational ceremonies, work environment are presented. The upper level represents cultural elements having an external visible representation. At a deeper level, values \u200b\u200band norms that determine and regulate the behavior of employees in the company are located. The values \u200b\u200bof the second level are closely related to visual samples (slogans, ceremonies, style of business clothing, etc.), they seem to flow out of them and designate their inner philosophy. These values \u200b\u200bare supported and developed by the employees of the organization, each employee of the company must share them or at least show their loyalty to the accepted corporate values.

Depending on which of specified levels Learn, there is a division of organizational crops on subjective and objective. The first includes elements of symbols: Heroes of the organization, myths, stories about the organization and its leaders, rites and rituals, taboos, the perception of the language of communication and slogans. It serves as the basis for the formation of management culture and decision-making, that is, the styles of management and solving problems.

An objective organizational culture is usually correlated with the physical environment and the perception of the organization: the building and its design, location, equipment and furniture, colors and volume of space, dining room, parking for cars, etc. Among the so-called "levels" can also be called a model "Multilayer bulb " Based on the prerequisites of the model, the organizational culture is intertwined and is all perisive, therefore, the signs of its presence can be found in all organizational processes and projections. The model demonstrates that the layers of culture must be coordinated with each other. Otherwise, people in the organization feel discomfort, and culture begins to destroy the organization, lead to malfunctions in technology and interaction with the business environment.

A famous specialist in the field of strategic management G. Johnson proposed a model of the "cultural network" of the organization. It reflects the most important elements of the organization based on the paradigm (the most focused expression of the system of basic representations according to E. Chehin). The disadvantage of the model can be called that the elements of the "network" are not ordered hierarchically. For example, rituals and symbols are at the same level as the power structures or control system.

In the works of S.P. Robins and M. Kubra, the following parameters are allocated (internal cultural values \u200b\u200bof the organization) when characterizing the organizational culture):

• - the purpose and objectives of the organization and its "face" (top quality, leadership in its industry, the spirit of innovation).
• - seniority and power (powers inherent in posts or face, respect for seniority and power).
• - the value of various guidelines and functions (powers of the personnel department, the importance of posts of various vice-presidents, the role of various departments).
• - Appeal with people (concern for people and their needs, respect for individual rights, training and opportunities for advanced training, fair payment, motivation).
• - The role of women in management and other positions.
• - Criteria for choosing on guidelines and regulatory positions.
• - Organization of work and discipline.
• - The degree of risk employees.
• - Style of manual and management (authoritarian, advisory or style of cooperation, the use of committees and target groups, social partnership.
• - Decision making processes (who makes decisions with whom consultations are held).
• - distribution and exchange of information (as employees informed).
• - the nature of the contacts (preference to personal or written contacts, the possibility of contacts with the highest leadership);
• - the nature of socialization (who communicates with whom during and after work, special conditions, such as a separate dining room, etc.).
• - Ways to solve conflicts (the desire to avoid conflict or compromise, the participation of senior management).
• - Features of internal control.
• - Evaluation of performance (secret or open, by whom it is carried out how results are used).
• - Remuneration system.
• - identification with the organization (loyalty and integrity, spirit of unity, pleasure from working in the organization).

Thus, we found out that the concept of organizational culture is a new area of \u200b\u200bknowledge, a series of management sciences, a system of socially progressive formal and informal rules and norms of the level of mutual cooperation and compatibility of employees among themselves and with the organization, development prospects. Organizational culture has 3 levels: external, internal, subconscious.

Conducting an analysis of the structure of organizational culture, E. Shane allocates three levels: superficial, deep and internal. The surface level includes such organizational characteristics such as services or products that provide or creates a company, formal or informal language communication, slogans, used technology, architecture of industrial premises and offices, observed behavior of workers, etc. At this stage, the phenomenon and things are easy to detect, but they can not always decipher them and interpret in the concepts of organizational culture.

The second level of organizational culture is internal. Here, the study is subjected to beliefs and values \u200b\u200bthat share members of the organization, in accordance with the fact that these values \u200b\u200bare reflected in the characters and language. The perception of beliefs and values \u200b\u200bis conscious and depends on the desire of people.

The deep, the third level includes such assumptions that, without direct concentration on this issue, it is difficult to realize even the employees themselves. Shaine, among these assumptions that guide the behavior of employees in the organization, allocated a common attitude towards man and work, attitude to being in general, perception of space and time.

Some researchers identify the following components of organizational culture, offering a more fractional structure:

1. The worldview is the idea of \u200b\u200bthe world around the world, the nature of society and the person who direct the behavior of the organization's employees and which determine the nature of their relationships with other members, customers, competitors, etc. This concept is tightly connected with the peculiarities of human socialization, its religious ideas and culture. The cooperation of employees is seriously hampered by differences in their worldviews. In this case, there are grounds for serious intra-organization conflicts and contradictions. In such situations, it is necessary to realize that changing the worldview of people is very problematic, and you need to make great efforts to achieve mutual understanding of individuals with different worldviews. In clearly verbal wording, the worldview of the individual is difficult to express, and not everyone can explain what is based on their behavior. It takes a lot of effort and time to understand the worldview of anyone to help a person to express through what he perceives the surrounding reality.

2. Organizational values, i.e. The phenomena and objects of organizational life, significantly significant for the spiritual development of employees of the organization. Between the cultures of the organization and the spiritual world of personality, between the organizational and individual existence of value advocate the link. In consciousness, personal values \u200b\u200bare reflected in the form of value orientation. They include an extensive range of social values, which personality recognizes, but does not always take as their own principles and goals. Therefore, it is possible as an orientation in terms of consciousness on values \u200b\u200bthat are not real motives of behavior and incomplete, inadequate reflection of personal values \u200b\u200bin consciousness. Consistent values \u200b\u200bmay, even if significant personnel changes have occurred in the organization. It can also be carried out a certain change of values \u200b\u200bthat will influence both the behavior of employees of the organization. The system of stories, myths and even jokes, in which some worthy of respect for the characteristic of any employee of the Organization has been concluded, it is advantageous to emphasize it by organizational mythology, which in turn is closely related to organizational values.

3. Styles of behavior characterizing employees of a particular organization. Also here can include ceremonies and specific rituals, symbols that have a special meaning for members of this organization, as well as the language used in communication. A character having characteristics is highly valuable for this culture and serving a model of behavior for employees can be an important element. A variety of training and control measures can be successfully corrected by the behavior of employees, but only if new samples of behavior do not conflict with the components described above.

4. Norms are a set of formal and informal requirements imposed by the Organization with respect to its employees. They can be indicative and imperative, private and universal, are aimed at the development and preservation of the functions and structure of the organization. The newcomer must master the norms, or the so-called rules of the game, with which it faces in the process of becoming a member of the organization.

5. The psychological climate in the organization faced by a person when interacting with its employees. The prevailing and relatively stable spiritual atmosphere, which determines the attitude of employees to each other and to work is a psychological climate in the team.

The most famous 10 characteristics of the organizational culture proposed by A. Harris and R. Moran:

1. Awareness of itself and its place in the organization - Some cultures appreciate their inner sentiment by the employee, others encourage their external manifestation; In some cases, independence and creativity are manifested through cooperation, and in others - through individualism.

2. Communication system and communication language - the use of oral, written, non-verbal communication difference from the group to the group, from the organization to the organization; Jargon, abbreviations, gestures vary depending on the sectoral, functional and territorial accessories of organizations.

3. Appearance, clothing and performance at work- a variety of uniforms and overalls, business styles, tidy, cosmetics, hairstyle, etc. Confirm the presence of a multitude of microcultures.

4. Habits and traditions in the food - organization of catering workers, including the presence or absence of such places in the enterprise; People bring food with them or visit the cafeteria inside or outside the organization; Dotation of food; frequency and duration of nutrition; whether employees eat different levels together or separately, etc.

5. Awareness of time, attitude to it and its use - the degree of accuracy and relativity of time from workers; compliance with the temporary regime and encouragement for it; Monochronic or polychronical use of time.

6. Relationships between people - by age and sex, status and power, wisdom and intellect, experience and knowledge, rank and protocol, religion and citizenship, etc.; The degree of formalization of relations received by support, ways to resolve conflicts.

7. Values (as a set of landmarks in what is good and what is bad) and norma (as a set of assumptions and expectations regarding a certain type of behavior) - that people appreciate in their organizational life (their position, titles or work itself, etc.) and how these values \u200b\u200bare saved.

8. Vera for something or location to something - faith in leadership, success, their strength, in mutual assistance, in ethical behavior, in justice, etc.; attitude to colleagues, customers and competitors, to evil and violence, aggression, etc.; Influence of religion and morality.

9. The process of developing an employee and learning.

10. Labor Ethics and Motivation - attitude to work and responsibility for work; separation and replacement of work; cleanliness of the workplace; quality of work; Habits for work; Evaluation of work and remuneration; individual or group work; Promotion at work.

The above characteristics of the culture of the organization, taken together, reflect and make the meaning of the concept of organizational culture. Therefore, we consider it possible to use them when studying the CC in a particular organization.

A somewhat different approach to consideration of the cultural structure offers V.A. Spivak. Fairly believing that the current approach to organizational culture, based on the models of countries with a developed market, is not quite adequate Russian reality in connection with the difference in the objects studied as systems, it proposes to return to our own experience, namely:

1. Culture of working conditions - A combination of objective conditions and subjective factors determining human behavior in the process of production activities. This part of the production culture includes characteristics and indicators of sanitary and hygienic, psycho-physiological, socio-psychological and aesthetic working conditions.

2. Culture of waters and labor process - it is characterized by such elements as the introduction of further achievements of science and technology in production, the level of automation and mechanization, the quality of equipment and tools, the rhythm and systematicness of the enterprise, the level of logistics, the quality of products or services provided, the use of advanced work methods, Ensuring discipline.

3. Culture of interpersonal relationships (communications) in the labor collectivewhich determines the socio-psychological climate, the presence of a sense of collectivism, mutual assistance, the presence and separation of all values \u200b\u200band beliefs of the organization. In addition to internal communications, the organization actively carries out communications with the subjects of the external environment, therefore the culture of external communications is also an element of organizational culture, an important factor image and efficiency.

4. Culture managementThe management methods, the style of leadership, humanism, individual approach, personnel perception as the property of the organization, professionalism of managers, including communicative competence, methods of stimulation, increase the level of satisfaction with labor, etc.

5. Employee culturewhich can be represented in the form of a set of moral culture and culture of labor. The external component of moral culture is the behavior of a person, knowledge of the etiquette, rules of behavior, good manner; The inner component is the morality of his thinking, value orientations, beliefs and culture of feelings, the ability to empatically perceive the state of other people, empathize. Labor culture is determined on the basis of the level of education and qualifications of the employee, its relationship to work, discipline (including technological and labor discipline), execution, creativity in the workplace.

In detachable, none of these components can be identified with the culture of the organization. But studying them in aggregate about the organizational culture of the researcher may have a fairly complete performance. Although many components of culture are difficult to see a stranger. Even after spending a few weeks in the organization, you can not fully understand and feel the most important provisions of the existing culture, managing actions of people. Finding into the organization, each employee passes through a certain procedure of organizational socialization, as a result of which he gradually comprehends all the smallest nuances that form a combination of organizational culture.

There are many approaches to the allocation of elements and characteristics of organizational culture, allowing you to most fully identify and describe any kind of it.

Table 1 - Description of organizational crops

Organizational culture is an important component and condition for the existence of an organization. Cultural samples adopted and learned in this organization have a significant impact on various parties to the activities of members of the organization and, in particular, to the power relations and control attitudes; relations K. labor activity; interpersonal relationships inside groups; intergroup relationships; Relationships with an external environment, as well as on technology, motivation, etc. In addition, culture determines the processes of integration and the specifics of role-playing requirements. Highlight three levels of organizational culture: superficial, internal and deep.A) Acquaintance with the organizational culture begins with a superficial level, which includes such external organizational characteristics such as products or services provided by the organization used by technology, the architecture of industrial premises and offices, the observed behavior of workers, slogans, etc. B) domestic level. At this level, the study is subject to values \u200b\u200band beliefs divided by members of the organization, in accordance with the fact that these values \u200b\u200bare reflected in symbols and language. The perception of values \u200b\u200band beliefs is conscious and depends on the desire of people. C) The deep level includes basic assumptions that are difficult to realize even the members of the organization without special concentration on this issue. These hidden and believable assumptions (for example, the attitude towards nature, the attitude towards a person, attitude to work), who direct the behavior of people, helping them to perceive the attributes characterizing the organizational culture. And organizational culture covers the large area of \u200b\u200bthe phenomena of the spiritual and material life of the team , namely: the moral norms and values \u200b\u200bdominating in it, adopted the Code of Conduct and the rooted rituals, established standards for the quality of products, even to dress and behave, etc. components of Culture: 1. Identification and purpose: meaning I (feeling yourself), place, mission. Awareness of itself and its place in the organization. Communicative system and communication language: information transmission, interaction, exchange. Clothing, appearance and performance at work: View, style, image, reputation. Culture manifests itself through the items of clothing, decoration, through jewelry, etc. Food and method of its feed: preparation, maintenance, food preferences. The way of food is manufactured is prepared, presented and eaten, is characterized by a culture, which every visitor of the Chinese or French restaurant knows 5. Awareness of time, attitude to it and its use: the meaning of the duration of the intervals. Cultural factors affect the fact that some people use more accurate, while others are the relative sense of time. In some cultures, time is associated with the sunrise or sunset, with rainy, with drought or with other seasonal changes. When performing special design work Usually indicate only deadlines. 6. Relationship between people: kinship, genus, rank, status, rewards and recognition. Cultures establish human and organizational relations to age, sex, status and degrees of kinship, wealth, power and wisdom7. Values \u200b\u200band norms: system of needs / priorities, behavior standards. Culture affects how people perceive their needs and how they rank them in priorities 8. Beliefs and relationships. Worldview: myths, philosophy, perspective, religion, rites, rituals. Each cultural group has beliefs that form the aspirations and relationships of their members regardless of the rationality of these beliefs or from objective truth. 9. Development and self-realization of the employee :: Thinking processes, education. The way people think are studying, organized and process information, unique and often differ. Some cultures use holistic cerebral thinking, others prefer the right (intuition) - or left-half-and-half (logic) development. Features and methods of work: focus, direction of work, working patterns and procedures, management and leadership.

60 Question Soc. Project. Federal and regional aspectsThe social project is a program of real actions, which is based on an up-to-date social problem that requires permission. Its implementation will contribute to the improvement of the social situation in a particular region, society. This is one of the ways of participating in public life through the practical solution of the urgent social problems of the subjects of social design: individuals, organizations, labor collectives, social institutions, specially created design groups. An integral feature of the subject of the design is the social activity of the subject. Social design objects: 1) a person as an individual of society with its needs, interests, value orientations, installations, social status, roles in the system of relationships; 2) a variety of elements and subsystems of the social structure of society (social groups, labor collectives); 3) Diverse public relations (managerial, moral, political, ideological, family-household, interpersonal, aesthetic). Modern social design is one of the most effective ways to develop civil society. The participation of the population in developing and making a decision on projects, their adjustment, in the prevention of arbitrary social decisions of the authorities or individuals - one of the fundamental basics of social design practices in many countries. The inclusion of society in various forms in the processes of development and implementation of social projects significantly increases the civil activity of the population. Project Types: According to the nature of the projected changes: 1) innovative (characterized by properties). The task is to introduce new developments. 2) Restoration or supporting projects solve environmental tasks, can be aimed at preserving and using cultural heritage. In the direction of activity: 1) educational. 2) Scientific and technical. 3) Cultural. According to the financing features: 1) investment. 2) sponsorship. 3) credit. 4) budget. 5) Charity. Scales: 1) microproprajects. 2) Small projects. 3) Megaprojects. In terms of implementation: 1) short-term (1-2 years). 2) Medium-term (3-5 years). 3) long-term (10-15 years). (!) "Pseudo-projects" is a form that is covered by some other content that is not presented in the pseudo-project. (Fiction. Initiators are aimed at obtaining funding for a project, which in reality is planned to be used for other purposes or use on the project only partially; quasi-projects. Possess all signs of this project, but the planned innovations are not in fact.) Implementation social project It takes place in several stages: 1. Studying public opinion and determination of an up-to-date social problem. Attracting participants and the public to solve this social project. Determining the objectives and objectives of the social project.4. Determination of the content of the social project. Drawing up a work plan. Distribution of duties.5. Determining the necessary resources and budgeting. Development of the project evaluation system.7. Formation of public opinion. Search for business partners. Drawing up proposals for the project.9. Conducting official negotiations. Obtaining the necessary resources.10. Conduct planned events. Analysis of the results of work.

61 Family Cyology in modern Russia. The main theoretical directions and concepts. Sociology of family- Sociology industry, which studies the family. The study of this industry includes: studying the functioning of a family as a social institution and a small group, family structures and functions, marriage-family relations, samples of family behavior characteristic of a particular type of culture, a particular social group. A special place in the formation of a family of family is occupied by the sociology of the family in Russia. As a private sociological discipline, it has its own history, certain stages of development: I - with mid XIX. in. until 1917 (in the pre-revolutionary period, it was viewed as one of the general problems of sociology); II - from the beginning of the 20s to the middle of the 50s of the twentieth century; III - from the mid-50s of the twentieth century. until now. In the 20-30th of the city of XX in. K. N. Kovalev, L. S. Sosnovsky, E. A. Preobrazhensky, A. M. Kollontai, and others were engaged in issues of sociology. The period from the second half of the 30s. before the early 60s. Xx in. Not left in the history of the Soviet sociology of the family with almost no traces: there were few publications, for the most part they were based on F. Engels "the origin of a family, private property and the state." Sociology of family and marriage as an independent branch of science originated in the 60s. Xx c., When the theoretical development of issues of family-marital relations and empirical research appeared. The program thesis was the recognition of the family of the primary cell of society, i.e., the most important element of the social structure. In those years, only the team could be compared in importance. Sociologist S. hunger Approves in his works that the family in its development has passed three ideal historical types: a) patriarchal (or traditional); b) children's centered (or modern); c) Sophisticated (or post-law). In his opinion, the monogamous family did not enter the strip of crisis, but evolving from the patriarchal to the married type. He does not consider a marriage family to be a limit type, but without a doubt recognizes the top of Mongamia. In the 70s. Sociologist A. Kharchev The first sociological concept of a family family status was formulated. The family appears in two aspects: Social Institute and Small social group. Since the beginning of the 70s. gradually form and by the end of the 80s Two orientations of researchers of sociological problems of the family become obvious. Some authors sought to preserve as much as possible and strengthen the socio-functional understanding of the family (A.I.ANTONOV; O.N. Dudchenko, A.V.Mytil and their co-authors; N.D. Primin); Others, focusing on the stability of the family and the characteristics of intra-family interaction, were inclined to understand the independent value of the study of the problems of family community (M.Yu. Yarutyunyan; S.I. Golod; T.A. Gurko; G. Zaikina; N.V. Malarova). In the early 80s. The attention of specialists in the lifestyle of the family, emotional relations of spouses, conflicts, role-playing relations, etc. In other words, the accents from the Social Institute for the study of the family as a small group occurred. In the 80-90s. Xx in. A number of monographs and collections of articles were published, in which family issues were widely represented. In the early 90s Prostitution, deviant behavior, orphans, purchased marriage, suicide, drug addiction, homosexual behavior, moral preparation for family life, a city large family, up to - and a post-finding situation, women are entrepreneurs, are the most popular topics. A new phenomenon in the institutionalization of the family sociology in Russia was the creation of a research institute of the family (in the first years of work from 1991 to 1993 - a research and development center for social protection of childhood, family and demographic politics). The largest contribution to the study of marriage relations was made by Russian sociologists: A. G. Kharchev (theory), M. S. Matskovsky (Methodology and Methodology), A. I. Antonov (Fertility), V. A. Systenko (marriage sustainability ), I. S. Holod (family stability), V. A. Borisov (need for children), D. Ya. Kutsar (marriage quality), L. A. Gordon, N. M. Rimashevskaya (family life cycle), N. G. Yurkevich, M. Ya. Solovyov (divorce), I. A. Gerasimov (family typology), T. A. Gurko (young family), E. K. Vasilyeva (stages, types of family life), V. B. Golofast (family functions), Z.A. Yankova (city family, man and woman in the family).

62. Family policy of the Russian Federation. Federal and regional programs.State family policy is an integral part social Policy RF and represents a holistic system of principles, assessments and measures of organizational, economic, legal, scientific, information, propaganda and personnel, aimed at improving the conditions and improving the quality of life of the family. The object of state family policy is the family. The subjects of the State Family Policy are the legislative and executive authorities of all levels, employers, public associations, political parties, professional unions, religious denominations, charitable foundations, foreign organizations, legal entities and individuals. The purpose of the State Family Policy is to provide the state required conditions To implement the family of its functions and improving the quality of life of the family. MAIN DIRECTION OF THE STATE FAMILY Policy Providing conditions for overcoming negative trends and stabilizing the material situation of families, reducing poverty and an increase in the help of poor families, including: a) measures to stabilize the situation in the labor market, reducing the level of unemployment, including hidden, strengthening social protection of employees released as a result of bankruptcy and structural restructuring of organizations, taking into account the marital status of employees, the number of dependents, including children; b) strengthening employment guarantees in the labor market for workers from families in need of increased social protection (families of single and large parents, people with disabilities, pensioners), by stimulating the creation for such employees of special jobs, ensure their vocational training and retraining, providing tax or other benefits to organizations that use their work; c) support for the development of individual labor activities, family entrepreneurship and farming, etc. Support for family, motherhood and childhood is carried out on both the federal and regional levels. In accordance with the provisions of the Federal Law "On State Guidelines, citizens with children" (dated May 19, 1995 No. 81-FZ) there is a system of benefits, which includes pregnancy benefits; one-time allowance women who are registered in medical institutions in early pregnancy; one-time allowance at the birth of a child; Monthly child care allowance until they reach the age of 1.5 years; One-time allowance for the transfer of a child to education in the family; one-time allowance for a military wife of a soldier, passing military service; Monthly benefit on a child of a serviceman passing military service. To support families with two or more children, one of which was born no earlier than January 1, 2007, maternity capital is provided. At the regional level, families with children with children are also supported in the form of payments and providing social support measures. The procedure and conditions of these payments are established by the regions on their own. The state support system of family with children includes not only benefits and compensation payments, but also the creation of social conditions (polyclinics, kindergartens, schools, cultural institutions and sports facilities). In 2011, many different families of family assistance were made in Russia at the federal and regional levels.

63. Applied sociological studies of the family.Applied sociological research is aimed at solving specific practical tasks (a specific social problem), building assumptions about the possible development of the process, the development of specific object improvement programs. The program of sociological research should clearly answer the question of how this study is focused on and to obtain what result, this study is focused, i.e. What is the purpose of the study . S.N.Vlamova, A.V. Noscova, N.N. Sedov marriage treaty in Russia: from the past to the future. IN last decade XX century There was a new transformation shift in the wedding behavior of Russians. Against the background of the dynamic distribution in the late 80s - mid-90s, there was a rapid decline in absolute and relative indicators, which characterize the registration of marriages, as well as the intensive growth of rafting indicators. In 1992, the number of divorces for 1000 marriages for the first time exceeded 500. In the mid-1990s, when the rates reached their first peak values, a marriage contract was introduced. "The marriage contract is recognized as an agreement of those who enter into marriage, or the agreement of spouses, determining the property rights and obligations of spouses in marriage and (or) in the event of its termination" .. The marriage agreement is still very much mastered by Russians in practice, but in the minds of people gradually conquers His place .. The system of the marriage contract latently lats in the consciousness of man the installation for the time of marital relations, their fraud and shears the idea that "only death can separate the spouses." L.P. Bogdanova, A.S. Schukina civil marriage in a modern demographic situation.The results of the study allow us to conclude that the relationship of society to civil marriage is becoming more loyal. A significant part of the population, and all age groups, considers civil marriage as a trial version of the marriage union. L.V. Kartseva family model in the conditions of transformation of Russian societyThe study made it possible to identify the features of the changed "face" of the Russian family. So, there is a category of hosting individuals, raising joint children or extramarital children of one of the partners. Terminate both the first and subsequent marriages. Cleverness is consciously preserved a certain part of people (more often divorced). Reproductive intentions are sharply limited. In fact, a subject-centric approach, both in the theory of sociology, and in social practice makes it possible to pay attention not so much on the individual itself as the family group and consider the system of measures that could create the necessary and sufficient conditions for it Sustainable functioning, rising role and authority, both individually and in the public consciousness. The situation in the marriage-family sphere is such that the return of the family to a successful and economically stable operation will be possible only after exiting the economic crisis and creating favorable conditions for the socially desirable option Her structures E.R. Yarskaya - Smirnova Problems by family in sociology.Today, the Russian sociological community is just beginning to enter the zone of action of the anthropological revolution, but its influence on our culture is already quite significantly in how close attention increases not only to other people's cultures, but also to its own. To go beyond the limits of contextual limitations, it is possible only to eliminate localization and temporalization of the text, including the theoretical field of the family and family policy. The claim to the universal truth of scientific representation only masks the total will to power, the desire to form, subjugate the subject of the tyranny of the dominant discourse. I. F. Dementieva. Social health familyRussia's transition to qualitatively new way Social and economic development has significantly affected the vital activity of the family. Deterioration financial situation Families associated with the fall of the prestige of a number of professions, weakened the educational authority of the parents. State employment policy does not form a social order to family and school on professional training Youth. Insufficient attention of state structures To the families of the Risk Groups, it does not allow to establish a barrier to the criminalization of Russian society, and the latter: the national interests of Russia are required to take immediate measures to social support for the family of the Fundamental Institute of Russian Society and the priority subject of the socialization of children.

64. Essence and types of pedagogical technologies in the teaching of sociology. Special direction pedagogical learning technologies - in the sixties of the last century. It has been in the USA and England, and over time, it turned out its distribution in other countries. Today is the concept "Pedagogical learning technologies" Includes cumulative knowledge of the means and methods for organizing and conducting the educational process. Types of pedagogical technologies. Traditional pedagogical technology.Presented in the form of a class-paper system, mandatory element which is a lesson. Classes are carried out simultaneously with the whole class. The role of the teacher at the same time - to explain the content of the educational material, transfer knowledge, work out skills, assess the reproduction results of the reproducing. Modular rating pedagogical technology. Essence: The entire material studied is divided into modules. The educational process is organized as a consistent promotion by modules, and significance is the complexity and importance of a particular topic - determined by the number of points. Student's rating As a comprehensive measure of the quality of training, specialists is the amount of scores received by students in the learning process. The formation of a student rating takes into account all parties to educational activities: visit and activity at training activities; Rhythm and quality term paper, scope and quality of learned knowledge. Pedagogical technology Problem learning.Based on the theoretical provisions of the American philosopher, psychologist and teacher D. Dewey. Today, there is such a organization of training sessions under problematic education, which suggests the creation of a teacher of problem situations and active independent activities of students for their resolution, resulting in creative practical knowledge, skills, skills and development of mental abilities. The purpose of the problem technology is the assimilation of methods independent activity, development of cognitive and creative abilities. Pedagogical technology of programmed learning. Programmed training arose in the early 50s of the 20th century, when the American psychologist B. Skinner proposed to increase the effectiveness of the material assimilation by building it as a consistent program for serving information portions and their control. Subsequently, N. Krauder developed branched programs, which, depending on the results of the control, were offered a student different material for independent work. Pedagogical technology distance learning. Distance learning is a complex of educational services provided by the wide sections of the population in the country and abroad using a specialized information and educational environment based on the exchange of educational information (computer communications, satellite television, etc.). Distance learning is, in -For, the withdrawal (remoteness) of the student from the teacher; secondly, independence is a kind of option for absentee training; and, thirdly, the active integration of information funds and resources in the learning process.

65. Characteristics of the main forms of teaching sociology (lecture, seminar). Forms of preventing sociology: 1. Give. Throughout the history of the Higher School, the lecture was and remains a leading form of training (from Latin 1st - reading). From it begins the first acquaintance of the student with academic disciplineShe introduces listeners to science, introduces the main categorical apparatus, lays the foundations of scientific knowledge on the subject studied. Its main goal is to give a systematic presentation of the foundations of studied science and thereby prepare students to independently work with sources and scientific publications. The peculiarity of university learning is determined by the fact that the lectures are given a special role. This feature is that the lecturer (he and the scientist) introduces listeners not just with educational material, and trying to give the most recent information From the field of their science, summarizing the data that appear in the scientific literature, seeks not only to report information, but also clarify them, bring their meaning to every listener. 2. Seminars and practical classes. The seminar, along with the lecture, became one of the main forms of practical learning of knowledge. It is intended for in-depth study of the subject with the active use of the creative abilities of the student himself. The goals and objectives of the seminar occupations are very diverse. They stimulate: the development of professional speech skills; the development of independent thinking; the ability to argue and substantiate their point of view; study and analysis of primary sources; studying additional on the topic of literature; critical attitude to its performance and performance of their fellow students; The ability to compare the data of different sources and summarize them; the ability to associate theoretical provisions with practical situations; the production of solid professional beliefs. Seminar only then performs his informative and educational functions when there is a living, interested discussion, which is happening sometimes to sharp, hot disputes on issues. Formulated in the Plan of the Seminar. And this is possible only, provided that all students or at least most of them seriously studied the recommended literature that they clearly see the theoretical and practical significance of the issues discussed at the seminar 3. Summage of students Independent work of students is one of of the most important forms The educational process in the highest school, while its significance has a steady tendency to increase. This is explained by the fact that in the complex of requirements imposed on a specialist with higher education, the overall share occupies the ability to independently navigate in the flow of information, the ability to self-education and the accumulation of knowledge. In the process of independent work, the abilities of a person are revealed, its qualities are formed as a creative person, therefore the ability to independently produce and enjoy information - one of the most valuable qualities of a modern specialist. The peculiarity of university learning and is to develop the creative potential of the student. The whole method of learning in the university is aimed at the activation of this potency, disclosure creative opportunities Each learning. That is why independent work of students in the university becomes an important part of the learning process, university didactics.

66. Features and types of knowledge of knowledge of students in teaching sociology. Control is the ratio of the results achieved with the planned learning objectives. From its proper organization, the effectiveness of the management of the educational process and the quality of training of a specialist is largely dependent. Checking knowledge of students should give information not only about the correctness or incorrectness of the final result of the activities performed, but also about it: whether the form of actions corresponds to this stage of absorption. Well-supplied control allows the teacher not only to correctly assess the level of learning the student under the material under study, but also see their own good luck and misses. Distinguish the following types of control: preliminary. It allows you to determine the initial level of knowledge and skills of students. Based on the pre-control data held at the beginning of the year, the teacher makes adjustments to the calendar-thematic plan, determines which sections of the curriculum should be given more attention. Thete control is one of the main types of knowledge checks, skills and skills of students. Chapters. Current control - Regular management academic activities Pupils and its adjustment. It allows you to obtain continuous information about the progress and quality of learning material assimilation and on the basis of this promptly make changes to the educational process, is the stimulation of regular, tense activities; Determining the level of mastering learning skills of independent work, creating conditions for their formation. Periodic (Rubezhnaya) - Breaks the quality of study by students of educational material on sections, subjects of the subject. Such control is usually spent several times in the semester. An example of the front control can serve test papers, standings in laboratory work. Periodic control allows you to check the strength of the assimilation of the knowledge gained and acquired skills, as it is carried out after a long period of time and not for individual doses of educational material. Rubber control covers students of the whole group and is carried out in the form of an oral survey, small written practical work. The final - aims to verify the specific results of training, identifying the degree of mastering the learning system of knowledge, skills and skills obtained in the process of studying the subject. When preparing for it, more in-depth generalization and systematization of the assimilated material occurs. When systematizing and summarizing knowledge and skills of students is manifested to a greater extent and developing the learning effect, since intelligent skills and skills are especially intensively formed at this stage. The final control is carried out in translation and semester exams, state exams, the protection of the graduation project.

67. Methodical provision of lectures on sociology.Methodological lectures - allocation of basic thoughts, provisions and definitions, formulation of conclusions and recommendations, selection of illustrative material, the use of technical training; its main goal is to provide a systematic presentation of the foundations of science studied and thereby prepare students to self-standing work with sources and scientific publications. types of lectures.-proof; set systematic course; - The set of a special course; - survey;-installation. On the shape of the filing of the material of the lecture ist: - the set of information and explanatory nature; -cible lecture; - Deflection-reflection; - Convent. Literature, Used in the preparation of lectures on sociology, can be divided into the following types: Scientific (book products or periodic publications); training (textbooks, teaching aids, lecture courses); Methodical (general and private methods, relevant plans and programs); reference (dictionaries, reference books, encyclopedias); art; General periodicals (newspapers and magazines). The head of the lecture, from a methodological point of view, disintegrates on theoretical and empirical material. Theoretical material is a common part of knowledge. What is accepted in the scientific community in the form of certain theoretical provisions, principles, laws and categories, which does not allow subjective interpretation - this is the information core of the topic. The preparation of lectures on sociology is that the teacher, on the one hand, it is necessary to skillfully navigate In Multicoligo theoretical materialwhich is almost like each course of the course, and on the other hand, to show skill in his organization and systematization. Material lectures on sociology should be maximally attached to local conditions. For example, if the topic is read about family-marital relations or deviant behavior, then, of course, theoretical provisions need to support local data, and not those listed in textbooks, publications in far or near abroad. Only in this case, the course of sociology will be perceived not as a purely theoretical, abstract construction, but as having a large practical meaning, directly affecting the interests of the listeners. methodical instructions and explanations. Standard program Calculated for 34 school hours, i.e. For the study of sociology during one semester, credit in the form of knowledge control. It is assumed that 18 hours will be assigned to the lectures, at seminars - 12 hours and on the controlled independent work of students - 4 hours. Of course, in each case, this combination may vary until these extreme cases when the entire volume of academic time is given only under the lecture. Then the topics of lectures should expand due to the topics of seminary classes. Having considered that in the cycle of humanitarian disciplines, such objects such as political science, religious studies are studied, ethics, cultural studies, etc., then a number of related people could exclude from the total course of sociology with these objects, for example, sociology of politics or sociology of religion, etc. The main attention in the general course of sociology is given to the study of the social structure, the analysis of the main social institutions and the problems of socialization and institutionalization. Number of lecture topics offered below (if proceeding from the assumption that 2 hours are given to each topic), somewhat larger than an eighteen-day program assumes, which allows the teacher to either enlarge these topics or some of them to reduce. In addition, each topic is integrated and can be divided into a number of individual issues that can be either themes for independent studies or themes of seminars. That is why the proposed program as a whole has an approximate nature and allows varying, depending on the specialty profile and on the number of academic hours, assigned to the study of sociology in each university and at each faculty. In the abstract of lectures after each topic, the list of references is not specified, since The general list of this literature with the corresponding guidelines is given at the end of the complex.

68. Methods of preparation and conduct of seminars and practical training in sociology.

When studying any phenomenon, the process, the following situation occurs. A simple appearance of the phenomenon as it is studied in the perception of the researcher undergoes significant changes, becoming increasingly complex both in content and according to the methods of knowledge. Sometimes as the phenomenon studies, the idea is changing to the exact opposite. This occurs, in particular, and when studying the organizational culture of the enterprise. For the first time, E. Shaine proposed to study organizational culture for three levels (Fig. 19.3).

The knowledge of the organizational culture begins with the first, "superficial", or "symbolic", level, which includes such visible external factors, as applied technology and architecture, the use of space and time, observed behavior, language, slogans, etc., T .. All the fact that a person can feel and perceive with its five feelings (see, hear, feel the taste and smell, lighting). At this level, things and phenomena are easy to detect, but they can not always be interpreted in terms of organizational culture 110].

Fig. 19.3.

In trying to know the organizational culture deeper, its second, "subsurface" level of proclaimable values \u200b\u200bis affected. The study exposed to the proclaimed goals, strategies and philosophy, values \u200b\u200band beliefs separated by members of the organization, in accordance with the fact that these values \u200b\u200bare reflected in symbols and language. The perception of values \u200b\u200band beliefs is conscious and depends on the desire of people. The researchers are most often limited to this level, since the next level is very complex and needs to be applied by special analytical techniques.

The third, "deep" level includes basic assumptions that are not easy to realize even the members of the organization (without special concentration). The hidden and assumptions taken on faith send the behavior of people, helping them to perceive attributes characterizing the organizational culture. Among such assumptions are the features of perception, thoughts and feelings, subconscious beliefs and presentations. Depending on which of these levels are an object of study, organizational culture is divided into subjective and objective.

Subjective organizational culture based on assumptions shared by workers, expectations, group perception of the organizational environment with its values, norms and roles that exist a person's stub. This includes some elements of symbols, stories about the organization and its leaders, myths, taboos, rites, rituals, language of communication, slogans. Subjective organizational culture serves as the basis for the formation of a management culture, i.e. Styles of leadership and decision-making, delegation of powers and participation in management, customer relations and suppliers, staff motivation systems, etc.

Objective organizational culture typically associated with the subject environment of the organization, natural conditions, feature of the architecture and design of the building of the company, equipment, furniture, communications, infrastructure, roads, parking, cafeteria, etc. They reflect the organizational culture to the extent reflecting its basic values \u200b\u200band presentations, and, therefore, can be changed in accordance with these values. Let's say not always the harsh climatic conditions and the complexity of architectural masterpieces indicate the mission of the organizational culture of firms located in such natural zones. For a sufficiently unassuming design, deep content may be hidden.

The deep level is certainly the greatest interest, since it is in it that the "socio-spiritual field" develops the company's org culture. To study, it is necessary to have a sufficiently deep study of cultural ideas of employees, their basic philosophical ideas (about the meaning of life, subjects and phenomena, the role of a person in the world). Doubt in the consistency of their basic ideas and their substantial discrepancy with generally accepted always causes a person a feeling of anxiety and insecurity. In this sense, the cultural field of the organization is a carrier of certain protective functions that allow a person to experience comfort and feel stability next to people separating its basic views. Culture allows you to create conditions that contribute to the fact that collective representations strengthen each other.

The deep level of study of organizational culture is most associated with the concept of studying culture in wide sense the words. However, the first two levels are often studied: superficial and subsurface.

Levels and components of organizational culture

Organizational culture does not exist in itself. It is always included in the cultural context of this geographical region and society as a whole and is influenced by national culture. In turn, organizational or corporate culture affects the formation of the culture of divisions, workers and management groups and teams.

Wherein:

· National culture is the culture of a country or minority in the country;

· Organizational culture - Culture Corporation, Enterprises or Association;

· Working culture - the culture of the dominant activity of the Company;

· Team culture is a culture of a working or management team.

Organizational culture- This is a complex phenomenon that does not always lie on the surface, it is difficult to "swell." If we can say that the organization has a soul, then this soul is the organizational culture of K. Scholts noted that corporate culture is an implicit, invisible and informal consciousness of the organization, which manages the behavior of people and in turn itself is formed under their behavioral.

IN modern literature There are quite a few definitions of the concept of organizational culture. Like many other concepts of organizational and managerial disciplines, the concept of organizational culture does not have the only "faithful" interpretation. Each of her studies seeks to give their own interpretation of organizational culture. Most authors converge that the culture of the organization is a complex composition of important assumptions (often unsenongable wording), unconditionally attributed and shared by members of a group or organization.

Organizational culture- This is the set of the most important assumptions taken by members of the organization and receiving the expression in the values \u200b\u200bdeclared by the Organization, asking people of their behavior and actions.

These value orientations are transmitted to individuals through the "symbolic" means of spiritual and material intra-organization environment. Organizational culture has a specific structure, being a set of assumptions, values, beliefs and symbols, following which helps people in the organization cope with their problems. It is considered in three levels.

Analyzing the structure of the organizational culture is distinguished by three of its levels: superficial, internal and depth.

A) Acquaintance with the organizational culture begins with a surface level, which includes such external organizational characteristics, such as products or services provided by the organization, used technology, the architecture of industrial premises and offices, the observed behavior of workers, formal linguistic communication, slogans, etc. At this level, things and phenomena are easy to detect, but they can not always decipher them and interpret in terms of organizational culture.

B) those who are trying to know the organizational culture deeper, affect its second, internal level. At this level, the study is subject to values \u200b\u200band beliefs divided by members of the organization, in accordance with the fact that these values \u200b\u200bare reflected in symbols and language. The perception of values \u200b\u200band beliefs is conscious and depends on the desire of people. Researchers are often limited to this level, since at the next level there are almost insurmountable difficulties.

B) Third, the deep level includes basic assumptions that are difficult to realize even the members of the organization without special concentration on this issue. These hidden and assumptions taken on the faith (for example, attitudes towards nature, attitudes towards a person, attitude to work), which direct people's behavior, helping them to perceive attributes characterizing the organizational culture.

So, organizational culture covers a large area of \u200b\u200bthe phenomena of the spiritual and material life of the collective, namely: the moral norms and values \u200b\u200bdominant in it, adopted the code of behavior and rooted rituals, established standards for the quality of products, even to dress and behave, etc.

There are ten meaningful characteristics peculiar to any organizational culture (cultural components):

1. Identification and purpose: meaning I (feeling yourself), place, mission.

2. Communicative system and communication language: information transmission, interaction, exchange.

3. Clothing, appearance and performance at work: View, style, image, reputation.

4. Food and method of its feed: preparation, maintenance, food preferences.

5. Awareness of time, attitude to it and its use: the meaning of the duration of the intervals.

6. Relationship between people: kinship, genus, rank, status, rewards and recognition.

7. Values \u200b\u200band norms: the system of needs / priorities, standards of behavior.

8. Beliefs and relationships. Worldview: myths, philosophy, perspective, religion, rites, rituals.

9. Development and self-realization of the employee: mental processes, education.

10. Features and methods of work: focus, direction of work, working patterns and procedures, management and leadership. Consider in more detail these characteristics.

1. Identification and purpose. Awareness of yourself and its place in the organization. Culture gives people a sense of identity regarding the group and to some extent determines their place in life.

Culture also contributes to the explanation of the meaning of the association of people to the group through a mission and goals (who is my group, why am I with them) (in some cultures, the restraint and concealment of their internal moods and problems are valued, in others - openness, emotional support and external manifestation of their Experiencements; In some cases, creativity is manifested through cooperation, and in others - through individualism).

2. Communicative system and communication language. The group is characterized by its own systems, both verbal and non-verbal communications. Unique interaction processes are developing by using a special set of words, special terminology and codes. Further differentiation occurs through dialects, slang, jargon, etc. (I can understand me and I can understand thanks to special terminology; somewhere acceptable to communicate verbally, somewhere through e-mail, etc.) (use of oral, Written, non-verbal communication, "telephone law" and the openness of communication varies from the organization to an organization).

3. Clothing, appearance and performance at work. Culture manifests itself through objects of clothing, decoration, through jewelry, etc. The length of the hair or the absence of them, the design of the face, the presence of jewels, overalls or uniforms can characterize a tribe or division of the company (pirates, old men, teenagers, terrorists, military, medical Employees, railroad workers, etc.). (BNK, teachers) (diversity of uniform, business styles, the norms of use of cosmetics, spirits, deodorants, etc., indicating the existence of a multitude of microcultures).

4. Food and method of its feed. The way of food is manufactured, prepared, is presented and eaten, differs by culture, which every visitor of the Chinese or French restaurant knows about. Religious standards prohibit some food, such as beef or pork, or determine the method of their preparation. The feed method may include the use of hands, chopsticks or cutleryhow the food is organized in the organization, including the presence or absence of dining and buffets; participation of the organization in paying for food costs; frequency and duration of nutrition; Together or separate food of workers with different organizational status, etc.)

5. Time awareness, attitude to it and its use. Time is considered to be storage, message and measurement of the interval duration.

Cultural factors affect the fact that some people use more accurate, while others are the relative sense of time. In some cultures, time is associated with the sunrise or sunset, with rainy, with drought or with other seasonal changes. When performing special design work, only deadlines are usually indicated.

At the same time new technological culture work often functions around the clock schedulewhere the operations are painted in minutes, (if we are talking about the formulation of specific deadlines, then it is necessary to take into account: the concept of time in a particular culture, because it may be the reason for the scenes; the phrase "the project will be ready by the end of the week" may be Absolutely not specific for representatives of some cultures)

6. Relationship between people. Cultures establish human and organizational relations to age, sex, status and degrees of kinship, wealth, power and wisdom.

Depending on whether the culture of the patriarchal or matriarchal, the dominant figure is a man or a woman. In some cultures, old people are in power, in others - young people. Culture can give an equal opportunity for women or forcing female representatives to wear Chadra, seem respectful and give up many rights to dominant men.

In successful multinational corporations, multicultural relations are a global development factor along with technical support (whether it is possible to send a woman specialist? Probably not, if we are talking about the patriarchal mound, it may simply not be perceived and will affect the results of the event).

7. Values \u200b\u200band norms. Culture affects how people perceive their needs and how they rank them in priorities (Values \u200b\u200b-Indidalism or Collectivism; Private property or collective property, etc.)

The values \u200b\u200bof culture and norm of behavior are expressed in society open or hidden. These acceptable behaviors can be represented in the form of working ethics, in the principles of etiquette, codes of behavior, standards and laws (the first are a combination of ideas that well, and what is bad; the second is a set of assumptions and expectations regarding a certain type of behavior ).

8. Beliefs and relationships. Worldview. Each cultural group has beliefs that form the desires and relationships of their members, regardless of the rationality of these beliefs or from objective truth.

IN national cultures This can take the form of faith in the supernatural or in God and be associated with the adoption of the religious system (we are the elected people). Thus, culture allows us to provide guidance by people by forming a system of views on such fundamental issues of life, as features of the human essence; The meaning of man's life.

In organizational cultures, the dominant business philosophy is reflected in the documents, procedures and publications. Organizational beliefs and relationships determine the recognition and remuneration systems - rites and rituals, which are ranked from evenings and ceremonies awarding prizes before the club institutions for leading employees. In addition, convictions and relationships are included in the myths, traditions, legends about the heroes of the group and their exceptional character. (Confidence that my company is the best, promising, etc.)

Worldview- Performances of the world around the world, the nature of man and society, sending the behavior of members of the organization and determine the nature of their relationships with other employees, clients, competitors, etc. The worldview is closely related to the peculiarization features of the individualization of the individual, its ethnic culture and religious ideas.

Significant differences in workers' worldviews make their cooperation seriously. In this case, there is soil for significant intra-organization contradictions and conflicts. It is very important to understand that it is very difficult to drastically change the worldview of people, and considerable efforts are required to achieve some mutual understanding and the adoption of persons with other worldviews. The worldview of the individual is difficult to express in clear verbal wording, and not everyone is able to explain the basic principles underlying its behavior. And to understand someone's worldview sometimes takes a lot of effort and time to help a person explicate the basic coordinates of his world vision. Beliefs can be manifested in many ways, for example, the situation and role of women in society. In some societies, women are revered; In others, they are considered equal to men; In some cultures, they are subject to men. In the industrial labor culture, women are often discriminated against when admitting work or when promoting services; often women's work Paid in a smaller size. When the post-industrial labor culture appears, the main competence is, not the difference in floors. Therefore, women should be given equal employment opportunities.

9. Development and self-realization of the employee .. The way people think is studying, organizing and process information, unique and often differ. Some cultures use holistic cerebral thinking, others prefer the right (intuition) - or left-handed (logic) development. For example, logic is highly appreciated in some countries, while in others - intuition. Although reasoning and learning are universal processes, form of education and training can be very different (thoughtless or informed performance; support for intelligence or force; free or limited circulation of information in the organization; recognition or refusal of the rationality of consciousness and behavior of people; creative environment; or tough routine; recognition of the limited person or focus on its potency to growth).

10. Features and methods of work. Labor ethics and motivation. Cultures are distinguished by ways of perception and attitude to work; They differ in the types of approved work, ways to divide work and work methods. Culture through the economy determines the value and necessity of work for a particular group. In some cultures, all members participate in the desired and deserving activity, but their membership is not measured by the cost of work in monetary terms; Instead, the role and importance of work for the unification is emphasized. Culture determines the conditions, opportunities and segmentation of professional activities (attitude to work as valuable or duty; responsibility or indifference to the results of its labor; attitude to their workplace; Quality characteristics of labor activities (Quality of Working Life); decent and bad habits at work; Fair communication between the contribution of the employee and its remuneration; planning of professional career employee in the organization).

The indicated characteristics of the culture of the organization in the aggregate reflect and make the meaning of the concept of organizational culture. The content of organizational culture is determined not the simple sum of the expectations and the real position of things for each characteristic, but by how they are interconnected and how they form profiles of certain cultures. A distinctive feature of one or another culture is the priority of its basic characteristics forming it, which indicates which principles should prevail in the event of a conflict between its different components.

In this context, it is not necessary to talk about organizational culture as a homogeneous phenomenon. In any organization, many subcultures are potentially laid.