UDC 005.73
DOI https://doi.org/10.30839/2072-7941.2018.155562
MANAGING ORGANIZATIONAL CULTURE AS A FACTOR IN
ORGANIZATIONAL CHANGE
© ANDRIUKAITIENE, REGINA
Marijampole college (Marijampole, Lithuania)
E-mail: regina.andriukaitiene@gmail.com, ORCID: 0000-0002-0691-7333
CHEREP, A. V.
Zaporizhzhya national University (Zaporizhzhia, Ukraine)
E-mail: cherep.av.znu@gmail.com, ORCID: 0000-0001-5253-7481
© VORONKOVA, V. H.
Engineering institute of Zaporizhzhya national University (Zaporizhzhia,
Ukraine)
E-mail: valentinavoronkova236@gmail.com, ORCID: 0000-0002-0719-1546
© PUNCHENKO, O. P.
Odessa National Academy of Telecommunication named after A.S. Popov
(Odessa, Ukraine)
E-mail: olegpetr02@rambler.ru, ORCID: 0000-0003-2694-6841
© KYVLIUK, O. P.
National Pedagogical University named after M. P. Drahomanov (Kiev,
Ukraine)
E-mail: panyolga@ukr.net, ORCID: 0000-0002-7900-9299

Abstract. The relevance of the research is manifested in the fact that organizational culture is an important and penetrating everywhere concept with regards to influence on organizational change programmes.
Literature analysis shows that there is ambiguity in the assessment of organizational culture. A certain outcome of a cultural variable may have not the same effect on all organizational processes associated with management activity. (O'Donnell and Boyle, 2008). According to Melnick (2008), in order to gain a deeper understanding of the processes of management and management culture changes hapenning in the modern world, it is appropriate to evaluate contemporary management practices that reflect the effects of historically composed life modes and stereotypes that manifest themselves in management activities. The research aim: to discuss the factors and stages forming organizational culture development. Analysis of recent research and publications.
Organizational culture is analyzed in various contexts. Organizational culture models and their components have been defined by Schein (2010; 2000), Ostroff et al., (2003) et al., the significance of organizational culture is analyzed (Zain et al., 2012; Owoyemi and Ekwoaba (2014); McLoughlin and Miura (2018); Di Pietro and Di Virgilio (2013) et al.
The issues of forming/changing organizational culture remain of topical significance. Researches on this
topic were carried out and the summarized results were submitted in their scientific papers by
Bititci et al (2004); Gibbons and Kaplan (2015), Mungiu-Pupazan (2016); Hogan et al (2014)
et al. In the study Hogan et al(2014) a key result is how layers of organizational culture,
particularly norms, artifacts, and innovative behaviors, partially mediate the effects of values
that support innovation on measures of firm performance. The objectives of the research: to
define the organizational culture components and importance for the results of organizational
performance; to identify the main factors of business culture that influence the results of the
performance; to discuss the stages of implementation of the organizational culture
development management plan. Research methodology. To achieve the goal, scientific
literature analysis and synthesis methods are used
Keywords: organizational culture, factors, organizational culture development stages,
organizational culture development process