Corporate culture in the context of humanitarian discourse

The purpose of the article is to systematize the existing definitions of the term “corporate culture” and identify their similarities and differences. The author emphasizes that corporate culture as a phenomenon developed much earlier than its first definitions were given. A team engaged in a certain type of activity is not able to exist based only on sympathy and respect. Other grounds are needed for its consolidation. The article distinguishes between corporatism as a cultural universal and corporate culture associated primarily with the sphere of production or with a certain segment of it. The author defines corporate culture as a multifactorial and sociocultural phenomenon, the determinant of which is a certain value system and an associated management model, including a set of methods. It is noted that the formation of corporate culture refers to the post industrial period, when there is a transition to a qualitatively new management model. It is based on the employee’s ability to be creative and work in a team, motivation, which is based on intangible values. The combination of these properties should lead to the production of a corporate spirit, which is fundamental for the consolidation of company employees around a common goal. In conclusion, several more definitions of this phenomenon are given. Corporate culture is interpreted as an open system, oriented and responsive to both the external and internal environment. In addition, corporate culture is considered as a communicative space where the intersection of communication flows of different types occurs.