guuvestВестник университетаVestnik Universiteta1816-42772686-8415State University of Management10.26425/1816-4277-2019-6-11-18guuvest-1503Research ArticleАКТУАЛЬНЫЕ ВОПРОСЫ УПРАВЛЕНИЯCURRENT ISSUES OF MANAGEMENTКОГДА КОРПОРАТИВНАЯ КУЛЬТУРА МОЖЕТ СТАТЬ ПРОБЛЕМОЙ: ПРОЯВЛЕНИЯ И ПРИЧИНЫ «ТОКСИЧНОСТИ»WHEN CORPORATE CULTURE CAN BE A PROBLEM: SYMPTOMS AND CAUSES OF «TOXICITY»КоноваловаВ. Г.KonovalovaV.

Коновалова Валерия Германовна - канд. экон. наук.

Konovalova Valeriya - Candidate of Economic Sciences.

Moscow.

vg_konovalova@guu.ruФГБОУ ВО «Государственный университет управления»РоссияState University of ManagementRussian Federation201925062019061118Copyright © Коновалова В.Г., 20192019Коновалова В.Г.Konovalova V.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://vestnik.guu.ru/jour/article/view/1503

Рассмотрены проблемы «токсичной» корпоративной культуры, оказывающей негативное влияние на межличностные отношения, рабочую атмосферу в коллективе, вовлеченность и лояльность персонала. На основе теоретических и эмпирических исследований зарубежных и российских ученых обобщены основные проявления «токсичной» культуры. Выделены поведенческие атрибуты и основные модели поведения руководителей, определяющих формирование «токсичной» культуры. Предложены методы, направленные на изменение как рабочей среды в целом, так и взаимодействия с «токсичными» руководителями.

The issues of a «toxic» corporate culture, having a negative impact on interpersonal relations, the working atmosphere in a team, the involvement and loyalty of personnel, have been considered. On the basis of theoretical and empirical studies of foreign and Russian scientists, the main manifestations of a «toxic» culture have been summarized. The behavioral attributes and main behavioral patterns of managers, determining the formation of a «toxic» culture, have been highlighted. The methods, aimed at changing both the working environment as a whole, and interaction with «toxic» managers have been proposed.

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The authors declare that there are no conflicts of interest present.