The article examines the multiplicity of views of the phenomenon of organizational culture in the framework of modern socio-humanitarian knowledge(RETRACTED)

The necessity for a more holistic consideration of the phenomenon using philosophical methodologies. Briefly describes the Genesis of the concept of organizational culture and main factors of its actualization. The phenomenon of organizational culture is considered in the framework adopted in two scientific approaches: rational-pragmatic and phenomenological. According to the rational-pragmatic approach, organizational culture is thought of as a tool to improve the efficiency of the organization. The distinguishing feature of this approach to install on the ability to manage culture in the aspect of creating and modifying its value in the kernel. This approach is widespread among theorists and practitioners of management. The phenomenological approach is understood as the essence of any social organization. The aim of this approach is the interpretation of the various manifestations of organizational culture. I.e. in the framework of the phenomenological approach to organizational culture is not a property, which has the organization and what it essentially is. In this vein, the management culture is being somenone, not to mention creating or editing its value in the kernel. The classical interpretation of organizational culture is the definition of foreign specialist Shane E. in his work "Organizational culture and leadership". Where the organizational culture is a set of basic concepts (basic assumptions), which operate at the subconscious level and are taken for granted the attitude of the staff yourself and the outside world for the purpose of internal integration and external adaptation. The basic concepts are cultural archetypes, they represent the core of organizational culture and are difficult to analyze by people for whom these archetypes are of a fundamental nature. Consideration of this problem requires a holistic view of the organizational culture as part in the system of General ideas about the culture in General. The General culture is thus considered as a special chelovekovedenija subsystem of society that reveals itself through its functional content. These functions can be subdivided into three groups. The first group includes the functions of the integrative nature, which also includes axiological, ideological, as well as the function of self-preservation and unification. The second group includes function as a process of goal-setting, maintenance and regulation of vital functions of the team. The third group of functions are those that provide accumulation and transmission of social experience in the organization. Organizational culture in structural-funkcionalna aspect is cut of the General culture or broader culture (national culture). Core bringing together a common culture and organizational culture are universal norms and values. The semantic kernel which is the basic triad: labour, morality and creativity. This triad serves as the underlying, where the work focuses on the present, as a major integration factor; the morality of acts is the focus on the past and koumouliruet in yourself to tradition, rules, regulations and practices of the activity, the usefulness of which is not questioned; creativity allows you to see the future and to realize the function of foresight or anticipation, directed to the future. This together lays the Foundation for the culture of any organized community. From this arises the need to classify organizational culture as a phenomenon to the set of problems that are conceptually very plastic in nature, largely due to the great attention from the social Sciences and Humanities, but still required a holistic and comprehensive philosophical investigation using philosophical and methodological tools that, until comparatively a very young cultural phenomenon.

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