STRUCTURE OF ORGANIZATIONAL CULTURE OF PUBLIC SERVICE

Abstract. This article discusses the concept of organizational culture and culture of public service; approaches to organizational culture, as well as elements of the structure of organizational culture of public service.

Keywords: organizational service, culture of public service, elements of organizational culture.

Organizational culture is a set of views, norms, behavior and value orientations that are shared by all employees. The organizational culture displays the image of the institution, its socio-psychological climate, customs, values, rituals, traditions, insignia, branded clothing, awards, etc.

Currently, in Russian organizations, the above concepts have not yet found wide practical application, but civil servants and entrepreneurs are beginning to understand the role of details concerning the appearance of employees, etiquette, negotiations, as well as meetings.

In order for the organizational culture to develop in institutions, managers must attract additional material, financial and organizational resources.

The culture of public service is the level of state development of the management system, in which professionalism, competence, moral principles of civil servants should embody this level, create conditions for its effective influence on the real life of citizens.

Organizational culture can be considered in two approaches:

1. Organizational culture as the essence of the organization.

2. Organizational culture as a property of public service. In this approach, culture is defined by such qualities as awareness of oneself and one's place in the public service system, increased attention to the image of employees (appearance, clothing, etc.), the importance of habits and traditions, values and norms, worldview, work ethics and motivation.

The elements of the organizational culture of the civil service include:

1. Purpose of the organization. The main purpose of public service is to serve the state, the interests of citizens, as well as civil society.

2. Appearance. The appearance of a civil servant in the performance of his official duties should contribute to the respect of citizens for state bodies, correspond to the generally accepted business style, which is distinguished by formality, restraint, tradition, accuracy.

3. Incentives, awards for civil service and penalties. Incentives are an important means of educating civil servants and strengthening service discipline. They are applied to civil servants for impeccable and effective service, conscientious performance of their official duties, successful completion of tasks of particular importance and complexity. Incentives and awards vary by type of public service.

For the commission of a disciplinary offense, that is, for non-performance or improper performance by a civil servant through his fault of the official duties assigned to him, the representative of the employer has the right to apply the following disciplinary penalties. Only one disciplinary penalty may be applied for each disciplinary offense.

4. Relationships between employees, the nature of relationships by gender and age, status and role, experience and knowledge, rank and protocol, religion and citizenship. In the practice of public service, there are technologies for creating a so-called "strong organizational culture", in which there is a set of clearly defined ideas about the norms of relationships approved by the organization.

5. Values and norms. Values are a desirable, preferred state of social relations for a given organization, principles and practices of relationships, a criterion for evaluating real phenomena. Values determine the meaning of purposeful activity and thereby regulate interaction. Also, the value can be considered as satisfaction with informal communication, the fairness of the distribution of workload, the status system, the objectivity of assessing the contribution of each employee to the common cause, social protection, the optimal structure of the organization (a clear and understandable hierarchy system). Norms are a set of assumptions and expectations about a certain type of behavior. For civil servants, the value is "service to the public good, career, creative self-realization, prestige and social status. An important value for modern civil servants is the value of material goods. The norm for civil servants is a conscientious attitude, discipline, responsibility, initiative.

6. Behavior. In accordance with the Code of Ethics and Official Conduct of Civil Servants of the Russian Federation, in communication, a civil servant must be guided by the constitutional provisions that a person, his rights and freedoms are the highest value, and every citizen has the right to privacy, personal and family secrets, protection of honor, dignity, and his good name.

In communication with citizens and colleagues from the side of a civil servant are unacceptable:

a) any kind of statements and actions of a discriminatory nature on the grounds of gender, age, race, nationality, language, citizenship, social, property or marital status, political or religious preferences;

b) dismissive tone, rudeness, arrogance, incorrectness of remarks, presentation of unlawful, undeserved accusations;

c) threats, offensive expressions or remarks, actions that hinder normal communication or provoke illegal behavior.

Civil servants should be polite, friendly, correct, attentive and show tolerance in communicating with citizens and colleagues.

7. Compliance with the rule of law. Currently, the activities of civil servants are based on special legislation, which is a set of legal rules, norms, procedures, which in turn regulate relations related to public service.

A civil servant is obliged to comply with the Constitution of the Russian Federation, federal constitutional laws, federal laws, and other regulatory legal acts of the Russian Federation.

A civil servant in his activity should not allow violations of laws and other regulatory legal acts based on political, economic expediency or for other reasons.

A civil servant is obliged to counteract manifestations of corruption and take measures to prevent it in accordance with the procedure established by the legislation of the Russian Federation on combating corruption.

These elements play an important role in the formation of the organizational culture of the civil service. Thus, the organizational culture of the civil service, as well as culture in general, plays a significant role in the formation of professional and moral behavior of an employee. The structuring of this sphere gives a clear understanding that the relationship between the elements of organizational culture contributes to the formation of valuable personnel in the public service at all levels, ensuring a high level of professional tasks.