An important factor in formation an organizational culture is the analysis of motivational factors that have impact on organizational culture. This paper aims to determine motivational indicators that have a significant impact on the organizational culture of the enterprise. Implementation of the motivational function of organizational culture implies the use of monetary and non-monetary motivational indicators. Motivation of employees in a listed way allow to develop effective organizational culture. The use of the suggested motivators for increasing efficiency of organizational culture makes it possible to significantly increase the effectiveness of personnel management in the company. For competent formation of the organizational culture in Ukraine together with monetary indicators companies should implement non-monetary indicators and specific motivators which have significant impact on the organizational culture. In the future, the list of motivational indicators will allow to develop a list of effective measures to improve the organizational culture of the company.

Introduction. The success of any organization depends on the level of its organizational culture. Healthcare institutions are no exception, especially in the context of the COVID-19 pandemic. Organizational culture is influenced by many factors, but one of the most important components in the development of organizational culture is the staff motivation. The purpose of the research is to analyze the relationship between the level of staff motivation and organizational culture of healthcare institutions. Results. Healthcare institutions in Ukraine have specific features in the structure of their staff. The formation of staff is regulated at the legislative level. It was found out that the studied healthcare institutions have different structure by category, age and work experience. It is proved that the development of organizational culture depends on the level of staff motivation. The level of staff motivation in some healthcare institutions in Kharkiv has been determined. Based on the proposed approach, the level of staff motivation can be high, sufficient and low. Providing survey, the main motivators and demotivators in the work of the staff are formed. It was outlined that the main motivator is material reward. It includes salaries, regular bonuses, gifts, etc. The intangible aspects of motivation consist of good working conditions, the presence of a social package, a normal work / home ratio, respect and trust in the team, gratitude and fairness of the leader. Among the demotivators, unsatisfactory wages, unsatisfactory working conditions and a negative climate in the team were noted. For developing the organizational culture, healthcare institution should improve the motivation system based on the main motivators and by eliminating the negative influence of the demotivators. Conclusions. Many factors influence the development of the organizational culture of healthcare institutions. Among them, staff motivation plays a significant role. Motivational measures should be based on certain motivators and demotivators of the staff of a particular healthcare institution. Keywords: motivation, development of organizational culture, motivators, demotivators, level of motivation, healthcare institution.

The article is concerned with substantiating a methodical approach to the assessment of organizational culture. In today’s business environment, organizational culture plays an important role in the successful work of the organization, serves as the basis for the growth and increase of its effectiveness. The article is aimed at the theoretical generalizing the methods of diagnosis, assessment and analysis of organizational culture and substantiating the methodical approach to its assessment. A theoretical generalization of the main approaches to the assessment of organizational culture was carried out and, based upon its results, it was determined that all existing approaches involve either qualitative or quantitative assessment. Taking into account the variety of approaches and the advantages of quantitative methods, it is substantiated that it is advisable to use a formalized approach (quantitative methods) to assess organizational culture. Also the main approaches to the assessment of organizational culture are systematized, with a special emphasis on quantitative methods. The goals, methods and procedures of various approaches are analyzed, as well as the advantages and disadvantages of individual methods of assessment of organizational culture are described. Thus, for a comprehensive analysis and evaluation of organizational culture, it is advisable to conduct a comprehensive assessment, taking into account the internal and external factors of organizational culture. As result of the study, it is generalized that the parameters of the assessment of organizational culture should include the following groups: communications (C); management (M); motivation and morality (M); work (W); adaptability (A); strategy and mission (S). As a result of the research, a methodical approach to the assessment of organizational culture was proposed, which allows determining the level of organizational culture. The advantages of the proposed approach are that it has an applied character, a high degree of formalization, is quite easy to use, takes into account both the internal and the external aspects of organizational culture.