“…One of the organizational subsystems (technological and administrative) that performs the function of adaptation of the organization to the environment and identification of its employees; a set of attitudes, symbols, rituals and myths that serve the interests of the organization and each employee, transferred from mouth to mouth as a life experience (Lipatov, 1997) Lipatov (1997 A set of assumptions, beliefs, values and norms that are endorsed by all members of the organization that contribute to its competitiveness (Zhogan & Savchuk, 2009) Zhogan and Savchuk (2009) "A set of basic provisions, formed independently, learned or developed by a certain group, as it learns to solve the problems of adaptation to the external environment and internal integration, which proved to be effective enough to be considered valuable, and therefore transferred to new members as the correct way of acceptance, thinking and attitude to specific problems" (Shain, 2001) Shain 2001A specific form of existence of system interdependence, which includes a hierarchy of values that dominate among the employees of the organization, and a set of ways to implement them, prevailing in it at a certain stage of development (Chernyshova & Nemchenko, 2010 One of the ways to carry out organizational activity through the use of language, folklore, traditions and other means of transmission of basic values, beliefs, ideologies (Morgan, 1986) Morgan (1986 So, as you can see from the data in table. 2, most authors note that corporate culture is a system, some argue that it is a specific form, a set of provisions or means.…”