ANALYSIS OF ORGANIZATIONAL CULTURE OF ENTERPRISES IN THE CONTEXT OF KEN WILBER'S INTEGRATED PHILOSOPHY

In the postmodern business environment, organizational culture is one of the most important tools of modern enterprise management. A strong organizational culture contributes to increased profitability and innovation, so its state at the enterprise requires analysis. Western tools for analyzing organizational culture by various authors are well known in Ukraine - the Cameron-Quinn, Shane, Denison-Neal models, etc. They are effective and proven in practice, but analyze only certain aspects of organizational culture. Ken Wilber's integral model is little known in Ukraine due to its philosophical roots and generalization of a very wide range of processes, but in Western countries it is already used for analytical research of the organizational culture of enterprises, especially for strategic development planning.The purpose of this study is an integrated methodology for analyzing the organizational culture of companies, which follows from Ken Wilber's general philosophical methodology. Using the deduction method from Ken Wilber's integral AQAL methodology, positions are highlighted that can contribute to the creation of an integrated methodology for analyzing the organizational culture of enterprises. These are such positions as the internal development of the employee (awareness, values, motivation, leadership qualities); external manifestations of individuality (skills, productivity, process optimization); collective internal (corporate culture, team interaction); collective external (organizational structures, technologies, systems). Examples of enterprises that already use an integral methodology in building their own organizational culture are given. The Wilber model is compared with the analytical model of Cameron and Quinn, and recommendations for their use are also provided. The Cameron-Quinn CVF model is built on empirical research that is not provided for by the conceptual model of AQAL by K. Wilber. However, both models have much in common and are complementary, which is emphasized by the authors of the models themselves.It is concluded that for the needs of a quick, practical analysis of the organizational culture of an enterprise, the Cameron and Quinn model (OCAI) should be chosen. If the goal is a deep integrated understanding of strategic development, it is better to use the Wilber model.