Current Trends in Organizational Management Paradigms
Most of the features and characteristics of the classical organizational-managerial paradigm were formed during the industrial stage of economic development and market relations. The need to resolve contradictions has led to the formation and development of a neoclassical organizational and managerial paradigm based on deep organizational democracy, human resource management, participatory managerial decision-making and a humanistic organizational culture. At the same time, most scientific research in the theory of organizational management, as well as the actual practice of modern management of organizations, could not move further in terms of deepening the neoclassical organizational and managerial paradigm. The main barrier here was the question of the fate of private property and the power of entrepreneurs in favor of the formation of an organizational democracy with the full participation of employees in the management of enterprises. In world practice, various models of overcoming managerial alienation at the organizational level can be observed: Mitbesstimmung in Germany, the Swedish model of horizontal management, the Japanese "Ringi" group decision-making system and others.
The current model of the organizational and managerial paradigm is influenced by such factors as cross-cultural management in the context of the development of migration processes, digitalization of the economy, wide use of information technologies in management, Increasing influence of transnational corporations, reduction of the "life cycle" of organizations, etc . In the past, political democracy has been a condition and driver of economic democracy in many countries, but today the level of political democracy is becoming a brake and barrier to the development of organizational democracy. In this context, the need to adapt the neoclassical organizational and management paradigm to new conditions taking into account contemporary global challenges is becoming more urgent.