Traditional values in Russian management practice

Использование традиционных ценностей в российской управленческой практике

Alexander L. Gaponenko (Гапоненко А.Л.), Alexander S. Yukhno (Юхно А.С.) and Evgeny A. Klochkov (Клочков Е.А.)
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Alexander L. Gaponenko (Гапоненко А.Л.): State Academic University for the Humanities; Russian Presidential Academy of National Economy and Public Administration
Alexander S. Yukhno (Юхно А.С.): State Academic University for the Humanities; Russian Presidential Academy of National Economy and Public Administration
Evgeny A. Klochkov (Клочков Е.А.): ANG LLC

State and Municipal Management Scholar Notes, 2025, vol. 4, 26-38

Abstract: Introduction. Modern organizations are facing a crisis of staff motivation and loyalty, which manifests itself in an increase in staff turnover, emotional burnout, and a decrease in the effectiveness of traditional management tools based on material incentives. There is a gap between the employees' need for meaningful work and the applied management approaches. Purpose. The study is aimed at theoretical substantiation and development of practical mechanisms for implementing management by values and meanings in modern Russian companies, as well as studying the relationship between corporate values and traditional values of Russian civilization. Methods. The paper uses a historical analysis of examples of the application of value-semantic management models, including the Roman and Mongol empires, the Moscow principality, Soviet closed administrative-territorial entities, and enterprises of pre-revolutionary philanthropists. An analysis of modern Russian practices is carried out using the example of Sberbank, Yandex, and VkusVill, as well as a theoretical analysis of interdisciplinary research in the field of psychology, philosophy, and management. Results. Theoretical approaches to the integration of the value-based approach into management to achieve strategic goals are systematized. The need to take into account traditional Russian values, such as collective activity, creative work, mutual assistance, historical memory when forming a corporate culture is substantiated. Practical tools for implementing management by values and meanings are proposed, including work with HR policy, internal communications, leadership and monitoring systems. Specific examples prove that this approach increases employee loyalty, reduces staff turnover and strengthens the company's competitive position. Conclusions. Management by values and meanings is a key factor in the competitiveness and sustainable development of organizations in conditions of uncertainty. Its effective implementation requires from modern managers not only administrative skills, but also the ability to create and convey meanings that unite the team. The conclusions and recommendations of the study are applicable to Russian companies of various industries and organizational and legal forms and can be adapted to their specifics.

Keywords: traditional values; corporate values; corporate culture; employee loyalty; employee motivation; management by values and meanings; team building (search for similar items in EconPapers)
Date: 2025
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