The concept and main features of social Types of social

Social Organizations are complex interconnected social networks. systems. This is an element social structure, a system of relationships that unites individuals to achieve certain goals.

Signs of social organizations:

1. any organization has a purposeful nature and is created for specific purposes; volitional activity of people

2. hierarchical structure (to quickly and effectively achieve the goal, members of the organization are distributed in a hierarchical ladder by status and role)

3. these are managed systems

4. specialization and division of labor according to functional principles. Organizations are always built vertically and horizontally. Vertical structures have a control and managed subsystem. The control subsystem coordinates the functioning of horizontal structures)

5. Availability of means of regulation and control

6. system integrity

7. relative autonomy

8. communication with external environment

Typology of social organizations:

1. by the method of subordination of members and approval of internal control:

Coercive (submission is based on physical violence or the threat of its use)

Utilitarian (general material interest)

Symbolic (the organization is based on the solidarity of a moral ideological root: religious organizations)

Bureaucratic (cruel administrative hierarchy, impersonal relationships, a person is an element of the organization performing its duties, individual responsibility)

Paternalism (sole leadership, hierarchy, personal nature of relationships that go beyond official boundaries, collective responsibility, patronage of subordinates)

Partnership (hierarchy is not expressed, decisions are made jointly, there is no strict vertical control, individual responsibility, the manager is the coordinator of activities)

3. according to the degree of formalization of values ​​and norms:

Formal

Informal

Formal organization arises, as a rule, after the corresponding administrative, political decision, it is based on the division of labor, it is characterized by deep specialization, the activities of such an organization are clearly regulated and determined by legal norms. The division of labor acts as a system of status-positions, and each of them is endowed with certain functions. In such an organization, job statuses are strictly regulated, and a leader-subordinate hierarchy is created. As a rule, a formal organization is impersonal, designed for individuals trained to perform certain functions.

Informal organizations arise spontaneously or are created deliberately to solve emerging social needs. This is a spontaneously formed system of social connections and interactions. Informal organizations, groups, associations compensate for the lack of functioning of formal structures. Member not formal organization more independent in achieving individual and group goals, has greater freedom in choosing forms of behavior and interaction with other individuals in the organization. Often there are no strict regulations or discipline; such a group is more stable, more flexible and susceptible to change.

51+52. Subject of sociology of customs service. Customs service as social institution. Specialization of customs service functions.

Customs is a social institution. Social institutions are a historically established, imperially fixed form or a set of forms public relations, having functionality (for example, family).

Functions of social institutions: - reproductive, - gaming, - leisure, - economic, - socialization, - recreational, - other functions.

The customs service is an imperially fixed form with certain functions. The Customs Service implements customs policy, influencing the economy. The customs service is institutional in nature. Socialization of the functions of the customs service in modern conditions.

Aspects of social character: - the social conditionality of the customs service is expressed in the functions of customs affairs in modern conditions; - social efficiency of the customs service, the impact of customs activities on the economic situation.

Social organizations are also closely related to social institutions. Society is impossible without organizations - banks, enterprises, universities, shops, the transport system and others. We start our life in an organization and our activities are connected with them everywhere: maternity hospital, kindergarten, school, college, army, service, etc. All of them are types of organizations and are often identified with social institutions. In a broad sense, social organization is such a form and thus the joint activity of people, for whom it looks clearly ordered, coordinated, and well-functioning. However, the term "social organization" is used in several meanings:

■ as an element of the social structure of society;

■ as a type of activity of a certain group;

■ as the degree of internal orderliness and consistency in the functioning of system elements.

So, we can say that each person seems to be entangled in threads of connections, relationships, relationships, we see how communication is maintained, how groups gather, how actions are performed. And this whole system operates smoothly, without any confusion. This system served as the basis for the introduction of the concept of “social organization”. In principle, the organization represents the highest level of development social systems(the elements of which are people and the relationships that arise between them).

Social organization has the following characteristic features:

■ has a goal-oriented nature, since it was created to achieve certain goals. This means that an organization is a means and instrument to provide the function of unifying and regulating people’s behavior for the sake of a goal that cannot be achieved by each individual;

■ it is a complex interconnected system of social positions and roles performed by members of the organization; here there are vertical (mutually ordered) and horizontal structures;

■ the presence of mechanisms and means of regulation, as well as control over the activities of elements of the organization.

The term "social organization" has several concepts:

■ target group, an association of people of an institutional nature who strive to achieve certain goals in an organized manner (enterprise, government body, union);

■ these are means of management, managing people, these are ways of coordinating the functions of people, this is the harmony of forces, directions of people’s activities to achieve a certain goal;

■ a system of means of human activity, institutions, social control, social roles, value systems that provide community members with community life, ensure order in public life(a certain structure, type of connections, property-attribute of a certain object).

Synthesizing the above vectors of understanding the category "organization", we can give the following definition: a social organization is a large social group (target group), which is created to achieve certain goals using rational means, saving effort, rational division of labor between group members, coordination of governing bodies . In a broad sense, it is a set of patterns of behavior, institutions, social roles, means of social control, which provides community members with community, harmonizes many of their aspirations and actions in the process of meeting needs, and also contributes to solving problems and conflicts.

All organizations have their own names, charters, goals, areas of activity, and operating procedures. But the most important thing, from the point of view of sociology, is the presence in it of a social hierarchy, statuses, distribution of roles, and a system of social relations. An organization resembles a society in miniature. It is characterized by hierarchy (the vertical placement of people by rank) and control (a mechanism that organizes the interactions of people who strive to obtain a higher status and place). Comparing with the social structure of society, it should be noted that people in it are distributed according to castes, estates, classes; in a social organization, the hierarchy divides people according to positions.

The following organizational forms arise in society:

■ business organizations (firms, institutions);

■ public unions, mass organizations;

■ intermediate forms of organizations (artels, units, brigades)

■ family, scientific school, informal group.

Most large organization society is the state.

Sociological specialists present different typologies of social organizations. The criterion for this division is the degree of formalization of norms, connections, statuses that exist in these systems (formal and informal social organizations). Formal arises, as a rule, as a result of a certain administrative political decision. The activities of such an organization are clearly regulated and determined by legal norms. The distribution of statuses here acts as a system of status-positions, and each of them has certain functions. In fact it's big secondary groups, do not primarily influence the formation of personality, they are consciously created to achieve certain goals - from the public administration system, government to municipal “cells”. Along with formal ones, informal social organizations also operate in society. They appear not by order, but spontaneously. This is a system of social connections, relationships that develop spontaneously. Members of an informal organization are more independent in achieving individual and group goals, and have greater freedom in choosing the form of behavior and interaction.

One of the criteria by which a formal organization is distinguished from an informal one is the principle of legality. Formal is everything that is legal, established by regulations or through democratic procedures of expression of will. The concept of formal and informal organization was introduced into world sociology by the American sociologist E. Mayo. Thanks to his social experiments (Hawthorne experiments, 20s) he discovered that in any company, then in a factory, except official official relations(elements of formal organization) people necessarily have informal ones, friendly relations(elements of an informal organization) no less influence the effectiveness of the organization.

In a social organization there are: a single goal (range of activities, services), a system of power and management that requires hierarchical subordination, distribution of functions (powers, responsibilities, subordination of positions) between employees, a communication system (means and channels for transmitting information).

Social institutions are closely related to social organizations. Some sociologists call social organizations a type of social institution or complex institutions. However, there is definite difference in the content of these terms. Not every social institution can be considered an organization, and not every organization can be considered an institution (see Section “Social institutions”). Both social institutions and social organizations are created with the aim of regulating the process of meeting the needs of individuals and groups and serving the realization of social interests. A social institution is an organization of social relations that is formed to solve the main social problems, this is a type of “social effective project” that determines what kind of significant activity should be organized, how it should be directed and implemented.

Social organizations represent whole system. And the whole, as we know, more than the amount their parts. Therefore, based on the combination of organizational elements, a unique organizational cooperative effect is created, an increase in auxiliary energy. This effect means an increase in additional energy (synergy), which exceeds the sum of the individual efforts of its participants. The word synergetics is derived from the term "synergetism", which in biology means cooperation between different organs. This word was introduced into scientific circulation by I. Ansoff to justify group structures in the organization of companies. Synergy refers to the strategic advantage that occurs when two or more elements are combined. This is the effect that occurs in the joint activity of people from a certain combination of forces, when 2x2 = 5 or more. This increase, according to experts, occurs as a result of the fact that the efforts of all elements and subjects are integrated into the organization. Coordination, unanimity and simultaneity of efforts of these subjects gives an increase in energy.

A special place in the organization is occupied by the management system (methods, methods, forms, culture). The set of norms, values, and opinions that are reflected in actions at all levels of the organization and create an unwritten code of conduct can be called organizational culture. Organizational culture opens up a large palette of concepts that describe and explain the behavior of people in an organization (prestige, motivation, power, authority, leadership).

Power and authority are the most important variables in organizational behavior. Power is a form of social relations that is characterized by the ability to influence the behavior of others through administrative and legal mechanisms. Authority- is a personal characteristic, generally accepted meaning, influence enjoyed by certain person due to their qualities and merits. It is based on respect and recognition by others of a person's individual merits. If authority, first of all, is the voluntary submission of a person, then power is forced. The phenomenon of leadership is closely related to these concepts.

Leadership- these are relations of subordination, influence and imitation in the system of intragroup relations (the socio-psychological process of influencing others formally equal people). A leader is understood as a member of the group for whom she recognizes the right to make decisions in the most important situations. Similar to and in contrast to leadership, there is a form of leadership - how the administrative and legal process of organizing and controlling the actions of formally nervous (subordinate) people is legally regulated.

One of the first to scientifically study the nature of organizations was the outstanding German sociologist M. Weber. He also suggested the transformation of formal organizations into a unique phenomenon, whose name is bureaucracy. The transformation of an organization into a more complex bureaucratic system arises due to the fact that here management activities, control, and the functioning of power are carried out constantly, and the management function is documented, divided into a number of narrow subfunctions, and the principle of non-specialty and clarity of the hierarchy of power is manifested. Bureaucracy is the most complex and rational structure that man has invented. Bureaucratic dominance is one of the existing leadership styles along with:

Patriarchal (relationships of complete subordination of subordinates to the owner and their dependence on him, a manifestation of people’s deep faith in the inviolability of the existing customs and the power of the possessors is the dominance of people of noble birth);

Stanov (power is exercised not by one owner or his servants, but by members of a state, an “estate” relatively independent of the owner, who received part of the power as a privilege)

Charismatic (the type of power over the masses that prophets, military heroes, great demagogues have; power of this kind is based on people’s faith in charisma (of God), which is supposedly endowed by the one to whom they obey (examples: J. d'Arc, Napoleon Luther and etc.).

The dominant feature of bureaucracy is a clearly established hierarchy of positions, in which positions below are controlled and subordinate to those above. The basis of bureaucracy is a formal organization, that is, a system of roles, statuses, goals, functions and performance standards. And the core of a formal organization is a special code of behavior for officials, which includes norms, rules and procedures. Each of them knows or should know their range of duties, rights, responsibilities, system of behavior and approaches in each situation. Manifestations of the bureaucratic form of management have existed and exist always and everywhere, both in highly developed countries and in others.

The nature and mechanism of functioning of social organizations is examined in more detail by a special sociological theory - “sociology of organizations”.

Control questions:

1. The concept of social connection. The structure of social communication.

2. The mechanism of social relations.

3. The concept of a social institution. Functions, types and types of social institutions.

4. Social control and its elements. The concept of deviation.

5. Characteristics and classification of social organizations.

Abstract topic:

1. The education system as a social institution.

Additional literature (to topic A):

Voitovich S. A. Social institutions of society: gender, power, property. - M.: Institute of Sociology of the National Academy of Sciences, in 1998.

Voitovich S. A. Problems of social institutions in sociology // Sociology: theory, methods, marketing. -1999, No. 2.

Kravchenko A.I. Society and social institutions // Sociology. Uch. village - M., 1997..

Ossovsky V. Social organization and social institution // Sociology: theory, methods, marketing -1998, No. 3.

Prigozhin A.I. Sociology of organizations. - M., 1980.

Social institutions: content, functions, structure / Ed. Andreeva Yu. P. - Sverdlovsk, SGU Publishing House, 1989.

Social deviance: an introduction to general theory. - M., 1994.

Franchuk V. M. Fundamentals of modern theory of organizations. - M., 1995.

The distinction between the concepts of “social institution” and “social organization”, due to the reasons already indicated above, presents a certain complexity: indeed, a social organization is, in principle, nothing more than a complex social institution.

However, it is necessary to keep in mind the fact that the term “social organization” is also used in two other meanings.

Social organization denotes a certain organized type of activity, i.e. here is a social organization - process distribution of functions, coordination, purposeful influence of the subject of activity on the object.

The term "social organization" also means property social object, meaning the degree of internal consistency, orderliness of a whole, its structure.

However, let us return to the concept of “social organization” in its basic meaning, which was already discussed above.

So, a SOCIAL ORGANIZATION is one of the most important elements of the social structure of society (in the broad sense of this term), an artificial social association of people of an institutional nature that implements certain functions in society.

Features of social organizations:

Social organizations have a goal-oriented nature, since they are created in society to achieve certain goals, i.e. it is a means of uniting and regulating the behavior of people to jointly achieve a certain goal.

To achieve the goal, members of the organization are forced to distribute themselves according to roles and statuses, i.e. occupy certain positions in it.

Organizations arise on the basis of the division of labor and its specialization along functional lines. Therefore, on the one hand, they have different horizontal structures. On the other hand, social organizations are always built along a vertical (hierarchical) basis; they have a managing and a managed subsystem.

Management subsystems create their own specific means of regulation and control over the activities of the organization (this refers to both the direct management bodies of the organization and internal organizational norms).

Based on these factors, a certain organizational order arises as a system of relatively stable goals and norms governing organizational connections, interactions and relationships. Accordingly, the behavior of individuals in the organization and outside it are different phenomena. Various elements of human behavior - motives, roles, values, attitudes, goals, needs, etc. - “are built” within the organization in a completely different way than outside the organization, since the laws of joint cooperative activity apply in the organization. Such organizational activities generate an organizational effect, which is called SYNERGY, i.e. an increase in additional energy exceeding the sum of the individual efforts of its participants.

COMPONENTSEFFECTSYNERGIES

1. The organization unites the efforts of its members and has a simple mass character, i.e. the simultaneity of many efforts gives an increase in energy.

2. The units themselves, the elements of the organization, when included in it, become different, specialized, and this specialization, the unidirectionality of the actions of individuals, also makes it possible to strengthen energy, concentrating it at one point.

3. Thanks to the presence of a control subsystem, people's actions are synchronized, which also serves as a powerful source of increasing the overall energy of the organization.

Basic definition:

WITH NATIONAL ORGANIZATIONTsIA- THIS IS ONE OF THE MOST IMPORTANT ELEMENTS OF THE SOCIAL STRUCTURE OF SOCIETY OF AN INSTITUTIONAL CHARACTER, DESIGNED FOR THE IMPLEMENTATION OF CERTAIN FUNCTIONS IN SOCIETY AND DIFFERENT FROM OTHER SOCIAL INSTITUTIONS BY THE PRESENCE OF GOALS AND HIERARCHICAL STRUCTURE ENTITY (INCLUDING THE PRESENCE OF CONTROL AND CONTROL SUBSYSTEMS), AS WELL AS SPECIFIC FORMS OF REGULATION AND CONTROL OF ACTIVITIES.

The following types of social organizations are distinguished: formal and informal.

A FORMAL ORGANIZATION has the following features: it is rational, i.e. it is based on the principle of expediency, conscious movement towards a goal; it is impersonal, i.e. designed for individuals, relationships between whom are established in accordance with a certain program and rules. In a formal organization, only service connections between individuals are provided and it is subordinated only to functional goals.

AN INFORMAL ORGANIZATION is a spontaneously formed system of social connections, norms, and actions, which is the product of more or less long-term interpersonal and intragroup communication, for example, in a work team on the basis of likes and dislikes.

Sociologists who study organizations classify them according to a variety of criteria. Modern Russian sociologists mainly identify the following types of social organizations:

1. Business organizations whose membership provides workers with a means of subsistence (enterprises, corporations, firms, banks, etc.);

2. Public organizations that are mass associations, membership in which allows one to satisfy political, social, cultural, and other needs (political parties, trade unions, etc.);

3. Intermediate organizations that combine the characteristics of business and public organizations(cooperatives, artels, partnerships, etc.);

4. Associative organizations that arise on the basis of mutual realization of interests (scientific school, interest clubs, informal groups, etc.).

The typology of organizations has become widespread by industry: industrial and economic, financial, administrative and managerial, research, educational, medical, sociocultural, etc.

The most common types of organization are formal And informal f. The main criteria for such a division is the degree of formalization of the connections, statuses and norms existing in the systems.

Formal organization , as a rule, arises as a result of an appropriate administrative, political decision, it is based on the division of labor, it is characterized by deep specialization, the activities of such an organization are clearly regulated, determined by legal norms, etc. The division of labor acts as a system of statuses - positions, and each of them is endowed with certain functions. In such an organization, job statuses are strictly ordered according to the similarity of functional tasks, and a hierarchy is created: manager - subordinates. For a formal organization to function successfully, business information is necessary. Its passage, acceptance of the right management decision depend on the organization of multilateral connections, including reverse ones. As a rule, a formal organization is impersonal, designed for individuals trained to perform specific functions. No other relations are provided between the subjects, except for official ones, regulated by internal regulations, orders, etc. These and other documents and instructions from the administration normalize the work of the organization. Its activities are based on the principle of expediency.

One of the first to introduce the category of formal organization into sociology was the German scientist Max Weber . He also made the correct assumption that a formal organization, as a rule, tends to turn into bureaucratic system , assessed the role of bureaucracy quite highly, arguing that technical, technological, and organizational progress is impossible without it. Weber formulated the main features of an ideal type of bureaucracy. This type assumes that management activities are carried out constantly, a superior manager exercises control over the official, who is separated from ownership of the means of management, and the position is separated from the subject, administrative functions; management work becomes a special profession; there is a system for training officials, management functions are documented; in management the main thing is the principle of impersonality.

Weber argued that main advantage bureaucracy is a high economic and economic efficiency, which ensure accuracy and speed in work, knowledge and consistency of the management process, official secrecy and subordination, unity of command and efficiency, minimizing conflicts and respect for the professionalism of colleagues. These, according to Weber, are the main advantages of bureaucratic management of an organization.

But already in late XIX and at the beginning of the 20th century. he expressed a number of thoughts regarding the danger posed by the rise of bureaucracy in formal organizations in general. Weber believed that the bureaucracy could turn into a class if its activities were not strictly controlled by the state. Among the main shortcomings of bureaucracy, he named ignoring the specifics of conflict situations, acting within strictly defined frameworks, according to a template, i.e. lack of any creativity in work, abuse of power. To combat these and other negative features in the activities of the bureaucracy, the scientist proposed introducing a system of control and guarantees limiting the power of bureaucrats. One of the conditions that gives rise to the omnipotence of the bureaucracy is rightfully considered the absence complete information about their activities.

Weber's point of view on the role of bureaucracy as a formal organization in society has been and is being thoroughly criticized, although in recent decades there has been a kind of renaissance of his ideas, which are freed from outdated ideas and modernized. For example, they separate the power of a bureaucrat and the power of a specialist; the first is obeyed by virtue of an order, the second - by virtue of authority, recognition of his professional training, and deep knowledge of the matter. Therefore, submission in the second case is voluntary, while in the first it is forced. Which management method to give preference to, which leadership style is more effective is not an idle question. In the current society of information civilization, determining the independence of specialists is an acute problem. They believe that this independence should be manifested in the prompt formulation of goals, setting tasks, choosing methods of activity, using knowledge and monitoring execution.

The problem of the contradiction between the bureaucratic organization of management and creative work, which implies receptivity to all innovations, is a question of the survival of any formal organization in a market economy. The readiness of an organization to recognize and implement innovation depends to a large extent on the presence in the organization of such norms and rules that encourage creative activity. Even in traditional societies there are norms that encourage (materially and morally) creative, constructive activities of subjects of formal organizations (for example, quality circles in Japan). But everywhere, in technogenic or traditional societies, one always has to overcome the resistance of bureaucracy; the French sociologist M. Crozier notes that the nature of the connections and relationships that have developed in a bureaucratic organization impedes innovation (hierarchy of official dependencies, the desire to have a monopoly on information, decide the fate of entrusted subjects, determine the economic , social policy- too tasty a morsel to be easily rejected). An official vested with the appropriate powers considers the actions of subordinates to be correct if they comply with orders, charters, and internal regulations of the organization or institution. The slightest deviation from these rules leads to sanctions. This approach to assessing the performance of subordinates does not encourage creativity, cultivates conformity in behavior and thinking, and teaches them to live by the principle: “What do you want? As you say, I will do so.”

The bureaucracy strives to bracket out, exclude the actual personal interests of subjects engaged in the field of management, and transfer these interests into the general interests of the organization. M. Crozier in his works showed that the nature of the connections and relationships that have developed in a bureaucratic organization impedes innovation. The hierarchical system of power offers assessment of the actions of subordinates in accordance with internal instructions and orders governing the activities of the organization. However, knowledge and the ability to innovate cannot be transferred by order. Practiced incentive measures in a bureaucratic organization also do not promote creativity, but cultivate conformity in the behavior of employees. The bureaucracy's inhibition of the development of innovative processes is also due to the fact that it strives for uniformity in organizational systems. Meanwhile, it is the diversity of tasks, functions and elements of the organization that creates opportunities for innovation. After conducting empirical research, American sociologists P. Blau and T. Scott proved that organizations that perform simple tasks solve them better under a hierarchical management structure. On the contrary, solving complex problems, rather, requires not a hierarchical, but a horizontal structure of organizational relationships, more democratic and less formalized.

In society, in parallel with formal ones, there arise and function informal organizations . They appear not by order or decision of the administration, but spontaneously or deliberately to solve social needs. Informal organizations is a spontaneously formed system of social connections and interactions. They have their own norms of interpersonal and intergroup communication that differ from formal structures. They arise and operate where formal organizations do not perform any functions important to society. Informal organizations, groups, associations compensate for the shortcomings of formal structures. As a rule, these are self-organized systems created to realize the common interests of the subjects of the organization.

A member of an informal organization is more independent in achieving individual and group goals, has greater freedom in choosing the form of behavior and interaction with other individuals of the organization and group. This interaction largely depends on personal attachments and sympathies. Relations with other entities are not regulated by orders, management guidelines, or regulations. Solutions to organizational, technical and other problems are most often distinguished by creativity and originality. But in such organizations or groups there are no strict regulations or discipline, and such an organization or group is less stable, more flexible and subject to change. Its structure and relationships in it largely depend on the current situation.

Thus, each type of organization has its own advantages and disadvantages. A modern manager, lawyer, entrepreneur must have a clear understanding of this in order to skillfully use it in practical work their strengths.

Organizations can be viewed in a broad and narrow sense. In the first case, these are any organized communities of people or a collection social groups, interconnected. In the second, it is a social subsystem. In a social organization, there is interaction between various members of which are united by common interests, values, norms and goals that arise in connection with joint activities. Thus, the social organization of an enterprise is a system of social groups (consisting of employees) that are aimed at achieving a common goal - obtaining products and subsequently material resources. Thus, it is formed in connection with the interest of group members in obtaining material benefits.

Social organization has certain characteristics:

• the existence of a system of management and power, subordination of workers to the management of the enterprise;
• the presence of a single goal - provision of services, production of products, etc.
• distribution of responsibilities and powers between employees interacting with each other.

Structure of social organization

Any organization is one of the elements social system. Society includes a set of interacting organizations. The latter is an intermediary between society and man.

Feature social structure - mandatory hierarchical ordering that allows you to regulate social positions different levels. That is, depending on the positions, subordinate employees (workers) are subordinated to higher ones. and the positions that are included in the structure are recorded in documentation, in which each person is assigned a certain range of responsibilities. One of important conditions functioning of the organization - the opportunity to move up the career ladder. The second such condition is the presence of an established communication system. Mutual exchange of information is necessary to coordinate people's activities and make important management decisions.

Social organization and its types

There are several approaches to typology.

In the first of them, 3 types are distinguished:

1. institutions (cultural, financial, educational, scientific, managerial);
2. enterprises (trade, manufacturing, service);
3. public organizations (voluntary, professional, religious).

In another approach, classification is made according to the following criteria:

• economic;
• cultural;
• social;
• managerial.

In the third campaign the following groups are distinguished:

1. forced when members social society become compulsory. These include in particular: the army, labor treatment center, prison, etc.;
2. voluntary, when membership arises on a voluntary basis. These are various trade unions, parties, political movements, religious associations;
3. utilitarian, when members are united to achieve some common and individual goals. These include firms, banks, and enterprises.

Social organization can also be:

• public - these are mass associations to meet social, economic, cultural, political and other needs. These include parties;
• business - thanks to which workers are provided with a means of subsistence. These are firms, banks and enterprises;
• associative - arises for the mutual realization of interests. and clubs;
• intermediate - combines the characteristics of social and business organizations. These are cooperatives and partnerships.