Problems of corporate culture diagnostics in the food enterprises located in the Saratov region have been studied in the article, as well as theoretical and regulatory framework. They are identified overarching aims of corporate culture management. The purpose of the article is a statement of the results of corporate culture monitoring in 18 large and medium-sized enterprises. In the process, a number of specific methods were used: monographic, expertise, diagnostic level model "Bulb", survey. The working hypothesis was in that the management companies often regard a corporate culture from a formal position, overseeing the administrative procedures. At the same time deep "layers of a bulb" remain unaffected. It leads to organizational and psychological difficulties, disruption of business communications, lower productivity, high employee turnover and to escalation of costs for training newly recruited employees. It has been revealed experimentally that the employees have trouble picturing corporate culture, seeing for its manifestation only regulations, standards and symbols. The authors have developed and have proposed criterion of estimation the management methods and point scale to estimate social impact of corporate culture diagnostics activities. The necessity of rethinking the nature of this phenomenon by headquarters in order to improve the efficiency and sustainability of the large and mediumsized enterprises is grounde
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