ORGANIZATIONAL CULTURE (Part 2)

In organizational culture we can check the cultural diversity, this one can be split in five main topics as assumptions, values, meanings, understandings and corporate image.

In conclusion, the cultural diversity want that the organization first, think as a collective and not as individual, second, respect and know that there are different opinions, also, that the beliefs can not be the same between people in the organization. simultaneously, know how to interprete and remember how things are done. And, finally to have clear that employees reflect what the company does. 

Teamwork is complicated and to handle it, needs a leader that enforced the identity of each member of the group, also, to move on is important emphasize on groups and dont on people. Consider that the snowball effect can harm all the work process, so put attention in details are important because one small problem can end in some really important one, as well, have an integrated teamwork makes efficient the work. The leader of the unit,needs to have a control over the group, having clear rules stablish and managing a risk tolerance,

and the employees needs to have rewards for the work, like benefits on the salary.

WHY IS IMPORTANT FOR AN ORGANIZATION TO HAVE CULTURE?

Culture is the based in all societies, for a sane coexistence between citizens. Taking this into an organization, will enhance the way to work, also increasing the efficience in the processes. We can define organizational culture as the set of shared beliefs, truths, assumptions, and values that operate in organizations. 

 key factors of organization culture:

•   It focuses attention on the human side of organizational life, and finds significance and learning in even its most ordinary aspects.

• It clarifies the importance of creating appropriate systems of shared meaning to help people work together toward desired outcomes.

• It requires members especially leaders, to acknowledge the impact of their behavior on the organization's culture.

• It encourages the view that the perceived relationship between an organization and its environment is also affected by the organization's basic assumptions.

• Organizational culture is possibly the most critical factor determining an organization's capacity, effectiveness, and longevity. It also contributes significantly to the organization's brand image and brand promise.

• Organizational Culture creates energy and momentum. The energy will permeate the organization and create a new momentum for success.

In conclusion, for an organization to have culture is important because not only enhance the environment, the relation between workers and the way of work, if not, can seen results in the ends, more efficiency and effectiveness too, one example of why culture is a motivator factor for employees.

                                                                                                                                                            

1. http://www.youtube.com/watch?v=UUUz_Zvv2nM&p=BFAF4731633E7645&playnext=1&index=19, organizational cultures examples
2. http://www.dynamicfoundations.com/culture.htm
3. Davis, Linda. Article organizations and cultures. http://www.organizationalculturecenter.com/

ORGANIZATIONAL CULTURE

"The first thing that you need to generate culture is have an organization".

Culture integrate all the activities, structures and ways of behave of a team. Also, includes the different products that society produces; it can be material or immaterial. We can take the culture into the organization as the behave of the co-workers, employees and all the parts of the company. Organizational Culture, generate human resources and culture paradigms, as a result, the company can identify the identity of the workers and notice the leaders.

According the Robbins Diagram, to create organizational culture, you need to have clear the philosophy of the founders, and apply it in all the processes of the organization, and according this one manage the selection criteria