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Organizational Culture: We advance?

"Organizational Culture, includes the experiences, beliefs and values, both personal and cultural organization."

As I start these articles, we take what we learned in college and / or what we reiterated in these important courses and seminars that some are able to attend in order to reflect on our own professional reality and act accordingly .

There is definitely enviable examples not only professionally but personally moving. At this point we can not say that there are good and bad organizational cultures because it would be the same as saying that Libyan culture is bad and the English is good, which does not stand discussion. What is clear is that if we see a man walking down the street with a hot water bottle under his arm and a mate in the hand of the same arm in a summer day with 30 degree heat, will almost certainly to be Uruguayan. In other words, there are features that no doubt we're talking about or what characterizes the person or organization.

There are organizations that are striving to show a way of being and yet their actions "reveal" or evidence of their organizational culture. The organizational culture is fashioned as layers or veins of a tree ... eventually events, people who have passed or by the founders or drivers who have.

The religious order founded by Teresa of Calcutta for example, lives and acts consistently with the principles of its founder, who in turn has been an example for believers and unbelievers with his works and those in difficult times or moments of praise and Distinctions.

The same can be seen in the Godfather films memorable. The point is, if our organizational culture is nourished or evolving to adapt to new times, new ideas, technological discoveries and the social demands of those issues one way or another are led to man and society more just, equitable, or simply to complete more happy and fulfilled or not. There are organizations that go against the stream and continue to defend its members for example, the progress of outsourcing under the guise of improving profitability, detached from tax obligations, or social security contributions linked to retirement. Are also those who never cease to care for their members in regard to recognition, awards, promotions, training and guidance on personal development and even spiritual and family support (counselors).

And of course we also have those organizations yet very well characterized in the second decade of the 21 as the Homer Simpson works in Springfield. Indeed there are many well and not only are large companies, there are also small companies. In some cases we are likely to choose to stay in them or not but in most cases, this possibility is not as big as we wanted. For this reason, the assessment of organizational culture should be an extremely important issue. There are audit method is located in the organizational culture? You have probably already developed consultants getting very large sums of money for it. But have to see if the results were as good as the sum Delivered for it. As a matter

contidiano of managers who want to achieve or strengthen their professional success, we must reflect on what kind of culture characteristic of our organizations and aspects of it should evolve and / or processing within those principles held by its current drivers or that its founders. If the consistency of a bit is being diluted, a conversation or timeliness about it that will need to be professionally appropriate. These issues should be analyzed on the basis of the habitual, practical, sophisticated look and philosophy of little or no use to make things better.

will be confronted with human resources policies with those related to responding to dissatisfied customers, dealing with suppliers, compliance with tax obligations, social security and finally, consciousness. Self-consciousness (as managers) and the conscience of those who now run the organization and ways that are committed to all members of the company that will develop as human beings themselves and the rest to follow them.