Organizational Culture as an essential element of success
Hello Steemit friends, today is a very important issue for companies on the essentials of having a good organizational culture.
Each person has characteristics that no other person, different traits, a unique personality, in short we all have qualities that differentiate us from others, in companies the exact same thing happens, each one has its own way of behaving and acting, this refers to the fact that companies are made up of people and this group behavior of all the members is called the organizational culture.
This behavior not only refers to the way of acting but also to the way of thinking, describing itself through the values, principles, traditions shared by each one of the collaborators and members that form part of this company. Each organizational culture is different and each one has its ways of doing things and influencing the way in which the members of the company act.
Organizational culture is not something that can be touched or seen physically, but employees can perceive them according to what they experience within the organization.
A culture is shared This refers to the fact that although individuals may have different experiences, or work at different levels of the organization, they tend to describe the culture of the organization in similar terms.
Dimensions of the organizational culture.
There are several dimensions of organizational culture, some of them are:
1. An organization of culture in detail: this is based on the degree to which employees are expected to be precise, analytical if they pay attention to detail.
2. When it is said that there is an organizational culture oriented to the result: it is a company or organization in which the degree in which the managers focus on the results rather than how these results are achieved.
3. People-oriented culture: it is said that management decisions take into account the effects on the people of the organization.
4. The orientation to the teams: this talks about the work done as a team instead of doing it individually
5. When it is said that a company or organization has an aggressive culture: it means that employees are aggressive and competitive, in the good sense of the word instead of being cooperative
6. In an organizational culture that maintains stability: it is said that the decisions and actions of the organization are aimed at maintaining the state of affairs
7. And when we talk about a culture of innovation and risk-taking: here there is a high degree to which employees are encouraged to innovate and take risks.
1. An organization of culture in detail: this is based on the degree to which employees are expected to be precise, analytical if they pay attention to detail.
2. When it is said that there is an organizational culture oriented to the result: it is a company or organization in which the degree in which the managers focus on the results rather than how these results are achieved.
3. People-oriented culture: it is said that management decisions take into account the effects on the people of the organization.
4. The orientation to the teams: this talks about the work done as a team instead of doing it individually
5. When it is said that a company or organization has an aggressive culture: it means that employees are aggressive and competitive, in the good sense of the word instead of being cooperative
6. In an organizational culture that maintains stability: it is said that the decisions and actions of the organization are aimed at maintaining the state of affairs
7. And when we talk about a culture of innovation and risk-taking: here there is a high degree to which employees are encouraged to innovate and take risks.
This does not mean that a company or organization only has one dimension, its culture can also be a mixture of each of them.
https://es.slideshare.net/ngutman82/cultura-y-entorno-organizacional
Components of the organizational culture
There are some components of the organizational culture and those are: values, symbols, norms, histories, language, and slogans and customs.
Each of these components as a whole assemble or form the organizational culture.
Organizational culture
Organizational culture
Keep in mind that all organizations have culture, but not all cultures influence the behavior and actions of employees.
So this is where we determine whether the organizational culture is strong or if, on the contrary, it is a weak culture.
1. Widely shared values
2. Culture communicates coherent messages about what is important
3. Most employees can tell about the history or heroes of the company
4. Employees are totally identified with the culture
5. There is a strong connection between shared values and behavior
1. Values limited to a few people; usually, to senior management
2. Culture sends contradictory messages about what is important
3. Employees know little about the history or heroes of the company
4. Employees identify poorly with culture
5. There is very little connection between shared values and behavior
The beginning of all of them is the philosophy of the founders of the organization, all this thinking of what you want from the company must be very ingrained with the selection criteria at the time then to start to choose the personnel that will work in the organization. These criteria must be very clear both by senior management and they in turn must make a great socialization of these criteria and such a philosophy this combination will then maintain or build an organizational culture. The stronger this process is, then the culture will be stronger within the organization.
Culture is the values, principles and traditions of a company and how to influence in a certain way the behavior of members and collaborators, who feel identified with the organization is key to success , it can not be touched but it is perceived in the environment. It is important to strengthen the organizational culture as it allows a better performance in the company, as well as is part of its image in front of its customers and consumers, it is its first impression.
Strong cultures: those in which fundamental values are deeply rooted and widely shared, have greater influence over employees than weak cultures.
Strong culture
1. Widely shared values
2. Culture communicates coherent messages about what is important
3. Most employees can tell about the history or heroes of the company
4. Employees are totally identified with the culture
5. There is a strong connection between shared values and behavior
Weak culture
1. Values limited to a few people; usually, to senior management
2. Culture sends contradictory messages about what is important
3. Employees know little about the history or heroes of the company
4. Employees identify poorly with culture
5. There is very little connection between shared values and behavior
How to establish and maintain an organizational culture?
The beginning of all of them is the philosophy of the founders of the organization, all this thinking of what you want from the company must be very ingrained with the selection criteria at the time then to start to choose the personnel that will work in the organization. These criteria must be very clear both by senior management and they in turn must make a great socialization of these criteria and such a philosophy this combination will then maintain or build an organizational culture. The stronger this process is, then the culture will be stronger within the organization.
Conclusions
Culture is the values, principles and traditions of a company and how to influence in a certain way the behavior of members and collaborators, who feel identified with the organization is key to success , it can not be touched but it is perceived in the environment. It is important to strengthen the organizational culture as it allows a better performance in the company, as well as is part of its image in front of its customers and consumers, it is its first impression.
Good article, that will motivated me daniel