Scope, Impact and Benefits of Organizational Culture

The work of thought is similar to drilling a well, the water is cloudy at first, then clarifies. Basic considerations Chinese Proverb Every manager should encourage management to an organizational culture that encourages all staff, culture that must handle towards the achievement of the objectives, goals established, and all that is true according to the characteristics of the stage where it operates. Robbins (1999, p 601), states that: "Culture, by definition, is difficult to describe, intangible, implicit and taken for granted. But every organization develops a core set of assumptions, knowledge and rules implied that govern everyday behavior in the workplace ... ". Organizational culture serves as a frame of reference to members of the organization and gives guidelines about how people should behave in it. In many cases the culture is so clear you can see that the behavior of people changes at the time that goes beyond the factory gate reminds us Soulmate Rios, organizational culture is the set of rules, habits and values, which practiced by individuals in an organization, and that makes this form of behavior.

This term is applied in many business organizations today, and so in hospitals or health organization, is a term that should be considered. A standard, as applied to management issues, is all that is written and approved, governing the organization and should be respected by all the members of it. A rule must be written in detail in the corporate governance documents: Organization and Functions Manual, training plans, strategic plans, among others. A habit, for management purposes is what is not written, but it is accepted as the norm in an organization. Example: if in a health facility is not usually smoke, but there is no written rule against it, knowing it can be annoying to some patients or workers, this habit of not smoking is a feature of the organizational culture of this place.

A value is a quality that a person who belongs to an organization. Example: simplicity, joy, responsibility, honesty, punctuality, etc.. The values ​​can also be negative (some call it anti-values). In particular, organizational culture refers to a system of meanings shared by members of an organization that distinguishes one organization from another. Scope. With outcomes as outlined below, you can evaluate the organization, members share feelings about the organization, how to do things in it and expected behavior in it. These ranges are as follows: The identity of members, this refers to the degree to which employees identify with the organization as a whole and not just your type of work. Work activities are organized around groups rather than individuals. Management decisions take into account the recoveries that the results will have on members of the organization. Are encouraged to organizational units operate in a coordinated or interdependent. The employee of rules, regulations and direct supervision to monitor and control the conduct of employees.

Encourages employees to be innovative and daring. Criteria for reward: refers to the distribution of rewards such as salary increases and promotions according to employee performance, not seniority, favoritism and other factors unrelated to performance. Employees openly address conflicts and criticism. An open system approach to the degree to which the organization monitors and responds to changes in the external environment. Impact. He notes that many organizations have many subcultures that influence the conduct of its members. The culture reinforces the commitment to the organization and increases the consistency of the behavior of employees. The culture is valuable because it reduces ambiguity (indicating your employees to do things and that is important). When the environment of the organization is subject to rapid change, entrenched organizational culture may not be appropriate, since it can be a burden for the organization and hinder responses to environmental changes. Advantages. This system of shared meanings, when analyzed more closely, causes the number of core features that assesses recent research organization states that there are ten primary characteristics in general, concentrate the essence of organizational culture and are considered advantages: Identity of Members: The degree to which employees identify with the organization as a whole and not just your type of work or field of professional expertise.

Emphasis around groups rather than individuals: The degree to which work activities are organized around groups rather than individuals. The Focus on People: The degree to which management decisions take into account the impact that the results will have on members of the organization in Units Integration: The degree to which people are encouraged to organizational units operate on a coordinated or interdependent. Control: The degree to which use rules, regulations and direct supervision to monitor and control the conduct of you employees. Risk Tolerance: The degree to which employees are encouraged to be aggressive, innovative and daring. Criteria for Reward: The degree to which rewards are distributed as salary increases and promotions, according to the employee's performance and not seniority, favoritism and other factors unrelated to performance. Conflict tolerance: The degree to which employees are encouraged to treat their conflicts and criticisms openly. The profile to the End or the Means: The degree to which the administration is shaping up to the outcomes or goals and not to the techniques or processes used to achieve them.

Approach to an Open System: The degree to which the organization monitors and responds to changes in the external environment. * Source: Organizational Behavior. Stephen P. Robbins. Sixth edition. Mexico 1991. Strategic Management. Humberto Gomez Serna. 5th edition. Santa Fe de Bogota. 1997