ORGANIZATIONAL CULTURE

DEFINITION

I define it as the religion that professes entire company through vision, mission, corporate values, and others among its members and is transmitted to the new members, being part of the strategic components of organizational direction.

According Ingrids Rodríguez Guerra in his article published in gerencie.com defined as "a coordinated set of beliefs, values, behavior patterns and media components that share a collective, from a model of basic assumptions that were exercised sufficient influence to be considered valid and therefore can be taught to new members as the correct way to perceive, think and feel in their actions. "**

** Rodriguez Guerra, I. (2008, 09). Organizational culture. gerencie.com. Recovered 03, 2015 in http://www.gerencie.com/cultura-organizaciona.html

HISTORY

**INTERNATIONAL STUDIES

1949 Organizational culture was determined and valued by sociologists and psychologists, as the case of Leslie White.

1971 Take a cognitive approach Geertz

1982 Organizational Beliefs Questionnaire Peters and Waterman who through a questionnaire measured variables like fun, innovation, superior quality, attention to detail, taking risks, competitiveness, informality and importance of people

1983 Organizational Culture Inventory, Cooke and Lafferty whose research considered important elements of self, power management, competitiveness, self-realization, perfectionism, removing the scope of achievements, and in general, the scope humanistic.

1990 companies belonging to the group IBM (International Business Machines) in Denmark and the Netherlands were studied in regard to organizational culture by Hofstede. These researchers divided the project into three phases and so, took into account four aspects of culture: symbols, rituals, heroes and values, from which proposed six characteristics of the construct organizational culture: holistic, historically determined, related to the socially constructed, soft and difficult to change. anthropological concepts

1991 is the work done by O'Reilly et al. called Organizational Culture Profile, based on the comparison of the profiles to evaluate people and organization. The instrument contained 54 statements concerning individual and organizational values.

1994 Moreover, in the scale of organizational culture developed by Glaser Zamanou and variables were considered: individual morale, job security, recruitment, training, teamwork and commitment, understanding its clear focus on human behavior. Meanwhile, Xenikou and Furnham (1996) took as factors organizational culture based growth task, defensive style in its development, constructive style as need satisfaction and cooperation.

1996 Furnham Xenikou and took as factors organizational culture based growth task, defensive style in its development, constructive style as need satisfaction and cooperation.

1999 a study that aimed to link the organizational culture, organizational climate and managerial values was performed. This research was conducted by Wallace, Hunt and Richards (1999), who took elements of previous instruments such as Hofstede (1980), Flowers and Hughes (1978) and Jones and James (1979)

2003 Lund related organizational culture with job satisfaction in a study that was developed, adapted the model described by Cameron and Freeman (1991), and using questionnaires given to people from different organizations that belong to the productive sector of society classified the population and introduced multiple choice questions and only answer.

2005 McDermott Prajogo and methods of gathering information also vary; in the study were mailed formats for managers of organizations that have knowledge about the past and present of the organization, and practices related to quality and process innovation, shall process, so that you evaluate your leadership, strategic planning, customer focus, information and analysis, people management, and process management.

2006 Simosi Xenikuo and other variable which was related organizational culture was transformational leadership.Also in that year Mossadegh conducted a study in hospitals in Iran, where the impact of cultural values on the successful implementation of total quality management was determined.Similarly Liu, Shuibo and Meiyung in a Chinese construction company was studied by researchers. These organizational culture grouped into 4 large study groups according to the standards previously set by Cameron and Freeman (1991).

2008 In the study developed Casida and Pinto-Zipp supported the idea that the models of transactional and transformational leadership on the head nurses are associated with the organizational culture, attributing the ability to balance the relationship between stability and flexibility in their units and achieve a effective work.

2008 In the study developed Casida and Pinto-Zipp supported the idea that the models of transactional and transformational leadership on the head nurses are associated with the organizational culture, attributing the ability to balance the relationship between stability and flexibility in their units and achieve effective work.

2009 Alas Übius and published research which found that there is a connection between organizational culture and social responsibility of companies.Bin Yiing and develop a job in Malaysia. The study found that organizational commitment has a significant association with job satisfaction, but not with the employee's performance. However, only supportive culture has influenced the relationship between engagement and satisfaction.

Saghaei Mohammadzadeh and developed a work aimed to quantify the quality culture model in a construction company with structural equation modeling.

LATIN AMERICAN STUDIESEntering the twenty-first century, they are a series of studies conducted in Latin America.In 2002, in Brazil, Ferreira Leal, Stall, Da Costa and Swan (2002) carried out the initial version of its questionnaire to 823 members of the companies located in the city of Rio de Janeiro on 5-point scale Likert that ranging from '' does not apply to all of my company '' (1) to the application '' completely my company '(5).

2003 Marcone and Martin were very methodical in the preparation of their instruments, ensuring greater effectiveness thereof when subjected to constant analysis of statements and concepts.Carbajal (2003) The thesis developed was based on the central hypothesis that the model of management and organizational culture influence the activities of national cooperation, from which it was concluded that is necessary to implement strategies that generate priorities change in culture students and link the process of the administrative functions cycle.

2010 Morales makes a description of the organizational culture in 31 Colombian companies from different sectors: services, industrial, construction, health, commercial and financial. In this study, 4 were considered important variables within the culture: Leader concept about man, organizational structure, culture and organizational climate system.

Also in that year Sanchez raises the categorization of organizational culture in 3 global variables that contain aspects of this construct, individualism / collectivism, employee orientation / task and flexibility / stability, which tried to concentrate all factors define organizational culture and facilitate its measurement.

NORMA APA**Cújar , A. (2013, 09). Cultura organizacional: evolución en la medición. Estudios Gerenciales. Recuperado 06, 2015, de ttp://www.scielo.org.co/scielo.php?pid=S0123-59232013000300010&script=sci_arttext

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JUNE 2015