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Organisational culture a social paradigm?

Abstract

It is from social anthropology that the organizational culture can be analyzed, whose objective is to explain the performance of societies in time, from which the organizational culture is defined in relation to the criteria of both "observability" and "meaning". The first criterion, observability, is defined as a model of explicit behavior, based on achieving results, it configures a comprehensive scheme of positive and negative, formal and informal guidelines. This is registered in the collective memory and has been established as intersubjective truth, accepted among the group that will serve as a guide to deal with uncertainties and ambiguities. The second aspect about, the meaning, involves knowledge, belief, reasoning, custom or any other capacity, or way acquired by the individual in time to be part of society or social group, elements that when constituted as a direct consequence of institutionalization of social organizations, they are externalized in the ways and ways of making decisions, analyzing, evaluating and understanding reality. As well as interpret interpersonal relationships and know how to rank some values and norms to choose between difficult situations, rejecting, or accepting others (Basabe & Basabe, 2013: p.4). From the identification that is possible through observation, the type of organization or company that it is can be measured. At the same time, it is possible to conceive a connotative meaning that allows us to indicate the perceivable values of the institution. The confluence of criteria has been hindered when addressing culture from the paradigms called rationalist and constructivist concerning organizational psychology. Following the reflections of Geovanni Basabe (2013), according to the rationalist paradigm, the organizational culture is identified as one more variable of the company, capable of being managed to achieve certain economic efficiency standards, especially when you want to introduce Management codes the idea of implementing, in an appropriate way, a strategic management model. While for the constructivist paradigm it is not that the company possesses a culture, but that it is in itself, especially since they are certain philosophical consistencies that, being linked to the achievement of results, fully identify the company as such. The present investigation is based on an exercise of integral observation that allows to measure the organizational culture, as a phenomenon that transcends time. An exploratory descriptive methodology is applied.

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