Cultura organizacional: evolución en la medición

Abstract

La cultura organizacional es conocida universalmente como el conjunto de significados compartidos y creencias en poder de una colectividad; su estudio evidenciará la forma como trabajan las empresas y las conductas que sus miembros toman al enfrentarse a diferentes situaciones. El presente artículo acerca al lector al concepto de cultura organizacional a partir de autores destacados en la historia, y registra el progreso cronológico en los métodos de medición, iniciando desde la observación y análisis psicológico hasta la elaboración de instrumentos especializados que midan el comportamiento de las personas y su influencia en la organización. Todo esto, con el fin de respaldar el avance científico regional, al considerar diversos estudios como precedente para futuras investigaciones.Organizational culture is known universally as the set of shared meanings and beliefs held by a community. The study of Organizational culture will reveal the way of how factories operate and the stance that they take whendealing with different situations. This article presents to the reader with the concept of organizational culture from the best known authors throughout history; furthermore it provides the chronological progress in measurement methods, starting from observation and psychological analysis of the concept, to the preparation of specialized tools to measure people’ behavior and its influence on the organization. All this, in order to support regional scientific progress, on considering several studies as a precedent for future research

Practices in Project Management According to Charles Handy's Organizational Culture Typologies

“…As such, the five levels of CMMI-DEV were increased to seven in MPS.BR. This has had success from 2004, when MPS.BR started its activities, to 2013, with 110 published evaluations [6][7][8][9][10][11][12][13][14][15][16][17][18][19][20][21][22][23][24][25].…”

“…The organizational culture must be studied and related to other items so as to culminate in an organizational strategy, because the evolution in the way how organizational culture has been positioning itself as a subject of strategic analysis in companies over the course of the decades, especially in Latin America, where there have been major changes, either by market positioning, transnational strategies or the decomposition of the variables of organizational culture with individual or collective characteristics [23].…”

Power asymmetries: An analysis of gaps between hierarchical levels and organizational culture

“…In recent years, there have been numerous studies on organizational culture, focusing on a range of themes. For instance, Choo (2013) assesses the impact of information on organizational culture and organizational effectiveness; Carrillo (2013) and Cújar Vertel et al (2013) focus on how the methods used to measure organizational culture have evolved; Glisson (2015) studies the relationship between organizational culture and climate; Martínez-León, Olmedo-Cifuentes, and Ramón-Llorens (2018) analyze the impact of organizational culture on career satisfaction; Janićijević (2013) explores the effects of organizational culture on structure; Ahmad (2012), Awadh and Alyahya (2013) and Shahzad, Luqman, Khan, and Shabbir (2012) examine the relationships between organizational culture and performance; and Moskovich and Achouch (2017) look into the impact that family business culture has on the relationship between owners and employees. However, there remain many aspects still to be investigated, not least the identification of new constructs that impact organizational culture (Cújar Vertel et al, 2013).…”

“…As Cújar Vertel et al (2013) have noted, several authors, such as Allaire and Firsirotu (1984), Hofstede (1998), Schein (2010), and Martínez Avella (2010), have focused on analyzing and measuring organizational culture by way of a range of instruments. Denison proposes a model based on classifications of organizational culture (Denison & Mishra, 1995) that focuses on the same types of cultural orientation proposed by Cameron and Quinn (2011): namely, flexibility versus stability and internal focus versus external focus (Naranjo-Valencia, Jiménez-Jiménez, & Sanz-Valle, 2016).…”

“…In addition, organizational culture, which effects these hierarchical levels, is attracting increasing academic attention (Cújar Vertel, Ramos Paternina, Hernández Riaño, & López Pereira, 2013), primarily as a factor that positively affects an organization's performance or productivity (Denison & Mishra, 1995;Denison, Nieminen, & Kotrba, 2014;Martínez Avella, 2010;Terán Varela & Lorenzo Irlanda, 2011). This is important for Chile given the country's economic slowdown, ongoing since 2012, (OECD, 2016), and the effects this has on business competitiveness.…”