We've reached the end of this interesting exercise in which over half went up information related to our paradigm (ORGANIZATIONAL CULTURE EFFECTIVE MEANS OF COMMUNICATION), and consequently we have entered into the issue more specifically in the organizational culture .
start saying that our team has focused more on defining and see the benefits it brings to have a culture in any organization. We can say that is an easy topic to understand. Organizational culture (according to sources quoted) is the set of values, rules, behaviors and customs that are managed in an organization and that are transmitted to members. In this regard we would like to say that these values, beliefs, etc. are not necessarily taught, we dare say that they are not, by contrast, are formed.
To reinforce this concept of culture could have a conference with Dr. Octavio Maza (teacher sociologist UAA) and colleagues in which he explained the importance of having an organizational culture. Probably (and it's software) with some colleagues were left with very clear the fact that: "having an organizational culture is good or bad?" Or "to what extent you can use these values, these beliefs, these practices each organization has up to some extent manipulate people? ". Dr. Mace has given us a sociological point of view completely, and it is interesting to realize how they see the term sociologists of culture compared to what could tell us a LCO, or an administrator in a given case. Culture in an organization to words of the speakers is as good as it is known to drive, to the extent that subordinates are heard and especially something that has fallen far recorded is that organizational culture has surged NOT TO BE GIVE WAY DOWN, ARE SUBORDINATED TO THE FORGED YOUR WORKPLACE ARE THE DEFINING THE BELIEFS AND CUSTOMS OF AN ORGANIZATION.
Another point to note is the question leadership and influence in the creation of a culture. This leader is in charge of promoting worker loyalty, trust, encourage them to participate in the organization so that they in turn projecting these values \u200b\u200bare consistent and have a culture created by all members of the organization.
introduce you to what really is the paradigm of whether "an organizational culture is synonymous with effective communication," we have a proposal to add a letter, and would be as follows:
GOOD ORGANIZATIONAL CULTURE IS EFFECTIVE MEANS OF COMMUNICATION, we are convinced that the previous sentence is TRUE. Why Why? because digging into some books and the experience that we have to make the organizational inventory we realized that organizations usually commit a serious error to develop, only the organizational communication strategy with the technological means, leaving the background close contact, face to face, members of different departments.
This brings negative results because communication is not 100% effective, simply because these means of internet, intranet, etc. can not see the faces of the people and this creates a certain degree of distrust truncating effective communication and fostering a culture of "cool" in human relationships.
Companies need to build a culture based on commitment to the organization, in collaboration between colleagues, mutual support, enthusiasm down, and in recognizing the heads up. (Excerpt from the blog, article "poor organizational culture") and this can only be achieved with effective communication, with a face to face, saying things clearly.
We can also say that the ORGANIZATIONAL INVENTORY we could apply to RPK and IMSS have left very interesting conclusions, this activity has shown us how important it is the view and the view that members of an organization As for the essence of this organization. Having cultural measurement instrument to speak in some way, organizations can have a realistic idea of \u200b\u200bwhere they stand and where they want to lead.
The results of this research were announced recently at a meeting through a presentation and we believe it has been a "plus" that has helped to better understand what the teacher explained to us in class Alejandro theoretical and we heard at the conference mentioned above.
We can only be thankful for the attention paid to blog, the comments left at different inputs and valuable participation in the activities. I wish I could continue with blogging as it is an entertaining way to learn, to understand the different ideas that we bring each person on issues that are fundamental to our training as a degree in organizational communication.
. Greetings to all.
"De-Loused in the Comatorium"
start saying that our team has focused more on defining and see the benefits it brings to have a culture in any organization. We can say that is an easy topic to understand. Organizational culture (according to sources quoted) is the set of values, rules, behaviors and customs that are managed in an organization and that are transmitted to members. In this regard we would like to say that these values, beliefs, etc. are not necessarily taught, we dare say that they are not, by contrast, are formed.
To reinforce this concept of culture could have a conference with Dr. Octavio Maza (teacher sociologist UAA) and colleagues in which he explained the importance of having an organizational culture. Probably (and it's software) with some colleagues were left with very clear the fact that: "having an organizational culture is good or bad?" Or "to what extent you can use these values, these beliefs, these practices each organization has up to some extent manipulate people? ". Dr. Mace has given us a sociological point of view completely, and it is interesting to realize how they see the term sociologists of culture compared to what could tell us a LCO, or an administrator in a given case. Culture in an organization to words of the speakers is as good as it is known to drive, to the extent that subordinates are heard and especially something that has fallen far recorded is that organizational culture has surged NOT TO BE GIVE WAY DOWN, ARE SUBORDINATED TO THE FORGED YOUR WORKPLACE ARE THE DEFINING THE BELIEFS AND CUSTOMS OF AN ORGANIZATION.
Another point to note is the question leadership and influence in the creation of a culture. This leader is in charge of promoting worker loyalty, trust, encourage them to participate in the organization so that they in turn projecting these values \u200b\u200bare consistent and have a culture created by all members of the organization.
introduce you to what really is the paradigm of whether "an organizational culture is synonymous with effective communication," we have a proposal to add a letter, and would be as follows:
GOOD ORGANIZATIONAL CULTURE IS EFFECTIVE MEANS OF COMMUNICATION, we are convinced that the previous sentence is TRUE. Why Why? because digging into some books and the experience that we have to make the organizational inventory we realized that organizations usually commit a serious error to develop, only the organizational communication strategy with the technological means, leaving the background close contact, face to face, members of different departments.
This brings negative results because communication is not 100% effective, simply because these means of internet, intranet, etc. can not see the faces of the people and this creates a certain degree of distrust truncating effective communication and fostering a culture of "cool" in human relationships.
Companies need to build a culture based on commitment to the organization, in collaboration between colleagues, mutual support, enthusiasm down, and in recognizing the heads up. (Excerpt from the blog, article "poor organizational culture") and this can only be achieved with effective communication, with a face to face, saying things clearly.
We can also say that the ORGANIZATIONAL INVENTORY we could apply to RPK and IMSS have left very interesting conclusions, this activity has shown us how important it is the view and the view that members of an organization As for the essence of this organization. Having cultural measurement instrument to speak in some way, organizations can have a realistic idea of \u200b\u200bwhere they stand and where they want to lead.
The results of this research were announced recently at a meeting through a presentation and we believe it has been a "plus" that has helped to better understand what the teacher explained to us in class Alejandro theoretical and we heard at the conference mentioned above.
We can only be thankful for the attention paid to blog, the comments left at different inputs and valuable participation in the activities. I wish I could continue with blogging as it is an entertaining way to learn, to understand the different ideas that we bring each person on issues that are fundamental to our training as a degree in organizational communication.
. Greetings to all.
"De-Loused in the Comatorium"
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