It’s definitely no denying the need to create an organizational culture of their own, to acquire the strategic importance of research and experimental development for growth and autonomy of developing countries, since they have no way to fully join the new revolution technological progress if they do not generate endogenous capacities for creativity, technology selection, expertise of its own production of knowledge and information and independent thinking about their problems and capabilities available for their solution.
It is very true when said Luis Martinez, who speak of culture in management not only means more wealth in organizational studies to take the knowledge and methodologies of other disciplines such as sociology, anthropology and psychology, not merely positivist analysis of variables in seeking to raise productivity and quality, the issue goes beyond the series involves reformulating ideas that have governed the organizational paradigms and that result, most of the time, homogenizers, universalist and linear. Without doubt, make the best use of this reformulation for organizational development, we are talking not only a substantial improvement in the company, but also in society.
The fact that any operating company has been giving way to an organizational culture to be itself a product of his philosophy, rules, roles, behaviors of the actors, internal and external development, something that management should always take care in towards ensuring that it is incurred an optimal organizational behavior adequately protected by a good organizational climate.
In Venezuela, we are concerned, there are many companies, especially SMEs that have neglected the proper emergence of their culture, and some who have started, are still contaminated weaknesses, the result of the low cohesion of its members, plans, strategies, social responsibility, making this an organizational climate that is not consonant with the realities that this demand.
It is important to worry about that the company move to a cohesive organizational culture, strengthened by its members, where everyone knows their role, their commitment, responsibility, and are fully identified with the plans, business goals, feel fully identified with the organization.
To achieved this, assist, help the organizational behavior of the firm to ensure a good organizational climate, which will be reflected in productivity, profits, satisfaction of customer needs.
Venezuela in the last nine years, with the current government under the leadership of Lieutenant Colonel Hugo Chavez’s military background has given way to a Socialist idealism endorsed by management and its programs, actions towards consolidating what has been called Bolivarian Revolution had serious implications for the national productive system, in SMEs and some companies were not prepared for these changes, leading to some close, others are not very stable and others looking for ways to restructure to make way for a new organizational culture it favors and can be integrated with government plans.
The fact that the current scenario has played seriously by the country’s business system that management of each company reformulated its organizational culture, if you really want to ensure organizational behavior favorable to their goals, otherwise perish, they will fail.
The actions of government where there appears a new openness to foreign trade, new alliances with advanced countries, plays seriously Venezuelan business sector, which must rethink, restructure its administrative structures, functional in order to participate to the new challenges are presented, where competitiveness will be a determining factor in its success or failure.
Today’s management, as recalled by Luis Martinez, cultural diversity must manage to combine a variety of styles of leadership and teamwork, act strategically, to use the new technology, improve information flows, responding to multiple sources authority, manage conflicts, be a promoter rather than supervisor and have key skills such as learning, negotiation of vital resources and human sensitivity.
Today, the management should properly handle their culture in favor of actions that give way to structures more flexible, less bureaucratic, taking into account that the transition requires a change of perspective in the organizational world view: how we think about organization, how the organization is turning itself in culture and adopting forms for administration. Therefore, understanding the transition in terms of type of perspective on reality, is much better understood in terms of different models.
Luis Martinez gives us the need to clearly differentiate between climate and organizational culture and about to pronounce, commenting that the debate on culture and organizational climate lies in the methodological and epistemological differences. The discussion is not so much to do but to study how to study.
Weather
Climate researchers, based on questionnaires, tried to characterize specific organizational situations with respect to size and universal principles. Almost all were psychometric who considered that progress was incremental improvements within the context of this basic approach.
Culture
The researchers of culture, with copious field notes, tried to understand the values and fundamental assumptions that individual members of organizations added to the social system which was part and the importance of the meaning or purpose was to organizational performance .
Organizational Climate
Climate refers to a common understanding or a common reaction of individuals to a situation. So there may be a climate of satisfaction, resistance, or as participation Tirkel Studs says “health”.
Organizational Culture
The organizational culture, atmosphere or organizational environment, call it what you will, is a set of assumptions, beliefs, values or norms shared by its members. It also creates the human environment in which employees perform their work. Thus, a culture can exist in an entire organization or refer to the ambience of a division, branch, plant or department.
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