{"id":2771,"date":"2023-01-27T14:47:21","date_gmt":"2023-01-27T14:47:21","guid":{"rendered":"https:\/\/dev-wp.evalartapp.com\/?p=2771"},"modified":"2025-03-20T14:36:37","modified_gmt":"2025-03-20T14:36:37","slug":"que-es-la-cultura-organizacional","status":"publish","type":"post","link":"https:\/\/dev-wp.evalartapp.com\/es\/blog\/que-es-la-cultura-organizacional\/","title":{"rendered":"[:en]What is organizational culture?[:es]\u00bfQu\u00e9 es la cultura organizacional?[:pb]O que \u00e9 cultura organizacional?[:]"},"content":{"rendered":"<p>[:en]<span style=\"font-weight: 400;\">Although all companies have an organizational culture, only some of them strive to develop a specific culture plan or code that is distinctive of their employer brand or \u00ab<a href=\"\/\/evalart.com\/en\/blog\/employer-branding\/\">Employer Branding<\/a>\u00ab. The difference between those that strive and those that do not, lies in that the first ones seek to improve while the latter tend to remain static. A solid organizational culture helps to increase employee engagement and the lack of a proposal can have negative financial consequences for companies due to the lack of a coherent mission and trust-based working relationships.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The importance of having a solid organizational culture in Human Resources lies in its ability to attract new talent. Organizational culture refers to the principles that define a company&#8217;s personality and establish the foundations for its processes and attitudes. Each company has its own organizational culture. It is essential to define it correctly to achieve proper management of human talent.<\/span><\/p>\n<p><strong>What is organizational culture?<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Organizational culture refers to the norms and values that guide the conduct of a company. It relates to the structure of the company, the methods of work performance and the way employees interact with each other. It is essentially the \u00abpsychology\u00bb of the organization, its core.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is composed of a system of values, beliefs and assumptions that determine how people should behave and interact, how decisions should be made and how work tasks should be carried out. Leaders establish the organizational culture and then communicate and reinforce it through different methods, which helps to form employees&#8217; perceptions, behaviors, and understanding, and define the correct way to behave within the organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Organizational culture or work culture is what guides and informs the actions of all team members as to how decisions should be made and how work activities should be carried out. Although it affects all the behaviors, thoughts and patterns of behavior of employees, people are usually more aware of the culture of their organization when they have the opportunity to compare it with other organizations.<\/span><\/p>\n<p><strong>Characteristics of organizational culture.<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Organizational culture is composed of several important aspects, some of which are:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shared values: At the heart of organizational culture are shared values. There are no right or wrong values, but organizations must decide which values to emphasize to promote harmony in organizational citizenship.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Here it is evident how <a href=\"\/\/evalart.com\/en\/blog\/valores-corporativos-la-clave-de-un-buen-liderazgo\/\">corporate values<\/a> are the key to good leadership and excellent talent management within an organization.<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hierarchy levels: Hierarchy levels are the measure by which the organization establishes and reinforces authority among different areas and departments. The three hierarchy levels are:<\/span><\/li>\n<\/ol>\n<ul>\n<li><span style=\"font-weight: 400;\"> High: Involves having a well-defined organizational structure and expecting people to work through official channels.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Moderate: Having a defined structure but allowing people to often work outside of formal channels.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Low: Involves having poorly defined job descriptions and allowing people to challenge authority boundaries.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">2. Quick decision-making: The speed at which the company makes decisions that can cause a big change in the organization and foster innovation is related to the level of urgency. Some organizations can control their decision-making speed, while others are determined by the market.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">3. Functional focus: Each company focuses on specific areas, which can make employees from different functions think that their areas are the ones driving the organization. Leaders must understand how employees perceive the company&#8217;s functional focus in order to drive all areas in an integrated way.<\/span><\/p>\n<ol start=\"4\">\n<li><span style=\"font-weight: 400;\"> Subcultures: Any organization can have a mix of subcultures in addition to the dominant culture. These subcultures exist among groups or individuals who may have their own rituals and traditions, which although not shared by the entire company, can reinforce the fundamental values of the organization.<\/span><\/li>\n<\/ol>\n<p><strong>how to establish organizational culture?<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">To establish a solid and fixed organizational culture, it is necessary to follow certain steps:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It is important to create and communicate meaningful values that guide the behavior and interactions among members of the organization, customers and the community. Leaders must ensure that the expected behaviors associated with each value are understood. Encouraging proper leadership is one of the main concerns of the company. This affects not only the work but also the motivation and well-being of the employees. That&#8217;s why new terms appear in human talent management, such as \u00ab<a href=\"\/\/evalart.com\/en\/blog\/que-es-el-neuroliderazgo\/\">neuroleadership<\/a>\u00ab, a key factor to create values and communicate them properly among members of an organization.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It is relevant to select the right staff, ensuring that candidates fit with the values and organizational culture of the company. This can be achieved by using interview questions adapted to the fundamental values of the company, or by using a behavioral interview approach in which candidates have to participate in an activity as part of the selection process.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Improve orientation and incorporation of new employees. It is essential to provide an effective and attractive incorporation process for new employees during their first weeks on the job, with a well-structured program covering the first 90 days of work. This will help new employees prepare to be successful in the company and feel connected to their work, team, and organization.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Show concern for employees. It is important to show employees that they are valued as individuals and that efforts are being made to improve the company&#8217;s organizational culture. One way to do this is through a continuous workplace culture monitoring program, in which the needs of employees are heard and acted upon. It is important to pay attention and listen empathically, show respect and appreciation for employees, get to know them and understand their concerns, and be honest and open in communication to establish trust.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leaders should involve employees throughout the year to align them with the company&#8217;s mission and goals. This is achieved by communicating the purpose of the company, annual goals, and action plans. It is important to keep employees informed about the company&#8217;s results and progress towards goals, and involve them in developing plans to improve the company. This will lead to a better understanding of the organizational culture, increased employee engagement, and an appropriate <a href=\"\/\/evalart.com\/en\/blog\/que-es-el-neuroliderazgo\/\">work environment<\/a>.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">As it can be seen, organizational culture is essential for the success of any company or institution, as it is the foundation that binds employees together and allows leaders to achieve overall goals. It is one of the most important elements for the growth of an organization.<\/span>[:es]Aunque todas las empresas tienen una cultura organizacional, solo algunas de ellas se esfuerzan por desarrollar un plan o c\u00f3digo de cultura espec\u00edfico que sea distintivo de su marca empleador o \u00ab<a href=\"\/\/evalart.com\/es\/blog\/employer-branding\/\">Employer Branding<\/a>\u00bb . La distinci\u00f3n entre aquellas que se esfuerzan y las que no, radica en como las primeras tienen un enfoque de mejora mientras que , por otro lado, las segundas buscan&nbsp; quedarse est\u00e1ticas. Una cultura organizacional s\u00f3lida ayuda a aumentar el compromiso de los empleados y la falta de una propuesta puede tener consecuencias financieras negativas para las empresas debido a la falta de una misi\u00f3n coherente y relaciones laborales basadas en la confianza.<\/p>\n<p>La importancia de contar con una cultura organizacional s\u00f3lida en Recursos Humanos radica en su capacidad para atraer nuevos talentos. La cultura organizacional se refiere a los principios que definen la personalidad de una empresa y establecen las bases para sus procesos y actitudes. Cada compa\u00f1\u00eda tiene su propia cultura organizacional. Es esencial definirla correctamente para lograr una adecuada gesti\u00f3n del talento humano.<\/p>\n<p><strong>\u00bfQu\u00e9 es la cultura organizacional?<\/strong><\/p>\n<p>La cultura organizacional se refiere a las normas y valores que gu\u00edan la conducta de una empresa. Se relaciona con la estructura de la compa\u00f1\u00eda, los m\u00e9todos de rendimiento laboral y la forma en que los empleados interact\u00faan entre s\u00ed. Es en esencia, la \u00abpsicolog\u00eda\u00bb de la organizaci\u00f3n, su n\u00facleo.<\/p>\n<p>Est\u00e1 formada por un conjunto de valores, creencias y suposiciones que establecen la forma en que las personas deben actuar y interactuar, c\u00f3mo se deben tomar las decisiones y c\u00f3mo deben realizarse las tareas laborales. Los l\u00edderes establecen la cultura organizacional y luego la comunican y refuerzan a trav\u00e9s de diferentes m\u00e9todos, lo que ayuda a formar las percepciones, comportamientos y comprensi\u00f3n de los empleados, y a definir la forma correcta de comportarse dentro de la organizaci\u00f3n.<\/p>\n<p>La cultura organizacional, tambi\u00e9n conocida como cultura laboral, es lo que orienta y da direcci\u00f3n a las acciones de todos los miembros del equipo sobre c\u00f3mo se deben tomar las decisiones y c\u00f3mo se deben realizar las tareas laborales. Aunque influye en todas las acciones, pensamientos y h\u00e1bitos de los empleados, las personas tienden a tener una mayor conciencia de la cultura de su organizaci\u00f3n cuando tienen la oportunidad de compararla con otras.<\/p>\n<p><strong>&nbsp;Caracter\u00edsticas de la cultura organizacional.<\/strong><\/p>\n<p>La cultura organizacional est\u00e1 compuesta por varios aspectos importantes, algunos de ellos son:<\/p>\n<p>&nbsp;1. Valores compartidos: En el centro de la cultura organizacional se encuentran los valores compartidos. No hay valores correctos o incorrectos, pero las empresas deben decidir qu\u00e9 valores se deben priorizar&nbsp; para promover una armon\u00eda en la ciudadan\u00eda organizacional.<\/p>\n<p>Aqu\u00ed se evidencia como los <a href=\"\/\/evalart.com\/es\/blog\/valores-corporativos-la-clave-de-un-buen-liderazgo\/\">valores corporativos<\/a> son la clave de un buen liderazgo y de una excelente gesti\u00f3n del talento dentro de una organizaci\u00f3n.&nbsp;<\/p>\n<p>&nbsp; 2. Niveles de jerarqu\u00eda: Los niveles de jerarqu\u00eda son la medida en que la organizaci\u00f3n establece y refuerza la autoridad entre las diferentes \u00e1reas y departamentos. Los tres niveles de jerarqu\u00eda son:<\/p>\n<p>\u2022 Alto: Implica tener una estructura organizacional bien definida y esperar que la gente trabaje a trav\u00e9s de los canales oficiales.<\/p>\n<p>\u2022 Moderado: Tener una estructura definida pero permitir que la gente trabaje a menudo fuera de los canales formales.<\/p>\n<p>\u2022 Bajo: Involucra tener descripciones de trabajo poco definidas y permitir que la gente desaf\u00ede los l\u00edmites de la autoridad.<\/p>\n<ol start=\"3\">\n<li>Decisi\u00f3n r\u00e1pida: La rapidez con la cual la empresa toma decisiones que pueden causar un gran cambio en la organizaci\u00f3n y fomentar la innovaci\u00f3n est\u00e1 relacionada con el nivel de urgencia. Algunas organizaciones pueden controlar su velocidad de decisi\u00f3n, mientras que otras est\u00e1n determinadas por el mercado.<\/li>\n<li>Enfoque funcional: Cada empresa se enfoca en \u00e1reas espec\u00edficas, lo que puede hacer que los empleados de diferentes funciones crean que sus \u00e1reas son las que impulsan la organizaci\u00f3n. Los l\u00edderes deben entender c\u00f3mo los empleados perciben el enfoque funcional de la empresa para poder impulsar todas las \u00e1reas de manera integrada.<\/li>\n<li>Subculturas: Cualquier organizaci\u00f3n puede tener una mezcla de subculturas adem\u00e1s de la cultura dominante. Estas subculturas existen entre grupos o personas que pueden tener sus propias costumbres y tradiciones, aunque no sean universalmente aceptadas en la empresa, pueden fortalecer los valores b\u00e1sicos de la organizaci\u00f3n.<\/li>\n<\/ol>\n<p><strong>\u00bfC\u00f3mo establecer la cultura organizacional?<\/strong><\/p>\n<p>Para establecer una cultura organizacional s\u00f3lida y fija, es necesario seguir ciertos pasos:<\/p>\n<ol>\n<li>Es importante crear y comunicar valores significativos que gu\u00eden la conducta y las interacciones entre los miembros de la organizaci\u00f3n, los clientes y la comunidad. Los l\u00edderes deben asegurarse de que se entiendan los comportamientos esperados asociados a cada valor. Fomentar el liderazgo adecuado es una de las principales preocupaciones de la empresa. Esto afecta no solo el trabajo, sino tambi\u00e9n la motivaci\u00f3n y el bienestar de los empleados. Es por ello que aparecen nuevos t\u00e9rminos en la gesti\u00f3n del talento humano, como el \u00ab<a href=\"\/\/evalart.com\/es\/blog\/que-es-el-neuroliderazgo\/\">neuroliderazgo<\/a>\u00ab, factor clave para crear valores y comunicarlos de manera adecuada entre los miembros de una organizaci\u00f3n.<\/li>\n<li>&nbsp;Es pertinente seleccionar al personal adecuado, asegurando que los candidatos encajen con los valores y la cultura organizacional de la empresa. Esto se puede lograr utilizando preguntas para entrevistas adaptadas a los valores fundamentales de la empresa, O mediante un enfoque de entrevista basado en comportamiento en el que los candidatos deben participar en una tarea como parte del proceso de selecci\u00f3n.<\/li>\n<li>Mejorar la orientaci\u00f3n y la incorporaci\u00f3n de los nuevos empleados. Es esencial proporcionar un proceso de incorporaci\u00f3n efectivo y atractivo para los nuevos empleados durante sus primeras semanas en el trabajo, con un programa bien estructurado que abarque los primeros 90 d\u00edas de labores. Esto ayudar\u00e1 a los nuevos empleados a prepararse para tener \u00e9xito en la empresa, y a sentirse conectados con su trabajo, su equipo y la organizaci\u00f3n.<\/li>\n<li>Demostrar preocupaci\u00f3n por los empleados. Es importante mostrar a los empleados que se les valora como individuos y que se est\u00e1 trabajando para mejorar la cultura organizacional de la empresa. Una forma de hacerlo es a trav\u00e9s de un programa continuo de monitoreo de la cultura laboral, en el que se escuchen las necesidades de los empleados y se act\u00fae en consecuencia. Es importante prestar atenci\u00f3n y escuchar con empat\u00eda, mostrar respeto y aprecio por los empleados, conocerlos y entender sus preocupaciones, y ser honesto y abierto en la comunicaci\u00f3n para establecer confianza.<\/li>\n<li>Los l\u00edderes deben involucrar a los empleados durante todo el a\u00f1o para que est\u00e9n alineados con la misi\u00f3n y los objetivos de la empresa. Esto se logra comunicando el prop\u00f3sito de la empresa, los objetivos anuales y los planes de acci\u00f3n. Es importante mantener a los empleados informados sobre los resultados de la empresa y el progreso hacia los objetivos, y involucrarlos en el desarrollo de planes para mejorar la empresa. Esto conducir\u00e1 a una mejor comprensi\u00f3n de la cultura organizacional , un mayor compromiso de los empleados y un adecuado <a href=\"\/\/evalart.com\/es\/blog\/como-fomentar-un-adecuado-ambiente-laboral-en-una-organizacion\/\">ambiente laboral.<\/a><\/li>\n<\/ol>\n<p>Como se logra evidenciar, la cultura organizacional es esencial para el \u00e9xito de cualquier empresa o instituci\u00f3n, ya que es la base que une a los empleados y permite a los l\u00edderes alcanzar los objetivos globales. Es uno de los elementos m\u00e1s importantes para el crecimiento de una organizaci\u00f3n.[:pb]<span style=\"font-weight: 400;\">Embora todas as empresas tenham uma cultura organizacional, apenas algumas delas se esfor\u00e7am para desenvolver um plano ou c\u00f3digo de cultura espec\u00edfico que seja distintivo de sua marca empregadora ou \u00ab<a href=\"\/\/evalart.com\/pb\/blog\/employer-branding\/\">Employer Branding<\/a>\u00ab. A diferen\u00e7a entre aquelas que se esfor\u00e7am e as que n\u00e3o, reside no fato de que as primeiras buscam melhorar enquanto as segundas costumam permanecer est\u00e1ticas. Uma cultura organizacional s\u00f3lida ajuda a aumentar o comprometimento dos funcion\u00e1rios e a falta de uma proposta pode ter consequ\u00eancias financeiras negativas para as empresas devido \u00e0 falta de uma miss\u00e3o coerente e rela\u00e7\u00f5es laborais baseadas na confian\u00e7a.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A import\u00e2ncia de contar com uma cultura organizacional s\u00f3lida em Recursos Humanos reside na sua capacidade de atrair novos talentos. A cultura organizacional se refere aos princ\u00edpios que definem a personalidade de uma empresa e estabelecem as bases para seus processos e atitudes. Cada empresa tem sua pr\u00f3pria cultura organizacional. \u00c9 essencial defini-la corretamente para alcan\u00e7ar uma adequada gest\u00e3o do talento humano.<\/span><\/p>\n<p><strong>O que \u00e9 cultura organizacional?<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">A cultura organizacional refere-se \u00e0s normas e valores que orientam a conduta de uma empresa. Ela est\u00e1 relacionada \u00e0 estrutura da companhia, aos m\u00e9todos de desempenho laboral e \u00e0 forma como os funcion\u00e1rios se interagem uns com os outros. \u00c9, essencialmente, a \u00abpsicologia\u00bb da organiza\u00e7\u00e3o, seu n\u00facleo.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ela \u00e9 composta por um sistema de valores, cren\u00e7as e suposi\u00e7\u00f5es que determinam como as pessoas devem se comportar e se relacionar, como devem tomar decis\u00f5es e como devem realizar tarefas laborais. Os l\u00edderes estabelecem a cultura organizacional e, em seguida, a comunicam e refor\u00e7am atrav\u00e9s de diferentes m\u00e9todos, o que ajuda a formar as percep\u00e7\u00f5es, comportamentos e compreens\u00e3o dos funcion\u00e1rios e a definir a forma adequada de se comportar dentro da organiza\u00e7\u00e3o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A cultura organizacional ou cultura laboral \u00e9 o que orienta e informa as a\u00e7\u00f5es de todos os membros da equipe quanto a como as decis\u00f5es devem ser tomadas e como as atividades laborais devem ser realizadas. Embora afete todos os comportamentos, pensamentos e padr\u00f5es de comportamento dos funcion\u00e1rios, as pessoas geralmente s\u00e3o mais conscientes da cultura de sua organiza\u00e7\u00e3o quando t\u00eam a oportunidade de compar\u00e1-la com outras organiza\u00e7\u00f5es.<\/span><\/p>\n<p><strong>Caracter\u00edsticas da cultura organizacional.<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">A cultura organizacional \u00e9 composta por v\u00e1rios aspectos importantes, alguns deles s\u00e3o:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Valores compartidos: No centro da cultura organizacional encontram-se os valores compartilhados. N\u00e3o h\u00e1 valores certos ou errados, mas as organiza\u00e7\u00f5es devem decidir quais valores v\u00e3o enfatizar para promover a harmonia na cidadania organizacional.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Aqui se evidencia como os <a href=\"\/\/evalart.com\/pb\/blog\/valores-corporativos-la-clave-de-un-buen-liderazgo\/\">valores corporativos<\/a> s\u00e3o a chave para um bom lideran\u00e7a e para uma excelente gest\u00e3o do talento dentro de uma organiza\u00e7\u00e3o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">2. N\u00edveis hier\u00e1rquicos: Os n\u00edveis hier\u00e1rquicos s\u00e3o a medida em que a organiza\u00e7\u00e3o estabelece e refor\u00e7a a autoridade entre as diferentes \u00e1reas e departamentos. Os tr\u00eas n\u00edveis hier\u00e1rquicos s\u00e3o:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\"> Alto: Implica ter uma estrutura organizacional bem definida e esperar que as pessoas trabalhem atrav\u00e9s dos canais oficiais.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Moderado: Ter uma estrutura definida mas permitir que as pessoas trabalhem frequentemente fora dos canais formais.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Baixo: Envolve ter descri\u00e7\u00f5es de trabalho pouco definidas e permitir que as pessoas desafiem os limites da autoridade.<\/span><\/li>\n<\/ul>\n<ol start=\"3\">\n<li><span style=\"font-weight: 400;\"> Decis\u00e3o r\u00e1pida: A rapidez com que a empresa toma decis\u00f5es que podem causar grandes mudan\u00e7as na organiza\u00e7\u00e3o e fomentar a inova\u00e7\u00e3o est\u00e1 relacionada com o n\u00edvel de urg\u00eancia. Algumas organiza\u00e7\u00f5es podem controlar sua velocidade de decis\u00e3o, enquanto outras s\u00e3o determinadas pelo mercado.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Enfoque funcional: Cada empresa se concentra em \u00e1reas espec\u00edficas, o que pode fazer com que os funcion\u00e1rios de diferentes fun\u00e7\u00f5es acreditem que suas \u00e1reas s\u00e3o as que impulsionam a organiza\u00e7\u00e3o. Os l\u00edderes devem entender como os funcion\u00e1rios percebem o enfoque funcional da empresa para poder impulsionar todas as \u00e1reas de forma integrada.<\/span><\/li>\n<\/ol>\n<ol start=\"5\">\n<li><span style=\"font-weight: 400;\"> Subculturas: qualquer organiza\u00e7\u00e3o pode ter uma mistura de subculturas al\u00e9m da cultura dominante. Essas subculturas existem entre grupos ou indiv\u00edduos que podem ter seus pr\u00f3prios rituais e tradi\u00e7\u00f5es, que, embora n\u00e3o sejam compartilhados por toda a empresa, podem refor\u00e7ar os valores fundamentais da organiza\u00e7\u00e3o.<\/span><\/li>\n<\/ol>\n<p><strong>Como estabelecer a cultura organizacional?<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Para estabelecer uma cultura organizacional s\u00f3lida e fixa, \u00e9 necess\u00e1rio seguir alguns passos:<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\">\u00c9 importante criar e comunicar valores significativos que guiem a conduta e as intera\u00e7\u00f5es entre os membros da organiza\u00e7\u00e3o, os clientes e a comunidade. Os l\u00edderes devem garantir que os comportamentos esperados associados a cada valor sejam compreendidos. Fomentar o lideran\u00e7a adequada \u00e9 uma das principais preocupa\u00e7\u00f5es da empresa. Isso afeta n\u00e3o s\u00f3 o trabalho, mas tamb\u00e9m a motiva\u00e7\u00e3o e bem-estar dos funcion\u00e1rios. \u00c9 por isso que surgem novos termos na gest\u00e3o de recursos humanos, como \u00ab<a href=\"\/\/evalart.com\/pb\/blog\/valores-corporativos-la-clave-de-un-buen-liderazgo\/\">neurolideran\u00e7a<\/a>\u00ab, fator chave para criar valores e comunic\u00e1-los de maneira adequada entre os membros de uma organiza\u00e7\u00e3o.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00c9 importante selecionar o pessoal adequado, garantindo que os candidatos se encaixem nos valores e na cultura organizacional da empresa. Isso pode ser alcan\u00e7ado usando perguntas para entrevistas adaptadas aos valores fundamentais da empresa, ou usando uma abordagem de entrevista comportamental, na qual os candidatos devem participar de uma atividade como parte do processo de sele\u00e7\u00e3o. <\/span><\/li>\n<li><span style=\"font-weight: 400;\">&nbsp;Melhorar a orienta\u00e7\u00e3o e a incorpora\u00e7\u00e3o de novos funcion\u00e1rios. \u00c9 essencial fornecer um processo de incorpora\u00e7\u00e3o eficaz e atraente para novos funcion\u00e1rios durante as suas primeiras semanas de trabalho, com um programa bem estruturado que abranja os primeiros 90 dias de trabalho. Isso ajudar\u00e1 os novos funcion\u00e1rios a se prepararem para o sucesso na empresa, e sentir-se conectados com o seu trabalho, sua equipe e a organiza\u00e7\u00e3o.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Demonstrar preocupa\u00e7\u00e3o com os funcion\u00e1rios. \u00c9 importante mostrar aos funcion\u00e1rios que eles s\u00e3o valorizados como indiv\u00edduos e que est\u00e1 se trabalhando para melhorar a cultura organizacional da empresa. Uma forma de fazer isso \u00e9 atrav\u00e9s de um programa cont\u00ednuo de monitoramento da cultura organizacional, no qual se ouve as necessidades dos funcion\u00e1rios e se age de acordo. \u00c9 importante prestar aten\u00e7\u00e3o e ouvir com empatia, mostrar respeito e apre\u00e7o pelos funcion\u00e1rios, conhec\u00ea-los e entender suas preocupa\u00e7\u00f5es e ser honesto e aberto na comunica\u00e7\u00e3o para estabelecer confian\u00e7a.&nbsp;<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> L\u00edderes devem envolver os funcion\u00e1rios durante todo o ano para que eles estejam alinhados com a miss\u00e3o e os objetivos da empresa. Isso \u00e9 alcan\u00e7ado atrav\u00e9s da comunica\u00e7\u00e3o do prop\u00f3sito da empresa, dos objetivos anuais e dos planos de a\u00e7\u00e3o. \u00c9 importante manter os funcion\u00e1rios informados sobre os resultados da empresa e o progresso em rela\u00e7\u00e3o aos objetivos e envolv\u00ea-los no desenvolvimento de planos para melhorar a empresa. Isso levar\u00e1 a uma melhor compreens\u00e3o da cultura organizacional, um maior comprometimento dos funcion\u00e1rios e um <a href=\"\/\/evalart.com\/pb\/blog\/como-fomentar-un-adecuado-ambiente-laboral-en-una-organizacion\/\">ambiente de trabalho<\/a> adequado.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Como se pode ver, a cultura organizacional \u00e9 essencial para o sucesso de qualquer empresa ou institui\u00e7\u00e3o, pois \u00e9 a base que une os funcion\u00e1rios e permite que os l\u00edderes alcancem os objetivos globais. \u00c9 um dos elementos mais importantes para o crescimento de uma organiza\u00e7\u00e3o.<\/span>[:]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[:en]Although all companies have an organizational culture, only some of them strive to develop a specific culture plan or code that is distinctive of their employer brand or \u00abEmployer Branding\u00ab. 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