Organizational Culture and Change Management

Beliefs, rituals and the company's personality.

Organizational culture is defined as the company's personality, made up of the set of beliefs, rituals, habits, values and traditions shared by its members.

These elements determine the correct way of perceiving, thinking and feeling within the institution.

A successful culture guarantees the survival of the organization, while a dysfunctional one can lead it to decline.

Corporate values, defined by top management, must be aligned with the strategic vision to guide work actions and decision making.

Culture manifests itself in daily rituals and compliance standards that tell employees and customers what really matters to the business.

In the end, this ecosystem of shared values generates an internal image of pride and loyalty that differentiates the company from its competitors.

Communicating culture: from the top down

For an organizational culture to be strong and effective, it must be efficiently transmitted to all levels of the structure, from the presidency to the operational staff.

This top-down communication ensures that everyone understands the corporate mission and vision.

Leaders act as strategic facilitators who install the values through their own behavior and daily dealings.

The induction process is the first formal contact with this culture, where regulations are handed out and programmed visits are made so that the new employee absorbs the institutional philosophy.

An open and transparent communication policy fosters employee interest in their work, increasing productivity and a sense of belonging.

Organizational change is managed by agents who diagnose and adjust these attitudes to maintain effectiveness over time.

Summary

Organizational culture is defined as the company's personality, composed