Corporate culture It's the company's way of being. The result of defined policies, standards and procedures. The intangibles of the company, the elements that define it, are managed, so it affects all aspects of the company, from the positioning of the brand in the market to the satisfaction of employees in the production lines.

It is of great importance to maintain corporate culture open to innovation and improvement considering the number of variables involved in it. The first step in working on this is to define the type of culture that the company currently has and which one would be most convenient.

Companies that define their own culture seek improvement and constant growth, taking all the tools available to them for this purpose, one of them being organizational culture.

Elements of Organizational Culture

Philosophy: it is the central axis of the company, the guide for the rest of the aspects. The philosophy to adopt interprets and explains how you will achieve your ends, and it is the same philosophy that dictates how to carry out each task.

Misión: it is the reason for your company to exist and shows the commitment that your company makes in the market.

Vision: Describes the ultimate objective. It's an aspiration: the energy that drives your company to outdo itself.

Values: they are the basis for the actions and tasks of each employee of the company.

Business environment: it is the environment formed from the relationships between employees and the attitude they demonstrate in the face of various work situations.

Sense of identity: it is the way in which employees are perceived as representatives of a company and the way in which the company represents them.

Rules, Rules or Guidelines: a series of guidelines that suggest to employees how to work.

Types of Organizational Culture

1. Power-Oriented Organizational Culture

Its objective is competitiveness with other companies, which is why values and culture in general are aimed at highlighting and improving their position in the market.

The philosophy of power-oriented culture is that the employee is the one who provides a service, so there is a great orientation to objectives and individuality. It tends to form work groups only when problems arise, but outside of these incidents the work is individual and the information in each area is private.

2. Standards-Oriented Organizational Culture

El The main value of this culture is the stability and security of the company. For this reason, internal rules and regulations are established whose compliance is mandatory. Priority is given to processes, protocols and procedures to ensure proper operation, thus establishing roles and responsibilities for each of the employees.

3. Results-Oriented Organizational Culture

Its objective is the efficiency and optimization of work processes; in addition, it prioritizes short-term goals and encourages the saving of resources, both material and human. The structures are reoriented depending on the work projects to be carried out, with great importance being given to flexibility and the speed of reaction to possible changes. Employees are continuously being recycled with the idea of obtaining the technical knowledge necessary to carry out the work.

4. People-Oriented Organizational Culture

They are organizations that maintain a orientation to the well-being of its members, their ultimate goal is to provide them with a reasonable livelihood and work based on consensus, functions assigned according to personal preferences and the need to learn and progress.

Nowadays, many companies have opted for take care of your employees because they see in them something more than the provision of a service: they consider them as the main representatives of the brand, so they adopt organizational cultures oriented to people.