The organization notion rests on the nets of subjective meanings that the members partilham in some degrees and that they seem to function in a regular way. Culture is a partilhados system of symbols and meanings. The symbolic action needs to be interpreted, deals or deciphered in order to be understood. Organizacional symbolism Organizations are standards of symbolic speech.

The organization is kept through symbolic ways as the language, that facilitates to the partilhados meanings and the realities partilhadas. Culture is a projection of universal and unconscious infrastructure of the mind. Processes inconscientesFormas and practical organizacionais are manifestations of unconscious processes. Source: Fleury and Sampaio (2002) 4Todavia, the concept most used in all the studies concerning the culture is formulated by Schein (1985) apud Vale and Org. (2005) it defines that it as: PginConjunto of estimated basic that a organizacional group invented, discovered or developed when learning as to deal with the problems of external adaptation and internal integration and that they had functioned the sufficient well to be considered valid and taught the new members as correct form to perceive, to think and to feel in relation to these problems. In this perspective, Srour (1998) associates the culture the mental representations, as a complex to know, that it offers space to a system of significaes, which functions as a cement that has as function to join the members around one same objective and in the same ways to act. The two authors look for to diagnosis organization in the direction to understand the processes that support the same one, however Schein cited for Fleury and Sampaio (2002) supports the concept in the symbolic elements, while both look for to identify constituent elements of the characteristics of the organizacional culture. Robbins (2002) presents some elements that contribute in the transmission and study of the organizacional culture: 1) Histories that contain narratives on events involving the founders of the organization, the behavior of the employees, cuts of staff, replacement of employee, reactions the errors of the past and dispute; 2) Rituals, that is repetitive sequncias of activities that express and strengthen the basic values of the organization, as the goals and the people that they are important for the same one, with this, the employees whom they reach goals gain gifts, demonstrating to that they are valuable for the organization; 3) Material symbols, for intermediary of which the manifest organization its culture, such as, the clothes of the employee or the decoration of the internal environment of the organization; 4) Language that it makes possible to identify to members of a culture or subcultura.

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