Organizational Culture
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Culture and Organizational Development in companies
Generally, Culture and Organizational Development in companies are ignored or poorly understood, when in fact, they are the most important aspect to make the company successful in the long term.
Organizational Culture is defined as the beliefs, assumptions, values, and forms of interaction that contribute to the unique social and psychological environment of each organization, it is the differentiating factor of the company. Anyone can copy strategies, programs, or activities, but Culture is unique to each organization and is defined by the behavior of its leaders and follows specific behavior patterns in each organization.
Companies can harness their natural advantage when they take action to change and develop important behaviors and competencies by engaging informal leaders and harnessing the power of employee emotions. By focusing our efforts on culture, performance essentials, return on investment, and success, we support our clients in creating a sustainable organization.
Thanks to our strategic alliance with Denison Consulting, a leading solution in Organizational Culture analysis, we scientifically diagnose, develop and promote change to create organizational health.
About Denison
Two unique features make the Denison model stand out above all others: its research and its proven connection to organizational performance. The model provides organizations with an approach to an organizational culture that is easy to interpret and in tune with the business world, based on sound research principles.
Its Cultural solutions have been successfully implemented in more than 5,000 organizations around the world, in a variety of situations such as Cultural Change, Transformation, Restructuring, Transitions of New Leaders, as well as Mergers and Acquisitions.
The Denison Model connects organizational culture with business performance indicators such as sales growth, return on equity (ROE), return on investment (ROI), customer satisfaction, innovation, employee satisfaction, and more.
The culture model and survey are based on more than 20 years of research and practice by Daniel R. Denison, Ph.D., and William S. Neale, M.A., M.L.I.R.
The Denison Model
Denison’s Organizational Culture Model highlights four attributes that an organization must have to be effective.
At the core of the model are the organization’s Beliefs and Assumptions, which are made up of the deepest aspects of an organization’s identity. Model attributes (Mission, Adaptability, Participation, and Consistency) measure behaviors guided by these beliefs and assumptions that create an organization’s culture.
Adaptability: Are we responding to the market or external environment?
Mision: Defines a significant long-term direction for the organization.
Participation: Are our people aligned and engaged?
Consistency: Defines the values and systems that form the foundation of a strong culture.
The results, in addition to being appreciated in each of the four attributes, can be used in the different hemispheres of the model, with which there is great richness and opportunities for improvement.
