In most cases, as no one plans to be inefficient, the tendency is for unwant practices to occupy precisely the space left by beliefs and values that were only on paper. We separate examples of toxic cultures by the most striking characteristic. culture of absence Corresponds to workplaces where absences are acceptable behavior. The most […]
It is the leader who keeps the corporate culture always active. Bas on his actions and practices, he demonstrates to employees what are the main points to be work on, always keeping the organizational climate in line with the culture. It is noteworthy that there are different moments within a process of development and application […]
Changes can be made, but they are slow and must be promot by everyone involv. Therefore, it is important to have strategies to promote and preserve the organizational culture of a company. The first point is to have well defin, in a complete way, the organizational culture. When you know what are the points that […]
Here comes a good job of motivation. Disclose the express rules Some rules in the company ne to be express. This is the case with the rules for using the kitchen, for example. These are, in many cases, simple rules, but which contribute to greater fluidity and comfort in the work environment. If, for example, […]
This means that the effort of recruiting the right person so that he has the maximum performance in the company is fundamental. This way, the shirt will fit naturally and effortlessly. So, it’s best to worry about it at the beginning. It is essential that recruitment be done in a very structur way to identify […]
Artifacts They are the symbols, management practices, services, stories and standards. They are the most concrete things we can observe in a company. The construction of a corporate culture starts from the most conscious level (artifacts) to the most unconscious (assumptions). That is, the ways of acting and portraying the organization gradually take root in […]
By hiring Gupy’s Recruitment and Selection solution , you have access to our behavioral profile test , which combines the best methodologies on the market in a single test. Hire the right person with Gupy’s Behavioral Profiling Test. Schule a product demo. 4. Role culture This culture focuses on the roles play by company members. […]
Which, if taken to an extreme, can mean the total absence of identity. On the other hand, stability —which can turn into lag, immobilization, immobility and bureaucracy. The secret is to find a satisfactory ratio according to the business strategy. For example, technology companies are generally more flexible, but that doesn’t mean they don’t hold […]
Which the owner figure is very strong and accumulates several functions. No wonder, you will see this type often associat with club culture—the most important thing is to compose the boss’s influence network. Despite demonstrating a clear and well-defin hierarchy, the type limits the growth and development of employees and the company itself. A management […]
In the conclusions, the article points to the importance. Of allocating investments in the construction and maintenance of a positive organizational culture. The practice would be a means for employees to feel valu and be able to deliver excellent services to consumers — from which the return in terms of satisfaction and revenue would come. […]
In the survey, we saw a significant difference in retention with cultural fit . For example, with adaptation to the culture, talent stay, on average, 13 months longer on the job. Incrible as it may seem, the strategy of retaining good talent in a company is directly connect with the Recruitment and Selection stage. But […]
There is no point in creating an organizational culture that has no identification with the identifiable characteristics within the company. This is an important point that must be emphasiz: the corporate culture is a mirror of the company. This is why features are so important. As much as they are aim at different types of […]
