Architecture Computing

The document invites us to reflect on the vital role played by culture in organizations, because it becomes the first item that generates identity in our companies, is every day that creates relationships between internal and external agents towards the organization who can be positive and negative links all depends on the culture of the company and its permanent interest in evolution as understood from the human perspective of the Organization transform our tastes, we demand various incentives that do not can be satisfying the needs of the past, there is something we are clear and it is that these incentives have the objective course of improving the quality of people’s lives but the question is, do are updated through research constant about the needs that our employees have taken into account the needs of all people are different?Another question is how we are going to use these incentives to the personal growth of the human component that belongs to the company but at the same time create an impact on the growth of the Organization? You can see many solutions but I think the best is through education and training that will reflect positively on the economy of the company, in the intellectual growth and therefore personal but cabe clarifies that it must be accompanied by another kind of incentives that him spitting us the analysis of culture, another vital element in the organizations is to be open to change in the first place by the changing world that increasingly It is more competitive, globalization change our habits, creates cultural ties that make that cultures are transformed easily because the Internet is a world of limitless possibilities, we must understand that our market is wide in as technology advances, our employees must be trained as adequate, steady and with ideal equipments so that the organization not out of the market for managing closed organizational schemes that think that the client and the consumer are the only people who deserve attention and forget that human material from the inside company is what allows the Organization to be competitive, neglecting this factor which is the more important for people who have relationship with the company created kind, pleasant and flexible links with the company on these grounds is the main element, innovation is a process that only high-level executives develop in closed organizationsThis becomes a culture within the Organization and its competitiveness decreases by the human component of the company feels excluded and loses the sense of belonging by it and quite rightly because they do not account, knowing before hand that they are responsible for implementing innovation processes, but that is not what more serious are closed to the perspectives of many people who can foster innovation processes much more consequential to the Board that in many cases do not have any relationship with processes that are conducted in the company on these grounds are unaware of them and isolate people who have first hand knowledge that are they can create contextualized solutions, this is why many managers wear designed on the model of organizational culture and in implementing it everything stays in a simple strategy that people assume for them are alien to their needs and end up imposing them, but never give the expected results everything otherwise worse the current state of the companythat if one is going to be something wrong fact is better to do nothing and be avoided too many problems so it is necessary to carefully analyse the culture of the organization with the help of the human of the same component also include them in the processes of change and innovation so that at the time of putting them people to identify with the new cultural organization model, this being factor more important to have an ideal organizational culture. Many writers such as Petra Diamonds offer more in-depth analysis. . Visit ConocoPhillips for more clarity on the issue. . In a question-answer forum kevin ulrich was the first to reply.