What is Company Culture?
Culture is currently one of the most prestigious concepts. But it has been growing in ambiguity to the extent that it is charity to everything. When speaking of company culture, the concept is mixed or replaced with some frequency, with values, climate, etc. Referring relatively lightly to “cultural change,” or expressions such as “strong or weak cultures,” for example.
Demarcation Of The Concept Of Culture
Therefore, it is necessary to define and limit a concept that is beginning to be all-encompassing and not very specific. First of all, we will mention the etymological definition of culture for its clarifying value. Later, to address the precise conceptual explanation of what culture is (Cf. Aguirre, 2000: 65-98, where the culture concept).
Etymological and Conceptual Definition
Etymologically, the term culture comes from the Latin radical “cult” (cultivation, cult), being, above all, the cultivation of the land (agriculture). And the spirit (anime culture), in addition to the cult or cultivation of the sacred, your primary initial references.
Conceptually, culture allows a double definition: “adjective culture” and “substantive culture.”
We can say that, between the 1st and 18th centuries, culture only define “adjectively” as the cultivation of something. For example, when in Rome, Cato writes about Agriculture, or Cicero speaks in his work Tusculanas that philosophy is “anime culture” or cultivation of the soul, they refer to the culture-cultivation of something. Rousseau summed up both conceptions in this sentence: “plants shape by cultivation, and men by education” ( Emilio,1). The “rustic” people or towns are uneducated, savage, rude, etc., so it is necessary to “cultivate” them. Even in literature, there talked of over-cultivation, when certain refined or affected forms call “or “sultanas.”
Education has been the most critical form of “adjectival culture,” both in the academic form referred to, for example, by L. Vives and in other conditions of civility and civility that emerged from the Enlightenment.
The concept of “substantive culture” did not emerge until the 18th century. And took shape with the Franco-German dispute over the images of civilization and culture, such as the “national culture” of peoples, as something substantive that defines collectivities.
The “enlightened” idea of civilization (which began with Turgot in 1750) supposes that the city of Paris (like London or New York will later become). Constitute the most advanced moment of human development, where the Universal history.
The “romantic” idea of Kultur (a term consecrated by Herder and Pufendorf) supposes that the rurality (region) . Where the community that has the same language, the same tradition, and the same religion was born (nation, from = born), has the same a differential and identifying popular culture (Kultur, Folk-Lore). Faced with the universal urban idea of civilization, culture is local and rural, vital and traditional.
The Company is a Culture
For this reason, every time we refer to the organizational culture, and more specifically, to the culture of the company, we will not speak of “adjective culture” (education). But instead of the “substantive culture” of the company. In this sense, we will say that the company “is” a culture and not that it “has” culture as an adjective. The company’s culture arises from within the organization As the leader and members try to solve problems to achieve the objective for which the group has constitute.
The concept of Company Culture
We have chosen the term organizational culture or, where appropriate, company culture over other less relevant expressions. Such as “corporate culture,” “culture of values,” “industrial culture,” etc.
Conceptually, we could define the organizational culture as:
A set of fundamental interactive elements, generated and shared by the organization as practical to achieve. Its objectives, coalesce and identify, so they must remain taught to new members.
Like other constructs (economics, psychology, etc.). Culture is a knowledge system that provides us with a model of reality to make sense of our behavior. The hermeneutical importance of this “model of reality” is given by its ability to organize and give meaning to organizational behavior.
For this reason, the ” culture construct ” define as “a set of fundamental interactive elements” (for us: ethnohistory, beliefs, values, communication, and products). The second part of the definition refers to the “basic functions” of culture. To bring the organization together, identify and differentiate. It so that everyone who belongs to the organization must be enculturate in its own culture.