Pirjol, Florentina; Maxim, Raluca Georgiana
December 2012
Annals of the University of Oradea, Economic Science Series;2012, Vol. 21 Issue 2, p371
Academic Journal
The main theme of this paper is the role of organizational culture in a company and its way of expression within the organization, for its management, for its employees and for its competition. Organizational culture is undoubtedly one of the fashionable areas of management, with a relatively recent history. Its purpose is to sensitize readers to the importance of organizational culture for the success of an enterprise, and its objectives were: to define organizational culture and its influence factors, as well as to explain the role of its components in the organization as a whole and for its members. Practically, the interest in organizational culture began in the 7th decade, largely due to the performances of Japanese companies, performance explained by their specific culture. Although the concept is increasingly met in international and local literature, the process that prevents its practical implementation is the lack of scientific (theoretical) research at a company's level. The old generation of leaders lead based on knowledge acquired years ago, few are those who really consistently do research and are up to speed with the latest news in management, or in the economic field in general. This paper aims to identify key conditions that determine human activity in an organization and their relationship to the successful implementation of an organizational culture by examplifing great successes of international companies. This is relevant, not only because these companies have huge incomes and recorded notable successes, but also because they enter and develop on the local market, trying to implement their thinking. Thus, local businesses can improve their business by adopting and adapting this way of thinking. The results of the research results reflect the fact that despite the concept that people are the main value of an organization, companies continue to ignore their employees, instead seeking the magic formula, the immediate solution or the latest management tool, not giving organizational culture the importance it deserves. We want to preclude the notion that it is easier to implement a new policy than to invest time to analyze and improve internal organizational culture. An organizational culture of success tries to improve old ways without losing the tradition, it brings advantages to the organization, to the management and to the employees.


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