{"id":3014,"date":"2020-10-08T16:58:01","date_gmt":"2020-10-08T16:58:01","guid":{"rendered":"http:\/\/managerfaa.openweb.ro\/?post_type=product&p=3014"},"modified":"2021-10-14T11:46:42","modified_gmt":"2021-10-14T11:46:42","slug":"organization-culture-models-and-approaches","status":"publish","type":"post","link":"https:\/\/manager.faa.ro\/?p=3014","title":{"rendered":"Organization Culture. Models and Approaches"},"content":{"rendered":"\t\t
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\u00a0Pages: 163-171<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Introduction<\/strong>. In a constantly changing and evolving market worldwide, each organization seeks to shape and develop appropriate leadership, so that it responds to all the demands arising in the organization\u2019s internal and external environment. Organizational culture imposes itself as the best way for operating in a successful manner.\u00a0The members of the organization must develop a belief shared by the same values, attitudes, habits and written or unwritten rules that directly influence their activity. Culture needs to evolve in order for the organization to remain relevant in a changing environment. In this sense, changing the organizational culture is not an easy process, as the members of the organization are often reluctant to new things, having a behavior that implies weaker results.\u00a0<\/span><\/p>

Aim of the study<\/strong>. This paper aims to highlight a few models of organizational culture, approaches, features, characteristics and implementation strategies. At the same time, the paper offers a brief review of the empirical research of the terms published in the specialized literature, including various conceptual frameworks such as: \u201ccorporate culture\u201d, \u201cworkplace culture\u201d, \u201cbusiness culture\u201d, but also an analysis of the organizational culture that is permanently created and modified so as to ensure the continuity and efficiency of the organization.<\/p>

Keywords:<\/b> organizational culture, corporate culture, workplace culture, business culture,\u00a0<\/span>models of organizational culture<\/span><\/p>

JEL Classification:<\/b> M10, M14, L21<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Introduction. In a constantly changing and evolving market worldwide, each organization seeks to shape and develop appropriate leadership, so that it responds to all the demands arising in the organization\u2019s internal and external environment. Organizational culture imposes itself as the best way for operating in a successful manner. The members of the organization must develop a belief shared by the same values, attitudes, habits and written or unwritten rules that directly influence their activity. Culture needs to evolve in order for the organization to remain relevant in a changing environment. In this sense, changing the organizational culture is not an easy process, as the members of the organization are often reluctant to new things, having a behavior that implies weaker results. <\/p>\n

Aim of the study. This paper aims to highlight a few models of organizational culture, approaches, features, characteristics and implementation strategies. At the same time, the paper offers a brief review of the empirical research of the terms published in the specialized literature, including various conceptual frameworks such as: \u201ccorporate culture\u201d, \u201cworkplace culture\u201d, \u201cbusiness culture\u201d, but also an analysis of the organizational culture that is permanently created and modified so as to ensure the continuity and efficiency of the organization.
\nKeywords: organizational culture, corporate culture, workplace culture, business culture, models of organizational culture
\nJEL Classification: M10, M14, L21<\/p>\n","protected":false},"author":150,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[39,41],"tags":[147,224,662,718,1061],"coauthors":[1371,1370],"class_list":{"0":"post-3014","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-39","7":"category-2019-vol-30-issue-2-december","8":"tag-business-culture","9":"tag-corporate-culture","10":"tag-models-of-organizational-culture","11":"tag-organizational-culture","12":"tag-workplace-culture","13":"jel-l21","14":"jel-m10","15":"jel-m14"},"_links":{"self":[{"href":"https:\/\/manager.faa.ro\/index.php?rest_route=\/wp\/v2\/posts\/3014","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/manager.faa.ro\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/manager.faa.ro\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=\/wp\/v2\/users\/150"}],"replies":[{"embeddable":true,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=3014"}],"version-history":[{"count":4,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=\/wp\/v2\/posts\/3014\/revisions"}],"predecessor-version":[{"id":7500,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=\/wp\/v2\/posts\/3014\/revisions\/7500"}],"wp:attachment":[{"href":"https:\/\/manager.faa.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=3014"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=3014"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=3014"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/manager.faa.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcoauthors&post=3014"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}