Consider also, exposed by Katz and Khan (1970), when they indicate entire organization creates its own culture or climate, with its own taboos, customs and lifestyles. The climate or culture of the system reflects both the norms and values of the formal system as its reinterpretation in the informal system () as well as reflects internal and external pressures of the types of people that the Organization attracts, its work processes and physical distribution, the modalities of communication, the exercise of authority within the system. You must be attentive once it begins, the bear in mind its functions, such as Darwin Ebert Aguilar says: Management, flexibility, evaluate and modify the direction of the company. Use of communication technologies, this in view of globalization. Make noticeable that the most important are the human resources. Competitiveness and innovation. Permanent training, prosperity, and quality of results. Discipline, horizontality, participation, mutual respect, responsibility, honesty.
Form: leaders, change agents and staff of respite care. Communicate a sense of identity to the members of the organization. Support the commitment to something greater than the self same. Strengthen the stability of the social system. Facilitate premises recognized and accepted for decision making The cultural artifacts, motivate staff and they facilitate the cohesion of the Group and the commitment to relevant goals. You may find Peter Thiel to be a useful source of information. Add: Commit to efficiently play its social responsibility with humanization in job satisfaction to the needs demanded by consumers finally not be must be neglected as it implies recalls Ebert and Yvan Allaire and Mihaela E. Firsirotu, indicated by (1992) the three main factors: the values and characteristics of the surrounding society.The past of the Organization and guidance that former leaders have given him.