Umuda Yolculuk

If we analyze the concept expressed by Shein we see that the same sound but very vaguely described how organizational culture emerges. If we see the part that says that. . . is the pattern of basic assumptions. . .

we can not identify the significance of these as translating the phrase literally, as Dictionary of the Royal Academy of Spanish Language (DRAE) can understand it. . . Background Guidance or deductions essential. .

. . May have several literal meanings that approach or not this but the basic idea is that a concept of a topic, especially new, must be expressed as simply as possible to promote understanding of those not fully committed to the analysis of certain topics. For example, if an employer wishes to keep his company remain competitive must necessarily introduce changes in their performance therefore needs to make a general diagnosis of the Organization and this, of course, includes an analysis of organizational culture as it is responsible the behavior of any organization, so if you tell an employer you have to diagnose the organizational culture of the company probably asked that question this and if you say it is. . . the pattern of basic assumptions invented a particular group. . . of course it will not be pleased to any way the invention of that group. Note that I'm not trying to say that the concept of Shein is wrong or anything, I'm just warning that the definition of concepts must take into account that are not always read and needy individuals with knowledge of the item you have to try state them as simple and clear as possible.

To speak on the education in the organizacional environment, is important to relembrar the industrial scene of century XX, where the collaborating one was known as employed and its formation was only come back toward the exercise of the task, knowing to make. The collaborating one was seen inside of a mechanist perspective. The concern was only in training these employees to take care of the work demands, that is, the objective age in accordance with to enable to the accomplishment of the task the established standard and the time. The valuation and the motivation did not exist in the professional life of the workers of the last century. The important age to produce more in little time, and when certain employee diminua the rhythm of the production, was simply substituted, as it was itself gear of a machine.

After diverse fights, many things had moved. In the three first decades of century XX they had had many syndical movements and diverse movements strikers. In middle of 1930 the Ministry of the Work with the purpose was created to occupy of the working problems, in 1931 was created the National Department of the Work, with the objective to promote measured of social welfare and improves of the work conditions. In 1940 union dues were created, finally, in 1943 appeared the Consolidation of the Laws of the work. The working requirements had started to grow, and due to this the companies had had that to organize itself and had started to include in its structure the staff section. In this period the administration of personal was disciplinarian, punitive and paternalista. The staff head took care of of bureaucratic activities and to discipline. He did not exist the concern with integration aspects, productivity and well-being of the employees, but yes with papelada and the legal procedures.