Strong culture; the values are held with intensity and are shared widely. Subcultures; miniculturas within an organization, are generally defined by Department designations and geographical separation. Any area or dependency of the organization can adopt a shared sub-culture exclusively by its members, which in turn assume the values of the central culture along with others who own workers who serve in such dependencies are. ORGANIZATIONAL VALUES. Values, what are they? It is opportune to expose some definitions of authors, which can help a better understanding of the aforementioned term. Values are relatively stable, strategic learnings over time, a way of acting is better than its opposite to get that leave us good things. (15) To Denison, the values represent the basis of the assessment that members of an organization use to judge situations, actions, objects and people.
They reflect actual goals, beliefs and basic concepts of an organization, they form the core of the organizational culture. By the same author: Tim Collins Ripplewood. According to Deal and Kennedy, values are the foundations of any organizational culture, defined success in concrete terms for members and establish rules for the organization. Therefore Robbins considers the values as those who inspire the raison d ‘ etre of every Organization, the standards come to be the instruction manuals for the behavior of the Organization and people. The constituent trait value is not only the belief or conviction, also its translation into the patterns of behavior, that the Organization has the right to require its members. Agencies develop visible values, based on the laws and common sense, but possess a set of hidden values, which are the real driving force behind the organization. The visible values are expressed through the mission, the vision, policies and regulations written in the organization.