Centro de Estudios Universitarios Xochicalco

Campus Ensenada

Comercio Internacional y Aduanas

Administración Estratégica

Mapa Conceptual e Investigación

“Philosophy and Organizational Culture”

Alumno: Campillo Cerda Carlos Daniel

Mtro. Mario Rivera

5to A

Ensenada Baja California a 17 de febrero de 2022

 Philosophy and Organizational Culture

Organizational Philosophy:

What is the organizational philosophy?

Organizational philosophy refers to the set of ideas that arise to establish the
mission, vision, values, and strategies for the optimal functioning of an organization
or company.

The organizational philosophy is an element of great importance for organizations in

general, since it defines the objectives to be fulfilled and its principles, which in turn
allows its evolution and competitiveness. This set of beliefs and practices enable
good organizational performance and quality of response to the needs of society.

Importance of organizational philosophy

The importance of the organizational philosophy has to do with the achievement of

the proposed goals. However, this is possible if work strategies are well founded.

The strategic plans of an organization must respond to its mission, vision, and
values, as well as consider the proposals and needs of the workers, a fundamental
force for optimal performance, competitiveness, and quality of work.

The organizational philosophy must be maintained over time, generate a process of

improvement and constant competitiveness, as well as encourage each of the
people who work in a company to feel an important and valued part of it.

The organizational philosophy leads to the development of a strategic business plan

that sets out the main objective of the company and how it hopes to achieve it. This
plan includes everyone who works in the company, and this has to do with the fact
that each of these individuals plays an important role in achieving the proposed
objectives. In this sense, the organizational philosophy generates the sense of
belonging of the workers who feel they are an important part of the organization or
company where they carry out various tasks, respecting its internal policy.

Mission: answers basic and motivating questions about why an organization or

company exists, that is, who are we? What do we do? What is our purpose? What
is our commitment?

Vision: refers to the social and economic scope proposed by the organization or
company.
Values: those who are part of an organization or company must comply with a series
of professional, business, and social values in order to perform well and comply with
internal regulations. Teamwork is achieved through respect, ethics, commitment,
tolerance, honesty, among others.

In this sense, the mission, vision, and values must be shared equally among all,
professional ethics must prevail over any situation, thus ensuring the possibility of
offering effective, quality and profitable products and services.

Organizational Culture:

What is the organizational culture?

Organizational culture is the set of beliefs, habits, values, attitudes, and traditions of
the members of a company.

The organizational culture is expressed through strategies, structures, and system.

An organization with clear values and rules promotes positive behaviors that
translate into greater productivity within the company and an adequate projection of
the organization outside of it.

Organizational culture has a significant impact on how your company approaches

work and business, its brand, and whether it achieves its organizational objectives.
With the knowledge of different types of organizational culture, you understand which
type your organization aspires to have and what you need to change to get there.

Types of organizational culture:

The best-known classification of types of organizational culture is the Competing

Values Framework. Kim Cameron and Robert Quinn at the University of Michigan
identified four distinct types of organizational culture.

Every organization has its own mix of these four organizational culture types, with
one culture typically dominating. The larger the organization, the bigger the
possibility that there may be more than one culture in the organization. This may be
beneficial to the organization, but it may also be disadvantageous or challenging
when attempting to have a cohesive culture in a regionally and globally dispersed
organization.

The four organizational cultures Cameron and Quinn identified are:

Adhocracy culture – the dynamic, entrepreneurial Create Culture.

Clan culture – the people-oriented, friendly Collaborate Culture.

Hierarchy culture – the process-oriented, structured Control Culture.

Market culture – the results-oriented, competitive Compete Culture.

CONCEPT MAP
Bibliography

https://sheilamargolis.com/core-culture-and-five-ps/the-five-ps-and-organizational-
alignment/philosophy/

https://www.significados.com/filosofia-
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re,de%20una%20organizaci%C3%B3n%20o%20empresa.&text=Por%20tanto%2
C%20la%20filosof%C3%ADa%20organizacional,de%20una%20organizaci%C3%
B3n%20o%20empresa.

https://hbr.org/2013/05/what-is-organizational-culture

https://www.aihr.com/blog/types-of-organizational-culture/