{"id":746,"date":"2020-07-14T10:26:27","date_gmt":"2020-07-14T07:26:27","guid":{"rendered":"https:\/\/dad.md\/dad-human-capital\/?p=746"},"modified":"2024-07-29T12:52:38","modified_gmt":"2024-07-29T09:52:38","slug":"cultura-organizationala","status":"publish","type":"post","link":"https:\/\/dad.md\/dad-human-capital\/cultura-organizationala\/","title":{"rendered":"\u00cen ce mod cultura organiza\u021bional\u0103 influen\u021beaz\u0103 profitul"},"content":{"rendered":"\n<p><strong>Cultura organiza\u021bional\u0103<\/strong> este personalitatea organiza\u021biei, ea se refer\u0103 la g\u00e2ndire, atitudini, convingeri \u0219i norme care exist\u0103 \u00eentr-o organiza\u021bie \u0219i care deseori sunt cunoscute \u0219i de al\u021bi actori din pia\u021b\u0103.<\/p>\n\n\n\n<h1 class=\"wp-block-heading\">Ce este cultura organiza\u021bional\u0103 a companiei<\/h1>\n\n\n\n<p><strong>Cultura organiza\u021bional\u0103<\/strong> reprezint\u0103:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>regulile nescrise ale companiei dup\u0103 care se ghideaz\u0103 angaja\u021bii zi de zi<\/li>\n\n\n\n<li>un sistem complex de valori comune agreate la nivelul companiei<\/li>\n\n\n\n<li>un sistem unitar de g\u00e2ndire al membrilor unui grup care \u00eei diferen\u021biaz\u0103 de alte grupuri. <\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"900\" height=\"198\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/HR_02.gif\" alt=\"\" class=\"wp-image-755\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Ce include cultura organiza\u0219ional\u0103 a companiei<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Cultura organiza\u021bional\u0103 include simboluri vizuale<\/strong><\/h3>\n\n\n\n<p>Partea vizibil\u0103 a culturii organiza\u021bionale cuprinde simboluri \u0219i sloganuri, ritualuri \u0219i ceremonii, \u201emituri\u201d \u0219i \u201eeroi\u201d.(observate mereu)<\/p>\n\n\n\n<p><em>Simbolurile \u0219i sloganurile tind s\u0103 exprime, cu ajutorul unor imagini simple \u0219i \u00een cuvinte pu\u021bine, setul de valori fundamentale ale companiei.<\/em><\/p>\n\n\n\n<p><em>Sloganuri:<\/em><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>\u02ddNokia, connecting people\u201d,<\/em><\/li>\n\n\n\n<li><em>\u02ddHave a break, Have a Kit-Kat\u201d,<\/em><\/li>\n\n\n\n<li><em>\u02ddPhilips. Let\u2019s make things better\u201d,<\/em><\/li>\n\n\n\n<li><em>\u02ddLG &#8211; Life\u2019s Good\u02dd.<\/em><\/li>\n<\/ul>\n\n\n\n<p><em>Simboluri:<\/em><\/p>\n\n\n\n<p>Pentru a v\u0103 convinge c\u00e2t de mult influen\u021beaz\u0103 simbolurile companiei asupra profitului, imagina\u021bi-v\u0103 c\u00e2t de mult vor avea de suferit v\u00e2nz\u0103rile constructorului auto \u201eFerrari\u201d,&nbsp;dac\u0103 chinezii vor amplasa ,,celebrul cal ridicat \u00een 2 picioare\u201d pe capota unor&nbsp;automobile cu un pre\u021b de 3 ori mai mic.<\/p>\n\n\n\n<p><em>Eroi:<\/em> Un alt element al p\u0103r\u021bii vizibile a culturii organiza\u021bionale sunt ,,eroii\u201d- personajele care se asociaz\u0103 \u00een mod involuntar cu compania. Sunt cei pe care angaja\u021bii \u00eei cunosc \u0219i \u00eei respect\u0103 pentru realiz\u0103rile ob\u021binute \u0219i pentru comportament \u00een interiorul \u0219i exteriorul organiza\u021biei, ei reprezint\u0103 adev\u0103rate modele pe care membrii echipei \u00eei urmeaz\u0103.<\/p>\n\n\n\n<p>Un exemplu ar fi \u0219i Steve Jobs fondatorul companiei Apple, cel care a adoptat <strong>o cultur\u0103 organiza\u021bional\u0103<\/strong> informal\u0103 \u00een industria tehnologiei. Steve Jobs, el \u00eensu\u0219i fiind un tip informal, exemplu \u00een acest sens ar fi faptul c\u0103 deseori se plimba descul\u021b prin birou, chiar \u0219i dup\u0103 ce compania se afla \u00een Top 500 al companiilor de succes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Cultura organiza\u021bional\u0103 include Ritualuri \u0219i ceremonii<\/strong><\/h3>\n\n\n\n<p>Ritualurile \u0219i ceremoniile au ca scop cre\u0219terea coeziunii \u00een interiorul organiza\u021biei.<\/p>\n\n\n\n<p>Ca exemple, putem men\u021biona petrecerile cu diferite prilejuri (8 Martie, zilele de na\u0219tere, Cr\u0103ciun, Pa\u0219ti, etc.), excursiile sau petrecerea \u00een comun a Revelionul.<\/p>\n\n\n\n<p>De asemenea \u0219i ac\u021biunile de promovare, de recunoa\u0219tere a meritelor, de integrare a noilor veni\u021bi, precum \u0219i ac\u021biunile de interes comunitar organizate de c\u0103tre companie.<\/p>\n\n\n\n<p><em>De exemplu: <\/em>angaja\u021bii Coca Cola sunt implica\u021bi \u00een ac\u021biunile legate de comunitate, iar inten\u021bia companiei pe termen lung este s\u0103 devin\u0103 un \u00absociety shaper\u00bb, o companie care schimb\u0103 mentalit\u0103\u021bile. Pe termen scurt, doresc s\u0103 implice angaja\u021bii \u00een&nbsp; ac\u021biuni de interes comunitar.<\/p>\n\n\n\n<p>Ac\u021biunea numit\u0103 \u201eLumina de Cr\u0103ciun\u201d, \u00een care angaja\u021bii doneaz\u0103 alimentele primite de la&nbsp; companie celor nevoia\u0219i, creeaz\u0103 un sentiment&nbsp; foarte bun \u00een r\u00eendul angaja\u021bilor \u0219i este o modalitate de motivare a acestora.<\/p>\n\n\n\n<p>Iar compania <em>Bosch sus\u0163ine educa\u0163ia, prin ac\u021biuni de responsabilitate social\u0103. Voluntarii Bosch-Rom\u00e2nia au renovat dou\u0103 \u0219coli \u00een Romos, jude\u021bul Hunedoara.<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Modelul comportamental<\/strong><\/h3>\n\n\n\n<p>Un set de ac\u021biuni repetabile (<em>comportamentale, vestimentare, atitudini fizice, precum \u0219i &#8222;jargonul&#8221; utilizat de membri<\/em>) inten\u021bionate sau nu&nbsp; pe care le fac angaja\u021bii, influen\u021b\u00e2nd comportamentul celorla\u021bi angaja\u021bi. (observate \u0219i mai pu\u021bin observate)<em>&nbsp; <\/em><\/p>\n\n\n\n<p><em>Modul de comportament al angaja\u021bilor, deseori este influen\u021bat \u0219i de dress code-ul adoptat de c\u0103tre&nbsp; companie.<\/em><\/p>\n\n\n\n<p><em>Spre exemplu: stewardesele \u00een companiile aeriene, prin aspectul pl\u0103cut, \u00eengrijit \u0219i uniforma impecabil\u0103, inspir\u0103 \u00eencredere pasagerilor. Totodat\u0103&nbsp; atitudinea pozitiv\u0103 \u0219i respectuoas\u0103 <\/em>se reflect\u0103 \u015fi \u00een imaginea companiei \u015fi \u00een modul \u00een care o percep pasagerii.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. Convingere<\/strong><\/h3>\n\n\n\n<p>Viziunile personale ale angaja\u021bilor, diferite la fiecare angajat. (absolut nev\u0103zute)<\/p>\n\n\n\n<p>Viziunile personale ale angaja\u021bilor trebuie \u00eencurajate, mai ales dac\u0103 acestea sunt adepte la misiunea companiei.<\/p>\n\n\n\n<p>Diversitatea opiniilor fiec\u0103rui angajat contribuie la realizarea scopului&nbsp; comun al companiei.<\/p>\n\n\n\n<p><strong>Spre exemplu:<\/strong><\/p>\n\n\n\n<p>Inova\u021bia &#8211; &nbsp;una dintre valorile companiei Coca Cola , este recompensat\u0103, un astfel de sistem prin care angaja\u021bii vin cu idei referitoare la procesul de produc\u021bie, la \u00absaving-uri\u00bb pentru companie, stimuleaz\u0103 creativitatea \u0219i motiveaz\u0103 angaja\u021bii. Ideile cele mai bune sunt premiate, iar numele persoanelor c\u00e2\u0219tig\u0103toare sunt publicate \u00een newsletter.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Cum cultura organiza\u021bional\u0103 influen\u021beaz\u0103 profitul companiei<\/h3>\n\n\n\n<p><strong>Cultura organiza\u021bional\u0103<\/strong> influen\u021beaz\u0103 direct rezultatele financiare ale unei companii!<em>&nbsp;<\/em><strong>De ce?<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Fiindc\u0103 o echip\u0103 puternic\u0103 va atinge \u00eentotdeauna obiectivele dezvolt\u0103rii organiza\u021biei, inclusiv cre\u0219terea profitului.<\/li>\n\n\n\n<li>Fiindc\u0103 face ca fiecare angajat, s\u0103 se simt\u0103 parte dintr-un tot \u00eentreg, acest sentiment face munca mai productiv\u0103 \u0219i mai pl\u0103cut\u0103.<\/li>\n\n\n\n<li>Fiindc\u0103 ajut\u0103 la stabilirea \u0219i men\u021binerea unui climat pozitiv \u00een cadrul echipei.<\/li>\n\n\n\n<li>Fiindc\u0103 duce la cre\u0219terea v\u00e2nz\u0103rilor \u0219i a imaginii companiei.<\/li>\n<\/ol>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/3-1024x576.jpg\" alt=\"Cultura organiza\u021bional\u0103 angaja\u021bii companiei\" class=\"wp-image-753\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/3-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/3-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/3-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/3-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/3.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Motive pentru care cultura corporativ\u0103 este important\u0103<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Atragerea talentelor valoroase<\/strong><\/em><\/h4>\n\n\n\n<p>O cultur\u0103 puternic\u0103 a companiei este una dintre cele mai bune modalit\u0103\u021bi de a atrage poten\u021biali angaja\u021bi. Aceasta ofer\u0103 organiza\u021biei un avantaj competitiv, deoarece oamenii \u00ee\u0219i doresc s\u0103 lucreze pentru companii cu o reputa\u021bie bun\u0103 din partea angaja\u021bilor preceden\u021bi \u0219i actuali. Dorin\u021ba manifestat\u0103 de un candidat \u00een a se angaja \u00een companii unde se pune accent pe o cultur\u0103 corporativ\u0103 eficient\u0103 &#8211; mic\u0219oreaz\u0103 considerabil costurile de recrutare.<\/p>\n\n\n\n<p><strong>Cite\u0219te \u0219i:\u00a0<a href=\"https:\/\/dad.md\/dad-human-capital\/ce-beneficii-extrasalariale-ieftine-le-poti-oferi-angajatilor\/\" target=\"_blank\" rel=\"noreferrer noopener\">Ce beneficii extrasalariale ieftine le po\u021bi oferi angaja\u021bilor<\/a><\/strong><\/p>\n\n\n\n<p>Exemplu: Google prime\u0219te peste 1 milion de CV-uri \u00een fiecare an \u0219i mai pu\u021bin de 0,5% din aplican\u021bi sunt angaja\u021bi. Asta pentru c\u0103 procesul de recrutare este unul complex: sunt evaluate abilit\u0103\u021bile \u0219i inteligen\u021ba tehnic\u0103, precum \u0219i g\u00e2ndirea creativ\u0103 \u0219i rapid\u0103. Interviurile con\u021bin \u00eentreb\u0103ri de tipul:&nbsp;<em>C\u00e2te mingi de golf \u00eencap \u00eentr-un autobuz \u0219colar?&nbsp;<\/em>Sau:&nbsp;<em>E\u0219ti mic\u0219orat la \u00een\u0103l\u021bimea unei buc\u0103\u021bi de nichel \u0219i masa se reduce propor\u021bional, astfel \u00eenc\u00e2t s\u0103-\u021bi men\u021bii densitatea original\u0103. E\u0219ti apoi aruncat \u00eentr-un blender. Lamele vor \u00eencepe s\u0103 se mi\u0219te \u00een 60 de secunde. Ce faci?<\/em>&nbsp;Prin aceste \u00eentreb\u0103ri, Google \u00ee\u021bi selecteaz\u0103 atent oamenii extraordinari care vor contribui la inova\u021bie \u0219i care vor continua sau chiar vor ini\u021bia o cultur\u0103 mai vibrant\u0103 dec\u00e2t pan\u0103 acum.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Reten\u021bia angaja\u021bilor buni<\/strong><\/em><\/h4>\n\n\n\n<p>O cultur\u0103 pozitiv\u0103 alimenteaz\u0103 sentimentul de loialitate a angaja\u021bilor. Angajatorul majoreaz\u0103 \u0219ansele pentru reten\u021bia Superstar-lor companiei atunci c\u00e2nd ace\u0219tia simt c\u0103 sunt trata\u021bi corect \u0219i se simt parte dintr-o echip\u0103 unit\u0103 \u0219i puternic\u0103. Acest aspect reduce cheltuielile angajatorului, fiindc\u0103 nu suport\u0103 costuri din cauza fluctua\u021biei de personal.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Colaborare<\/strong><\/em><\/h4>\n\n\n\n<p>Angaja\u021bii au mai multe \u0219anse s\u0103 se reuneasc\u0103 ca \u0219i echip\u0103 la companii cu o cultur\u0103 puternic\u0103. O cultur\u0103 pozitiv\u0103 faciliteaz\u0103 interac\u021biunea social\u0103, munc\u0103 \u00een echip\u0103 \u0219i comunicarea deschis\u0103. Aceast\u0103 colaborare poate duce la rezultate uimitoare, cresc\u00e2nd productivitatea muncii \u0219i major\u00e2nd profitul companiei.<\/p>\n\n\n\n<p>De exemplu, la nivel organiza\u021bional, compania Kaufland \u00eencurajeaz\u0103 comunicarea deschis\u0103 \u015fi transparent\u0103. Pentru acest lucru, reduce barierele ierarhice, adopt\u00e2nd o politic\u0103 a ,,u\u0219ilor deschise\u201d \u015fi \u00eencurajeaz\u0103 angaja\u021bii s\u0103 ia singuri decizii importante. \u0218i cel mai important lucru, este c\u0103 to\u021bi angaja\u021bii muncesc pentru acela\u0219i obiectiv, \u00eentr-o atmosfer\u0103 pl\u0103cut\u0103 \u015fi apropiat\u0103.<\/p>\n\n\n\n<p>Pauzele de volei \u0219i plimb\u0103rile cu bicicleta prin campus fac parte din avantajele oferite de <strong>cultura organiza\u021bional\u0103<\/strong> a companiei Google. De asemenea, nu exist\u0103 mul\u021bi manageri de mijloc. Practic sunt managerii mari care sunt \u0219i imaginea Google \u0219i angaja\u021bii care se simt mai confortabil \u00eentr-o atmosfera deschis\u0103, unde \u00ee\u0219i pot exprima opiniile. Astfel se evit\u0103 a\u0219a numitul Monkey-effect, compania oferind oportunit\u0103\u021bi pentru discu\u021bii \u00een grup, mereu pline de esen\u021b\u0103, bazate pe date care aduc cele mai bune idei.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Mai pu\u021bin stres<\/strong><\/em><\/h4>\n\n\n\n<p>Men\u021binerea unei culturi corporative eficiente a companiei va ajuta la reducerea semnificativ\u0103 a stresului la locul de munc\u0103. Companiile cu o cultur\u0103 corporativ\u0103 puternic\u0103 tind s\u0103 vad\u0103 angaja\u021bi mai pu\u021bin stresa\u021bi, ceea ce contribuie la cre\u0219terea s\u0103n\u0103t\u0103\u021bii angaja\u021bilor \u0219i a performan\u021bei muncii.<\/p>\n\n\n\n<p>De exemplu: Recuno\u0219tin\u021ba pentru angaja\u021bi,&nbsp;chiar \u0219i pentru gre\u0219elile lor Google recunoa\u0219te c\u0103 aprecierea este cel mai bun mod de a mul\u021bumi angaja\u021bilor pentru contribu\u021biile lor. Sunt oferite premii precum:&nbsp;<em>The Founders\u2019 Award&nbsp;<\/em>pentru candida\u021bii care se remarc\u0103 prin ceea ce fac. Dar chiar \u0219i gre\u0219elile sunt premiate. Bine\u00een\u021beles pentru cei care le descoper\u0103 \u00een forma Beta a produselor Google. <\/p>\n\n\n\n<p>\u00cenainte de a fi COO la Facebook, Sheryl Sandberg a fost vice-pre\u0219edinte la Google responsabil\u0103 de automatizarea sistemului de publicitate. C\u00e2nd a f\u0103cut o gre\u0219eal\u0103 care a costat Google c\u00e2teva milioane de dolari, Sheryl \u0219i-a recunoscut gre\u0219eala \u00een fa\u021ba lui Larry Page care i-a spus:&nbsp;<em>M\u0103 bucur pentru c\u0103 ai f\u0103cut aceast\u0103 gre\u0219eal\u0103. Pentru c\u0103 \u00eemi doresc o companie unde lucrurile s\u0103 se mi\u0219te at\u00e2t de repede \u0219i s\u0103 se fac\u0103 at\u00e2t de multe lucruri&nbsp;\u0219i nu o companie unde&nbsp;s\u0103 fim foarte precau\u021bi \u0219i s\u0103 facem pu\u021bin. Dac\u0103 nu avem aceste gre\u0219eli, nu \u0219tim ce \u00eenseamn\u0103 riscul.<\/em><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Performan\u021ba muncii<\/strong><\/em><\/h4>\n\n\n\n<p>Culturile puternice ale companiilor au demonstrat mai mult\u0103 productivitate. Acest lucru se datoreaz\u0103 faptului c\u0103 angaja\u021bii tind s\u0103 fie mai motiva\u021bi \u0219i dedica\u021bi angajatorilor care investesc \u00een bun\u0103starea \u0219i fericirea lor. Motivarea angaja\u021bilor este esen\u021bial\u0103 \u00een cadrul companiei, fiindc\u0103 alimenteaz\u0103 dorin\u021ba angaja\u021bilor de a lucra \u0219i a investi \u00een afacere, astfel major\u00e2nd profitabilitatea.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/4-1024x576.jpg\" alt=\"Cultura organiza\u021bional\u0103 fotografie simbol\" class=\"wp-image-752\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/4-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/4-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/4-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/4-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/4.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Cum s\u0103 creezi o cultur\u0103 corporativ\u0103 eficient\u0103<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Crea\u021bi spiritul de echip\u0103<\/strong><\/em><\/h4>\n\n\n\n<p>Majoritatea angaja\u021bilor \u00ee\u0219i doresc semnifica\u021bie \u0219i scop \u00een activitatea lor. O bun\u0103 metod\u0103 de cultivare a muncii eficiente \u00een echip\u0103 este recunoa\u0219terea meritelor angaja\u021bilor care fac performan\u021b\u0103, ca grup. Aceast\u0103 practic\u0103 alimenteaz\u0103 productivitatea muncii, ajut\u00e2nd angaja\u021bii s\u0103 ofere rezultate remarcabile \u0219i totodat\u0103 m\u0103re\u0219te profiturile companiei.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong><em>\u00cencuraja\u021bi pozitivitatea<\/em><\/strong><\/h4>\n\n\n\n<p>Pentru a construi o cultur\u0103 s\u0103n\u0103toas\u0103, trebuie s\u0103 \u00eencuraja\u021bi pozitivismul la locul de munc\u0103, este esen\u021bial s\u0103 \u00eel promova\u021bi zilnic. Spre exemplu prin exprimarea recuno\u0219tin\u021bei, z\u00e2mbind des \u0219i r\u0103m\u00e2n\u00e2nd optimi\u0219ti \u00een situa\u021bii dificile.<\/p>\n\n\n\n<p>Recruta\u021bi doar oameni pozitivi \u0219i optimi\u0219ti, pentru c\u0103 aceste emo\u021bii sunt transmisibile. Pozitivismul angaja\u021bilor va influien\u021ba atmosfera din echip\u0103, dar totodat\u0103 \u0219i rezultatele muncii.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Determina\u021bi valorile companiei<\/strong><\/em><\/h4>\n\n\n\n<p>C\u00e2nd valorile companiei sunt orientate c\u0103tre echip\u0103, fiecare persoan\u0103 este motivat\u0103 \u0219i a\u0219teapt\u0103 cu ner\u0103bdare s\u0103 \u00eenceap\u0103 munca \u00een fiecare diminea\u021b\u0103. <a href=\"https:\/\/dad.md\/dad-human-capital\/valorile-companiei\/\" target=\"_blank\" rel=\"noreferrer noopener\">Valorile companiei<\/a> nu trebuie s\u0103 fie acelea\u0219i de la \u00eenceputul companiei, ci trebuie revizuite \u00een timp. \u00cencepe\u021bi noul an cu un brainstorming\u00a0 despre valorile \u0219i obiectivele companiei ca echip\u0103 \u0219i implica\u021bi to\u021bi angaja\u021bii.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em><strong>Flexibilitatea<\/strong><\/em><\/h4>\n\n\n\n<p>Atunci c\u00e2nd o companie ofer\u0103 flexibilitate angaja\u021bilor, ei tind s\u0103 fie mai dedica\u021bi muncii lor.Uneori, oferirea libert\u0103\u021bii angaja\u021bilor de a explora diferite metode permite min\u021bii lor s\u0103 fie mai creative \u0219i inovatoare \u00een furnizarea de idei noi sau a mai multor solu\u021bii la o problem\u0103.<\/p>\n\n\n\n<p>Pentru a sistematiza cultura companiei apare necesitatea cre\u0103rii unui manual de <strong>cultur\u0103 organiza\u021bional\u0103<\/strong>, care ar con\u021bine cel pu\u021bin urm\u0103toarele aspecte:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>istoria companiei<\/li>\n\n\n\n<li>simboluri<\/li>\n\n\n\n<li>valori<\/li>\n\n\n\n<li>norme comportamentale<\/li>\n\n\n\n<li>ritualuri, ceremonii<\/li>\n\n\n\n<li>istorii de succes, eroi<\/li>\n<\/ul>\n\n\n\n<p>Orice companie \u0219i-ar dori s\u0103 reu\u0219easc\u0103 \u0219i s\u0103 performeze semnificativ de la an de an. \u00cens\u0103 pentru a atinge succesul \u0219i a avea angaja\u021bi motiva\u021bi, loiali \u0219i eficien\u021bi, e nevoie de o cultur\u0103 corporativ\u0103 solid\u0103 \u0219i un climat organiza\u021bional pozitiv.<\/p>\n\n\n\n<p>Google, Facebook, Apple, McDonald&#8217;s, Coca Cola atrag \u0219i men\u021bin angaja\u021bi de cea mai bun\u0103 calitate, tocmai datorit\u0103 a ceea ce \u0219tiu oamenii despre aceste companii. Sunt companii cu <strong>o cultur\u0103 organiza\u021bional\u0103<\/strong> foarte bun\u0103. Cu lideri care au viziune pe termen lung, cu programe puternice de dezvoltare personal\u0103 \u0219i profesional\u0103 a angaja\u021bilor.<\/p>\n\n\n\n<p>Pentru mai multe informa\u021bii despre importan\u021ba culturii organiza\u021bionale, <a href=\"https:\/\/dad.md\/contacte\/\" target=\"_blank\" rel=\"noreferrer noopener\">contacteaz\u0103-ne<\/a>!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/recrutare.dad.md\/jobdescription\/\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/Cultura-organizationala-anunt-1024x576.jpg\" alt=\"Cultura organiza\u021bional\u0103 bonus\" class=\"wp-image-3642\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/Cultura-organizationala-anunt-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2020\/07\/Cultura-organizationala-anunt-300x169.jpg 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s0.484,1.08,1.08,1.08c0.596,0,1.08-0.484,1.08-1.08S17.401,6.116,16.804,6.116z\"><\/path><\/svg><span class=\"wp-block-social-link-label screen-reader-text\">Instagram<\/span><\/a><\/li>\n\n<li class=\"wp-social-link wp-social-link-tiktok  wp-block-social-link\"><a href=\"https:\/\/www.tiktok.com\/@dad4business\" class=\"wp-block-social-link-anchor\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 32 32\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M16.708 0.027c1.745-0.027 3.48-0.011 5.213-0.027 0.105 2.041 0.839 4.12 2.333 5.563 1.491 1.479 3.6 2.156 5.652 2.385v5.369c-1.923-0.063-3.855-0.463-5.6-1.291-0.76-0.344-1.468-0.787-2.161-1.24-0.009 3.896 0.016 7.787-0.025 11.667-0.104 1.864-0.719 3.719-1.803 5.255-1.744 2.557-4.771 4.224-7.88 4.276-1.907 0.109-3.812-0.411-5.437-1.369-2.693-1.588-4.588-4.495-4.864-7.615-0.032-0.667-0.043-1.333-0.016-1.984 0.24-2.537 1.495-4.964 3.443-6.615 2.208-1.923 5.301-2.839 8.197-2.297 0.027 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