Management models through time have undergone great changes that aim to work with intellectual capital, this being the raw material for the development of large companies, evolving over time and modifying organizational thoughts, goals and objectives.
It is important to recognize the contribution of knowledge management and the concepts that it brings in business development, which lead us to the creation of new paradigms that allow us to understand these changes and remain at the forefront of methods and strategies, applying them to our reality, starting from the figure of the human being immersed in a company, with its expectations, its desires, and the role that the employee plays within it.
In our position as leaders within the organization, we can discover important aspects that mediate between the organizational culture and the structure of the workers, finding a gap between both parties that leads us to question our work and our role as change managers, it is there where experience and knowledge play an important role in achieving the identification of the meeting point between the culture and the structure of the individual, recognizing the particularities of the company and its business history and the personal characteristics of the collaborators who are the ones who Through their work they contribute to the fulfillment of the corporate strategy.
It is of great importance to know the structure of the companies and the evolution that the formerly called “Personnel Department” has had throughout history, landing it in our reality, in which some companies have not lived the evolution of the same, ignoring the importance of the human being, using an outdated management style and a system that misuses the talent of the workers, focusing on a particular benefit for the company.
On the other hand, currently we find companies that want to evolve, with a flexible system that is open to change and innovative, these two organizational styles have a particularity between each other, that exist or endure based on the mentality of the General Directorate, who according to their paradigms it hinders or allows the growth of it; In this way, the norms, values, and communication style existing in the company find the need to link to their culture people who share these guidelines and who wish to contribute to its growth through their personality characteristics and related tastes.
In our position as Directors of the Human Talent Management area, and as active members of the organizational culture, we ensure the harmony of the company, and not being enough, we are also assailed by concern about how to find ways to maintain ethical principles. and morals of the company and those who work within it despite the changes that occur daily, thus making it a personal rather than a labor challenge to preserve the corporate culture, to be at the forefront of concepts and methods, maintain the motivational levels of the collaborators and finally achieve profit for the company, aspects that must move under an ethical framework,which can be approached from different culturally enriched positions immersed in approaches that provide a different nuance to the organization and its structure.
Among the different approaches we find the ethical approach, the psycho-sociological approaches, and the anthropological ones, which conceive the organizational model for different purposes, taking the presence of people from different perspectives, including among them, particular ethical and moral principles that give it room for new ways of conceiving paradigms.
It is a reality that these approaches have evolved over time, from the mechanistic approach with a purely economic purpose and a selfish model, blurring the participation of the human being in the organization, to then give way to a socio-psychological approach, which included a new paradigm of satisfactions seeking more mediation and justice; to then adopt anthropological models integrating goods, norms and virtues into an ethical framework, acquiring these norms a sense of principles that govern and guide the actions of the human being; In this way, the anthropological model emphasizes the existence of the differentiating human condition from other living beings depending on the ends.
Although we currently find it necessary to train and guide leaders of large companies in the true sense of motivating and working for human capital, it is necessary to know its history and evolution, having the opportunity to make parallels, being the content of this text a call to the possibility of rethinking and thinking about the dynamics of our company and our posture towards its culture and our collaborators, the most important factor that from their day to day they contribute to the achievement of the corporate objectives of our organization.
