Summary
The set of principles and values with which we conduct ourselves and carry out any activity in our daily life, is what shapes our culture and what we do in our work becomes part of the work culture, that is, the way we do things.
The work culture is the way in which we carry out our work, the performance with which we carry it out, bearing in mind that we must do our work, with strict adherence to the values and rules established by the company, as well as respecting our own principles. and values, which have been acquired during our life, of course our attitude and conduct depend a lot on it.
Currently the worker is considered a fundamental and important part of the company, he is no longer seen as a resource, as in the past and wrongly, he was considered, as a resource in the company, a resource that can be made available without consulting him Currently, the worker is more participative in the activities of the company, he is even capable of making some decisions and giving opinions about the improvements in his work. (LESIAUR, 2013).
Introduction
In the present topic we will see that old and wrongly, the worker was considered as one more resource in the company, as a resource that serves almost anything; reduce work to a simple commodity; it turns organizations into battlefields and makes productivity a form of exploitation, which produces an authoritarianism, exploitation, unfair competition, lack of productivity and loss of competitiveness scheme, which makes our organization vulnerable and It leads us to consider an aspect of cultural reality that has not only characterized our country, but the vast majority of countries in the world. (LESIAUR, 2013)
Both in Mexico and in other countries, the human being has been seen as a resource, as one more piece of the productive gear. But not only that, the most serious problem is that he sees himself as a resource and, therefore, sells himself as such. It is perhaps the best of resources because it is ductile, malleable, manipulable, that is, it can be "used" for almost anything. It is very common to hear when someone applies for a job and they are asked - what do you know how to do? He replies - "whatever".
We see the degradation of the human being, in which he becomes less, as a multipurpose person, when it should not be like this, he should say "do this", or I am a specialist in that ", this also depends on our mentality to excel and to propose to do things well.
The New Labor Culture is a continuous process of harmonizing worker-employer relationships to ensure the permanence and development of sources of employment.
Values of the new work culture
- Ethical value of human work and that must be respected and protected by society. The value of work is determined by the dignity of the person and their constant work. Work must also be a legitimate means of maintaining the human being and his Family, the means of integral development of the person. Work is a source of rights and obligations. The majority place of work at present is the company, where workers, managers and investors converge, which could not exist without it. The solidarity between its members and their determined participation favor productivity. The key to advance productivity and quality for competitiveness lies above all in the coordination of the productive sectors. In order to raise the standard of living of society, productivity is necessary,that it is a process in which numerous factors intervene, and that it must allow better remuneration to the people who intervene to achieve it. The work that generates development is a guarantee of social peace. Efforts to ensure greater benefits to workers must always take into account the general economic situation of the country and of companies in particular. We live in a globalized economic world. This reality must promote creativity, social responsibility, and the imagination of all Mexicans, to adopt a new Mexican labor culture that allows achieving full employment with productivity and quality for competitiveness. The New Mexican Labor Culture must have as its fundamental support the dialogue, concertation and unity of effort between union organizations and business managers.We will invariably seek to ensure that this culture is oriented towards the creation and permanence of companies, the preservation and promotion of employment, the increase in profitability, the fair distribution of profits and the fight against corruption of union leaders and employers. key problem of social ethics to which business organizations, unions and government must contribute together in their solution, is that of the fair remuneration of all factors of production, seeking above all to provide the favorable conditions for the generation of decent employment and productive. (SOCIAL, 2013) (MAGAZINES, 2012)to the fair distribution of profits and to the fight against corruption of union leaders and employers. The key problem of social ethics to which business organizations, unions and government must jointly contribute in their solution is that of the fair remuneration of all factors of production, seeking above all to provide favorable conditions for the generation of decent and productive employment. (SOCIAL, 2013) (MAGAZINES, 2012)to the fair distribution of profits and to the fight against corruption of union leaders and employers. The key problem of social ethics to which business organizations, unions and government must jointly contribute in their solution is that of the fair remuneration of all factors of production, seeking above all to provide favorable conditions for the generation of decent and productive employment. (SOCIAL, 2013) (MAGAZINES, 2012)2013) (MAGAZINES, 2012)2013) (MAGAZINES, 2012)
Principles of the new work culture in Mexico
- The valorization of human work, the increase in productivity and the satisfaction of the needs of workers and their families. Continuous, permanent and co-responsible effort of the productive factors. Revaluation of human work as a fundamental element in the company to reach productivity levels. and competitiveness. Training of workers and employers as a permanent and systematic process throughout their active lives. Stimulating job creation and preservation of existing ones. Generating a national culture of productivity and quality. Workers must perceive fair remuneration and access to the highest quality social security services.Investment in human capital and a more efficient allocation of productive resources are essential factors to increase productivity and competitiveness in the Mexican economy. Recognition of the importance of education and training to introduce a change in attitudes and behaviors that promote the creation of a New Labor Culture. The productive processes not only require compatible equipment and technology points but also new forms of management, organization and training for productive work. Education and training, in addition to being fundamental sources of productivity and efficiency in companies and better working conditions and compensation for workers, instill values such as responsibility, solidarity, continuous improvement,ability to adapt to change and teamwork, among others. The person finds in the process of education and training the means to fully exercise their freedom with responsibility, for their own fulfillment. It should be promoted that in the curricula of the various levels educational and training programs include values that promote values. It is necessary to reinforce values in personal training, as well as in civic and social life. Through education we will be influencing a change in attitudes and behaviors that will help create a new work culture, better training and job training. Workers, companies, unions and authorities, in a co-responsible effort,they must privilege education and training so that the new work culture is a reality that enriches Mexican society. (MAGAZINES, 2012)
Origin of work culture
The corporate culture comes from and has its roots in the principles and philosophy of how the company's business should be carried out, it is manifested in the values and principles that it preaches and practices in its ethical standards and official policies, in its traditions. and practices and supervision and conduct of its employees, often the components of the corporate culture (principles and philosophy), arise from the vision of the company, its strategic purpose and the components of its strategy, hence the corporate culture, has its origin in the leaders, in the pioneers who established it as a philosophy of the company.
Over time these cultural elements take root, so that the employees and administrators of the company come to share them with new employees and collaborators to adopt them.
The power of culture
Beliefs, vision, objectives and business practices may or may not be compatible with the culture, when it is compatible, it becomes a valuable ally for the implementation and execution of the strategy, and when it is not, it results be an obstacle to the successful execution of the strategy.
A culture developed around principles such as listening to customers, encouraging employees to take pride in their work, and giving them a high degree of responsibility, this leads to the successful execution of a strategy of providing superior customer service.
Powerful vs. weak cultures:
There is a strong culture in which staff respond to stimuli due to their adaptation to the organization's values. Where the culture is strong, people do things because they believe it is the right thing to do.
A powerful culture is developed by three factors: 1) a powerful leader or founder who establishes competitive values, principles and practices, 2) a sincere and lasting commitment to the company and 3) genuine interest in the three main elements of the organization: employees, customers and shareholders.
On the contrary, there is a weak culture when there is little alignment with the values of the organization and control in companies with this type of culture, there is little union between the units regarding business principles, here the administrators do not adopt any philosophy, nor praise the use of particular operating practices due to the absence of values, hence the employees only see the company as a workplace and their work as a way of earning a living, the motivation of love for their work is null.
In this weak culture there is no commitment or loyalty to the company, none on the part of the employee and, lastly, they do not provide help for the implementation of the strategy. (SOCIAL, 2013)
Low-performing or harmful cultures:
They represent a harmful environment
- Resistance to change, hostility to change and to people who advocate new ways of doing things Lack of entrepreneurial and leadership skills Looking outside the company for superior practices and approaches
Adaptive cultures:
In adaptive cultures, members share a feeling of confidence that the organization can deal with any opportunities or threats that may arise, the ideas of taking risks, experimenting, innovating, and changing the strategies and practices necessary to meet the needs are receptive. interests of customers, employees, shareholders and employees and communities where the company operates.
Adaptive cultures support managers and employees at all levels when proposing or helping to initiate useful change, a feature of which is that top management harmonizes between changing conditions and genuine interest in key groups (customers, employees, shareholders and suppliers). (SOCIAL, 2013)
conclusion
At the end of the study of this topic we have been able to find a great difference between what was formerly considered the worker, only as one more resource within the company, however currently an employee is capable of making decisions in areas of their work, it is more participatory.
The main objective of the new work culture is to create and carry out a good relationship between the employer, the company and the workers, and for this in the new work culture, some essential points are established to apply to workers within of the company, for example more training, better benefits, valorization of work, greater humanization with the worker, worrying more about their work situations for each employee.
We must take into account that for this change, it is necessary to break with deeply rooted customs and uses, eliminate resistance to change, and any harmful environment that damages the change that the company wishes to undergo with its workers, with its most important human element.
“Beliefs, vision, objectives and business practices may or may not be compatible with the culture, when it is compatible, it becomes a valuable ally for the implementation and execution of the strategy, and when it is not turns out to be an obstacle to the successful execution of the strategy. (SOCIAL, 2013) ”
Abstract
The set of principles and values that we behave and perform any activity in our daily lives is what shaped our culture and what we do in our work becomes part of the work culture, is the way in which we things.
The work culture is the way we do our work, the performance with which we do it, bearing in mind that we do, our work, with strict adherence to values and rules established by the company, as well as respecting our own principles and values, which have been acquired during our life, of course that it depends very much our attitude and behavior.
Currently the worker is considered an essential and important to the company, is no longer seen as a resource, as formerly and erroneously, he was regarded as a resource in the company, a resource that can be arranged without consulting currently the worker is more participatory in the activities of the company, until it is able to make some decisions and give opinions on improvements in their work. (LESIAUR, 2013)
Bibliography
- Esiaur, EB (2013). Work culture. Tuxtla Gutiérrez, Chiapas: Propio.Revistas, PE (2012). Work culture. México DF: Revista.Social, SD (2013). Work culture. Mexico DF: same.
