We have reached the end of this interesting exercise in which over half went up information related to our paradigm (ORGANIZATIONAL CULTURE EFFECTIVE COMMUNICATION SYNONYM) and that therefore we have entered into the subject, specifically on the organizational culture. We'll start by saying that our team has focused more on defining and see the benefits it brings to have a culture in any organization. We can say that is an easy subject to comprehend. The organizational culture (as cited sources) is the set of values, rules, behaviors and habits that are handled in an organization and that are transmitted to members. In this regard we would like to say that these values, beliefs, etc. are not necessarily taught, we dare say that they are not, by contrast, are formed. plus size dresses To reinforce this concept of culture could have a conference with Dr.Octavio Maza (teacher sociologist UAA) and colleagues in which he explained the importance of having an organizational culture. Probably (and it is a matter of course) with some colleagues were not very clear was the fact that: "having an organizational culture is good or bad " Or "to what extent you can use these values, these beliefs, these customs each organization has to some extent manipulate people ". Dr. Mace has given us a sociological point of view completely, and it is interesting to realize how they see the term sociologists of culture compared to what could tell us a LCO, or an administrator in such case.The culture in an organization with the words of the speakers is as good as it is known to drive, to the extent that subordinates are heard and above all something which has fallen far recorded is that organizational culture FEN NEMO IS NOT TO BE GIVE WAY DOWN, WHICH subordinates are shaping their work environments are those that define the beliefs and customs of an organization. Another point to note is the issue of leadership and influence in the creation of a culture. This leader is in charge of promoting worker loyalty, trust, encourage them to participate in the organization so that they in turn projecting these values are consistent and have a culture created by all members of the organization. Introducing us to what really is the paradigm of whether "an organizational culture is synonymous with effective communication," we have a proposal to add a letter, and would be as follows: GOOD ORGANIZATIONAL CULTURE EFFECTIVE COMMUNICATION IS SYNONYM, we are convinced that the previous sentence is true. Why because digging into books and experience that we have to make organizational inventory we realized that organizations usually commit a serious error by developing only the organizational communication strategy with the technological means, leaving the background close contact, face to face, members of different departments. This brings negative results because communication is not 100 effective, simply because these means of internet, intranet, etc.can not see the faces of the people and this results in a degree of mistrust truncating effective communication and fostering a culture of "coldness" in human relationships. Companies need to create a culture based on commitment to the organization, in collaboration among co-workers, mutual support, in the enthusiasm descending and ascending recognition to managers. (Excerpt from the same blog, article "poor organizational culture) and this can only be achieved with effective communication, with a face to face communication, saying things clearly. We can also say that the ORGANIZATIONAL INVENTORY we could apply to RPK and IMSS have left some interesting conclusions, this activity has shown us how important it is the view and the view that members of an organization as to the essence of this organization.