Abstract
This chapter will explain, in light of the methodology network of trustfulness (MNT), the existence of a series of factors that explain a higher percentage of organizational culture in terms of values and beliefs, which developed and deployed by senior management become fundamental aspects for their flourishing and maintenance, on which management expects its workers to express in their day-to-day behavior. The hypothesis raised in the title of this chapter is fully verified to the extent that from the multiple regression analysis, the results between the dependent variable (values and beliefs as direct definers of organizational culture) and the 17 independent variables that make up the model show that they explain 58-59% of the organizational culture.
TopIntroduction
The construction and strengthening of a sustainable organizational culture through time, based mainly on values and beliefs, requires the interaction of workers, and share their paradigms, myths, ideas, and conceptions to face day by day situations and to create shared ways to deal with such reality (Daft 2005).
Perez-Uribe (2012) states that in such context trust becomes one of the facilitators to create and keep a sustainable organizational culture, which, under a good leadership, can lead any organization to become a great place to work.
When top management shows trust mainly in the context of the development of people’s integrity, their capabilities to manage the business and their ability to have a respectful communication. This behavior allows organizations to cope with the expectations of all their stakeholders (Lozano-Correa, et al., 2020).
This research allowed to perform a quantitative analysis of data collected from a random sample of 224 mid-size Colombian companies. Such analysis started from the dimensions variables and items explained in the Methodological Network of Trustfulness- MNT (Lozano-Correa, et al., 2020). A factor analysis was performed from data taken from a MICMAC (Impact Matrix Cross- Reference Multiplcation Applied to a Classification) which was developed based on information provided by managers who filled such tool. The results of the regression analysis (the relation between the independent variable, sustainable organizational culture in terms of values and beliefs, and the 17 independent variables that compose the MNT Model) validated the hypothesis. Results show that workers’ competencies, the identity with the organization, recognition, empathy, and integrity explain between 58% and 59% of organizational culture.
Key Terms in this Chapter
Law 905 Issued in 2004: It was the law by which MSMEs used to be classified in Colombia. It was in force until 2019. The classification was based on number of workers and total assets.
Decree 957 Issued on June 5th, 2019: It is the current Decree by which MSMEs are classified in Colombia. It has been in force since June 2019. The classification is based by industry and annual income valued in UVT (unit of taxative value); a fixed value established every year by the Colombian Revenue Service.
Colombian Superintendency of Companies: It is the organization that, acting according to the Law, oversees the operation of commercial societies, branches of foreign enterprises, and any other company determined by Law.
MINCIT (Colombian Ministry of Trade, Industry, and Tourism): It is the ministry in charge of formulating, adopting, directing, and coordinating the national policies in matters of economic and social development, competitiveness, integration, and development of industries.