This paper has a strong support on the premise that cultural experience helps to unify the social dimensions of an organization and is the main source of determination and stability (Peters & Waterman, 1982), on the basis of consideration of actions and events which are not alien to its members, that is, idiosyncratic exploration and the relationship of the observations with the existing theoretical categories. Organizations, as social systems, learn and evolve, the sense that learning and development is given largely by the vision behind certain courses of action that are expressed in the organizational culture. The process of historical transformations in Chile has failed over a period of nearly 200 years, amalgamated into a cultural expression can be considered constitutive of a certain national identity. Notwithstanding, it is possible to recognize certain patterns of behavior which Hispanic origin can be traced and that are related to short-term prospects that analyzes and evaluates the realities, the double discourse that aims to hide the obvious realities and discursive explanations the privilege of the objectives and interests of individuals and groups over those of the national society, coming to the sacrifice of growth and development of the latter. The Chilean administrator privileges paternalistic leadership styles, not driving the development of employee skills, is results driven, is manipulative and is not responsible for their actions. This could be due, in part because it does not possess the skills, integrated skills between the technical-analytical and motivational skills, interpersonal and emotional commitment that can be generated in the work, develop careers, interact with a variety of people , skills, nationalities and cultures in a harmonious and, finally, develop the skill of emotional independence to function efficiently and perseverance in an uncertain environment, complex and globalized. Undoubtedly, the behavior of organizations is dependent on this pattern, and through it undergoes the reality of human resources management in Chile.
|Publication status||Unpublished - May 2002|
|Event||XIX Encuentro Nacional de Escuelas y Facultades de Administracion y Economia (ENEFA) - Talca, Chile|
Duration: 1 May 2002 → …
|Conference||XIX Encuentro Nacional de Escuelas y Facultades de Administracion y Economia (ENEFA)|
|Period||1/05/02 → …|
- organizational culture
- human resource management
Gomez, C. F., & Rodriguez, J. K. (2002). Organizational culture and human resources management in Chile. Paper presented at XIX Encuentro Nacional de Escuelas y Facultades de Administracion y Economia (ENEFA), Talca, Chile, .