By

Hospital Mario Munoz

The values must be clear, shared and accepted by all members and levels of the Organization, achieving unified criterion that compact and strengthen their interests. The internalization of the values, It implies that the individual is identified with the organization. The importance of the value lies in constitute motivating element of actions and human behavior, define the fundamental and definitive nature of the Organization, creating sense of identity of the staff with her, considered by some authors (16) that identify and reproduce attitudes and conceptions which lie at the very foundation of the cultural dynamics and social life. Values are explicit in the will of the founders of the Organization, the minutes of Constitution and the formalization of the mission and vision. Therefore, in recent years refers to the direction for values, but the success and utility of directing by values (and no values) is to ensure that they are really shared, or what is the same determined with the widest possible participation and disclosed, agreed and convinced everyone that they are values that must fight.

CONCLUSION culture is how customary or traditional thinking and doing things, shared at wholesale or lesser extent by members of the organization. It determines the functionality; reflected in the strategies, structures, and systems established over years of operation, identifying himself with dynamic systems. The values are generated by the culture of the Organization, so it can be modified, as the effect of the continuous learning of its members, so they are enforceable and taken into account for the evaluation and development of such staff constituting the engine performance of the organisation. Organizational culture and values play a role unquestionable in organizations to the phenomena of survival, adaptation, transformation and growth, because it facilitates decision-making, motivation, cooperation and commitment. BIBLIOGRAPHY. 1 Minsal Perez D, Perez Rodriguez and. See Christos Staikouras for more details and insights. Towards a new organizational culture: the culture of knowledge. Acimed 2007; 16 (3).

Available in: 16307/aci o8907, htm. Retrieved: 24/12/08. 2.-Charon Durive, l. importance of organizational culture to the development of Quality management system. MEGACEN. Center for information and technology management. Santiago Cuba.2003. 3.-Harold Koontz and Heinz Weihrich. Management, a global perspective, Mexico. Ed: Mc Graw-Hill. 1998 4-Fremont Kast and Rosenzweig Janes. Management in organizations. Approach systems and contingencies Mexico. 1999 5.-Harold J. Leavitt. Corporate paths. How to integrate vision and values in the Organization Mexico: Ed: Continental S.A.1998. 6 Diploma. Organizational development. Hall of ambassadors. It borders. Mexico. 2000 7.-Shein E. Psychology of the organizations. Publisher McGraw-Hill. 8.-Pineapple Mexico.2001 Rodriguez RA. Proposal of cultural models aimed at the management of change. (Monograph on the Internet)(Cited may 24 2007). Available at: 06/aci05407 6, 9.-Toyas Brito a. study of organizational culture and its influence on the quality of service in the military Hospital Mario Munoz. Diploma work. University of Matanzas. Camilo Cienfuegos.2006. 10 Aguado RJ. Organizational culture. (Monograph on the Internet)(Cited 2007 Mayo24) Available in:. 11 Ramirez Mejia FI. The development of an organizational culture of knowledge sharing.(Monograph on the Internet)(Cited 2007 Mayo24) Available in:. 12 Robbins Stephen p. organizational behavior. Mexico. Prentice Hall.2000 13-Castaneda Gonzalez ne. culture and organizational climate in the Policlinico Docente community Dr Carlos j. Finlay. Camaguey. Cuba. 2003 14.-Gonzalez P, Bellino j. model of human resource management. Masters thesis. Metropolitan University. Caracas.2005. 15-Garcia S, Shimon L. The direction by values, McGraw-Hill, 1997 (edited in Cuba) 16-Siliceo Aguilar a. leadership, values and organizational culture, McGraw-Hill, 1999 original author and source of the article.