A área de sombra na cultura organizacional de uma empresa Júnior

Abstract

Every organization has their own culture, which defines what is desirable in terms of behavior among its members and, in contrast, warns about what should be avoided. Managers seek to manage the culture so that it is shaped according to the values and needs of the organization. However, not everything can be controlled by managers. Employees tend to adopt certain behaviors that are contrary to what is established by their hierarchical superiors, thus forming what is known as the shadow area of the culture. The research presented here aimed to identify to what extent the values propagated in the organizational culture of the company Elementar Jr. Consultancy is perceived by its current and former members as actually experienced or constituting the so-called shadow areas. The aim was to verify whether there is a shadow area in the company and to what extent the behaviors expected in the company in question have in fact been put into practice. Adopting a qualitative approach, which prioritizes the subjectivity of the participants, a field survey was conducted by applying forms to members and former employees of the company studied. It was possible to conclude that there are shadow points. The most prevalent points are the values “act without permission” and “focus on impact”.