Culture Organizational Climate
The above approach points to consider, how cultural factors can help the organization understand what individuals learn, or are discouraged from learning in an organization. In this regard, it should be further understood as organizational culture, as symbolic process of organizational behavior. To Stephen (1987), defined as a system of common meaning among members that distinguish one organization from another; Deal (1984) understood as symbols that show, values and behavior of its members and argues that culture is a sum values, myths, heroes and symbols that have come to represent something very important for workers Shein (1985) argues that organizational culture is constituted by the beliefs and assumptions present in the organization and in 1988, adds to this concept, the organizational culture is innate part for those trachea have been all his life working in an organization. Likewise, states that the assimilation of values and cultural patterns of an organization by its members, will influence the motivation to work by themselves (p. 149). For his part, Robbins (1996), Organizational Culture associated with patterns of behavior. For Gore (1996), is a pattern of basic assumptions that a group invents, discovers or develops to meet its need to respond to external demands without losing the internal coherence.