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The concepts of organizational culture and climate are not recent ones but have been suffering and evolution in time. Today they became very important as organizations must be able to adapt to internal and external changes while being flexible enough as to respond in an innovative but steady way in terms of their own set of values. This study represents the effort in defining the organisational culture and climate of the Arts Education Coordinating Office (GCEA), an organisation with its very own culture where strategy is most valued as a succeeding instrument. Moreover, to communicate this organisational culture to all collaborators represents a mean of implementing and evaluating every year’s achievements. As for the climate, defined as a set of actions of each individual person within the organisation, including his (her) values and expectations, it tends to be merged with the aforementioned culture, the two concepts complementing each other according to our perception. The overall aim of this project was to study the effect of the demographic factors over the organisational culture and climate on the GCEA’s collaborators.
Results indicated that there are significant differences in the perception of the organisational culture and climate according to sex, age, labour condition, professional category, time in the organisation, and department where collaborators develop their professional activity. Conclusions pointed out to a well succeeded organisation as it seems to promote an organisational culture and climate favouring quality, innovation and creativity.
Research Team
Carlos Gonçalves (Principal Investigator), Margarida Pocinho, Mónica Fernandez
Funding Body
Not financed
culture, climate, demographic factors, public administration