Cultura corporativa y su ineludible afectación a la estrategia de talento humano en la prevención de conflictos en grupos organizacionales
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Abstract
The aim of this essay is not to treat corporate culture as the most powerful intangible in the operations of an organization; if we refer to various sources of consultation, this will be understood in a better way. Nor is it intended to define it and analyze its scope of action, it is understood that, for the preparation of this essay, we depart from the aforementioned premises, as irreversible facts that do not admit any contradiction. This essay shows the interdependence between the human talent and corporate culture strategies of an organization, seeking to strengthen its organizational climate and internal image; but above all, to avoid, with this pairing, the outbreak of possible internal sources of conflict. Consequently, the objective here is to highlight that the approach or strategy of human talent management in companies is not a strategy that must act in isolation; it must be aligned with a corporate culture strategy, seeking to resolve internal conflicts for the benefit of climate and internal organizational image. Moreover, what has been said seeks to reaffirm that, without a corporate culture strategy, the human talent management strategy is inconsistent with one of its inescapable tasks, such as avoiding the presence of conflicts among internal audiences.
Key words: Human talent management; Corporate culture; Organizational climate; Internal conflicts.
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