{"id":20602,"date":"2021-11-12T11:36:51","date_gmt":"2021-11-12T11:36:51","guid":{"rendered":"https:\/\/www.algardata.com\/?p=20602"},"modified":"2021-11-12T14:46:04","modified_gmt":"2021-11-12T14:46:04","slug":"organizational-culture-what-it-is-importance-how-to-implement-and-examples","status":"publish","type":"post","link":"https:\/\/staging.algardata.com\/en\/blog-en\/business\/organizational-culture-what-it-is-importance-how-to-implement-and-examples\/","title":{"rendered":"Organizational culture: what it is, importance, how to implement, and examples"},"content":{"rendered":"

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Organizational culture: what it is, importance, how to implement, and examples<\/p>\n

[\/fusion_title][fusion_sharing tagline=”” tagline_color=”” backgroundcolor=”#ffffff” title=”” link=”” description=”” icons_boxed=”yes” icons_boxed_radius=”99px” color_type=”custom” icon_colors=”#fff” box_colors=”#7F96AB” tooltip_placement=”left” pinterest_image=”” pinterest_image_id=”” hide_on_mobile=”small-visibility,medium-visibility” sticky_display=”normal,sticky” class=”article-social” id=”” \/][fusion_modal name=”newsletter” title=”Subscribe to our newsletter and be the first to know about new products and special offers.” size=”large” background=”#002d57″ border_color=”#002d57″ show_footer=”no” class=”” id=””][contact-form-7 id=”4980″][\/contact-form-7][\/fusion_modal][\/fusion_builder_column][\/fusion_builder_row][\/fusion_builder_container][fusion_builder_container type=”flex” hundred_percent=”no” hundred_percent_height=”no” hundred_percent_height_scroll=”no” align_content=”stretch” flex_align_items=”flex-start” flex_justify_content=”center” 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\"Cultura<\/p>\n

Organizational\u00a0culture\u00a0dictates\u00a0the\u00a0way\u00a0employees\u00a0perceive\u00a0an\u00a0organization.\u00a0<\/span>\u00a0<\/span><\/p>\n

Your\u00a0organization\u00a0has\u00a0its\u00a0own\u00a0culture,\u00a0an\u00a0environment,\u00a0or\u00a0atmosphere\u00a0that\u00a0people\u00a0feel\u00a0in\u00a0their\u00a0workplace\u00a0that\u00a0is\u00a0also\u00a0related\u00a0to\u00a0its\u00a0vision\u00a0and\u00a0goals.\u00a0<\/span>\u00a0<\/span><\/p>\n

When\u00a0the\u00a0culture\u00a0is\u00a0well\u00a0defined,\u00a0the\u00a0company\u00a0acquires\u00a0several\u00a0competitive\u00a0advantages\u00a0by\u00a0starting\u00a0with\u00a0values\u00a0rooted\u00a0in\u00a0each\u00a0component\u00a0of\u00a0its\u00a0teams.\u00a0 In\u00a0this\u00a0way,\u00a0there\u00a0is\u00a0a\u00a0coherent\u00a0trajectory,\u00a0which\u00a0contributes\u00a0to\u00a0growth.\u00a0<\/span>\u00a0<\/span><\/p>\n

If\u00a0you\u00a0want\u00a0to define,\u00a0implement\u00a0or\u00a0improve\u00a0your\u00a0corporate\u00a0culture, continue\u00a0reading\u00a0this\u00a0article.\u00a0<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

\u00a0<\/span>What\u00a0is\u00a0organizational\u00a0culture?\u00a0<\/span><\/b>\u00a0<\/span><\/h3>\n

Organizational culture is defined as a strategic resource. It is formed by a set of beliefs, values, and norms that influence the climate of a company. This corporate culture is important for organizations because it guides and aligns the behavior of employees and the way the company conducts its business. In this sense, it is important to define how your company positions itself and differentiates itself in the market. <\/span>\u00a0<\/span><\/p>\n

For example, a cosmetics company that adopts a policy of not testing on animals includes this practice in its organizational culture. Even simpler norms, such as the existence or not of a dress code, are part of the set of practices that form the essence of the company. <\/span>\u00a0<\/span><\/p>\n

A great challenge, in this sense, is to go from theory to practice. The desired values and behaviors are almost always described in organizational culture plans but are not always implemented on a day-to-day basis. <\/span>\u00a0<\/span><\/p>\n

To use organizational culture as a competitive advantage, it is necessary to understand how it works, identify the types of culture present in the company, and promote changes to strengthen it. <\/span>\u00a0<\/span><\/p>\n

\"Cultura<\/p>\n

The 4 types of organizational culture\u00a0<\/span><\/b>\u00a0<\/span><\/h3>\n

There\u00a0are\u00a0different\u00a0formats\u00a0for\u00a0classifying\u00a0the\u00a0types\u00a0of\u00a0corporate\u00a0culture,\u00a0considering\u00a0the\u00a0perspective\u00a0of\u00a0people\u00a0management,\u00a0hierarchy,\u00a0and\u00a0structure,\u00a0among\u00a0others.\u00a0<\/span>\u00a0<\/span><\/p>\n

To\u00a0simplify\u00a0this\u00a0analysis,\u00a0we\u00a0have\u00a0taken\u00a0into\u00a0consideration\u00a0the\u00a0view\u00a0of\u00a0one\u00a0of\u00a0the\u00a0pioneers\u00a0in\u00a0the\u00a0subject,\u00a0researcher\u00a0Charles\u00a0Handy.\u00a0<\/span>\u00a0<\/span><\/p>\n

In 1976, Handy released the work “How to Understand Organizations,” defining his division of these entities into four types of culture, based on the channels of power they possess <\/span>\u00a0<\/span><\/p>\n

    \n
  1. Power Culture \u00a0<\/strong><\/li>\n<\/ol>\n

    This is characterized by the centralization of power in the hands of the founder or CEO. From his insider’s view, the leader moves every department of the company.\u00a0<\/span>\u00a0<\/span><\/p>\n

      \n
    1. Culture of Roles\u00a0\u00a0<\/strong><\/li>\n<\/ol>\n

      As the name suggests, it refers to a culture based on bureaucracy, in which rigid rules and processes that emphasize rationality prevail.\u00a0<\/span>\u00a0<\/span><\/p>\n

        \n
      1. Task Culture \u00a0<\/strong><\/li>\n<\/ol>\n

        It corresponds to a more flexible culture, centered on projects and results, and which allows for influence by the teams responsible for the work. It may refer to horizontal environments, where there is no hierarchy, and even to innovative structures such as the business model of startups.\u00a0<\/span>\u00a0<\/span><\/p>\n

          \n
        1. People Culture \u00a0<\/strong><\/li>\n<\/ol>\n

          Human capital is put first, prioritizing the well- eing and development of employees’ talents, considered essential to the company’s success. Benefits, career plans, and study incentives are some of the characteristics of companies that adopt this type of culture. <\/span>\u00a0<\/span><\/p>\n

          How\u00a0is\u00a0an\u00a0organization’s\u00a0culture\u00a0created?\u00a0<\/span><\/b>\u00a0<\/span><\/h3>\n

          The organizational culture of a company can be analyzed from common essential points. In general, culture is born from the principles, beliefs, and values of the company’s founders and main leaders. So, the premise of leading by example is taken to the highest level when the subject is corporate culture. <\/span>\u00a0<\/span><\/p>\n

          Besides\u00a0managers in\u00a0higher\u00a0positions, 5\u00a0other\u00a0elements\u00a0influence\u00a0the\u00a0formation\u00a0of\u00a0organizational\u00a0culture:\u00a0<\/span>\u00a0<\/span><\/p>\n

          Community:<\/strong> influences the company’s culture by interacting, providing, and acquiring the economic resources needed to run the company.<\/span>\u00a0<\/span><\/p>\n

          Customer:<\/strong> can modify the culture from their expectations regarding the quality of products\/services and service.<\/span>\u00a0<\/span><\/p>\n

          Size of the\u00a0organization:<\/strong>\u00a0impacts the culture regarding delegation of power and responsibilities.<\/span>\u00a0<\/span><\/p>\n

          Legal nature of the owner:<\/strong> whether the company is public or private determines the levels of corporatism and the demand for efficiency.<\/span>\u00a0<\/span><\/p>\n

          Technological\u00a0aspects:\u00a0<\/strong>represent\u00a0the\u00a0materialization\u00a0of\u00a0some\u00a0values\u00a0regarding\u00a0quality,\u00a0employability,\u00a0size\u00a0of\u00a0activities, etc.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Informal\u00a0communication\u00a0network:<\/strong>\u00a0the\u00a0name\u00a0given\u00a0to\u00a0the\u00a0day-to-day\u00a0communication,\u00a0usually\u00a0done\u00a0by\u00a0the\u00a0workers\u00a0in\u00a0the\u00a0absence\u00a0of\u00a0the\u00a0managers.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

          \u00a0<\/span>These characteristics are evaluated based on the reality of each company. Thus, there is no point in creating an organizational culture that has no identification with the identifiable characteristics within the company. This is an essential point: the corporate culture is the mirror of the company.\u00a0<\/span>\u00a0<\/span><\/p>\n

          \"Cultura<\/p>\n

          How\u00a0important\u00a0is\u00a0organizational\u00a0culture?\u00a0<\/span><\/b>\u00a0<\/span><\/h3>\n

          The\u00a0organizational\u00a0culture\u00a0is\u00a0the\u00a0reflection\u00a0of\u00a0the\u00a0values\u00a0that\u00a0the\u00a0organization\u00a0holds,\u00a0guiding\u00a0the\u00a0paths\u00a0to\u00a0be\u00a0followed\u00a0and\u00a0preparing\u00a0the\u00a0company\u00a0for\u00a0the\u00a0future.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Another\u00a0important\u00a0point\u00a0is\u00a0the\u00a0development\u00a0of\u00a0human\u00a0resources.\u00a0Because\u00a0it\u00a0is\u00a0a moral\u00a0and\u00a0ethical\u00a0alignment,\u00a0culture\u00a0demonstrates\u00a0to\u00a0employees\u00a0what\u00a0the\u00a0company’s\u00a0expectations\u00a0are\u00a0and\u00a0how\u00a0it\u00a0should\u00a0act.\u00a0<\/span>\u00a0<\/span><\/p>\n

          The\u00a0result\u00a0is\u00a0a\u00a0healthier\u00a0environment\u00a0that\u00a0promotes\u00a0productivity\u00a0since\u00a0employees\u00a0stop\u00a0worrying\u00a0about\u00a0external\u00a0issues\u00a0and\u00a0start\u00a0dedicating\u00a0their\u00a0actions\u00a0to\u00a0the\u00a0tasks\u00a0to\u00a0be\u00a0developed.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Talent\u00a0attraction\u00a0and\u00a0retention:<\/strong> A\u00a0solid\u00a0culture\u00a0impacts\u00a0the\u00a0attraction\u00a0of\u00a0potential\u00a0talent,\u00a0decreasing\u00a0retention\u00a0efforts\u00a0if\u00a0professionals\u00a0are\u00a0hired\u00a0effectively.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Self-management:<\/strong> Teams\u00a0with\u00a0a positive\u00a0and\u00a0strong\u00a0organizational\u00a0culture\u00a0are more\u00a0autonomous. Managers\u00a0don’t\u00a0need\u00a0to\u00a0repeat\u00a0the\u00a0implicit\u00a0rules to\u00a0exhaustion\u00a0because\u00a0everyone\u00a0has\u00a0already\u00a0incorporated\u00a0them\u00a0and\u00a0follows\u00a0them.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Process\u00a0simplification:\u00a0<\/strong>When\u00a0everyone\u00a0incorporates\u00a0the\u00a0organizational\u00a0culture,\u00a0company\u00a0processes\u00a0become\u00a0more\u00a0streamlined,\u00a0since\u00a0everyone\u00a0knows\u00a0how\u00a0to\u00a0act\u00a0and\u00a0do\u00a0their\u00a0part.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Better organizational climate:<\/strong> A healthy and well-structured organizational culture makes the work environment better in many ways. Besides increasing the productivity of employees, it avoids coexistence and management problems, among others. <\/span>\u00a0<\/span><\/p>\n

          Customer\u00a0satisfaction:\u00a0<\/strong>Most\u00a0customers\u00a0understand\u00a0when\u00a0things\u00a0are\u00a0working\u00a0well\u00a0and\u00a0when\u00a0they\u00a0are\u00a0not.\u00a0With\u00a0organizational\u00a0culture,\u00a0everyone\u00a0learns\u00a0to\u00a0manage\u00a0and\u00a0relate\u00a0better!\u00a0Naturally,\u00a0when\u00a0we\u00a0like\u00a0the\u00a0relationship\u00a0with\u00a0a\u00a0company,\u00a0we\u00a0want\u00a0to do business\u00a0with\u00a0it\u00a0again.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Organizational\u00a0Culture:\u00a0How\u00a0to\u00a0implement\u00a0it\u00a0in\u00a05\u00a0steps\u00a0<\/span><\/b>\u00a0<\/span><\/h3>\n

          If\u00a0you\u00a0have\u00a0reached\u00a0this\u00a0point,\u00a0you\u00a0are\u00a0probably\u00a0rethinking\u00a0your\u00a0corporate\u00a0culture\u00a0and\u00a0the\u00a0impacts\u00a0it\u00a0has\u00a0on\u00a0the\u00a0company.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Note\u00a0that\u00a0even\u00a0in\u00a0organizations\u00a0that\u00a0have\u00a0never\u00a0developed\u00a0this\u00a0topic,\u00a0there\u00a0is\u00a0a\u00a0valid\u00a0culture\u00a0on\u00a0a\u00a0day-to-day\u00a0basis,\u00a0but\u00a0it\u00a0can\u00a0be\u00a0weak,\u00a0uneven,\u00a0and\u00a0decentralized.\u00a0<\/span>\u00a0<\/span><\/p>\n

          This means, for example, that different departments have built their customs, and possibly customers perceive there is a disruption in interactions with the company. It can also impact widespread employee dissatisfaction, as bad habits end up being tolerated due to the absence of strong leadership. <\/span>\u00a0<\/span><\/p>\n

          Regardless\u00a0of\u00a0the\u00a0scenario\u00a0that\u00a0sparked\u00a0the\u00a0desire\u00a0to\u00a0change\u00a0and\u00a0implement\u00a0a\u00a0strong\u00a0culture,\u00a0know\u00a0that\u00a0transformation\u00a0is\u00a0possible\u00a0as\u00a0long\u00a0as\u00a0leaderships\u00a0are\u00a0willing\u00a0to\u00a0adapt\u00a0the\u00a0components\u00a0of\u00a0the\u00a0corporate\u00a0culture.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Check\u00a0out\u00a0these\u00a0five\u00a0steps to\u00a0implement\u00a0an\u00a0organizational\u00a0culture\u00a0adapted\u00a0to\u00a0your\u00a0company.\u00a0<\/span>\u00a0<\/span><\/p>\n

            \n
          • Define\u00a0your company’s values\u00a0\u00a0<\/strong><\/li>\n<\/ul>\n

            What\u00a0are\u00a0the\u00a0values\u00a0that\u00a0you\u00a0want\u00a0to take as a\u00a0basis\u00a0in\u00a0your\u00a0company?\u00a0<\/span>\u00a0<\/span><\/p>\n

            If\u00a0you\u00a0want\u00a0higher\u00a0quality\u00a0in\u00a0relationships,\u00a0products,\u00a0and\u00a0services,\u00a0choose\u00a0professionalism.\u00a0If\u00a0you\u00a0value\u00a0integrity,\u00a0choose\u00a0ethics\u00a0as\u00a0your\u00a0value.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

            Do\u00a0this\u00a0exercise\u00a0and\u00a0point\u00a0out\u00a0the\u00a0key\u00a0elements\u00a0that\u00a0the\u00a0company\u00a0should\u00a0institutionalize.\u00a0<\/span>\u00a0<\/span><\/p>\n

            Then meet with a strategic team that will be the bearers of these values, taking responsibility for sharing them with other employees. If your company is smaller, invite everyone to this meeting.\u00a0<\/span>\u00a0<\/span><\/p>\n

              \n
            • Share\u00a0your values\u00a0\u00a0<\/strong><\/li>\n<\/ul>\n

              Cultural\u00a0values\u00a0are\u00a0the\u00a0foundation\u00a0of\u00a0the\u00a0relationship\u00a0between\u00a0your\u00a0company\u00a0and\u00a0the\u00a0world.\u00a0So\u00a0they\u00a0deserve\u00a0prominence\u00a0in\u00a0every\u00a0meeting,\u00a0event,\u00a0presentation,\u00a0and\u00a0material\u00a0used\u00a0for\u00a0company\u00a0communication,\u00a0whether\u00a0internally\u00a0or\u00a0externally.\u00a0<\/span>\u00a0<\/span><\/p>\n

              This is the way for employees and customers to understand, comprehend, and start relating the values to the company, acting according to these premises. This can be done with people management actions, joining communication tools, training, events, feedbacks, among other strategies.\u00a0<\/span>\u00a0<\/span><\/p>\n

                \n
              • Invest in people\u00a0\u00a0<\/strong><\/li>\n<\/ul>\n

                One\u00a0practice\u00a0to\u00a0disseminate\u00a0the\u00a0company’s\u00a0organizational\u00a0culture\u00a0is\u00a0to\u00a0invest\u00a0in\u00a0people.\u00a0After\u00a0all,\u00a0they\u00a0are\u00a0the\u00a0ones\u00a0who\u00a0are\u00a0present\u00a0in\u00a0the\u00a0daily\u00a0routine\u00a0of\u00a0the\u00a0business.\u00a0Therefore,\u00a0the\u00a0culture\u00a0must\u00a0be\u00a0accessible\u00a0to\u00a0everyone,\u00a0regardless\u00a0of\u00a0position\u00a0or\u00a0area.\u00a0<\/span>\u00a0<\/span><\/p>\n

                The performance of the leadership also has a strategic role. The company’s leaders have the mission to disseminate the organization’s values, motivate employees, provide feedback, among other tasks that contribute to strengthening the organizational culture among team members.\u00a0<\/span>\u00a0<\/span><\/p>\n

                  \n
                • Develop a communication culture\u00a0\u00a0<\/strong><\/li>\n<\/ul>\n

                  Communication will be essential in this process and can be applied in companies of different sizes, all that is needed is to adapt the strategy to the size and profile of the business. The use of banners or internal messages are simple strategies, but they become positive to transmit the company’s mission and values. The use of magazines, blogs, videos, internal chats, and other channels are also widely used strategies to achieve these goals. <\/span>\u00a0<\/span><\/p>\n

                  In addition, by developing a culture of communication, the company facilitates the exchange of information and feedback between employees and managers. This contributes to the overall corporate environment and the climate of the organization.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    \n
                  • Improve\u00a0the culture\u00a0\u00a0<\/strong><\/li>\n<\/ul>\n

                    As important as knowing your clients is knowing your employees. So don’t forget to monitor their perception of the company in the same way you monitor customer satisfaction. <\/span>\u00a0<\/span><\/p>\n

                    Most\u00a0of\u00a0the\u00a0time,\u00a0periodic\u00a0surveys,\u00a0combined\u00a0with\u00a0lunches\u00a0or\u00a0coffees\u00a0with\u00a0employees\u00a0are\u00a0enough\u00a0to\u00a0gather\u00a0feedback.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Whenever you identify negative trends, ask what can be improved and designate one or more people responsible for\u00a0taking action.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    \u00a0<\/span>\u00a0<\/span><\/p>\n

                    Examples of a strong organizational culture\u00a0<\/span><\/b>\u00a0<\/span><\/h3>\n

                    To\u00a0understand, in\u00a0practical\u00a0terms,\u00a0the\u00a0importance\u00a0of\u00a0organizational\u00a0culture,\u00a0we\u00a0will\u00a0now\u00a0address\u00a0some\u00a0renowned\u00a0success\u00a0stories.<\/span>\u00a0<\/span><\/p>\n

                    Google\u00a0\u00a0<\/strong><\/p>\n

                    Google\u00a0is\u00a0constantly\u00a0used\u00a0as a\u00a0reference\u00a0for\u00a0people\u00a0management in\u00a0several\u00a0startups\u00a0and\u00a0entrepreneurship\u00a0events.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Google\u00a0employees,\u00a0who\u00a0have\u00a0been\u00a0affectionately\u00a0nicknamed\u00a0Googlers,\u00a0work\u00a0in\u00a0an\u00a0informal\u00a0and\u00a0fun\u00a0environment,\u00a0which\u00a0contrasts\u00a0with\u00a0most\u00a0offices,\u00a0with\u00a0their\u00a0impersonal\u00a0architecture.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    In this way, one of the most striking features of the company is to think about the workers’ well-being. In this sense, free meals, parties, trips, and prizes are offered, in addition to a series of benefits for employees. Everyone wins: the employees, by getting more advantages and quality of life, and the company, by having more productive professionals, which improves the organization’s results.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Facebook\u00a0\u00a0<\/strong><\/p>\n

                    The\u00a0social network\u00a0is\u00a0the\u00a0largest\u00a0on\u00a0the\u00a0planet.\u00a0It\u00a0is\u00a0constantly\u00a0pointed\u00a0out\u00a0the\u00a0influence\u00a0of\u00a0the\u00a0company’s\u00a0organizational\u00a0culture\u00a0as\u00a0one\u00a0of\u00a0the\u00a0causes for business\u00a0success.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    The focus on teamwork and open communication has favored innovation and sustainable growth of the organization. As a strategy, leaders dialogue with employees more horizontally, leaving the top-down method aside, which contributes to greater understanding between both parties.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Starbucks\u00a0\u00a0<\/strong><\/p>\n

                    Starbucks\u00a0is\u00a0an\u00a0American\u00a0multinational\u00a0company\u00a0with\u00a0the\u00a0largest\u00a0chain\u00a0of\u00a0coffee\u00a0shops\u00a0in\u00a0the\u00a0world.\u00a0Its\u00a0organizational\u00a0culture\u00a0is\u00a0supported\u00a0by\u00a0two\u00a0pillars:\u00a0sustainability\u00a0and\u00a0community\u00a0well-being.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    This culture is so deeply rooted that some franchises often give discounts to customers who reuse their coffee cups. In addition, the stores are in the habit of promoting actions that alert and stimulate the environmental awareness of their employees and customers.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Apple\u00a0\u00a0<\/strong><\/p>\n

                    Apple is one of the most successful technology companies of all time. Over the years, the company has created a strong organizational culture, in which the focus is on the creativity and autonomy of employees in developing their activities. With this premise, the freedom of professionals to develop their work has been increased, which has generated more creative and innovative solutions for the company.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Netflix\u00a0<\/strong>\u00a0<\/span><\/p>\n

                    In 2009,\u00a0one\u00a0of\u00a0the\u00a0founders\u00a0of\u00a0the\u00a0organization\u00a0drafted\u00a0a manifesto, in\u00a0which\u00a0he\u00a0highlights\u00a0the\u00a0foundations\u00a0of\u00a0the\u00a0company’s\u00a0organizational\u00a0culture.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    This culture was titled “Netflix Culture: Freedom and Responsibility”. As the name suggests, it is based on the principles of freedom for employees,\u00a0if\u00a0their responsibilities to the company are respected.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    Furthermore,\u00a0the\u00a0document\u00a0advocates\u00a0the\u00a0role\u00a0of\u00a0maintaining\u00a0flexible\u00a0behaviors\u00a0and\u00a0processes as a\u00a0solution\u00a0to\u00a0avoid\u00a0unnecessary\u00a0expenses\u00a0generated\u00a0by\u00a0a\u00a0broad\u00a0control\u00a0system.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    \u00a0<\/span>\u00a0<\/span><\/p>\n

                    We\u00a0hope\u00a0this\u00a0article\u00a0has\u00a0cleared\u00a0up\u00a0your\u00a0main\u00a0doubts!\u00a0Follow\u00a0our\u00a0blog to\u00a0stay\u00a0up\u00a0to date\u00a0with\u00a0all\u00a0our\u00a0tips\u00a0and\u00a0news.\u00a0<\/span>\u00a0<\/span><\/p>\n

                    \u00a0<\/span><\/p>\n

                    \u00a0<\/span><\/p>\n

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