Therefore, to understand the transition in terms of the kind of perspective on reality, is much better that to understand it in terms of different models Luis Martinez brings us the need to differentiate clearly between climate and organizational culture and thereon is pronounced, commenting that the debate about culture and climate organisations lies in methodological and epistemological differences. The discussion is not so much that study but the how to study it. Climate researchers from the climate, based on questionnaires, tried to characterize specific organizational situations with regard to dimensions and universal principles. Almost all were sicometristas who considered that progress consisted of improvements increase them within the context of this basic approach. Culture researchers of the culture, with copious notes from the field, tried to understand the values and fundamental assumptions that individual members of organizations added to the social system of which it formed part and the importance that had the sense or purpose to organizational performance. Organizational climate climate refers to a common perception or a common reaction of individuals faced with a situation.

Why there may be a climate of satisfaction, resistance, participation or how Studs Tirkel said of wholesomeness. Organizational culture organizational culture, atmosphere or environment, as you want to call, is a set of assumptions, beliefs, values or standards that its members share. In addition, it creates the human environment in which employees perform their work. In this way, a culture can exist in an entire organization or refer to the atmosphere of a division, subsidiary, plant or Department. environment-business.