On the other hand, speaking of organizational culture, refers to two types of culture and subculture. Culture: Refers to values, beliefs, principles that are shared by all members of the Organization awarding them, at the same, a different personality. Subculture: Characterized by containing the core values of the dominant culture, along with others that are typical of the members of the organization. They reflect countless distinctions for work and social environments within the Organization, product of the tendency of the Organization towards the differentiation by levels and functions, which create the opportunity for the emergence of opposing cultures. The most subcultures, are based on the managerial level where the members of these groups share values and similar expectations as well as orientation to the job. On the relationship between culture and organizational learning, Schein (2000) proposes that organizational culture constitutes at the same time, the context in which the organization is formed, was educated, learn and the result of education and learning. According to surveys, more than half of the men over 40 years of cialis tablets 100mg age are seen suffering from ED to encounter symptoms of depression as a result. Lack of sleep not only disrupts blood pressure but also stresses buy levitra cheap the vascular function. Today, one out of every man suffers from this problem. get viagra online Generic medicine manufacturers are licensed to make pills, capsules and syrups cialis brand 20mg using established formulas.

The activity of organizations, has as purpose and ultimate consequences, the formation, consolidation, changing and realization of organizational culture. Although these processes are carried out through different moments of interaction that arise in everyday organizational life, you may consider that they are inherent in organizational learning. Organizational learning, occurs when the organizational culture establishes processes that facilitate the development of skills based on skills and personal characteristics such as: responsibility, creativity, initiative, discussion and analysis, and, Troubleshooting, (Schein, 2000). The organizational climate so as culture, organizations have an internal environment or specific organizational climate that characterizes it and the difference from the others. This internal environment emerges from the interaction between the characteristics of the personality of individuals, with the structural elements of the Organization and acts directly on individuals, determines their perception, and consequently its behavior and performance, (Martinez, 1999). There are different meanings and definitions of organizational climate, starting with the generic definition of Keith (1986), according to which is the human environment within which an organization workers perform their duties, and is affected by everything that happens within it.