ABSTRACT
Increasing numbers of organizations in all industries and in countries around the world are advancing the paradigm transformation from the traditional hierarchical, bureaucratic and rigid human-as-resources organizational cultures of the industrial past to the new Human Centered paradigm applied to the Organizational Culture (HCOC) aligned with the demands of the Information Age and the Knowledge Economy. In the 21st century, HCOCs need to be resilient and agile to be able to cope effectively with unavoidable disruptions of the global volatile, uncertain, complex, ambiguous environment. Organizational culture is a core feature in all organizations, regardless of type, size or industry. At the national level and in all cultures, people interact and respond to change. The focus of the human centered culture is people, involved in interactions, collaboration and coordinating actions and behaviors to advance the organizational mission. HCOC is built on the individual responsibility of every member and the collective efforts to explore and find a stimulating workplace for all its members. HCOC is strengthened with mutual trust, affective and effective management of social relationships and harmonious coordination of teams working to achieve high performance, productivity and long-term organizational sustainability. (PsycInfo Database Record (c) 2022 APA, all rights reserved)