Continuing with the thematic approach of the previous publications, in this section we will begin by citing the main types of organizational culture, outlining its most important characteristics that it fulfills in organizations at the level of achievement, personal fulfillment, humanism, and affiliation.

This type of organizational culture is increasingly used and, in a way, it is based on the following scheme of beliefs and norms:

- Achievement: these types of constructive organizations do things right, value members who set and achieve their own goals, and look to members to define objectives and establish plans.

- Personal fulfillment: These are organizations that value creativity, quality over quantity, and the achievement of tasks and individual growth. Members are encouraged to enjoy their work, develop themselves and undertake new tasks.

- Humanism: These are organizations managed in a participatory and people-centered manner. Members are expected to have a supportive, constructive and open attitude.

- Membership: These are organizations that place a high priority on constructive interpersonal relationships. Members are expected to be open, friendly and sensitive to the satisfaction of their work group.

In the constructive organizational culture, its members are encouraged to interact independently of their level of management hierarchy, following strategies that promote performing activities at maximum potential and a supportive attitude open to workers' interests.