Organizational Cultures
The subject of organizational culture has become a popular subject for academic and practitioners alike (Schein, 1990). The increased popularity of the subject has provided an abundance of literature that is available today. The problem with the subject of organizational culture is the difference of opinions on different aspects of the subject among the different authors. The concept itself is not even well defined as different authors provide a variety of definitions that differ. The concept’s ambiguousness has caused different authors to come up with their own theories as to how culture starts in an organization. There also seems to be a variety of opinion how important culture and its ability to change are to an organization.
In order to understand organizational culture the published literature must be studied and analyzed to see if there is consensus among the authors on different areas on the subject. The first aspect of this apparently ambiguous subject that will be investigated and analyzed are the different definitions that authors have used to describe organizational culture. Authors also have a difference of opinion on where the organization’s culture comes from and how it originates. Naturally the ambiguousness in defining and recognizing its origin have created different opinions on how important and useful culture is to an organization. The final section of this paper will also look at the ability for culture to change in an organization; change appears to be necessary because the current business environment is constantly changing.
What is Corporate Culture? The concept of organizational culture is still vague because there are many different definitions, and the concept lacks clarity. There also appears to be a debate of the methods to assess organizational culture (Bellot, 2011). The fact that the concept is