1.The Culture is fractured. This is the least well understood element of culture. Culture has no logical parts and therefore no science can describe its components. Nevertheless, there is a need for the definition and understanding of culture. That is a work in progress. The old decription of culture is conversation. It is the suite of norms and values from which behavior depends.
2.Culture is dynamic. It can be modulated, changed in given moment by an organization or individual. This is the basis for the change model, the process of promotion to the better mode of behavior; and the reasons for the importance of the culture of leadership. The change in the leadership context is characterized by the resignation by the leaders and the waiting for the new recruits of the organization, many well deserving individuals. It is not a static process.
3.Culture is not bounded by clock. It is necessary to give the context of the time frame, of the period of the development and maturity of the culture. This has not been well accomplished. Some scholars have focused on the baby steps like a lifespan of 10 years.
Now, returning to the first questions what is organizational culture and how it can be changed, this is what I have observed. But it is not a fix- it- and- forget. It is important to organize the organization so that it is more effective and this requires understanding of the culture, anticipating problems and controlling the cultural dimensions as we face the problems and succeed in solving them.
Culture is a global phenomenon. It is the environment that the organization lives in. It is not a hermeticism of organizational life. It is the largest part of the institution end dynamics. Culture is that part of the institution that does not change. It defines the norms and values; and the values are the responses of the institution to the environment that it exists in. They are a response to the past, present and future. It is what the organization is. d2c66b5586