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The cultural dimension is central in all aspects of an organization. Even in organizations where cultural issues get little attention, how people in a company think, feel, value and act are guided by idea, meanings and beliefs of a cultural nature. It’s a shared and integrated set of perceptions, memories, values and attributes that have been learned over time and which determine the expectations of behavior that are taught to the new members in an organization.
During the 80's there was a wave of a new culture in the business world. This soon became to be called as Corporate Culture. Soon this culture spread to many smaller and larger traditional companies. Soon each company evolved its own unique culture.
The interest in identifying, developing, sharing and using knowledge in a more systematic way typically leads to a strong interest in organizational culture. Each company has its own unique culture. As each company had its own line of work, people had their experiences, they had their own assumptions and perceptions. So, each company evolved its own culture just like its own marketing strategy or financial strategy.
The concept of culture seems relevant to many people, but the concept of culture in a company seems to be confusing. But, lets take some examples and it will be apparent.
Say, if in a company, there is a habit of working In closed cabins and a new court ruling bans these closed cabins. Now, the managers and executives who had earlier worked in closed cabins are now working in open cabins, they are feel their privacy is missing and they will feel as if they are being watched. It will take some time getting used to the new rule.
In the late 21st century many companies were introduced with new management concepts and they failed. They failed because of the culture of the organization.
The focus is now on the following
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