Organizational culture has a major impact and influence on an organization and the overall environment. An organization’s beliefs, behaviors, values, ideas and expectations influence and determine how employees communicate with others throughout the organization, if they are conveyed properly (Schein, 1997). Organizational culture is a cognitive framework consisting of attitudes, values, behavioral norms and expectations shared by members of an organization (Greenberg, 2013). An organization’s culture can be related to an organization’s personality.

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An organization’s culture is composed of all of the life experiences each employee brings to the organization (Heathfield, 2014). Executives and managers have a major influence on an organizations culture because of their positions; decision making influence and strategic direction. Language, decision making, day-to-day work duties and practices, logos, ceremonies, statements of principles, sea stories and rank social organizations are factors that align and transmit an organization’s culture to employees.

According to Edgar Schein, the definition of organizational culture has to be general, or else you start to eliminate factors that actually are part of corporate culture. Schein’s definition of organizational culture is “A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems” (Organizational Culture, 2007).

Understanding an organization’s culture is keen to enable executives, managers and employees to work collectively, empower innovative ideas, share experiences, establish routines, share…