For the last few decades, the construct of organisational culture has caused much debate from both practitioners and academics. However the general consensus is that organisational culture can be defined as the values, including attitudes and beliefs. Artefacts, including tangible material elements of the culture, such as logos or mission statements and finally assumptions referring to invisible core elements, which may include the shared collective vision within the organisation (Schein, 1985.)

The way in which culture is projected onto employees can be through subtle pressures from management to act in a certain way. For example if an organisations culture values participative decision-making or strong customer orientation etc. then employees are likely to adopt or at least externally display these values through their behaviours that reflect these values (Furnham, 1999.)

However, if an organisation has particularly dominant and strong values then it seems plausible to......

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Title: Is Orgnaisational Culture An Important Factor For Organisational Change?
Approximate Word Count: 2089
Approximate Pages: 9 (250 words per double-spaced page)

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