All the factors will change with time and consequently affect organizational culture. (Gordon, 1991) One can, therefore, say that organizational culture is mainly described by group factors such as ideology and concepts. there is a need to include normative behavior when tackling this issue.
Organizational culture is not something that can be seen very easily it is therefore quite hard to replace it. Normally when certain leaders form a company, their values are translated into the actions of the members of that organization. (Bate 1994) When other leaders take over, it may not be as easy to change those perspectives immediately. Sometimes some of their actions. like rewards may change the ways employees go about their day to day activities but it may be difficult to change their culture.
Schein (1985) asserts that it is important to manage organizational culture because he believes the latter term is the key to the attainment of excellence within any one organization. He also believes that leaders are given the task of creating and also managing organizational culture. Managers who are able to identify organizational culture can then build upon the following important aspects.
There are certain impediments or strong points that may be created as a result of organizational culture. Structure and methods available for organizations need to be streamlined to suit certain common cultural insights in the organization. Leaders must identify the elements of organizational culture that will come in the way of achieving organizational goals and eliminate them while at the same time, managers must ensure that they reinforce elements of their organizational culture that facilitate success. (Gordon, 1991)
It should be noted that organizational culture makes a company what it is. it gives the organization a sense of identity. Consequently, members within that organization will feel connected to that organization because of its culture. . .