attain common goals”. It includes routine behaviours, norms, dominant values, and a feeling or

climate conveyed. The purpose and function of this culture is to help foster internal integration,

bring staff members from all levels of the organisation much closer together, and enhance their

However, there seems to be a widely held misconception that throughout an organisation or

within a specific division there is only one uniform culture that exists. This definition does not

seem adequate because it fails to recognise that in many organisations there are quite often

groups that are unique of the dominant culture. They may have values that are not consistent, or

outwardly reject the culture as a whole, yet at the same time they are still able to maintain their

position within the firm. In addition, it has been a personal experience that in many organisations

strong organisational culture can in fact be negative, and in fact actually damage the performance

of their employees. The perception is due to the fact that in many organisations the culture can

rewards affect the degree of sharedness. In order for people to share the same cultural values

rigid behaviour. In doing so the firm would more likely have a much more devote staff since they

them for a specific length of time what importance is there for them to make the effort and try to

Some topics in this essay:
, socialisation process, core values, job security, position firm, reward structure, help develop skills, uncertainty surrounding position, contract staff, help develop, dominant culture, firm individuals, narrow rigid,