Abstract
Organizational culture is the result of the history of the company and reflects the values of its leaders but also how we would like the culture to be. A cultural component cannot be ordered according to a need to a specific point in time.
It gradually and naturally creates; all staff maintains and develops this culture, defined in a set of goals, values and standards of justice and fairness. It may be similar in the sense that many companies have promised employees the opportunity of job security, job satisfaction and profit sharing. For example, during the 1981 recession, rather than fire people, HP conducted a pay cut hours and 10% at all job levels of the company.
As we have seen in class, the role of OCAI is to help in identifying flowing organisational culture as the first step by which new groundwork is created for its improvement.
