Organizational culture includes a large and complex set of elements, many that are difficult to identify, such as values, norms and cultural forms, and these elements can be found embedded across all organizational activities and practices (e.g., direction and control processes, reward systems, communication patterns etc.). The organizational founders and other original members of the organization play an important role in establishing the foundations of an enduring organizational culture; however, organizational culture is also influenced by continuously changing external factors outside of the control of the founding group and by new members who join the organization as time goes by. While the complex nature of organizational culture makes it difficult to “manage”, the importance of culture to the performance and success of the organization means that attention should and must be paid to how culture is passed on and reinforced within the organization and when and how changes in the culture must be introduced in order to cope with changes in the external environment, new types of work activities and different expectations and needs of organizational members.
The International Center for Growth-Oriented Entrepreneurship has just released a chapter on "Managing Organizational Culture" from its Library of Resources for Growth-Oriented Entrepreneurs on Organizational Culture which is available for free downloading and sharing by clicking here. Also, take a look at the Center's article on LinkedIn Pulse discussing important ideas for managing your organizational culture.