The Current Business Environment Is Characterized By Hyper Competition

Organizational culture is the “values and beliefs that people have about an organization and provides expectations to people about the appropriate way to behave” (Kinicki, 2013, slide 3). Corporates can change Changing organizational culture can be a process using one or more of the eleven strategies, (1) formal statements, (2) slogans & sayings, (3) stories, legend, & myths, (4) leader reactions crises, (5) role modeling, training, & coaching, (6) physical design, (7) rewards, titles, promotions, & bonuses, (8) organizational goals & performance criteria, (9) measurable & controllable activities, (10) organizational structure, and (11) organizational systems & procedures (Kinicki & Williams, 2013, p. 236-137). Like stated before organizations

Culture is the pattern of action and the ways of perceiving, feeling, and thinking acquired growing up in a particular group of people

Corporate culture influences everyday employee actions – it’s how they interact with customers, each other, and make decisions. If the company culture does not align with the mission statement, it can create an identity crisis of sorts.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Culture refers to socially shared and transmitted patterns of ideas (values, norms, and beliefs) that are instantiated in everyday practices, institutions, and artifacts (Tsai, Levenson, & McCoy, 2006). Culture may play an important role in emotional regulation and expression. Of particular interest is the interplay between collectivistic and individualistic societies and social expectations and customs.

Concept of culture- The learned, symbolic, at least partially adaptive and ever-changing patterns of behavior and meaning shared by members of a group.

Culture is the aquired knowledge that people use to interpret, experience, and generate social behavior.

Culture is the shared patterns of behaviors, characteristics, interactions and knowledge of a particular group of people. Culture encompasses what we wear, how we wear it, religion, food, music, our language and marriage (Zimmermann, 12 July 2017).

Culture is an “operational code” shared by members of a particular society, a system of shared beliefs, values, customs, behaviors, and artifacts that members of society use to cope with their world and with one another. Members of a society share their culture; there is no “culture of one”, it is learned through a process called enculturation, and changeable through social interactions between people and groups. Culture is patterned, meaning that people in a society live and think in ways forming definite, repeating patterns.

Within the field of management, the success and failure of the modern business organisation has been largely depicted by the intricate concept of culture. Organisational culture, a concept borrowed from borrowed mostly from anthropology typically is defined as a complex set of values, beliefs, assumptions and symbols that define the way in which an organisation conducts and manages its business (Barney 1986). Management is not just an act of change, but the responsibility for and control of a company or similar organisation (Willmott 1983). It is the management of organisational culture that merely drives the

Culture can be defined as “the sum total of the beliefs, rules, techniques, institutions, and artifacts that characterize human populations” or “the collective programming of the mind.

An organization's culture is the set of norms that create powerful precedents for acceptable behavior within the firm. Culture is a powerful force and can provide an engine to achieve market success or an anchor pulling the firm toward failure. An organization's culture has a significant impact on one's performance. Defining the informal rules of the road, the culture determines the degree of creativity and risk that are acceptable, the patterns of communication, and even the types of relationships people have with each other. Organizational success depends on the creation of an identity that pulls together the multiple aspects of an organization. The effective management of identity changes would require both strong ties that connect people to their organization and loose ties that prevent them from getting too attached to the status quo.

According to Zimmermann (2015), Culture is the distinctive features and knowledge of a specific group of people, outlined by everything from cuisine, social habits, language, religion, arts, and music. The Center for Advanced Research on Language Acquisition takes it a step further, defining culture as mutual patterns of behaviors and interactions, cognitive constructs and understanding that are learned by. In this manner, culture can be seen as the growth of a group individuality fostered by social structures unique to the group socializing (Center for Advanced Research on Language Acquisition, 2014).

Culture has been defined in many different ways and by many different theorists. For instance, according to Geert et al (2010) “it is the collective programming of the mind that distinguishes the members of one group or category of people from others”. Kotter and Heskett (1992) noted that culture is “a set of beliefs, values and behaviors commonly held by a society, being derived from social anthropology as a framework for understanding ‘primitive’ societies”. Finally, Deal and Kennedy (1982) defined culture in short as “the way we do things around here”.

According to Zimmermann (2015) Culture is the distinctive features and knowledge of a specific group of people, outlined by everything from language, religion, cuisine, social habits, music and arts. The Center for Advance Research on Language Acquisition goes a step further, defining culture as mutual patterns of behaviors and interactions, cognitive constructs and understanding that are learned by socializing. Thus, it can be seen as the growth of a group individuality fostered by social structures unique to the group.