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This article goes over what defines organizational culture it explains its impact. Edward Schein, the author of "Organizational Culture and Leadership: A Dynamic View" suggests 5 guidelines for leadership roles: 1. "dont't oversimplify culture or confuse it with climate, values, or corporate philosophy. " 2." Don't label culture as solely a human resources (read "touchy-feely") aspect of an organization, affecting only its human side." 3. "Don't assume that the leader can manipulate culture as he or she can control many other aspects of the organization. Culture, because it is largely determined and controlled by the members of the organization, not the leaders, is different. Culture may end up controlling the leader rather than being controlled by him or her." 4. "Don't assume that there is a "correct" culture, or that a strong culture is better than a weak one. It should be apparent that different cultures may fit different organizations and their environments, and that the desirability of a strong culture depends on how well it supports the organization's strategic goals and objectives." 5." Don't assume that all the aspects of an organization's culture are important, or will have a major impact on the functioning of the organization. Some elements of an organization's culture may have little impact on its functioning, and the leader must distinguish which elements are important, and focus on those."

This website defines organizational culture, the basic assumptions made in an organizational culture, the dimensions of culture, how leaders create organizational cultures, organizational midlife and the evolution of culture and leadership.

1. Leadership Team: plans, sets goals, provides guidance to, manages organization. 2. Motivation or Employee Morale Team: plans and carries out events and activities that build a positive spirit among employees. May plan employee lunches, company picnics, fund raising for ill employees. (Fun team) 3. Safety and Enviornmental Team: ensures the safety of employees in the work place.Recyclying and enviornmental policy reccommendations. Safety training, work place organization. 4. Employee Wellness Team: focuses on health and wellness of the employees. Create different fitness clubs such as running and walking on lunch breaks. Periodic testing of health issues such as high blood pressure. 5. Culture and Communication Team: works to define and create the defined company culture necessary for the success of your organization. Fosters two-way communication in your organization to ensure employee input up the chain of command. May sponser things like monthly newsletters and employee satisfaction surveys. When employees see successful teams, more employees become interested in serving on the teams. The teams make the company a better place to work and provide the opportunity for real employee involvement and commitment.

This article points the reasons why a company might consider a cultural change, the negatives and the positives. 1. There are three major steps involved in changing an organization's culture. 2. How to Understand Your Current Culture 3.Plan the Desired Organizational Culture (Build a Strategic Framework: Mission Statement, Vision, Values ...) 4.What needs to happen to create the culture desired by the organization?