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."

1. Health care insurance that includes dental and vision coverage. 2. Regular employee evaluations and pay increases. 3. Bonuses based on employee performance. 4. Social Events. 5. Flex Days. 6. Telecommunication - allowing days for employees to work from home. 7. Paid "Early Out." 8. Raffles. 9. Contests. 10. Employee benefits can include having the policy of promoting from within the business.

This article examines how individuals of various companies perceived the management of workplace diversity by their place of employment.