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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 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?

1. Job interviews in which candidates are asked to describe specific examples of their skills. (most accurately predicts future performance) 2. Automated resume screening and search.(easiet to screen, organize, and find resumes) 3. Assessments that predict whether candidates are motivated by the factors associated with a particular job or a company's values and ways of doing things. (measure job knowledge and abilites, also how well a candidates motivation match up with the company culture and job) 4. Simulations that gauge specific job-related abilities and skills. (helps with indivduals strengths and weaknesses)