This is important in the sense that exploring its rudiments and thus gain a deeper understanding of it.Organizational culture comprises the attitudes, experiences, beliefs, and values of the organization, acquired through social learning, that control the way individuals and groups in the organization interact with one another and with parties outside it (Serrat 2009). This characterizes the culture in organizations as having the same components as culture in social groups and society at large.Another vital point that must be considered is the value of such a culture. What are they good for and why are they essential in organizations? Organizational culture is one of the most important factors of a company’s success or failure. Each company has an organizational culture, and depending on its strength. The organizational culture may have a prominent impact on the members of the organization, their values and behavior (Kulvinskienė and Šeimienė 2009).In exploring the implications of organizational culture it is necessary to look at its impact on the organization if there is any. The fact is that the intangible nature of cultures makes it difficult to gauge in the tangible structure of organizations. Since culture is a complex phenomenon that ranges from underlying beliefs and assumptions to visible structures and practices, healthy scepticism exists with respect to whether organizational culture can actually be measured in a comparative sense. Furthermore, research on the link between organizational culture and effectiveness is limited by the lack of agreement about the appropriate measures of effectiveness (Fey and Denison 2004).Kharakim (2007) explains further within larger structural goals, it’s the culture that carries organizational objectives.
General Nature of Organizational Culture