The culture of an organization is generally viewed as a complete set of beliefs, ethics, values ideologies, assumptions and symbols. Culture is defined as the totality of socially transmitted behavior patterns, arts, beliefs, institutions and all other products of human work and thought characteristics of a community or population.

It can be further defined as basic, enduring values and beliefs which are widely held throughout the organization. These values and beliefs comprise the content of an organization’s culture and are common understandings which are frequently taken for granted and which are reinforced by stories, symbols, rituals and language systems. In tangible and unseen but known, these values and beliefs are distinguished from the concrete or visible manifestations of culture.

Still another definition can beĀ  that a culture refers to the underlying values, beliefs and principles that serve as a foundation for an organization’s management system as well as the set of management practices and behaviors that both exemplify and reinforce those basic principles.

Most researchers conclude that corporate culture ascribes to the beliefs, principles and behavior patterns that come together to shape the central individuality of each organization. Another viewpoint of corporate culture includes a company’s dress code, philosophy, public functions, communications, material goods and physical environment.

Edgar SchienEdgar Henry Schein, a former professor at the MIT Sloan School of Management, has made a notable mark on the field of organizational development in many areas, including career development, group process consultation, and organizational culture. of the Massachusetts Institute of Technology states that it is an incomplete notion that “culture is only a set of shared meanings that make it possible for members of a group to interpret and act upon their environment.”

A culture could be seen as a template of basic assumptions that a particular group has invented, discovered or devised in learning to deal with its problems of external adaption and internal integration. This template has worked well enough to be considered valid, therefore it is taught to new individuals in the organization as the correct way to think, feel and perceive in accordance with other problems.