Research Paper on:
Discussion of Corporate Culture

Unformatted Sample Text from the Research Paper:
says that the primary difference between corporate culture and societal culture is that corporate culture is based on "the visible practices of an organization, and may be consciously changed; national  culture, on the other hand, may change little, if at all, over time" (1998,p.60). Smith says managers who propose to change culture have the function of molding corporate culture  so that it is amenable to incorporating initiatives they want to embrace and to modify corporate practices so that they produce desired effects when effected in alternative environments (1998). The  latter part of Smiths analysis supposes that a corporation is either multinational or has facilities in a variety of places in the United States. Thus, culture must be congruent with  beliefs and religious practices of the people who work in those environments. Schein (1997) sees corporate culture as rather relevant and able to explain what used to be called miscommunication.  The author hints that it is through a change and understanding in different corporate cultures that real communication can commence (1997). Sometimes, there is a problem within corporate cultures and  change is necessary. In order to change culture, one must be able to first classify it and define it even more precisely. Schein (1985 cited in Smith, 1998) provides a  threefold classification of culture which includes the elements of assumptions, values and artifacts; assumptions merely refers to invisible core elements such as a shared collective vision within an organization, or  attitudes within society. Values are interpreted as being preferences which guide behavior and might include attitudes towards dress code or punctuality as well as ethics as contained in the larger  society. The term artifacts means, according to the author, tangible materials of cultural elements which refers to language in terms of the policies, procedures, acronyms as well as languages