In this essay I will talk about gender, organizational, and corporate cultures and how it each plays a role in a firm’s workplace. They show how culture, in its large part, is somewhat difficult to manage. These topics take part in the function, of the way external and internal factors affect any company. Everything involved must adapt to external and internal integration, thus causing this intangible culture within a firm. In many ways culture can be managed; however there are ideas which per sway and clearly state culture cannot be managed as well. I will cover certain types of cultures which exist within a company, whether or not those cultures are manageable, and explain just how indefinite those concepts are.
Culture “expresses shared assumptions, values and beliefs and is the social glue that holds an organization together” (Kane-Urrabazo 2006, p.188). It could come from prior experiences and common sense understanding of story telling. Culture is often changed from the top management on downwards. They “engineer” the change and hope that middle managers take the new material and implement it. Lower level management and their floor workers “go along” with the change, but expect everything to go back to its original ways (Linstead 2004, p.107). This managing of change is difficult to embrace as people initially react positively to the change. The adjustment causes a stir within all levels of the workforce as they come to accept the new change, although soon realize the reality of those changes might not impact their wages and/or job stability they then tend to “forget” the new culture. This rift of managing cultural change is difficult to understand. On the outside, top management feel ...