Within an organization to understand the cultures implications it is necessary to understand the basic context of culture i.e. “the culture core is made up of tacit and explicit understandings or assumptions similarly held by a group of people and a specific configuration of understandings and assumptions is varied to the group. These understandings or considerations serves as guides to unacceptable and acceptable thoughts, behaviors, feelings and perceptions. They are studied and passed to new group members through social interaction and the culture alters over time since it is dynamic (Milliken and Martins, 1989). This definitions intention is that culture is a gathered social phenomenon (Milliken and Martins, 1989). For example, management communicates work culture of organization through appraisals of staffs, recruitment practices, flexible and remuneration arrangements of work. All the described practices are the social interactions aspects. Therefore organization culture can be created rather than just enhanced by employees.
在了解组织文化的影响，有必要了解基本的背景下，文化即“文化的核心是由隐性和显性的理解或假设同样的一组人的认识和假设一个特定的配置变化到该组。这些认识或考虑作为指南，可接受的和不可接受的想法，行为，感情和看法。他们研究和传递给新的组成员通过社会交往和文化变造是动态的，因为它随着时间的推移（美利肯和Martins，1989）。这个定义的目的是，文化是一个聚集的社会现象（美利肯和马丁斯，1989）。例如，管理通信工作的组织文化，通过考核的人员，招聘的做法，灵活的薪酬安排工作。所有上述做法的社会互动方面。因此，组织文化可以创造，而不是仅仅提高员工。
