The article "Organizational Culture" by Ramezan Jahanian and Raheleh Salehi explores the concept of organizational culture, emphasizing its importance in management. The authors define organizational culture as a set of shared values, beliefs, and behaviors that guide the actions and decisions of organizational members. They highlight that organizational culture can be both a facilitator and a barrier to achieving organizational goals, depending on its alignment with the organization's mission and strategy. Key points discussed in the article include: 1. **Definition and Characteristics**: The article provides various definitions of culture and organizational culture, emphasizing that culture is learned, social, and adaptable. It also outlines the characteristics of organizational culture, such as its learnability, social origin, and subjective nature. 2. **Components of Organizational Culture**: The culture is composed of tangible symbols (values, beliefs, norms, traditions, and rituals) and intangible aspects (assumptions, thought processes, and infrastructure). 3. **Management of Organizational Culture**: Effective management involves identifying and supporting the existing culture, training, and facilitating change. The article discusses strategies for managing organizational culture, including identifying the existing culture, setting future directions, and bridging cultural gaps. 4. **Barriers to Change**: Common barriers to changing organizational culture include political resistance, superficial efforts, and employee cynicism. The article emphasizes the importance of recognizing and addressing these barriers. 5. **Case Study**: The article includes a case study of the First National Bank of Chicago, which successfully revived its corporate identity and performance through cultural change initiatives. The authors conclude that a comprehensive model for managing organizational culture requires attention to multiple areas, including the identification of dominant cultural changes and the establishment of desirable values, norms, and patterns. A strong organizational culture is identified as a positive factor for better performance and effectiveness.The article "Organizational Culture" by Ramezan Jahanian and Raheleh Salehi explores the concept of organizational culture, emphasizing its importance in management. The authors define organizational culture as a set of shared values, beliefs, and behaviors that guide the actions and decisions of organizational members. They highlight that organizational culture can be both a facilitator and a barrier to achieving organizational goals, depending on its alignment with the organization's mission and strategy. Key points discussed in the article include: 1. **Definition and Characteristics**: The article provides various definitions of culture and organizational culture, emphasizing that culture is learned, social, and adaptable. It also outlines the characteristics of organizational culture, such as its learnability, social origin, and subjective nature. 2. **Components of Organizational Culture**: The culture is composed of tangible symbols (values, beliefs, norms, traditions, and rituals) and intangible aspects (assumptions, thought processes, and infrastructure). 3. **Management of Organizational Culture**: Effective management involves identifying and supporting the existing culture, training, and facilitating change. The article discusses strategies for managing organizational culture, including identifying the existing culture, setting future directions, and bridging cultural gaps. 4. **Barriers to Change**: Common barriers to changing organizational culture include political resistance, superficial efforts, and employee cynicism. The article emphasizes the importance of recognizing and addressing these barriers. 5. **Case Study**: The article includes a case study of the First National Bank of Chicago, which successfully revived its corporate identity and performance through cultural change initiatives. The authors conclude that a comprehensive model for managing organizational culture requires attention to multiple areas, including the identification of dominant cultural changes and the establishment of desirable values, norms, and patterns. A strong organizational culture is identified as a positive factor for better performance and effectiveness.