Do you think that the concept "organisational culture" is a useful one in the real world? If so, why? If not, why not?
             The concept of culture is in itself a social concept. Therefore it follows that the concept of organisational culture should be viewed as the social context of an organisation and is an interpretation of the way the organisation behaves. However, according to Iain Mangham (Power and performance in Organisations, Oxford: Blackwell Publishers, 1986, pp.1-9.), there is no such thing as organisational behaviour, there is only the collective behaviour of individuals. Mangham says "Terms such as group and organisation are simply abstractions from the behaviour of individuals, summaries of scores of pieces of individual behaviour distributed in a particular time and space".
             However, "organisational culture" is a scientifically accepted concept used to define and described the collective individual behaviour within the organisation. This collective behaviour of individuals is guided in the social context by issues such as shared personal values, shared beliefs, rituals, etc. The culture within the organisation has significant impact on the ability of the organisation to produce efficiently. Hence the ability to define and itemise the individual aspects of organisational culture is key to the leaderships ability to manipulate the culture in such a way that productivity within the organisation is enhanced.
             It is obvious that changing the ethos of a single individual has only limited value if the collective organisational culture does not support that change. Problems must be managed within the context in which they exist and organisational goals should be considered. Some organisations desired cultural change toward greater utilisation of behavioural principles, and some do not.
             In essence management and leadership can influence culture and thereby make the organisation more effective.
             So, ...