What is organizational culture? One of the things that organizational culture is infamous for is its ability to be elusive without any distinct definition having emerged. However, there is general agreement that it exists and plays a vital role in shaping behavior within an organization. As Scholl (2003) says, it is undeniable that every organization has its own social structure which determines individual behavior in any organization. Organizational culture is said to be heavily influenced by employees' strengths, weaknesses, beliefs, values, real-life experiences, upbringing, and upbringing. Leaders in an organization describe the organization's culture through their actions and different leadership styles and management approaches. It can therefore be said that all employees contribute to the culture of the organization and can have a powerful effect on the well-being and success of an organization. Driskill (2004) defines culture as “strong values, norms and beliefs that guide action” and elaborates further by saying: “…culture is a powerful determinant of situational definition and rituals and procedures : who is talking to whom? Who listens to whom, when and why? Corporate culture contributes to many of the standards of interpretation that affect writers' content choices, persuasive approach, and word choice. » As Price (2011) states, an organization is both a formal and informal entity. The formal aspect is that by which the official structure and public image are visible in organizational charts, files and reports. At the same time, there is the reality of action and power which is described as the informal aspect of an organization. It is also considered an elusive concept, referring to the complex network of societies...... middle of paper ......tions form the basis of values, and values, in turn, affect the behavior of employees through standards”. Works CitedBrady, K. (2011). Freelance technical writers and their place outside of corporate culture: high and low corporate culture styles. Technical Communication Quarterly, 20(2), 167-207. Campbell, J.-L. and Göritz, AS (2014). Corrupt culture! A qualitative study of organizational culture in corrupt organizations. Journal of Business Ethics, 120(3), 291-311. Price, A (2011). Human resources management. United Kingdom: Cengage Learning EMEA. Schein, E. H. (1992). Organizational culture and leadership. San Francisco: Jossey-Bass. Scholl, R.W. (2003). Organizational culture. Retrieved March 23, 2014, from the Charles T. Schmidt, Jr. Center for Labor Research at the University of Rhode Island. Website: http://www.uri.edu/research/lrc/scholl/webnotes/Culture.htm