Who made the organizational culture ? and can we change it ?

it's govern by assumption of people, he basic of culture, like how to dress, values, beliefs, and people usually are society, these things you can't change, for example, If I lived in USA, and worked there, I would wear a suit unlike here in Kuwait.

However each company has 7 characteristic which each has distinct value, like innovation, teamwork, empathetic on people or outcome etc etc, which combine define the organization culture.

so, for example company that has high interests on innovation, expect the employee to be innovative, low expect them to preform the routine tasks.

so, the requirement of the company interests in these 7 characters define as well the organizational culture of company, and it can change depends on changing these settings of high or low value to meets the company's objective for better performance.

An organizational culture has evolved over period of time taking into account culture of the society and environment and the norms/ practices/ values has been imparted into value system of  the employees. So, all the employees follow the same norms procedures in their official activities.

Yes, you can change it – through your rational presentation to the Top Management. Alternatively, the Top management also makes a change slowly so that overall performance of organization is not hampered in short run

The definition provided by Mr. Ahmed Alhussaini is basically the summary of the theory, and it is correct.

However when the theory was developed in the mid 80s it was drawn by none Arabs yet implemented in the Middle East, it took place in an era where the Middle East was dependent on imported theories and know-how. Therefore, the organizational and cooperate cultures were set by elements of different cultures.

It is not an issue of right or wrong, however local cultures learned to adapt to those organizational cultures despite their differences at the time. Communication and the line of command were set on those basis to facilitate the multicultural interaction and collaboration between staff and management.

Now on the question of whether we can change it; my answer would be YES, yet we need to keep in mind the fact that every time there is a major change in the management and/or the hierarchy of any organization, a shift in the organizational culture takes place. It is a volatile element.

Every shift or change has its own impact, risk and cost, providing the risk is calculated. This would raise the questions of "Why do we need to change!! and what would be the impacts and advantages of the change !!! 

Yes we can change if we have power from G M  and also we have new idea

Any organization is working as per its Top Management, the culture as well as all the rules and regulations would bring in it, is its top management including culture. 

Since change is constant in business and life , here also the same the culture could be changed at any time as per the management or the Country's government rules. 

See below the thoughts of great thinkers"

“In large part, culture is a product of compensation.” — Alec Haverstick

“Organizational culture defines a jointly shared description of an organization from within.” — Bruce Perron

“Organizational culture is the sum of values and rituals which serve as ‘glue’ to integrate the members of the organization.” — Richard Perrin

“Organizational culture is civilization in the workplace.” — Alan Adler

“Culture is the organization’s immune system.” — Michael Watkins

“Organizational culture [is shaped by] the main culture of the society we live in, albeit with greater emphasis on particular parts of it.” — Elizabeth Skringar

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs

It affects the organization's productivity and performance, and providesguidelines on customer care and service, product quality and safety, attendance and punctuality, and concern for the environment , we can change it by leading , acting of leadership , managers and staffs thyself because they made it

It come with leader and\\or stockholders , and can we change it always to be in line with our objectives and requirements

some times leader

some manager

some owner

some times outside professional consultation

for example,

culture of following-up or culture of low processing.... or slow flow of paper processes.

this can be controlled and changed by company policy, what is your company policy? are you doing each paper and taking maximum 3 days before releasing? do you make follow-up everyday to the person already responsible for that paper and as a result you're just disturbing his organized process?

the culture of being paranoid and pessimistic.... the culture of being positive and proactive and friendly... lots of culture, which one you want to change?

Would you act the same way at a rock concert as you would while watching a symphony orchestra perform? Although there are no written rules that dictate the acceptable way to act at either type of performance, the concert audience will try to make it very clear to you if your behavior does not conform to what they consider to be appropriate.

Would you dress the same way to attend a golf tournament as you would to attend a football game? Although both are sporting events, there are a set of unwritten rules that dictate what is considered to be the acceptable way to dress for each type of event, and the people in attendance will send you signals as to whether or not they think you are dressed appropriately.

At concerts, sporting events, and just about everywhere that people get together, group members convey social expectations by how they dress and act. Newcomers to the group are expected to learn what is acceptable to the group by observing the behavior and dress code of the group members and adapting to the situation accordingly.

Management decide on organizational culture which is drawn down by the managers to the last levels.

There are five easy steps to create organizational culture

1) Define it

2) Teach it

3) Live it

4) Measure it

5) Reward it

Yes we can change organizational culture. Changing an organization’s culture is one of the most difficult leadership challenges. That’s because an organization’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.

The elements fit together as an mutually reinforcing system and combine to prevent any attempt to change it. That’s why single-fix changes, such as the introduction of teams, or Lean, or Agile, or Scrum, or knowledge management, or some new process, may appear to make progress for a while, but eventually the interlocking elements of the organizational culture take over and the change is inexorably drawn back into the existing organizational culture.

Changing a culture is a large-scale undertaking, and eventually all of the organizational tools for changing minds will need to be put in play. However the order in which they deployed has a critical impact on the likelihood of success.