1.

*Distinctive*: This means that each organization has its own unique culture that sets it apart
from others. For example, Google is known for its innovative and fun workplace culture, while
Amazon is known for its intense and results-driven culture.
2. *Stable*: Organizational cultures tend to remain relatively consistent over time. For
instance, IBM has maintained a culture of professionalism and innovation for many years,
despite changes in leadership and industry trends.
3. Implicit: Cultural norms and values may not always be explicitly stated but are understood
and followed by members of the organization.
4. *Symbolic*: Organizational cultures are often represented through symbols like slogans,
logos, or rituals. Nike's "Just Do It" slogan reflects its culture of determination and excellence.
5. No one type is best: There's no universally superior culture; what works best depends on the
organization's goals, industry, and values.
6. *Integrated*: A good organizational culture has all its elements working together
harmoniously.
7. Accepted: Culture is shared and must be embraced by members of the organization,
influencing how they interact and work together
8. A reflection of top management
9. Subcultures: Within an organization, different departments or teams may develop their own
distinct cultures, influenced by their specific tasks and environments. Example: Within a
hospital, the emergency department may have a fast-paced and high-stress culture distinct
from the more methodical culture of the administrative staff.
10. Of varying strength: Cultures can vary in their intensity and influence on organizational
members, impacting employee morale and performance. Example: In a company experiencing
rapid growth, the strength of its culture may weaken as new employees join and adapt to
existing norms at different rates.