ABSTRACT
The “learning organization” notion should be transmitted through the organizational culture. The organizational culture is then made up of shared values, norms of behaviors, symbols and symbolic action. By focusing on culture, a fundamental understanding of what the company valued could be achieved. In the 1980s, the culture-change programs focused on determining the shared values, then using management practices to increase understanding across the company. Providing positive alternatives to the old systems and designing an employee base that promotes the new culture should help in creating a changed culture. According to H. Hayduk, several factors are attributed to the development of a culture within an organization. One of the studies indicates that culture and behaviors are the key drivers and inhibitors of internal sharing. Hayduk further emphasizes that changing culture for the implementation of a knowledge management system, structure, or process within the organization is dependent upon a number of elements.
