ABSTRACT
Knowledge of the formal structure alone is insufficient in understanding an organization. The informal aspects of organizational life must also be considered as they lead to certain commitments and strategies. While some organizational scholars emphasize the structural features of organizations, such as size, technology, formalization, rules, or environment, those who take a more interpretive approach tend to see communication as a fundamental way in which organizational cultures are created and sustained (Weick 1983: 14). Some of these theorists point to leaders, in particular those who founded organizations, as instrumental in establishing and guiding the organization’s culture (e.g., Schein 1992, Schneider 1987). These leaders begin to realize a vision though the initiation of guidelines, processes and procedures, promotion of an ideology, selection of personnel, etc. In doing so they lay the foundation for the organization’s culture. The values that a leader imposes on an organization provide a basis for an emerging and dynamic culture. Structure and culture can be viewed as interdependent—responsive to one another and to variables (both internal and external) in their midst.
