It is usually assumed that culture indicates an individuals’ inner personality, and it fits to the unknown emotional part of individual. Even the culture of organizations are related to their history and established from years or even periods of experience, associates in organization may effort tough to defend their own culture, particularly for those with cross-cultures (Konecna, 2006). We can frequently find that staffs comply with standards and orders represented by the organization, and feel satisfiedfor the past and ritual of the organization, they sense unsatisfied for having to change their own insensible cultures (Konecna, 2006). Although the associates are ready to modify their own culture, the procedure may be slow. Moreover, as the compound of organizational culture, there are several approaches to pick in altering and establishing culture schedules. Favourable, the insensible environment of culture improves the trouble of the process.
它通常是假设，表明个人的内在个性的文化，它适用于个人的情感部分未知。即使组织的文化与历史，从年甚至时期的经验建立联系，组织可能会努力捍卫自己的文化艰难，尤其是那些与跨文化（科内奇纳，2006）。我们常常可以发现员工遵守标准和订单的代表机构，并感觉受到过去和组织的仪式，他们感觉不满意，不得不改变自己的文化（科内奇纳无动于衷，2006）。虽然同事准备修改自己的文化，该过程可能是缓慢的。此外，作为组织文化的化合物，有去改变和建立文化计划的几种方法。良好的文化环境，不提高的过程中的麻烦。
