ABSTRACT. Willmott points out that corporate culturism seeks to promote and achieve an outcome that is ethically dubious and inconsistent with the practical autonomy that it aspires to engender. Marinova explicates the relationship between culture and a variety of employee behaviors, focusing on the competing values model of organizational culture, which depicts organizations as having to manage competing demands. Gray and Densten examine the implications of the differences identified in organizational cultures in terms of knowledge generation and transfer.



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