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    Most organizations fail in change Management because either they neglect the role of the organization's culture or they deal with the organization's culture incorrectly.

Changing the culture within an organization is not a simple process that can be held through direct decisions or the newly set regulations, but it should be taken in small steps to avoid the resistance to change which is the expected result of such sudden changes.

Any change management should take into consideration the important elements of organizational culture and direct the effort of change with regards to these elements, we can describe the organization culture in two categories:

1. The Elements of the organization's culture, and

2. The factors that enhance the elements of culture

Let's talk first about the elements which include:

Values: Core principles and standards that guide the behavior of the organization and its members. These values often reflect what the organization stands for and believes in.

Norms: Unwritten rules and expectations about how to behave in the organization. These norms influence how employees interact with each other and make decisions.

Artifacts: Tangible and visible elements of culture, such as dress codes, office layout, and company rituals. These artifacts can provide insights into the underlying values and norms of the organization.

Symbols: Objects, logos, or designs that represent the organization and its culture. Symbols can convey the organization’s identity and values to both employees and external stakeholders.

Language: Specific jargon, acronyms, and phrases used within the organization. This language helps to create a sense of belonging and can reinforce the organization’s culture.

Assumptions: Deeply held beliefs that are often taken for granted. These assumptions can influence how employees perceive and react to various situations.

Second the factors that enhances the organization culture:

1. Leadership: The behavior and actions of leaders play a crucial role in shaping and maintaining the organizational culture. Leaders set the tone and serve as role models for the desired culture.

2. Stories and Myths: Narratives about the organization’s history, successes, and challenges. These stories can reinforce the organization’s values and provide a sense of continuity and identity.

3. Rituals and Ceremonies: Regular activities and events that reinforce the culture, such as team-building exercises, award ceremonies, and company celebrations.

4. Environment: The physical and social environment of the organization, including the workplace design and the overall atmosphere. This environment can influence employee behavior and interactions.

Understanding these points can help you assess and shape the culture within your organization and hence control the change smoothly.