ABSTRACT
This work delineates an organization as a definable group of people with a shared history that has a culture, as well as collective values and norms (Rousseau and Cooke, 1988). It is important to distinguish culture, or the pattern of meanings embedded in symbols, from social culture, which is the “economic, political, and social relations among individuals and groups” (Geertz, 1973, p. 362), although both cultural aspects of EOD life are examined here in a broad scope. If an organization as a whole has had shared experiences, a total organizational culture will exist. Similarly, if an organization has subgroups with shared experiences, many subcultures can arise.
