Introduction

The organizational culture plays an important yet crucial role in the organizational performance through influencing the nature of the whole organizational ecosystem that is reflected in the behavior of the employees, which also demonstrates the willingness of the employees to go out of their way for the best interest of the organization, possession of the burning desire to stay therein, and admitting the values and main objectives of the organization.

The organizational culture is “the system of values, norms, and rules wherein the organization members takes part”, since each business organization has its own culture that expresses its own persona. Organizational culture comes not as groundless, but rather, it manifests first in the organization’s individuals, and due to the fact that the individuals are in the first place a part of the social and cultural fiber in which the organization exists, those individuals bring along their values, norms and habits that participates in influencing the organizational culture and the methods whereby those individuals produce their works.

And because one of the reasons of the success of the organization relies on the organizational culture that provides the adaptability with the variables taking place in both organizational internal and external environments and leverages the potential of the employees and their competencies, and abilities to respond to the needs of auditors and subscribers of the services provided by the organization and garner their satisfaction. As the employees’ activity and competencies in offering these services rise with the increase of the level of organizational commitment of the employees in the organization, it’s rather important to focus on the necessary individual and collective values, and steer them in a manner consistent with the quality of performance sought after by the organization depending on the required goals, and thus enhancing the total performance of the organization and helping which to continuously wield its social role and perform its national mission.

Mike Freedman posits the following significant question in his book “The Art and Discipline of Strategic Leadership”: In which way should the culture of our organization reflect the strategic necessities that we follow?