2Management Organization and Global warmingculture in a single day, it is a slow process where employees evolves with the company in duecourse of time. The employees welcome changes within the organization and adapt as per thegiven environment. The employees initially strived to adjust to new culture but eventually aftersettling into the system, they enjoy a stress free life in the later stage. This is a slow process aswell as ineffective as there is no say of the employees in the organization they either have togrow in the way organization wants or get cut out of the organization. According to EdgarSchein organization culture are of three types: Artifacts, Assumption and Values. The modelthat author’s reviewed is useful as if need for a change in the element of each constituent oforganizational culture a plan can be made. Management in the organization can effectively plan,carefully implement and calculate the change in organizational culture without the help from anyexternal source and just with the help of the Cultural web model (Coleman, 2017). According to Charles Handy’s organizational culture, an organization is a place whereemployees come to work to attain a particular goal in a closed knit coordination. According tohim honcho who is responsible for making decisions and controlling organizational direction,heads the organization. He also stated that structure of the organization is pre defined and theoperations of the organization are predictable. Teams formed, as matrix play part to solveproblems and the power derived is within the hierarchy. Horizontal structure is prominent in thistype of culture. Individual are more valuable in the organization, than the organization. CharlesHandy’s organizational cultures are of four types: Power culture, Task culture, PersonCulture and Role Culture. Cultural web model is more effective at generating changes withinan organization. Therefore, it is important to figure and understand policies and components oforganizational culture in an existing setup to reshape or revitalize an organization’s currentscenario (Using cultural models for changing corporate culture - Change Factory, 2017).

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