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Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact. Examples include Google's emphasis on innovation and creativity, or Zappos with their focus on exceptional customer service.

Organizational values are the foundational beliefs that are shared among the members of an organization. Examples include integrity, teamwork, and excellence as seen in companies like Johnson & Johnson and Southwest Airlines.

A power culture is found within organizations where control is concentrated among a few. Decisions are made quickly, often by a central figure. An example would be a startup led by a single, strong entrepreneur.

In a role culture, organizations are structured with defined roles and each member's responsibilities are clear. An example is a government agency with a hierarchical structure.

Task culture focuses on teams that are formed to address specific problems, dissolving once the task is completed. An example would be project-based organizations like consulting firms.

Person culture exists where individuals believe themselves superior to the organization. Often found in knowledge-based entities like law firms, where each partner brings in their own client base.

Subcultures are formed when there is a significant deviation from the organization’s core culture. This can occur in large organizations with diverse departments, such as multinational corporations.

Cultural artifacts are the visible elements in an organization that may include dress code, awards, myths, and rituals – for instance, Google's casual work attire and open office spaces.

Espoused values are those that an organization declares to be central to its identity. For example, a company may espouse environmental sustainability as a core value.

Enacted values are the values and norms that are actually being practiced in the organization, which might be different from espoused values. Example: A company may state they value work-life balance but expect employees to work overtime regularly.

The cultural network is the informal method by which culture is transmitted within an organization. This includes storytelling, rituals, and informal communication. An example can be the 'war stories' relayed at a sales team meeting.

Diversity and Inclusion in organizational culture reflect the level of acceptance, respect, and support for a wide range of differences among employees. A company like Salesforce is well-known for its emphasis on inclusive culture.

An innovation culture endorses new ideas and approaches to work. Companies like Tesla or 3M support risk-taking and unconventional thinking to drive innovation.

A high-performance culture emphasizes exceptional performance and quality standards. Organizations like Netflix cultivate a culture where performance metrics significantly influence rewards and advancement.

Socialization is the process by which new employees adapt to an organization's culture. Through orientations and mentoring, companies like Intel integrate new hires into their culture.

Organizational commitment is the emotional attachment and loyalty of employees to their company. Companies like Patagonia, with strong cultural alignment, often have high employee commitment levels.

Norms are the accepted standards of behavior within an organization. For example, at LinkedIn, employees are encouraged to openly network and share knowledge.

Cultural Intelligence is the ability to relate to and work effectively across cultures. Global organizations, like United Nations, require a high level of cultural intelligence from their employees.

Cultural change involves altering the company’s values, rituals, and symbols to adapt to external changes. IBM's shift from hardware to services is an example of such a transformation.