Examines the claim that we need to change the organization's culture if we want to
bring about organizational change. Concerns itself with the mainstream conception
of (organizational) culture, especially in relation to what is called "the paradox
of culture", its twin tendencies towards stability and variability. In the process,
the role of the leader and organizational learning are reassessed in their purported
causal interrelation. Develops the notion of culture as cognitive process based on
recent research in both cultural anthropology and the new cognitive science.