In general, the organizations possess a personality which influences the employees working with it. This personality largely depends on the vision, mission and values of the organization. It also takes into consideration the strategic objectives it needs to accomplish. We commonly call this personality as Culture. The success or failure of an organization largely depends on its personality. This conceptual paper primarily focuses on analyzing the significance of desirable and undesirable personality traits which leads to Cultural Engineering.

Organizations today need to pool up their tangible and intangible resources like commitment, desperateness, skills, aptitudes, etc., to withstand the most grueling competition. Also, the success of an organization largely depends on how the employees are managed and motivated effectively. People will contribute their competencies only when their personal goals are in line with the organizational goals.

It is extremely difficult to identify the complexities involved in managing, leading and motivating the employees and bringing out their latent talents. Sometimes, managers need to identify and bring out the competencies of employees which are hidden in them. Once if they brought to the surface, we can see miracles. If an employee has a heated argument with his superior and subsequently fails to perform his job, it may appear that his or her behavior is a result of disagreement. In this regard, some organizations are tagged as successful while others are a failure. The present article explores the stuff behind success and failure of an organization.

In many respects, organizations are very similar to individuals. Organizations are understood as living systems because they change and adapt to the demands of the external environment. They also have their own life cycle. In this cycle, an organization is born and then has its growth. Policies are developed to guide the decisions, and these are carried out through procedures. These procedures are refined and made more efficient with theories about efficiency. During this cycle, organization develops certain characteristics known as ‘personality’. This personality determines how things get done in the organization, governs the conduct of members, their behavior, attitude, values, norms and beliefs which is commonly known as organizational culture. A more comprehensive meaning of personality refers to the relatively stable pattern of collective behavior and consistent internal state with external conditions. What personality does to an organization?

Though the competitive environment is similar, different organizations may have different approaches to fulfill the tasks. These approaches emerge from the personality of an organization. The personality of an organization plays a number of roles.

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