This paper shows why members of an organization often share similar beliefs. I argue that there are two mechanisms. First, when performance depends on making correct decisions, people prefer to work with others who share their beliefs and assumptions, since such others 'will do the right thing'....

This paper develops an economic theory of the costs and benefits of corporate culture - in the sense of shared beliefs and values - in order to study the effects of ‘culture clash' in mergers and acquisitions. I first use a simple analytical framework to show that shared beliefs lead to more...

This paper analyzes how shared beliefs and preferences (or values) cause the emergence of social norms; why people may enforce norms that go against their own beliefs and preferences/values; and how this may cause a disconnect to develop between the organization's norms and its underlying...