w employee adjust to his or her work group's values and norms. This stage is complete when the member has internalized the norms of the organization and is essentially a "believer". At RMC this stage can occur as early as the end of first year or as late as third year. It is at this point for most cadets that they become comfortable at the institution. This is easily noticed when cadets start volunteering to take on more responsibilities and increased commitment. The fact that obligatory commitment takes effect the first day of classes in second year, is indicative that those who remain at the college after first year are probably somewhat comfortable, thus undergoing metamorphosis.If there is one single recommendation for positively developing the culture at RMC it is that the cadets and staff of this institution must be made aware of the RMC culture itself. Having experienced three years at the college and reading the organizational behavior text as it pertains to culture, one can easily simplify and comprehend the type of development that goes on at the college. This awareness however, may have been of much more benefit had it come sooner. Perhaps the first years or even the recruits at RMC need such training earlier on in their cadet careers. It may help to put first years' lives in better perspective, allowing them to understand the encounter stage for what it is before ever entering it. Awareness is always beneficial; it only leaves more food for thought. This is especially true when it come to battling the liabilities of culture. It makes change and progression much easier to bring about and subsequently much easier to pallet.WORKS CITEDRobbins, Stephen P & Langton, Nancy. Eds. Organizational Behaviour. Scarborough: Prentice Hall Canada Inc. 1999.Wallace, A.F.C. Culture and Personality. New York: Random House. 1970....
