A micro or local perspective typically views the organization as the macro context and its subcultures as more important. Such a local perspective may use the term ‘subculture’, but frequently its proponents refrain from explicitly or implicitly giving priority to the organizational level, that is, defining ‘sub’ in relationship to it. Within organizations are groups that have different backgrounds and professional affiliations but high degrees of internal interaction and consequently share rather little across groups.

In addition, it is often important to consider various ethnic groups and the diversity issues sometimes associated with these leading to divisions within organizations. Diversity can be positive, but is also a source of problems. It is also vital to consider that possible cultural differences between groups visible outside work are not necessarily noticeable at the workplace level. Generally, the idea of a single, organizational-level corporate culture was very popular earlier. Today most scholars emphasize the presence of subcultures in organizations.

Of course this creates both integration and differentiation at the same time. Within the managerial ranks people are exposed to a distinct set of symbols and meanings, but it is experienced differently depending on level. For those outside the circles of the privileged, meanings of being second class may lead to a strong ‘them and us’ feeling.