combine and shorten the following two paragraph:

organizational culture, or climate relates to the functionality and motivational factors of an organization (Mahal, 2009).Glissen & James believed organizational culture is intrinsic, and it is established through the expectations of employee's behavior and attitudes (Mahal, 2009). Organizational culture mirrors the emotional response of employees to their work (Mahal, 2009), and thus, directly impacts their motivation. Employee engagement is maximized when there is a positive organizational culture which promotes meaningful work. A positive culture that supports employee's well-being leads to higher levels of retention, productivity, and produce better employee adaptability (Parent & Lovelace, 2018). Leaders are responsible to set the tone of the culture but should only 'facilitate' opportunities for motivational techniques. By introducing employees to 'task significance,' they can recognize that their work makes a positive impact on someone else's life (Grant, 2013).

Culture has a significant impact on how employees behave, and it can have a detrimental effect on organizational performance in some situations.

It's dishonest and perhaps destructive to cover natural variances in interests with the covering of positive culture, rather than being overly optimistic, people should be honest and fair.

Furthermore, cultivating a positive culture can be manipulative at times. Such as encouraging people to preserve a positive attitude despite societal challenges or keeping employees productive while keeping salary and benefits modest.

Focusing on corporate culture rather than performance has another negative effect. Changes in organizational culture are usually made to improve organizational performance, transform the organization, or achieve other goals. However, focusing too much on culture can divert attention away from the plans.

(Smith, 2020)