I guess it depends on the things you need to 'control'.

The concept of 'corp culture' as a control device is, to my way of thinking, a complete myth. It is the leadership initiatives and methods employed by your first line supervisors that actually affect 'culture' controls.

People generally respond to leadership in desired ways, as long as it is applied in a consistent and controlled manner.

There are literally hundreds of books, articles, and studies on this topic. Read!

I'd also suggest that you loook at military history as references, and anything by Von Weber on bureacracy and organizational structure.

Hope this helps.

This question suggests that you view corporate culture as something that can be manufactured in order to achieve a specific result in your company. But in fact, culture evolves as an outgrowth of your leadership style, your company's mission and vision, and your most deeply held beliefs about the work you do, the people who work for you, and the customers you serve. An authentic corporate culture will serve your company well; one that is created inauthentically as a "control device" will surely backfire.