Dear Hameed 

I think that organizational climate represents the surface level while organizational culture refers to deepest level

Dear researcher,

You can find the debate about this question in the following paper

https://www.researchgate.net/profile/Dan_Denison/publication/30838277_What_Is_the_Difference_Between_Organizational_Culture_and_Organizational_Climate_A_Native's_Point_of_View_on_a_Decade_of_Paradigm_Wars/links/570567f008aef745f7176b8e/What-Is-the-Difference-Between-Organizational-Culture-and-Organizational-Climate-A-Natives-Point-of-View-on-a-Decade-of-Paradigm-Wars.pdf

Best regards

Article What Is the Difference Between Organizational Culture and Or...

In addition to the answer of Prof.Amer above,

The difference lies between them

The organizational culture is an internal factor to the organization regardless of climate change, the culture also representing the organization's identity and is positive in most cases.

While the organizational climate external factor which represents the identity of the organization's  environment and it is negative in most cases

Organizational culture acts as guide to behave in a certain manner. It represents the boundaries within which members of organization perform their duties. This create an exclusive environment for every organization and organizational climate is understanding and experiencing that exclusive environment. Organizational culture decides 'Do's' and 'Don'ts'  of the organization and climate is understanding  and following them.

I am exactly in agreement with Garima Mathur. Organizational culture represents values and manners. while organizational climate represents our understanding of the organization's environment.

Good day Hameed,

A professor explained the difference to me and I have never forgotten his explanation.

I loop up at the sky and it is blue with white clouds. That makes me feel happy.

You look up at the sky and it is blue with with white clouds and it makes you feel sad.

That organizational climate.

We both look up at the sky and agree the sun is is the big ball and it is shinning.

That is organizational culture.

Regards,

Caterina

Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviors. Culture is multidimensional, multifaceted and reflects group's efforts to cope and learn. It can be looked at as a system with inputs, that include stories, heroes and so on, and outputs (or

effects) like organizational behaviours, technologies, strategies, image, products, services, appearance. The process is based on assumptions, values and norms and rules. Somehow culture defines us: what we pay attention to, what things mean to us, what we react to emotionally, what actions we take and when. The benefits of considering organizational culture include providing insight of organizational change management, extending knowledge and monitoring capabilities, facilitating new energy in an otherwise ‘static’ environment, facilitating the integration of new members, enhancing employees understanding of organizational values, assessing organizational adaptability, and managing diversity. Consequently, the concept of culture becomes particularly important when attempting to manage organization-wide change. Practitioners are coming to realize that, despite the best-laid plans, organizational change must include not only changing structures and processes, but also changing the corporate culture as well.

In the late 1980s and early 1990s, the notion of "organizational culture" gained

some prominence among academics and management consultants as a means of both explaining and controlling some aspects of organizational life. As an explanation of organizational behaviour and the behaviour of individuals within organizations, culture enabled organizational theorists to explain the persistence of organizational practices and the stability of organizational routines in a way that rational models of organizations could not. A concept of culture could also be used to explain change in organizations over time, as well as resistance to change. Essentially, an organization's culture consists of a set of widely shared ideas and narratives and their associated social practices. This culture shaped the way that organizational members behaved, and so it seemed reasonable to induce desired

change in an organization by attempting to modify that set of widely shared ideas and narratives. In other words, by shaping the stories organizational members told themselves about themselves and the organization, control could be exerted over the behaviour of those members.

Organizational climate is a reflection and manifestation of cultural assumptions derived from the organizations leaders. It represents how members of an organization experience that organization's culture. Organisational climate is also referred to as the “situational determinants” or “Environmental determinants” which affect the human behaviour.  The organizational climate reflects a person’s perception of the organisation to which he belongs. It is a set of unique characteristics and features that are perceived by the employees about their organizations which serves as a major force in influencing their behaviour. Thus, organisational climate in a broad sense, can be understood as the social setting of the organisation.

I hope this helps.

Organizational culture

Armstrong (2009) wrote:

“Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people in organizations behave and things get done. ‘Values’ refer to what is believed to be important about how people and organizations behave. ‘Norms’ are the unwritten rules of behaviour.”

Organizational climate

Armstrong (2009) wrote:

“As defined by Ivancevitch et al (2008), organizational climate is: ‘A set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behaviour.’ The term ‘organizational climate’ is sometimes confused with organizational culture and there has been much debate on what distinguishes them from one another.”

Please refer Armstrong's book for more details.

Good Luck

Reference

Armstrong, M., 2009. Armstrong's handbook of human resource management practice(11thed). Kogan Page,London and Philadelphia.

organizational culture is about norms, believes and values that the whole organization has and influence formal process of corporate but organizational climate is to some degree less formal than organizational culture and depends on some features of employees, management, interpersonal relationships and so on and influence the organization in an implicit manner 

Here is an extract from The Invisible Elephant - PDF attached (page 23) which describes the link between the two:

"Many leaders mistakenly believe they have a direct impact on the performance of an organisation. The truth is that except when they lead the negotiations of an acquistion or major contract they can only influence the performance of the organisation.

The single most important thing that a leader can do is set the right environment, normally referred to as the ‘climate’. [i] The climate created sets the whole tone for the development or change of an organisation’s culture (i.e. how we do and improve things around here).

If the leader wants to enable the development of a performance-enhancing culture then the climate must be one where change, honesty, transparency and mutual respect are the norm. The leader must set the example first. This will allow the development of trust without which no organisation can perform at its optimum.

It is the people in the organisation that create the culture using the climate as a foundation. The culture determines the level of performance"

It will be explained in much more detail in my forthcoming book "Leading Beyond the Ego: Becoming a Transpersonal Leader" to be published by Routledge in Feb. '18.

Dear Hameed,

Organizational culture is not organizational climate though organizational climate is one characteristic of organizational culture. Organizational climate is the way employees perceive their organizational environment. It consists of current work environment and atmosphere of an organization. Organizational culture is historical in nature and it is developed and discovered over a long period of time; organizational culture cannot be manipulated or changed easily though it is relatively easy to change organizational climate (Moshal, 2006).  Some differences:

Definition

Organizational Culture

It is an organization’s personality which consists of all the shared beliefs, values, norms, rules and observed behavioural regularities such as language, and rituals.

Organizational Climate

It is an organization’s atmosphere perceived by its employees. It is the general impression that individuals get about the organization. 

Nature

Organizational Culture

It is historical in nature. It is an overall picture of an organization that was developed from the commencement of the organization. 

Organizational Climate

It is present in nature. It is a current picture of an organization including individual autonomy, supervision, reward orientation, caring and trust.

Emphasis

Organizational Culture

The means through which employees learn and communicate acceptable and unacceptable things (beliefs, values and norms) based on the history and traditions of the organization.

Organizational Climate

The current atmosphere of the organization, mostly not dealing with beliefs, values and norms.

Changeability 

Organizational Culture

It is difficult to change as it has been developed over the course of years of history and tradition. It is stable relatively.

Organizational Climate

It is easy to change as it is about attitudes of current situations of autonomy, supervision, rewards, caring and trust. It is dynamic relatively.

Base

Organizational Culture

It is based on Anthology and Sociology.

Organizational Climate

It is based on Psychology.

Best wishes!

Deal and Kennedy apply the categories used to describe social cultures to organizations -- history, customs, rituals, roles, values, taboos, unwritten rules, levels of status, etc. Their book, Corporate Cultures: The Rites and Rituals of Organizational Life describes their theory in detail.

Organizational climate typically refers to the attitudes and feelings organization members have toward the organization as experienced through its culture.

I can also recommend the book The Cross-Cultural Coaching Kaleidoscope by my colleague, Jennifer Plaister-Ten. It provides an extremely good tool cover all aspects of culture including diversity.

I agree with the answer of Dr. Hasan Keleş