In organizational theory and organizational behavior, imprinting is a core concept describing how the past affects the present.[1] Imprinting is generally defined as a process whereby, during a brief period of susceptibility, a focal entity or actor (such as an industry, organization, or an individual) develops characteristics that reflect prominent features of the environment, and these characteristics continue to persist despite significant environmental changes in subsequent periods. This definition emphasizes three key elements of imprinting:
brief sensitive periods of transition during which the focal entity exhibits high susceptibility to external influences;
a process whereby the focal entity comes to reflect elements of its environment during a sensitive period; and
the persistence of imprints despite subsequent environmental changes.[1]