Lesson 8

Question 1

Define organizational culture.

Answer 1

A group’s shared understanding of customary ways of thinking and doing things, or norms.

Question 2

What are the three levels of Schein’s model of organizational culture?

Answer 2

1. Artefacts: Visible elements of culture
2. Espoused beliefs: Principle norms, values, polices, etc.
3. Underlying assumptions: Unconscious beliefs

Question 3

What is the difference between organizational climate and culture?

Answer 3

Climate reflects individuals’ experience descriptions, while culture captures shared norms and values.

Question 4

How is organizational culture linked to performance?

Answer 4

It guides behavior toward shared aims and acts as a means of employee control.

Question 5

Why is changing organizational culture challenging?

Answer 5

is complex, has challenges and requires deliberate efforts to shift these ingrained patterns.

It requires large-scale, systematic adjustments and must be integrated into strategy with rewards for change.

Some challenges include: resistance to change, deep-rooted behaviors, leadership misalignment, lack of resources.

Question 6

How can organizational culture be changed?

Answer 6

1. Asses the current culture
2. Define desired culture
3. Secure leadership commitment
4. Communicate change
5. Align policies and processes
6. Train and develop employees
7. Embed cultural changes in everyday practices
8. Empower change agents
9. Monitor and measure progress
10. Reinforce the culture over time

Question 7

Why does change happen?

Answer 7

due to a combination of internal and external factors that drive the need for adaptation to ensure survival, growth, and competitiveness.

Question 8

Mention some models of change

Answer 8

1. Continuous Change (Brown & Eisenhardt 1997)
   Semi-structures, links in time, sequence steps
2. Punctuated equilibrium (Gersick 1991)
   Deep structure, equilibrium phases, revolutionary periods
3. Lewin’s Change Management Model
   3 steps: Unfreeze, change, refreeze
4. ADKAR Model
   Awareness, desire, knowledge, ability, reinforcement

Question 9

Name two drivers of change in the workplace.

Answer 9

1. Global competition and cultural diversity
2. Dispersed working environments

Question 10

What is punctuated equilibrium theory (Gersick, 1991)?

Answer 10

Change occurs in phases of equilibrium interrupted by periods of revolutionary change.

Question 11

What are the three characteristics of continuous change (Brown & Eisenhardt, 1997)?

Answer 11

1. Semi-structures
2. Links in time
3. Sequenced steps

Question 12

What role does HRM play in organizational change?

Answer 12

HRM drives change by aligning strategic processes, increasing engagement, and building long-term commitment.

Question 13

Why must HRM balance stability and transformation during change?

Answer 13

Stability ensures ongoing operations, while transformation supports innovation and adaptation.

Question 14

What is readiness for change?

Answer 14

The belief that change is likely to succeed and lead to positive outcomes.

Question 15

What is commitment to change?

Answer 15

Our intention to support the change initiative and behave in a way that will promote its success

Question 16

Define cynicism about change.

Answer 16

Pessimism about change’s success, often blaming management, leading to resistance.

Question 17

How can employee attitudes toward change be improved?

Answer 17

By encouraging participation, offering training, and fostering an open communication environment.

Question 18

Name three sources of resistance to change.

Answer 18

1. Parochial self-interest
2. Misunderstanding and lack of trust
3. Low tolerance for change

Question 19

How can managers reduce resistance to change?

Answer 19

Build trust, provide clear communication, involve employees, and address concerns directly.

Question 20

Define the systems perspective on change.

Answer 20

Viewing change as a dynamic interaction of all organizational components and processes.

Question 21

Why is communication critical in managing organizational change?

Answer 21

It ensures clarity, reduces resistance, and aligns employees with change objectives.

Question 22

How does rewarding employees help with change management?

Answer 22

It reinforces desired behaviors and motivates employees to embrace change.

Question 23

How can organizational change be managed?

Answer 23

by assessing the current state, defining a clear vision, and ensuring leadership commitment.