Key factors in change

Overview

Organisational culture and Handy’s power, role, task and person cultures, the size of the organisation, the speed of change, the causes of resistance, and Kotter and Schlesinger’s six methods of managing resistance to change.

What you need to know

Answer each one before you reveal it.

Questions from this subtopic

Each one with the model answer underneath.

1. 1

   What is meant by organisational culture?

   Model answer

   The shared values, beliefs, attitudes, and norms that characterise how people behave within a business.

2. 2

   Explain how a strong organisational culture can hinder change management.

   Model answer

   When employees are deeply attached to existing ways of working, they may resist new approaches, making it difficult to implement changes even when necessary.

3. 3

   Why does a flexible or adaptive organisational culture make change easier to implement?

   Model answer

   It encourages openness to new ideas and methods, meaning employees are more willing to accept and engage with change initiatives.

4. 4

   In Handy's model, what characterises a power culture?

   Model answer

   Centralised control around a key individual, with power radiating from the centre.

5. 5

   What are the key features of a role culture according to Charles Handy?

   Model answer

   A bureaucratic structure with clearly defined roles and procedures, where position determines authority.

6. 6

   Describe the characteristics of a task culture in Handy's framework.

   Model answer

   Team-focused and project-oriented, with emphasis on getting the job done through collaboration.

Other ways to work this

The same content, four other ways.

What is inside Levo

Six ways to work the same material.