Organizational Behavior and Change Management

ORGANIZATIONAL BEHAVIOR AND CHANGE MANAGEMENT

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(11, March, 2010)

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 Organizational Behavior and Change Management

Table of Contents

Executive Summary……………………………………………………………………………….3
Introduction 4
Research Methodology……………………………………………………………………………4

Organizational Background……………………………………………………………………….7
Analysis of Vision, Mission and Value Statement………………………………………………10
Organizational Structure 12
Culture Analysis………………………………………………………………………………….15
Change Plan……………………………………………………………………………………...19

Recommendations………………………………………………………………………………..23

Conclusion 24
Bibliography 25
Appendix…………………………………………………………………………………………26

Executive Summary

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 Organizational Behavior and Change Management

Organizations are considered to be the most incentive, social arrangement of today. It’s

considered a marvel to know that thousands of people with individual backgrounds, skills and

interests are coordinated into various organizations, so that they can pursue their common

institutionalized goals and objectives. The historians of the future see today’s organizations as

the greatest achievement of our time and era.

Organizational behavior and culture is actually the personality of the organization and

this personality is a combination of different assumptions, perspectives, values, norms, stories

and the different behaviors and attitudes of the organization’s employees towards their co-

workers and their work activities. The culture of an organization is actually the perception which

is held by the employees of the company, in other words the culture is considered to be a system

of shared meaning. It must be remembered that the culture of the organization is sensed and not

seen and hence the employees and the members of the organization soon learn and realize about

it. For example the culture of a large profit making company is quite different from that

organization that is a non-profit making organization and one from an educational institution. A

person can tell about the culture of a company by looking at the furniture or the way people dress

etc. Organizational culture is one of those things that can be sensed and the members of the

company soon come to realize the culture of the company.

Introduction

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 Organizational Behavior and Change Management

This paper is based on organizational behavior and change management. This paper shall

be focusing on the organization’s background; it will conduct an analysis of the mission, vision

and value statement of the company. The paper shall be conducting cultural analysis, i.e. how a

company goes through a change in its culture. The paper shall be focusing on the organizational

structure and finally it will conduct a change plan for the company. The company that has been

chosen for this paper is Dunkin’ Donuts.

Research Methodology

Collection, analysis and reporting of data and findings can be defined as

marketing research but in a systematic and organized design, which can help the company in

facing a specific situation or a problem. Effective marketing research is based on five steps

define the problem and objectives of the research, developing the plan for the research, collecting

information for the research, analyzing the information which is collected and finally present the

findings so that it helps the marketers and mangers make the right decision. (Patton, 2002)

Research Method

The most common method of obtaining information about behaviors, attitudes and other

characteristics is to ask from people directly. Therefore the research method that is going to

applied here is in-depth interviews and questionnaires.

 Questionnaires: questionnaires will also be used because they will help the individuals to

answer those questions which they might be not able to answer when asked directly.

 In – Depth interviews: are frequently used the researchers when they want detailed

information regarding an individual’s behavior attitude or needs and wants, or when the

information they receive from the questionnaires is impractical, more costly and

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 Organizational Behavior and Change Management

inaccurate. Therefore applying both of these methods will make sure that information that

the researchers receive is accurate and not false plus it will help them to make the right

and better decision. (Patton, 2002)

Sampling Methods & Plans

The sampling method is one of the ways the sample units can be selected for qualitative

research, there are five kinds of sampling methods; probability versus non-probability, single

unit versus cluster of units, un-stratified versus stratified, equal unit probability versus unequal

unit probability and single stage versus multistage. (Patton, 2002)

The method that the researchers are going to be using for the research is probability

versus non-probability. It must be remembered that the probability sample which are selected are

selected on chance where as in non-probability sample (included convenience, judgment, quota,

and purposive sample), no sample is selected on chance. From these samples the researchers are

going to implement the following sampling methods for our researches:-

 Cluster Sample: the sampling method used in this research is probability sampling

method, in this the researcher divides the population into mutually exclusive groups (like

managers and top executives) and then the researcher draws a sample of the groups to

interview and fill out the questionnaires.

 Quota Samples: the quota sampling is going to be based on managers and top executives,

communication channels and the behavior. (Patton, 2002)

Sample Unit

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 Organizational Behavior and Change Management

The sample unit is based on the unit which contains the elements of the population, who are

going to be the sample. Since it is going to be a large scale research and this research is going to

be targeting the entire organization.

Sample Size

The sample size for this research is going to be 250, and that size is taken keeping in

view of the nature of the research. It must be remembered that this research is being done on a

large scale and it covers the entire organization.

Measurement Technique

 In-depth Interviews: The in-depth interviews will be one to one and the interviewer is

going to ask a numbers of questions from the interviewee to gain inside knowledge and

which is going to provide a general perspective to the recording company.

 Questionnaires: the analysts and the managers will be provided with questionnaires to fill

out, this will provide the information about the willingness of the employees for change

or not. (Patton, 2002)

The data which is going to be collected from in-depth interviews and questionnaires will

be scrutinized and analyzed to obtain the knowledge that is needed by the researchers that how

much unemployment effects business.

 Response Format (in-depth interviews and questionnaires): the interviewer is going to be

asking open-ended questions along with close-ended, so that in-depth information can be

obtained. The interview is going to be recorded and the interviewer is also going to take

notes so that the researcher can go through the information again. For example, in close-

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 Organizational Behavior and Change Management

ended questions the interviewer can ask the respondent some yes and no questions and

from there he or she can tabulate the actual finding and can present it in a graphical form

to the recording company. (Patton, 2002)

Organizational Background

Dunkin’ Donuts is a very famous franchise in the world that serves coffee and baked

goods like donuts, bagels and other bakery products, that operates in the fast food industry. Bill

Rosenberg is the founder of Dunkin’ Donuts. It was in the year 1950 when Dunkin’ Donuts

opened its very first shop in Quincy, Massachusetts. The first store that he opened still stands at

543 Southern Artery Quincy, Massachusetts. The headquarters Dunkin’ Brands of Dunkin’

Donuts is situated on 130 Royall Street, Canton, Massachusetts. By 1954 Dunkin’ Donuts had

opened about 5 shops. The company licensed first of their many franchises in 1955. Today

Dunkin’ Donuts has somewhere around 7988 outlets worldwide and out of those outlets 5769 are

only in the United States and the rest 2219 are internationally based franchises and by 2025

Dunkin’ plans to open somewhere around 15000 plus coffee shops throughout the US. One of

the major competitors of Dunkin’ was Mister Donuts, which was acquired by the parent

company of Dunkin’ Donuts and is now has been re-branded as Dunkin’. Dunkin’ Donuts

operates in approximately 30 countries worldwide, they operate in countries like Aruba,

Bahamas, Canada, Chile, Germany and UAE etc. The present president and chief brand officer is

Will Kussell. The organization claims that America runs on Dunkin’ and the slogan of the

company is “Something fresh is always brewin’ here”. (Dunkin’ Donuts, 2010)

Products

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 Organizational Behavior and Change Management

Dunkin’ Donuts serves nearly a billion cups of rich coffee every year. The products of

Dunkin’ Donuts are as follows:-

 Baked Goods:-

 Donuts (52 flavors), Munchkins, Cookies, Brownies, Éclairs, Crullers, and Coffee

Rolls (9 flavors)

 Breakfast Sandwiches:-

 Egg & Cheese, Supreme Omelet and Ham & Cheese etc.

 Coffee

 Bulk Coffee, Espresso, Cappuccino & Lattes, Iced Coffee (flavors; blueberry,

hazelnut, coconut, French vanilla etc.), Iced Lattes and Turbo (Dunkin’ Donuts

2010)

 Hot Beverages

 Hot Chocolate, Tea, Dunkaccino, and Vanilla Chai

 Cold Beverages

 Coolattas (flavors; coffee, watermelon, grape etc.), Iced Teas, and Smoothies

(Dunkin’ Donuts 2010)

Mission and Vision Statement

The organization claims that America runs on Dunkin’ and the slogan of the company is

“Something fresh is always brewin’ here”. Dunkin’ Donuts is on the franchises round the globe

that provide with food and beverages that are fresh, quick and quite affordable to their customers

who lead busy lives. The company has been serving the best quality coffee for the last 55 years

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 Organizational Behavior and Change Management

or so. Dunkin’ Donuts serves nearly a billion cups of rich coffee every year to their customers

who are going for their work in the morning and they stop for a nutritious but a quick breakfast.

The mission statement of Dunkin’ Donuts is that it will work hard to be the dominant

retailer of high quality donuts, bakery products and beverages in the market in where they choose

to compete. The mission statement has helped the company to grow and develop itself and has

also helped it to come this long way that is from where it started out to be a single coffee shop to

where it is now having somewhere around 7988 outlets worldwide and out of those outlets 5769

are only in the United States and the rest 2219 are internationally based franchises and still the

company plans to expand itself.

The vision of Dunkin’ Donuts is to be the world’s largest coffee and baked goods chain

and to incorporate teamwork, effective communication, enjoyable work and honesty in the

company’s work force in order to get to the goals and objectives to be successful in their

mission. It basically started with keeping the customers in mind that what are their need and

preferences. Dunkin’ Donuts have added a new range of coffee in their menus while keeping the

customers in their mind. This new range of coffee is known as “Flavorology”. Dunkin’ Donuts

has realized the fact that the customers are always looking for new tastes and flavors in coffee as

they look forward for a different start for every day. And with new flavors of coffee it helps the

customer to do so rather than having the old and traditional monotonous flavors of the coffee.

Department and Role

The department that I work for is the Human Resource department and the role that I play

in the department is the HR officer one. The day activities for my work task are that, I have to

keep a check on the expenses, create schedules, help my supervisor with payrolls etc.

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Analysis of Mission, Vision and Value Statement

Relevance of Mission, Vision and Value Statement

It is with the help of a Mission, Vision and Value Statement that the company is able to

identify its goals and objectives. The relevance of these statements is as follows:-

 Dunkin’ Donuts embraces diversity, because it operates all over the globe.

 Dunkin’ Donuts works for its communities and environment.

 Recognizes the fact that profit is very important for the success of the company itself.

 Being able to satisfy the needs, preferences and people who are connected with the

company

 Playing a positive role in the society, so that the company is able to make a difference

 Employee safety is always first

 Customer value and loyalty plays an important role in the success of the organization

Communication of Statements within the Organization

The vision, mission and the value statement of the company are very well communicated

to the employees. For example, Dunkin’ Donuts also makes sure that the customers get a friendly

environment when they enter into one of their outlets. As soon as a customer’s enters into

Dunkin’ outlet, the customer comes across colorful but appealing wall paint and images, a very

well seating arrangement which gives a soothing and relaxing experience to the customer, who in

return enjoy their meal in a very friendly environment. The music is not loud when one enters in

an outlet of Dunkin’, there is no sound of kitchen and people behind the counter and the waiters

are extremely friendly and helpful. This kind of a service helps give a customer a head, who

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 Organizational Behavior and Change Management

leave the restaurant refreshed and in a jolly and relaxed mood. Although these strategies help

make the customer happy, these strategies have also helped Dunkin’ Donuts to maintain both its

existing customers and also attract new ones globally.

Influence of the Statements

The vision, mission and the value statement do leave an influence behind on individual,

department and organizational level. These influences are as follows:-

Individual Level Department Level Organizational Level

 Employees are  Empowerment of  Dunkin’ Donuts ensures that

willing to do their Employees the employees of the company
work  Honesty and integrity are motivated and the
 Employees follow  Employees are valued company provides them with
rules and regulations  Effective Teamwork a good and healthy working
 Total quality environment.
 Implementation of honesty
and integrity in all the parts of
the organization (i.e.
following the proper codes of
conduct set by the
organization)
 Innovation
 Implementation of Teamwork
 Being responsible for all its
acts and being responsible
towards the global
environment

Change in the Mission and Vision Statement

The mission and vision statement of the company remains essentially the same over the

long-term it basically emphasizes the fact that to become the dominant market leader in the

donuts and beverages retailing business one has to intercept the customer’s needs and

preferences and to change with time.

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 Organizational Behavior and Change Management

The mission and vision of the company can make adjustment over the time to suit the

changing environment and the changing needs of the clients and customers of the company.

When the company is in the early stage of the strategy development process the management has

to decide upon the vision statement of the company. The vision statement is reviewed and

updated as shifts in the strategic direction of the company happen over a period of time.

(Schabracq, 2000)

Organizational Structure

Organization structure is a tool that the managers of the organization use to harness

recourses for getting things done. The structure of Dunkin’ Donuts is considered to be a

framework that shows that how the task / activities are divided among the employees and how

they are carried out, how the resources of the company are deployed and how the departments of

the organization are coordinated. The structure of the company is a set of tasks that are assigned

to the employees of the company and to the department of t Dunkin’ Donuts, the organization

structure also has formal reporting relationships within the company and it also includes

authority within the company, the responsibility of decision making, levels within the company

and the people who are considered in charge of other employees. (Schabracq, 2000)

Structure Chart

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 Organizational Behavior and Change Management

Board of Directors

CEO

Vice President Director HR Vice President Director

Accounting Manufacturing Marketing

Manager Manager Manager Manager

Team
Team Team Team
Manager
Managers Manager Manager

Organic Structure

In our case the organization (Dunkin’ Donuts) uses an organic structure; organic structure

is the horizontal structures dominate the company as in the companies that are contemporary

empowered. Here the tasks are redefined very frequently so that they are able to the needs of

both the employees and the organization (in our case Dunkin’ Donuts). Here decision making is

de-centralized and informal; authority is based on expertise of the employee rather than the

hierarchy. The tasks are shared, i.e. the company works on a team based system. The benefits of

the system would be:-

 The employees would be empowered

 There will be flexibility and speed

 Innovation
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 Organizational Behavior and Change Management

 Integration (Miles & Snow, 2003)

Relationship between Environment and Structure

Structure
Environment

Organic Structure

Uncertain (Unstable) Correct fit : organic structure in uncertain

environment
Certain (Stable) Incorrect fit: organic structure in certain environment
Structure too loose

When managers use the wrong structure for the environment it reduced performance

results. A rigid mechanistic structure in an uncertain environment prevents the organization from

adapting to change and a loose organic structure in a stable environment is inefficient.

Influence of the Structure of the Culture of the Organization

 Keep employees motivated

 Employee training and development program

 New product targets

 Return on investment

 Focusing on opportunities

 Aims to be a leader in the industry

 Provide top quality products and services to its customers

 Helps them to stay above the competition.

 Maintain long-term relationships with the suppliers and customers

 Establish itself in every market niche (Schabracq, 2000)

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Culture Analysis

Organizational culture is basically concerned with how the employees of the company

understand the characteristics or elements of the organization’s culture and not with if they like

the culture of the company or not. The understanding and perceiving of the culture of the

company can be defined as a descriptive term. The descriptive term basically focuses on the

differentiation of this concept from job satisfaction. A research was conducted to measure that

how the employees of the company see the organization in which they work, does the company

encourages team work or not and does it reward innovation or not. The management of the

company should keep in mind that the term organizational culture is descriptive form and

whereas the term job satisfaction is based on evaluation.

Culture within the Organization

The culture that is being implemented within Dunkin’ Donuts is the learning culture

known as the ‘learning organization’. In this new era of the organization the main responsibility

of the management is to create learning capability throughout the organization. And a lot of

companies are reinventing themselves towards something called learning organization. In

learning organization all the employees of the company take part in problem solving, identifying

the problems, it helps the company to experiment, improve the company’s efficiency and

increase its productivity. The learning organization’s focus is mostly based on customer

satisfaction and quality. The learning organization also emphasizes on teams and systems rather

on the hierarchy of the company to improve and maximize the company’s performance. The

managers need to go through a certain changes in order to make the learning organization a

successful one. The learning organization actually breaks down the former vertical structure of

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 Organizational Behavior and Change Management

the company and it uses the most new ideas to achieve collaboration through work teams, task

forces, and horizontal linkages and through concepts such as networks etc. Teamwork is

considered more important in the learning organization rather than individual work. For example,

the teams are actually given major projects to handle like producing a product or a service. The

boss would no longer make the decisions that are; the members of the team would take the

responsibility for innovation, dealing with customers, training, and safety etc. (Luthans, 2006)

Effects of Learning Culture

Individual Level Department Level Organizational Level

 Employees feel  Teamwork is  Teams are created at all the

motivated implements levels of the organization
 Growth and  Increase in  Increase in innovation
development of the performance  Increase in the productivity
employees  Increase in creativity  Informed about the
 Ability to adopt new and innovation of the environment
change products  The organization became
 Individual learning  Ability to adapt to more flexible
change  Collective learning
 Collective learning

Harmful Behaviors Based on Culture

 If the company is changing at a rapid pace it will lose its core values

 Too much diversity due to change will create problems in the communication process

Internal Environment

 Dunkin’ Donuts would need a new marketing strategy because it plans to enter into a new

market, i.e. the Middle East market

 The brand of the company is considered very reliable

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 Dunkin’ Donuts is its mature phase of the market

 The company is an innovator, i.e. innovates the products of the company

 The company has a strategic advantage over its competitors due to its market portfolio.

 The company believes in change (David, 2006)

External Environment

 There is a control of the government on export and import

 New emerging markets where the company wants to enter

 Development of new products and services which satisfy the consumer’s demand

 Economic conditions and social concerns

 Rivals or competitors of the company in the market

 Policies like quality standards that need to be adhere by the company, when it is

expanding itself globally. (David, 2006)

SWOT Analysis

 Strengths: Strengths of the company can be defined as the positive internal characteristics

that the company can use to achieve its strategic performance goals. The company has

gained its strength from its brand recognition of ‘Dunkin’ Donuts’. ‘Dunkin’ Donuts’ is

recognized as a worldwide donut shop and it is preferred by almost everyone all over the

world. The brand name has been established successfully in 31 countries and it is

continuously growing as well. Dunkin’ Donuts also provides quality products which are

fresh and wholesome and services at reasonable prices, which again strengthens the

company’s position in the market.

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 Organizational Behavior and Change Management

 Weaknesses: Weaknesses of the company can be defined as the internal characteristics

that inhibit or restrict the organization’s performance. The weakness of Dunkin’ Donuts

comes from the inconsistent quality of food. This means that there are complaints that are

made by customers of some particular franchises that the food quality is not satisfactory.

Due to this problem the company is losing its sales along with their clientele.

 Opportunities: Opportunities of the company can be defined as the characteristics of the

external environment that has the potential to help the organizations achieve or exceed in

its strategic goals. The biggest opportunity for Dunkin’ Donuts was that when the shifted

from being an only donut shop to a donut and a coffee shop which bought in new

clientele for the company and which has help the company to increase its sales and make

profits.

 Threats: Threats can be defined as characteristics of the external environment that may

prevent the organization from achieving it strategic goals. The competitor of Dunkin’

Donuts is Starbucks. Starbucks is one of the market leaders in the food industries

through their vertical integration strategies. Starbucks specializes in coffee only and it

works very hard to retain its customers. (David, 2006)

Risks Associated With the Culture

 Sometimes it happens that the organization is not able to embrace personal mastery, i.e. if

the employees of the company are empowered in an unaligned way then they can become

a treat for the company itself.

 There can be a breakdown in communication

 The employees resist to change

 There are barriers which are erected by the employees towards learning (Luthans, 2006)

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Change Plan

When the company is changing its culture it would face some resistance from the

employees of the company. However the significant barriers and resistance to change is shown

by the employees of the company, the organizational cultures can be managed and changed

completely with time. The management of the company should have this in mind that changing

of the company’s culture takes time that it is a slow process, it cannot be changed overnight.

Options for Change

There are different options for change, when a company is going through a change in

their culture. The options are as follows:-

 Change through Global Diversity

 Change through Technology

 Change through Awareness Training

Best Option for Change

The best option for change would be through global diversity. As globalization increases

diversity would also increase, as the growing number of immigrants’ increases it presents

mangers with more complex communication issues with dealing with people whose native

language is not the same as that of the vast majority of their co-worker. Creating a productive

and enjoyable work environment is the dual responsibility of human resource managers and

human resource experts. Having a diverse culture in a company is considered to be a beneficial

process that will help in an employee’s growth while it also increases the cultural sensitivity and

as well as the mentoring skills of the HR department members, it is considered to be a 2 way

process, the employees teach their supervisors or mentors while they are learning from them. If

there is a diverse culture in a company, there will be a health competition between the employees

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 Organizational Behavior and Change Management

and the result of that competition would be that the employees will do well in their work

activities and the company will be able to retain its employees. Acceptance of diversity is

becoming especially important because of socio-cultural changes and the changing of workforce.

Change Models

There are different change models that can be implemented by the organization to

implement change. These models are as follows:-

 Cultural Dimensions (Hofstede Model)

 Hall’s Context Model

 7-S Model

Cultural Dimensions – Hofstede Model

The Hofstedes five dimensions of culture are used when a company is entering into a new

culture for business. For example, Dunkin’ Donuts can use this dimension of culture to gain

important insights when entering a new region. The five dimensions are as follows:-

 Low vs. High Power Distance; for example, there is a high power distance in the Asian

culture; the people who have less or no power at all in the society acknowledge the power

of those who have high powers based on their positions in the firms. (Baskerville, 2003)

 Individualism vs. Collectivism; when entering the Asian culture Dunkin’ Donuts must

remember that the Asian society is more inclined towards collectivism and not

individualism. They believe that their family and their cultural values come first.

 Masculinity vs. Femininity; when entering the Asian culture Dunkin’ Donuts must

remember that the Asian countries are those countries in the world whose culture is

masculine. The roles of the males in the Asian society are not very fluid but are more

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 Organizational Behavior and Change Management

dramatic. Dunkin’ Donuts must remember that the Asian culture is very different from

theirs because men are given more preference over the females no matter what.

 Uncertainty Avoidance; uncertainty is based on reducing uncertainty from the society.

Cultures like Asian countries have the highest rate of uncertainty avoidance, therefore

they expect their employees to remain with the company for a long period of time and

they prefer rules and expect their employees to follow them.

 Long vs. Short Term Orientation: this is related with the society’s future versus past and

the present. Dunkin’ Donuts must know that the Japanese culture falls under long term

orientation, where they have a sense of shame, strongly believe in values and order

relationships through status, whereas Dunkin’ Donuts culture is completely different

from that of the Asian organization’s one. (Baskerville, 2003)

Devise Change Plan

 Implementing Teamwork: Teams play an important role within the organization. With the

help of work teams the organization’s productivity will increase and the performance of

the organization will improve tenfold. The use of work teams within the company

increases the company’s potential and provides a lot benefits for the company as well.

The organization and the team members are the ones who benefit from the team when it

is a success. The teams usually have a positive impact on productivity and satisfaction on

the members. (Yaeger & Sorensen, 2009)

 Assessment of Change: It is important that with time the change is accesses, to see that

whether it is working or not. The assessment of change can be done through the

following:-

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 Organizational Behavior and Change Management

 Feedback: feedback is considered important, with the help of feedback the

management of the organization will be able to identify if there are any

problems related with the change if the culture within the organization.

 Evaluation of Employee Performance: employee evaluation can be done

through a number of performance tests. These tests are based upon the

employees’ knowledge or skills, these tests can be paper – pencil variety or

may even require an actual demonstration of skills. These tests must be

reliable and validated to be useful; even then, it is more apt to measure

potential than performance and it will help the management to understand that

whether the employee has adapted to the new culture or not. (Yaeger &

Sorensen, 2009)

Implementing Change Plan

 Recommended Options: the recommended option for change plan would be through

technology.

 Benefits: the benefits are; Technological change has a huge impact on the training and

development programs; it increases the need to assess the developmental requirements of

current and future managers, professionals and technical people.

 Time Period: It is going to take somewhere around 6 to 8 months for the company to

change itself.

 Responsibility: It is the responsibility of the leaders within the organization, for the

implementation of change plan. The leaders of the organization would be able to create a

successful environment and they would also create a capacity for change. And help their

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employees to accept change. Making a difference as a leader today and in the future

requires a very different approach from the past. As the head it is the duty of leader to be

able to communicate with the subordinates who work under him/her.

 Monitoring & Evaluation: monitoring and the evaluation will be done by the HR

department. For example, there are several ways through which the goals and the

objectives of the company can be achieved; the way they are achieved is known as the

equi-finality which means that there are a lot of ways to gain the objectives. The HR

department can develop the employees in such a way that he or she is adaptable to change

 Estimated Cost: The company would need to use PERT (program evaluation review

technique) along with CPM (critical path method), this will provide useful aid to the

managers for estimating the resources that would be needed for a project and clarifying

the planning process. (Yaeger & Sorensen, 2009)

Recommendations

 The organizations need to be more flexible to change

 The management needs to train and develop its employees for the future, so that they are

able faces all kinds of challenges

 The management needs be accommodative towards its employees from time to time

 Focus on innovation and continuous improvement

 Empowerment of employees

 More interaction between the management and employees

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Conclusion

Sometimes it becomes necessary that the company has a need to change its culture so that

its performance can improve. For example the current environmental context of a company has

undergone a huge and a drastic change and the company has two options either adapts to the new

changes and conditions of the company or not to change and if the company does not change it

might not survive. It is considered important the companies in this time and age need to have a

culture that learns and that it anticipates change. It is important for the company to anticipate

change or moving towards change but it is not easy to let go of the culture and move towards a

new one. If the employees of the company are not developed for a change they would resist it

and that would decrease the efficiency of the company. Therefore it is the work of the Human

Resource department to train and develop the employees so that they are more adaptable towards

change.

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Bibliography

Baskerville, RF, Hofstede Never Studied Culture, 2003, Accounting, Organizations and Society

Driskill, G.W. & Brenton, A.L., Organizational Culture in Action: A Cultural Analysis
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25
 Organizational Behavior and Change Management

Appendix

Structure Chart

Board of Directors

CEO

Vice President Director HR Vice President Director

Accounting Manufacturing Marketing

Manager Manager Manager Manager

Team
Team Team Team
Manager
Managers Manager Manager

Relationship between Environment and Structure

Structure
Environment

Organic Structure

Uncertain (Unstable) Correct fit : organic structure in uncertain

environment
Certain (Stable) Incorrect fit: organic structure in certain environment
Structure too loose

26
Organizational Behavior and Change Management

27