There are several critical components discussed in the Young article that suggest culture has a direct and important impact on the implementation and success of organizational change. However, this is just Young\u2019s opinion. So to start this discussion, let\u2019s see if, collectively, we are \u201ctaking away\u201d a similar message from this article.<\/p>\n\n\n\n
Base Discussion<\/h2>\n\n\n\n
Let\u2019s begin this discussion by having you clarify your \u201cTake Away\u201d<\/strong> from the article. What was the overarching message that you took away from the Levers<\/em> article? Briefly state what you feel is a critical message that you took away from the article as it relates to culture and organizational change. This clarification will help lay the foundation for further discussion on this concept.<\/p>\n\n\n\n
After this initial discussion to help clarify the article\u2019s message, let\u2019s branch off of this main idea <\/em>and discuss the true application of this concept. Is there validity to what Young\/Schein present in this article? Do you see benefit to assessing the Levers in an organization? Would this type of assessment be beneficial for your organization? If so, why? or, Maybe you are not buying it! What are your thoughts on applying this model and the use of the information derived from this assessment.<\/p>\n\n\n\n
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