Organizational culture has a valuable role in helping implement large transformational changes in an organization. If the culture among the employees of an organization has values and beliefs that are inline and reflect the organization, then that culture can help progress the change. Change agents who are transparent and display values and beliefs that change is sometimes valuable and necessary can transfer these values onto employees and co-workers which creates a culture receptive of change.
The need of a change or at least the understanding that a change is required would be more welcome if the organizational culture was receptive to changes, and day to day operations of the organization could withstand a large change without too much disruption.
A transformational leader can transform attitudes, values, and beliefs of its employees or co-workers through inspiration and enthusiasm creating a change in culture that inspires the followers to accept the change process. A great leader who understands the culture and knows how to change a culture when needed is the best to be charged with the responsibility to be the change agent of an organization during a large transformational change (Bommer, Rich, & Rubin, 2005).
Organizational Culture during a Large Transformational Change can give you:
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