reorganization. Practical implications – Argues that employers and HR teams must work to retain the core values embedded in the … on a well‐known company of a major change in social customs – the way in which recorded music is distributed. Originality …

Purpose – Aims to inspire and support leaders wanting to change the culture of large and complex organizations by … than 6,000 employees. Design/methodology/approach – Details the major elements of the culture‐change program used and the … results achieved. Findings – Provides evidence that it is possible to change the culture of an organization in about three …

work. Social implications – Highlights the value of giving employees more control over how they perform their work …

the importance of: setting high standards; leading by example; giving the right managers the power to implement the change … who want to participate. Practical implications – Urges the importance of being clear about what the objectives of change …/value – Shows that many of the issues that ultimately lead to the failure of organizational change can be predicted and even planned …

to develop individualized options to assist other people caught up in the change. Social implications – Highlights how … organizational change.  …

Purpose – Describes a culture‐change program, supported by employee development, at Leighs Paints. Design … transformed into a highly successful one. Practical implications – Explains that employees are now empowered, team‐work is strong …

influence with business leaders. Social implications – Describes how HR, by focusing on the right things, can work more …

importance of having a top‐level champion who supports and advocates change, gaining and maintaining stakeholder engagement …

. Practical implications – Shows how an active response to uncertainty and change can provide the impetus for business expansion …