Article Research, Analysis and Academics Skills

This article discusses the importance of movement in changing organizational culture and the assumptions and limitations associated with it. It emphasizes the need for collective effort and highlights the steps leaders can take to initiate culture change. The article also explores the relationship between culture change and management approaches, such as leadership and motivation. The content is relevant to the subject of organizational behavior and management principles.

Running head: ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
Article Research, Analysis and Academics Skills
Name of the Student
Name of the University
Author’s Note

1ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
Table of Contents
Answer to Question 1.................................................................................................................2
Answer to Question 2.................................................................................................................2
Answer to Question 3.................................................................................................................3
Answer to Question 4.................................................................................................................4
Answer to Question 5.................................................................................................................4
Answer to Question 6.................................................................................................................6
Answer to Question 7.................................................................................................................6
References..................................................................................................................................8

2ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
Answer to Question 1
The presented article has been developed based on a key argument that there is a need
for a movement in order to change the company culture since company culture cannot be
changed on mandatory basis. The article has pointed towards the crucial fact that the
managements of the companies face major challenges to change the existing culture and thus,
the organizational leaders are needed to have such behaviour that supports the culture change
(Walker & Soule, 2017). This article has also argued that the change in culture cannot be
done mandatorily since the collective effort of all the staffs and employees of the
organizations is required. As per the argument of the article, movement cannot be only
considered as a call to action but movement commences with an emotion and dissatisfaction
due to the failure in addressing the current issues. This dissatisfaction transforms to
movement when the voices arise to get the solution of these issues. This indicates towards the
fact that there needs to be the urge among the staffs, employees and managements of the
companies to change the existing situation which leads to change in culture (Walker & Soule,
2017).
Answer to Question 2
The provided article discusses about the importance of movement in changing the
culture of the organizations. There are certain assumption as well as limitations of this article
that the readers are needed to be aware to. The article has assumed that the change in culture
can only be brought with the help of a movement and no mandatory rule or regulation can
bring changes. Another crucial assumption which has been made in this article is that all the
issues within the organizations can be solved with the help of change in culture. At the same
time, the article has also assumed that movement starts with an emotion, not with a call to
action. These are the key assumptions in the article (Walker & Soule, 2017).

3ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
It needs to be mentioned that there are certain limitations of this article. The article is
limited in discussing the positive of culture change on the organizations while the change in
existing culture sometimes creates negative impact on the efficiency as well as productivity
of the companies and this aspect has not been highlighted in this article. After that, this article
has highlighted little about the frictions and obstacles in the process of change in culture there
since the article has only highlighted about the positive sides. This can be considered as a
limitation of this report as discussion on the procedures that the managements can adopt to
counter challenges in culture change can provide the readers with a better insight on the topic
(Walker & Soule, 2017).
Answer to Question 3
It can be concluded from the article that a movement is required for bringing cultural
change within the organizations and this movement starts with an emotion. The article has
also concluded that the collective efforts of all the organizational people is needed for brining
cultural change within the organization. It can be seen from the case of Dr. Reddy’s a purpose
is needed for the organizational staffs and employees to bring cultural changes (Walker &
Soule, 2017). It can be seen from the above discussion that the leaders are needed to take into
consideration certain for leading a movement in culture change; they are framing the issue,
celebrating the quick wins, connect the networks, creating safe spaces and embracing the
symbols (Walker & Soule, 2017). These steps need to consider for the movements in culture
change. This article has also concluded that the presence of certain frictions are required in
the process to culture change since the absence of any friction indicates towards the little
changes in organizational culture. Lastly, the article has also indicates towards the crucial fact
that taking action makes it possible to bring changes in culture. In addition, the organizational
leaders are needed to consider solving the issues in culture change (Walker & Soule, 2017).

4ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
Answer to Question 4
The concept of the course include different management approaches as well as
methods and the principles of organizational behaviour. Some of the crucial aspects of this
course are management evaluation, social responsibility and ethics, planning, organizing,
controlling, decision-making, leadership and motivation. It can be seen from the above
discussion that the article has demonstrated the importance of movement in changing the
organizational culture for the betterment of the companies (Walker & Soule, 2017). It needs
to be mentioned that the idea of this article has relation with the concept of the course. As per
this article, change in culture helps the managements of the companies to establish better
control over the whole organization for the achievement of the organizational goals and
objectives. At the same time, these positive changes in culture assists the managements of the
companies in establishing harmony among the staffs as well as different departments and this
aspect plays a crucial part in organizing different operations as well as departments of the
companies (Walker & Soule, 2017). It can be seen from the article that in the successful
movements, it is needed for the organizational leaders to leverage their momentum for
influencing the culture changes within the organization. It needs to be mentioned that this
aspect helps the business organizational leaders to develop their leadership style so that they
can management the businesses in better manner. On this overall basis, these ideas of this
article have positive impact on the management approaches and methods for the development
of the overall organizational behaviour (Walker & Soule, 2017).
Answer to Question 5
Australian retail industry is considered as a major industry and Wesfarmers Limited
is one of the leading companies in this industry whose involvement in the CSR activities is
significant. CSR can be considered as a management approach or concept whereby the
business organizations undertake the integration of social as well as environmental concerns

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within their business operations as well as interaction with the key stakeholders. The
following discussion shows the CSR approach of Wesfarmers.
The 2018 Sustainability Report of Wesfarmers indicates towards the fact that the
company has considered CSR on serious basis. Wesfarmers has adopted a certain CSR
approach where they have segregated their principle CSR activities in five dimensions; these
are People, Sourcing, Community, Environment and Governance. Under people, the
company has taken CSR initiatives to ensure safety, development and diversity of the people
related with their organization. Under sourcing, Wesfarmers has taken adequate steps that
assure the aspect of ethical sourcing of the raw material along with the human rights
(wesfarmers.com.au, 2019). Under community, Wesfarmers has ensured adequate
contribution for the development of whole community and they have also taken measures to
ensure product safety. The company has considered the growing issue of climate change on
serious note along with the issues of water and use of water in effective manner. Lastly,
Wesfarmers has developed a robust corporate governance framework for establishing
effective governance on their business activities (wesfarmers.com.au, 2019).
It needs to be mentioned that adopted CSR approach as well as strategies of
Wesfarmers have been a major success since the company has been able in achieving certain
crucial milestones; such as 15% total reduction in the injury frequency rate, inclusion of
4,003 factories in company’s audit program for understanding the supply chain, 5,228
indigenous employees for achieving major diversity and a total $86.6 million of community
contribution (sustainability.wesfarmers.com.au, 2019). These achievements indicate towards
the success of Wesfarmers in their CSR approaches. It needs to be mentioned that
Wesfarmers takes into account CSR and sustainability as opportunities for driving strong as
well as long-term return on shareholders. At the same time, Wesfarmers has established
certain committees for governing different business activities. On the overall basis, it can be

6ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
said that Wesfarmers has shown their responsibility as well as accountability towards the
CSR activities in an effective manner (sustainability.wesfarmers.com.au, 2019).
On the basis of the above discussion, it is recommended to Wesfarmers that they need
to continue their CSR approach in this same manner since it is majorly effective for covering
the key areas in CSR. This continuation will provide the management of Wesfarmers with
new insight on the development of new CSR strategies for considering broader issues in CSR
as well as sustainability.
Answer to Question 6
The selected first article is “The Promise and Problems of Organizational Culture:
CEO Personality, Culture, and Firm Performance”. The main aim behind the selection of
this article is its relevancy with the topic of Organizational Culture. This article has taken an
attempt to establish empirical connection between CEO personality and culture and the
connecting between organizational culture and objectives for measuring the performance of
the firm. Basically this article explores the impact of organizational culture and CEO
personality on firm’s performance. For this reason, this article is selected (O’Reilly III et al.,
2014).
The selected second article is “The relationship between organizational culture and
quality techniques, and its impact on operational performance” The main reason behind the
selection of this article is its relevancy with organizational culture since this article
investigates whether a company’s organizational culture affects the set of quality techniques
used and whether these quality techniques affects the relationship between operational
performance and organizational culture (Gambi et al., 2015).

7ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
Answer to Question 7
Article 1 – The persons who have high Agreeableness are typically considered as shy,
cooperative and always ready to compromise (O’Reilly III et al., 2014).
Article 2 – “Handfield et al. (1999) investigate the relationships between four quality tool
groups (human resource, measurement, design and discipline tools) and a set of performance
indicators, and demonstrate that quality tool groups affect different dimensions of quality
performance (e.g. defects, scrap rates) and overall firm performance (e.g. market share,
competitive position” (Gambi et al., 2015).

8ARTICLE RESEARCH, ANALYSIS AND ACADEMICS SKILLS
References
Gambi, L. D. N., Boer, H., Gerolamo, M. C., Jørgensen, F., & Carpinetti, L. C. R. (2015).
The relationship between organizational culture and quality techniques, and its impact
on operational performance. International Journal of Operations & Production
Management, 35(10), 1460-1484.
Group, D. (2019). 2018 Wesfarmers Sustainability Report released . Wesfarmers.com.au.
Retrieved 17 April 2019, from
https://www.wesfarmers.com.au/util/news-media/article/2018/09/16/2018-
wesfarmers-sustainability-report-released
O’Reilly III, C. A., Caldwell, D. F., Chatman, J. A., & Doerr, B. (2014). The promise and
problems of organizational culture: CEO personality, culture, and firm
performance. Group & Organization Management, 39(6), 595-625.
Sustainability.wesfarmers.com.au. (2019). WESFARMERS SUSTAINABILITY REPORT
2018. Retrieved 17 April 2019, from
https://sustainability.wesfarmers.com.au/media/2467/sustainability_website_2018.pdf
Walker, B., & Soule, S. (2017). Changing company culture requires a movement, not a
mandate. Harvard Business Review, 2-6.