Organizational Change Management Research Paper 2022

Running head: ORGANIZATIONAL CHANGE MANAGEMENT 1
Organizational Change Management
Name
Institution

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Organizational Change Management
Level 3: Basic Assumptions
Basic Assumptions is the last level in Edgar’s theory. According to this level, the culture
of organization can be influenced by the underlying assumptions held by the organization. Apart
from having the tangible, conspicuous, and conscious goals, an organization must have certain
unconscious assumptions. The assumptions are regarded as unconscious because they are hidden
and cannot be seen. This is exactly what happens at to Amazon.
Amazon has some basic unconscious assumptions that are disguised and cannot be seen
or felt by the employees or the other stakeholders within the organization. However, these are
perceptions, feelings, and thoughts held by the individual within the company. The basic
assumptions that are derived from the company’s culture include team work, partnership,
empowerment, innovation, positive customer-experience, and inclusivity. These are the
assumptions that are guiding the company and its employees. The company expects all its
stakeholders to put these assumptions into practice (Hornstein, 2015). For example, Amazon
wants the employees to be team players who are ready to partner with one another and work
together. Everything in Amazon is done in groups. That happens because the company believes
in inclusivity and collaboration (Snihur, 2018). Amazon also expects the workers to be
innovative because it is the only way through which they can meet the demands of the modern-
day customers.
Indeed, Amazon has become successful because of its organization culture. The emphasis
of the company on collaboration, customer satisfaction, and innovation has made it to be the
great company it is today. Team work, partnership, empowerment, innovation, positive

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customer-experience, and inclusivity are the basic assumptions that matter constitute the core
values at Amazon.
Primary and Secondary Embedding Mechanisms
Amazon is an established organization. It has unique set values, perceptions, thoughts,
beliefs and assumptions that define its identity. For the organization to accomplish its potential, it
should make a proper use of it culture. As a multinational, Amazon should be flexible in its
culture. Meaning, it should be ready to change its culture whenever necessary (Snihur, 2018). To
do this better, the company should apply the primary and secondary embedding mechanisms that
Edgar proposed in his theory. Primary embedment is the actions that the leaders take to in the
efforts to change the organization’s culture (Schein, 2015). The primary mechanisms that the
leaders of Amazon should apply, hence, are the employee recruitment, empowerment, and
promotion; resource-utilization; and the overall management of the change processes within the
organization. Apart from this, the change process should be implemented in line with the
secondary embedding mechanisms. The secondary embedments are used as reinforcements
(Alvesson & Sveningsson, 2015). These include the organization’s mission, vision, success
stories, traditions, rituals, procedures, designs, and architecture.
Conclusion
Organizational culture is important. All the organizations should have a well-defined
organizational culture. It means a lot for their success. As a company, Amazon should have its
own unique culture. For the culture to benefit the company as required, it should be flexible
enough to be changed whenever necessary. However, for the change process to be a success, it
must be managed well. Meaning, it should be gradual and implemented by applying relevant

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theoretical frameworks like the Edgar’s organizational culture model. An effective application of
Edgar’s tangible artifacts, conscious, and unconscious values as well as the primary and
secondary embedment, can enable Amazon to succeed in creating a desirable organizational
culture and managing the change process.

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References
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Schein, E. H. (2015). Organizational psychology then and now: Some observations. Annu. Rev.
Organ. Psychol. Organ. Behav., 2(1), 1-19.
Snihur, Y. (2018). Responding to business model innovation: organizational unlearning and firm
failure. The Learning Organization, 25(3), 190-198.