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Lower level management and their floor workers “go along” with the change, but expect everything to go back to its original ways (Linstead 2004, p.107). This managing of change is difficult to embrace as people initially react positively to the change. The adjustment causes a stir within all levels of the workforce as they come to accept the new change, although soon realize the reality of those changes might not impact their wages and/or job stability they then tend to “forget” the new culture. This rift of managing cultural change is difficult to understand. On the outside, top management feels the excitement in the air as not only going to help the firm financially; that could be its short term mission and goal, but also the enthusiasm could be more of a misrepresentation of the tangible view that most culturally enthused organizations are aware of...
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