This Annotated Bibliography consists of 10 scholarly articles that support the research of Cultural Standards That Facilitate Organizational Change. It will show how these articles support the research, through Norms, Organizational Communication, Culture, Change, and Leadership, by using references, and summaries. An organization has to have Proper structure, education, and change in order to succeed. The norms, beliefs, and shared values are the backbone of an organization’s culture, which influences thinking, feelings, and behavior of employees, and the annotated bibliography will demonstrate its support of this research. Annotated Bibliography Law, S. (2009). Learning from employee communication during technological change. Journal of Workplace …show more content…
This study uses the design/methodology/approach to analyzed 3 categories of data, the responses to written and oral questions, observational field notes, and organizational documents. Additionally, 2 interpretive approaches also existed, grounded theory and qualitative content analysis, by using the Burkean pentad to examine change it was found that during technological change strategic storytelling may perhaps offer a stage for understanding the benefits of change. This research study supports Cultural Standards That Facilitate Organizational Change by outlining the prospect of learning from strategic storytelling during a change. The Cultural Standards That Facilitate Organizational Change study was supported by 3 tools: innovative ways to learn, distillation and documentation, and visual representation. Lewis, L. K. (1999). Disseminating information and soliciting input during planned organizational change: Implementers' targets, sources, and channels for communicating. Management Communication Quarterly: McQ, 13(1), 43-75. Retrieved from …show more content…
(1996). A structural analysis of behavior in work situations shared by group members. The Journal of Psychology, 130(4), 371. Retrieved from https://search -proquest-com.ezproxy2.apus.edu/docview/213835780?accountid=8289 The study examines a complex explanation of work norms it suggests that individuals work norms are related to organizational obligations than to occupational gratification. It states that the performances of group participants in the workplaces are generally directed by work norms. There are two elements that are identified in this study, which are working norm (obligation and entitlement) and working attitude (organizational commitment and job satisfaction) which have been examined for concept rationality of its definition and showed that the hypotheses were commonly supported. In this study, it shows work norms are eminent between the two classes of work norms, obligation, and entitlement. Entitlement discusses what an individual expects to obtain or achieve from their employer through employment, such as recognition, fair treatment, and high salary. Obligation, on the other hand, discusses what an individual should contribute to the organization, such as being loyal to the organization, cooperating with other employees, and working