Organisational culture plays a crucial role in shaping a company’s success and its ability to undergo transformation. A positive and supportive culture can foster a motivated and engaged workforce, while a negative and resistant culture can stifle growth and innovation. In this article, we will explore the impact of both good and bad organisational culture on organisational transformation, highlighting the key differences and the real-life examples of the effects on companies. Understanding the impact of culture on transformation is essential for organizations looking to drive change and achieve their goals.

Good Organizational Culture

Alignment of Values and Goals

A strong organizational culture can help align the values and goals of all employees, leading to a shared sense of purpose and direction. This helps to create a supportive environment where everyone understands the changes that need to be made and is working towards the same outcome. For example, a company that values innovation and customer satisfaction will have a culture that fosters these values, allowing employees to better understand the importance of change and how it fits into the bigger picture. Patagonia demonstrates this point very well. The outdoor clothing company has a strong commitment to environmental sustainability and corporate responsibility. This commitment is reflected in all aspects of the company, from its products to its internal practices. This alignment of values and goals has helped to create a strong and cohesive company culture that drives success.

Encourages Open Communication

A good organizational culture promotes open and transparent communication between employees, encouraging them to share their thoughts, ideas, and concerns. This helps to create a more inclusive environment, where everyone feels heard and valued, and is able to contribute to the transformation process. For instance, a company that values employee input and actively listens to feedback will see a more engaged workforce, which in turn will lead to better buy-in and a smoother transition. A good example of this is W.L. Gore. The manufacturer of Gore-Tex and other high-performance materials has a flat organizational structure and encourages open communication between employees at all levels. This has helped to foster a culture of collaboration and innovation that has driven the company’s success.

Supports Personal and Professional Development

A strong organizational culture also supports employee growth, both personally and professionally. This creates a culture of continuous improvement, where employees are encouraged to learn, grow, and evolve with the company. This not only benefits the individual but also the company as a whole, as it ensures that the workforce is equipped with the skills and knowledge needed to drive change and stay ahead of the curve. Amazon is known for its investment in employee training and development. From offering paid training programs to providing opportunities for career advancement, Amazon is committed to helping its employees grow both personally and professionally. This has helped to create a highly motivated and engaged workforce that drives the company’s success.

Bad Organizational Culture

Resistance to Change

A toxic organizational culture can actively resist change, causing employees to be disengaged and unproductive. This is because employees are often more focused on maintaining the status quo, rather than embracing new ideas and ways of doing things. This type of culture can lead to a lack of buy-in from employees, making it difficult to drive transformation and leading to high levels of resistance. For example, a company that values stability and security over innovation will struggle to implement new ideas and processes, making it more difficult to drive change. Blockbuster was slow to respond to the changing landscape of the video rental industry and was unable to adapt to the rise of online streaming. This resistance to change ultimately led to the company’s decline and eventual bankruptcy.

Poor Communication

A negative organizational culture can also result in poor communication, leading to misunderstandings, misinterpretations, and a breakdown in relationships. This can result in a lack of trust and a lack of cohesion, making it difficult for employees to work together effectively and achieve common goals. For instance, a company that values secrecy and competition over collaboration will struggle to create an environment where employees feel comfortable sharing their thoughts and ideas, making it more difficult to drive change. The once dominant retailer Sears has struggled to keep up with the changing retail landscape and has been unable to compete with online giants like Amazon. One of the key factors contributing to its decline has been poor communication and a lack of transparency between management and employees. This has led to low morale and lack of motivation among employees.

Inadequate Support for Personal and Professional Development

Finally, a toxic organizational culture can also fail to support employee growth and development, leading to a lack of skills and knowledge within the workforce. This can result in employees feeling unvalued and unappreciated, making it difficult to retain top talent and drive change. For example, a company that values present performance over future potential will struggle to attract and retain top talent, making it more difficult to drive change and innovate. Despite being an industry leader in the film and photography industry, Kodak’s inability to adapt to the digital era led to its downfall. The company was slow to invest in employee training and development and failed to provide the necessary resources and support for employees to adapt to the changing industry. This ultimately led to the company’s decline and eventual bankruptcy.


Organizational culture can have a significant impact on the success or failure of an organizational transformation. A strong, positive culture that supports change and employee development can lead to a more engaged workforce and a smoother transition. On the other hand, a negative culture that resists change and fails to support employee growth can result in disengagement, resistance, and ultimately, failure. It is crucial that companies pay close attention to their organizational culture, and work to create a supportive, inclusive environment that fosters innovation, growth, and success.

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