At what level of change do structure and culture belong?

The classification of structure and culture in organizational change typically falls under a specific level, reflecting deeper complexities. In this context, structure relates to the formal arrangements of roles and responsibilities within an organization, while culture encompasses the shared beliefs, values, and practices that influence how members of the organization interact and perform their tasks.

At Level 1, the focus tends to be on more superficial or operational changes, such as processes, technologies, or tasks. These changes are more about day-to-day activities rather than the foundational elements that shape an organization. When organizations embark on transformation efforts that impact structure and culture, they are addressing fundamental aspects that determine how the organization functions at a core level, which generally corresponds to higher levels of change.

Understanding this hierarchy helps highlight the profound implications that changes in structure and culture have on the organization as a whole. It illustrates that while operational adjustments are essential, transformations in culture and structure are often required for creating sustainable change that aligns with long-term strategic goals. Thus, they are categorized at a deeper level of organizational change, beyond the immediate and surface-level modifications.