How do cultural contexts influence organisation development (OD) interventions? Can OD practitioners adapt traditional OD approaches to different cultural contexts? How? Use examples.
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Q18: In low-context cultures, knowledge of local mannerisms,
Q19: To reduce resistance to change, the organisation
Q20: The habit of following common procedures and
Q21: Applying organisation development (OD) in different countries
Q22: The initial excitement and activity of changing
Q24: Cooke's six reasons for employees to resist
Q25: How does the cultural value 'individualism' impact
Q26: Drawing on your experiences of change efforts,
Q27: Genuine resistance may be the result of:
A)fatigued
Q28: What cultural preferences reflect the value of
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