Culture is based on shared values and assumptions of "how" things should be done, while climate is based on shared perceptions of the "way" things are done.
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Q3: Organizational climate is the relatively enduring quality
Q4: According to Lewin's change model, unfreezing involves
Q5: Evaluative objectives are used as the basis
Q6: Force field analysis is particularly useful for
Q7: Identifying possible resistance to the change is
Q9: An organizational culture is considered positive when
Q10: Employees who participate in developing changes are
Q11: According to the change process, once people
Q12: All organizations with clear values that are
Q13: The integration of both people and technology
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