Evaluate the importance to HBG of developing a change culture in order to implement Eusebio's four strategic changes (lines 46 to 49).

Mark scheme

Marking points from the official mark scheme (May/June 2020). The mark or mark type is shown in brackets.

1. [Knowledge] Culture means the values and beliefs of an organisation – especially senior management. Culture of change means encouraging and facilitating strategic change in an organisation
2. [Knowledge] Implementation means putting into effect strategic change
3. [Knowledge] These changes will affect employees – opportunities but also potential threats
4. [Knowledge] Change can be promoted through: Clear mission statement and sense of direction
5. [Knowledge] Change can be promoted through: Employee involvement
6. [Knowledge] Change can be promoted through: Team working / project champions
7. [Application] Eusebio wishes to make significant changes to the operation and structure of HBG
8. [Application] Employees consulted about organisational change
9. [Application] Reference to strategies that HBG is implementing e.g. CSR
10. [Analysis] Proposed changes to culture and operations require employees to be flexible and adaptable if they are to be successful. Opposition from employees will undermine the changes
11. [Analysis] A strong culture can facilitate successful strategy implementation. Where employees share common values that can energise people to promote successful strategy implementation
12. [Analysis] Need for trust to be established so that change is not feared
13. [Evaluation] Difficulty of developing a change culture – HBG is a social enterprise and bureaucratic, culture may have been unchanged for last 50 years