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When Should A Culture Be Changed As Rapidly As It Can Be Managed?

A. Never, because the actions and behaviors needed to execute the new strategy successfully are well entrenched, and thus are not changeable. B. Changing a culture is among the toughest management tasks and therefore it should not be done hastily for it is natural for company personnel to cling to existing practices and to be wary of new approaches. C. When the leadership at the top wants to establish a new culture that replicates the existing cultural behaviors in meeting the needs of successful strategy-execution. D. When a strong culture is unhealthy or otherwise out of sync with the actions and behaviors needed to execute the strategy successfully. E. When the case for cultural reform is not credible, symbolic nor substantive.
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D. When a strong culture is unhealthy or otherwise out of sync with the actions and behaviors needed to execute the strategy successfully
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