ABSTRACT
Organisational culture has taken on increasing importance in analyses of technological and organisational change management. On one level we would agree that culture is an important element of understanding change. However, given our presentation of cultural dynamics in Chapter 1, we do not see the significance of culture as coming from attempts to control or direct it as a tool of change management. Instead the focus needs to be on how culture is lived and enacted by organisational actors (including central actors) during their dayto-day life and during change.
