Which two factors in an inert culture make adapting to change difficult?

In an inert culture, the presence of hierarchical authority can significantly impede the organization’s ability to adapt to change. Hierarchical authority often leads to rigid structures and clear chains of command, which can stifle communication and slow down decision-making processes. This rigidity makes it challenging for organizations to respond quickly to external changes and innovations because information and ideas may need to pass through several levels of management before being acted upon.

An organization dominated by hierarchical authority may foster a culture resistant to change, where employees feel discouraged from voicing new ideas or feedback. This lack of flexibility can lead to stagnation, as the organization becomes entrenched in its existing processes and is slow to recognize or adapt to emerging trends.

In contrast, employee feedback, innovative practices, and team collaboration are elements that typically help organizations thrive in dynamic environments, enabling them to remain responsive and flexible. These factors encourage open communication, creative problem-solving, and the sharing of ideas, which are essential for navigating change effectively. Thus, the presence of hierarchical authority is a primary factor that could hinder an organization’s adaptability in an inert culture.