Smith Engineering has done well since transitioning to a team-based structure, winning multiple bids for major projects and even winning an international design competition. Having followed your recommendations, Smith Engineering has put together a series of highly effective teams and has established a reputation in the field for excellent work. Now that Walt has a cadre of trusted project leaders to whom he can delegate the day-to-day work on these major projects, he has begun to focus on larger questions of corporate culture. Walt wants his legacy to outlast him, and he wants the firm to be successful independent of his efforts. To do this, Walt believes he needs to create a corporate culture that supports and amplifies the values of teamwork and collaboration that he has seen create so much success in his firm, as well as the values of creativity and innovation that have enable the firm to distinguish itself in the field. He has asked you to help him develop a culture that supports collaboration and creativity.

• While Walt has espoused the values of teamwork and collaboration, you have noticed that not all of Smiths engineers enact those values. What can Walt do to ensure that the companys espoused values are enacted at all levels of the organization?
• Organizational change is hard. Many employees resist new norms and procedures. What might be some of the obstacles to change that are keeping people from adapting to this new strategy and how can Walt and other leaders address these issues with employees who might be resistant to change?
• As a management scholar, you have learned that conflict can be a healthy and necessary factor in achieving positive organizational results. What are some recommendations you have for Walt with regard to how Smith Engineering might handle conflict among its employees? What kind of culture of conflict would you recommend the team at Smith Engineering strive for?