Q Assignment is about Importance of Ethical, Cultural and Professional Relationships in Implementing Organizational Change Home, - Implementing organizational change in Saudi Arabia The Importance of Ethical, Cultural and Professional Relationships in Implementing Organizational Change in Saudi Arabia Organizational change can be defined as the method using which an enterprise or any business brings about an alteration pertaining to its structure, operational methods, strategies or the functioning system. In most cases, organizational change is brought about due to either internal or external factors that pressurize the organization (Benn, Edwards, & Williams, 2014). The most important aspect for any kind of organizational change is the role that the management has to play in the business processes. As a nation, Saudi Arabia is an indeed conservative one, which ultimately means that any kind of change is essentially met with a certain degree of resistance from the individuals involved with the organization. The country is governed by its own set of traditional values and Islamic principles, and there is a certain degree of homogeneity in the society. Wasta¬ or nepotism is the usual construct in most of Saudi Arabia when it comes to the cultural aspect of any business. Most of the decision-making and the subsequent organizational change decisions are thereby influenced by the same (Algumzi, 2017). Both moral as well as legal acts are constituted by this wasta, even though it is sometimes not given much heed by the recent generations. E5thics have a very important place in Islam and consequently are an integral part of the framework for the implementation of organizational change in Saudi Arabia (Kayed& Hassan,2010). There have been several scandals in both the private and the public sectors, which has increased the need for ethical leadership in the event of change management. When it comes to the cultural aspects of implementing change, it must be noted that Saudi Arabian people are very bureaucratic, and any decision is thus required to undergo several layers of scrutiny and rumination before being finalized. The business organizations follow hierarchical standards in a very strict manner, and therefore the implementation of change can be quite tedious and time-consuming. The overall cultural fabric of the country has low tolerance to change and prefers to avoid risks (AsadSadi& Al-Dubaisi, 2008), which makes it difficult for bringing about any modifications for an enterprise. It can thus be concluded that ethical, cultural and professional relationships have a deep impact when it comes to the implementation of change in organizations in Saudi Arabia. The most important factor for this would be the general conservative atmosphere of the country, which naturally gives way to intolerance for change, especially if the methods involve a certain degree of risk. Ethical behavior is expected from all the workers regardless of their position, and the watertight roles of the organizational hierarchy make it even more difficult to unanimously implement a new or a different system of working. The low level of readiness for risk and the low tolerance of cultural competence impacts the processes to a significant extent.