1.

Communication and Transparency | Implementing transparent communication channels and

regular updates to employees about the changes in the organizational culture will help in
gaining their trust and understanding. This will also allow for open dialogue and feedback,
creating a more inclusive and collaborative culture.

2.Leadership Development | Investing in leadership development programs to equip managers

and executives with the skills and mindset needed to lead and support the cultural
transformation. This will ensure that the change is effectively cascaded throughout the
organization.

3.Employee Involvement | Involving employees in the change process by seeking their input, ideas,
and participation in decision-making. This will create a sense of ownership and commitment to the
new culture, leading to higher levels of engagement and motivation.

4.Recognition and Rewards | Introducing a system of recognition and rewards that align with the
desired cultural values, such as innovation, collaboration, and agility. This will incentivize employees
to embrace and embody the new culture.

1. 5. Training and Development | Providing training and development opportunities that focus on
the skills and behaviors required to thrive in the new culture. This will ensure that employees
have the necessary capabilities to adapt and contribute to the cultural shift.

2nd solution

1. Assessing the Current Culture: Understanding the existing organizational culture at PTCL and
identifying areas that require change, in alignment with the company's vision and mission.
2. Setting Change Goals: Clearly defining the objectives and expected outcomes of the cultural
transformation to ensure that the change effort is aligned with the organization's long-term
goals.

1. Involving Experienced Individuals: Engaging experienced individuals from within and outside the
organization to lead and support the cultural change process, ensuring that the transformation
is guided by expertise and insight.

2. Including Employees in Changes: Actively involving employees in the change process, seeking
their input and participation to ensure that the new culture resonates with the workforce and
gains their support.

3. Expecting Problems and Being Ready to Tackle: Anticipating potential challenges and resistance
to the cultural change and preparing strategies to address and overcome such obstacles.

4. Involving Experienced Individuals: Engaging experienced individuals from within and outside
the organization to lead and support the cultural change process, ensuring that the
transformation is guided by expertise and insight.
5. Including Employees in Changes: Actively involving employees in the change process,
seeking their input and participation to ensure that the new culture resonates with the
workforce and gains their support.
6. Expecting Problems and Being Ready to Tackle: Anticipating potential challenges and
resistance to the cultural change and preparing strategies to address and overcome such
obstacles.