On the other hand, the partners could not see any problems happening, because we have the ability to solve all problems. All employees have gained experience in solving the problem, but partners continue to make the same mistake. Partner resistance to changing work environment managed Asian style organization. However, since they do business in America, they need to combine American culture with business concepts. The same thing happened to the internal company; in Asian culture, most employers would like to save human resource costs, they hire fewer people to do many things, we do the same thing, but it's really inefficiency, especially this company opens more than twenty stores now.In the days In today's workplace, organizational culture is full of power and challenges. A culture that supports tactical and operational objectives can stimulate performance and foster innovation and differentiation (Brown, 2014 p.65) (F., 2014). The idea of ​​organizational culture has its fundamental roots in culture theory. From the journal “A Configuration Model of Organizational Culture” we learn that organizational culture, as a construct separable from social culture, has been the subject of research for many years and different models can be found in different disciplines (Dauber, Fink & Yolles, 2012) . Basically, organizational culture can be defined by three categories which are “dimensional approach, interrelated structure approach and typological approaches” (Dauber, Fink & Yolles, 2012). The dimensional approach focuses primarily on the empirical measurement of organizational culture along an equilibrium that can be linked to other, often dependent, variables of interest. Interrelated structure approaches focus on linking the concept of organizational culture to other constructs or ch...... middle of paper ...... program may be dismayed by the seemingly slow pace at which the vicissitude, or, after being involved in diagnosing dilemmas, they may be inundated with the variety and magnitude of the dilemma (Brown, 2014 p.125). In addition to the driving forces of change, implementations of any OD change program must take into account the restraining forces of change. Transmutation supporters may assume that everyone will actively support transmutation because its goals are useful, but sometimes this is not what happens. Because change always alters the status quo, managers should anticipate some employee resistance and plan for this eventuality in the vicissitude strategy. Management's inability to gain acceptance of proposed changes can be one of the most important obstacles to an OD change program (Brown, 2014 p..126).