一个公司的团结、忠诚、身份和方向是由它的组织文化决定的。组织文化是指企业的信仰、意识形态和价值体系(Awad et al.， 2013)。民族文化是界定个体组织文化的一个重要方面。
员工的抗拒由公司管理和处理。他们需要开发创新的方法来处理问题，作为个人和他们的需求是独特的(Waddell et al.， 2011)。有人说，当人们害怕失去一些重要的东西时，他们会抵制改变，而不是抵制改变。联盟公司没有正确处理抵抗和文化变革。这就是为什么他们的员工没有达到目标。
根据Hofestede文化矩阵，提出了了解民族文化的六个重要变量。个人主义vs集体主义，权力距离指数，长期取向，放纵，男子气概指数和不确定性规避是考虑的一些变量(Minkov & Hofstede, 2012)。在澳大利亚，人们被发现更加个人主义。权力距离指数和男性化程度较高。他们不担心长期的因素，一般都很宽容。研究发现，韩国人的态度更加集体主义。例如，如果整个团队都得到奖励，并且权力距离指数更高，他们的表现就会更好。在这些团队之间工作时，应该对民族文化有更多的了解(Moran et al.， 2014)。公司应该开发出一种独特的组织文化范式，以培育两种国家文化的概念。应该有一个更好的管理结构，以发展对文化的理解。应该提供文化培训，让人们了解其他文化。这将增进人民之间的个人关系。
Unity, loyalty, identity and direction of a company are determined from its organizational culture. The organizational culture refers to the beliefs, ideologies and value system of the companies (Awad et al., 2013). The national culture is an important aspect that defines the individual organizational culture.
The employee resistance should be managed and handled by the companies. They need to develop innovative ways to deal with the issues as individuals and their needs are unique (Waddell et al., 2011). It has been said that the people do not resist change rather they resist change when they fear they will lose something importance. Alliance Inc did not handle the resistance and culture change properly. This is why they employees were not meeting objectives.
Economic factors, uncertainty issues, threats of losing job and inconvenience have been the factors that impede progress during change management. People started to fear that they would lose their job when Alliance Company formed a joint venture with the South Korean company. The employees started to fear over the uncertainty and worried about their economic future. The employees felt that their current qualifications were not sufficient and wanted the company to have its previous objectives. They were even more inconvenience when working with the South Korean team.
According to Hofestede culture matrix it states six important variables to understand about the national culture. Individualism vs collectivism, power distance index, long term orientation, indulgence, masculinity index and uncertainty avoidance are some of the variables considered (Minkov & Hofstede, 2012). In Australia the people are found to be more individualistic. The power distance index and the degree of masculinity of the people are found to be higher. They did not worry about the long term factors and were generally indulgent. South Korean people were found to be more collectivistic in their approach. For examples they functioned better if the whole team was rewarded and the power distance index was found to be higher. When working between these teams there should have been more understanding of the national culture (Moran et al., 2014). The company should have developed a paradigm of a unique organizational culture that fosters the notions of both national cultures. There should have a better construct of the management to develop understanding of the cultures. The culture training should have been provided to the people to understand the other culture. This would have increased inter personal relationship between the people.