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Organizational change is tough and challenging. However, as soon as the change has been made and it is successful, there's one last step that is needed, which will be institutionalizing the shift. Based on Fernandez and Rainey (2006), this can be where workers learn and establish new behaviours and leaders institutionalize them in order that new patterns of behavior become the norm. This has also been referred to by Cummings and Worley (2009) as refreezing from Lewin's three phase change model where refreezing is to earn the new clinic routine. Therefore, institutionalization is an equally significant part a change program to keep longer term achievement. An instance of an organization that has institutionalized structural change in their organization is Hewlett-Packard. Institutionalization Framework According to Cummings and Worley (2009) there's an institutionalization framework that will affect an organization achievement in change programs. First there are the organizations characteristics and the intervention characteristics. These two factors then influence the institutionalization process that may be measured by the signs of institutionalization (Cummings & Worley, 2009). Organizational Attributes There are three main features that have congruence, equilibrium of environment and technologies and unionization (Cummings & Worley, 2009). Unionization was not a problem for Hewlett-Packard, but congruence and stability were. Congruence is how well the intervention is thought to be aligned with the company's managerial structure and culture (Cummings &Worley, 2009). This was an issue for Hewlett-Packard when they shifted from 50 autonomous merchandise divisions which were decentralized to a centralized com...