What role should leadership play in working to institutionalize such cultural changes?

I need this by Wednesday April 13 ,2016 at 10:00 am these are 2 discussion question which can be very short. Thanks so much
I need the same writer to complete this assignment 1427555.
Chapter 12 NASA Case Study
Read the end-of-chapter case in Chapter 12 of your text and do Internet research on NASA during both disasters, with particular emphasis on the disasters effects on the culture. Why do you feel it is so difficult to sustain cultural change in a large organization AFTER the immediate effects of a major event like Challenger or Columbia? What role should leadership play in working to institutionalize such cultural changes?

Name of Book: Palmer, I., Akin, G., & Dunford, R. (2009). Managing organizational change. Boston, Mass. 2nd Edition.: McGraw-Hill Irwin.

Here we are looking at TCO H. It’s all about sustaining the change. If we did all of our work properly in the first place, we should be able to sustain the change. That means that the change is sunk into the heart of the organization and a large majority of people are on board and working the change everyday. Without the change being built into the day to day operations it will never sustain over time. There is nothing worse than to spend millions of dollars on a change, such as an enterprize implementation, and find out two years later that very few people are using the software properly, if at all, and there are more problems than before the change started years earlier. Oh, ya, and resistance to the change can come back in different forms and negate the sustainability of our efforts. The Challenger and Columbia disasters are examples of what happens when we can’t sustain change….and in a dramatic way. In your organizations how is change sustained? Is there a change effort and then a few months or years later everything is back to the way it was in the past? What is going wrong? How can it be fixed?
Please answer following question it is only a short answer question
Question 1: In your organizations how is change sustained? Is there a change effort and then a few months or years later everything is back to the way it was in the past? What is going wrong? How can it be fixed

This is the information for question 2

Locate and read the HBR article, Cracking the Code of Change, It can be found through a general search in EBSCOhost, in the Harvard Business Review collection, May-June 2000 issue.

The article identifies two primary types of change that are most prevalent in todays organizational world. Which type (E Change or O Change) do you think is most prevalent and what factors in our society influence that predominance? How can a leader best work toward a synthesis of both types to maximize the effectiveness of each for a successful change initiative?

Question 2: Many of you probably work in the public sector in some way. How does this article apply to change in your organizations? Does anyone see a connection between the E and the O and the OD approach to change? Can you tell a story about your organization and how the E or the O might have been left out of a change? We see many changes where a new software system comes in, for example, and the focus is on reduced costs, faster customer service, etc. But, where is the culture part of the change? It’s there, but it is not on the surface to be seen…but it’s there. Also, go ahead and think about how you can work with these concepts and apply them in a different way in your organization…make up you own theory of change and tell the class about it.

This can also be a very short answer I cant go over 250 words.