How is Kotter’s change model fundamentally classified?

Kotter’s change model is fundamentally classified as both structural and cultural change because it emphasizes the importance of making systemic alterations within an organization while also addressing the underlying cultural behaviors and mindsets that influence how change is received and implemented.

In the model, Kotter outlines steps that involve not only establishing a new organizational framework, such as developing new processes and systems, but also fostering a culture that embraces change. This dual approach ensures that any structural changes made are supported by a cultural shift, which is crucial for sustaining change over time. By emphasizing both aspects, the model provides a comprehensive strategy for realizing effective and lasting change within organizations.

The other options imply a limitation to either structural or cultural aspects, or a complete detachment from both, which fails to capture the holistic nature of Kotter’s approach to change management.