Which are the three strategies for amending organizational culture?

• A. Recruitment; Hiring; Retention
• B. Recruitment; Training; Evaluation
• C. Recruitment; Hiring; Promotion
• D. Hiring; Retention; Leadership

Answer: (A)

Culture is shaped by the people inside the organization, so the most direct ways to amend it are through how you attract, choose, and keep employees. Recruitment matters because it sets the pool of candidates who enter with certain values and norms. By clearly signaling the desired culture in job descriptions, sourcing, and screening, you attract individuals whose beliefs and behaviors align with that culture.

Hiring matters because it turns those signals into real people who will model the expected norms. A careful selection process—using structured interviews, behavioral questions, and situational assessment—helps ensure new hires genuinely fit the culture and can behave in ways that reinforce it from day one.

Retention matters because keeping aligned people long enough to influence ongoing practices and routines solidifies the culture. Effective retention strategies—development opportunities, recognition, and a supportive work environment—reward the behaviors you want to see and prevent drift that can happen when valued members leave or disengage.

Other options mix in elements like evaluation, promotion, or leadership. While these influence culture, they’re less about the trio of mechanisms that consistently shape who is in the organization, how they’re chosen, and how long they stay, which are the core levers for amending culture.