Risk management will help in identifying the risks posed to the Telstra’s assets assets (its durability, its resources and its property). There are generally two categories of assets: financial and nonfinancial. The barriers to changing organizational culture at Telstra are as follows:
Market risk associated with fluctuations in financial markets, and which are distinguished:
• Exchange risk resulting from the volatility of foreign exchange market. This can reduce profits and can make employees insecure.
• Interest rate risk resulting from volatility in interest rates. The employees might resist changing in organizational culture if they feel that the company is in a volatile position.
• Market risk (in restricted sense), which specifically refers to the volatility of the markets in financial instruments such as equities, debt, derivatives, etc. (Lock, 2007)
The barriers to change Reward systems are credit risk resulting from the possibility that one party to a financial contract does not assume its obligations. Changes in the reward system can make the employees feel de-motivated and feel that the company is facing credit risks based losses (Foegen, Solbach, Raak, (2007).
The barriers to changing the fear of loss of status, security, power are liquidity risk and financing, referring to the fact that one party to a financial contract cannot obtain the necessary liquidity to meet its obligations despite the availability of assets, which cannot sell quickly enough and at the right price-and will do so.
风险管理将有助于确定Telstra的资产（它的耐用性，其资源和财产）所带来的风险。通常有两类：金融和非金融资产。在Telstra改变组织文化的障碍如下：
市场风险与金融市场的波动，这是区分：
•外汇风险，外汇市场的波动性。这样可以减少利润，可以使员工没有安全感。
•利率波动导致的利率风险。员工可能会抵制改变组织文化，如果他们认为该公司是在动荡的位置。
•市场风险（在受限制的感觉），具体是指金融工具，如股票，债券，衍生品等市场的波动性（锁，2007年）
改变奖励制度的障碍是信用风险产生的可能性，金融合同的一方不承担其义务。在奖励系统的变化可以使员工感到激励的感觉，该公司正面临着信贷风险的基础的损失（Foegen，Solbach，Raak，（2007年）。
改变亏损状态的恐惧的障碍，安全性，动力是流动性风险和融资，指，1党的金融合同可以不获得的必要的流动性，以满足其义务，尽管的可用性的资产，它可以不卖迅速够了，在合适的价格，将这样做。
