Cultural change can occur from any number of events that include diffusion, acculturation, innovation, new technology (new inventions), new discoveries, or contact with other cultures (Steward, 1990). Barnett (1953) proposed that cultures change to a process of innovation which represented an overall process of change in mental constructs. Other theorists have posited that cultural change comes about due to such processes as natural disasters, colonization or war, changes in communication, and trade or exchanges between different cultures (Inglehart & Welzel, 2005). Perhaps the most complete description of the processes that affect cultural change comes from ochon (1998). ochon posited that cultural change can occur as a result of a change in values. There are three general processes of change that can stimulate a change of values in cultures (ochon, 1998):
A conversion of values such as was seen in the last half of the 1900s when views on homosexuality changed in…...
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References
Barnett, H.G. (1953). Innovation: The basis of cultural change. New York: McGraw-Hill.
Inglehart, R., & Welzel, C. (2005). Modernization, cultural change, and democracy: The human development sequence. Cambridge: Cambridge University Press.
Richerson, P.J., & Boyd, R. (2008). Not by genes alone: How culture transformed human evolution. Chicago: University of Chicago Press.
Cultural Change Within an Organization
The concept of culture, adopted from the Anthropology field has many definitions depending upon the perspective is defined from. Shafritz and Ott (1992) write that there are many meanings applied to culture and "when the term 'culture' is paired with the term 'organization' resulting is a "conceptual and semantic confusion." p. 492 Networks within the organization are not of the future indeed, for networking within organizational structure is the reality of right now or as stated by Linpnack and Stamps (1994) and cited by Agranaoff (2006) "the age of the network" has arrived. In fact, stated is the fact that networks are even supplanting the traditional hierarchy and markets. (paraphrased: Powell, 1990 cited y Agranaoff, 2006) and public managers "are enmeshed in a series of collaborative horizontal and vertical networks (Agranaoff and McGuire, 2003) and finally it is stated by Agranaoff who cites O'Toole (1997) is…...
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Bibliography
Agranaoff, Robert (2006) Inside Collaborative Networks: Ten Lessons for Public Managers." Public Administration Review; Dec 2006; 66 AIB/INFORM Global p. 56. Articles on Collaborative Public Management.
Cooper, T.L; Bryer, T.A. And Meek, J.W. (2006) Citizen-Centered Collaborative Public Management Public Administration Review in December 2006.
Kearney, R., and Berman, E. (1999). Public Sector Performance: Management, Motivation, and Measurement. Westview Press, Inc.
Lipnack, J and Stamps, J (1994) Regional Autonomy and State Paradigm Shifts. Regional and Federal Studies 10(2):10-34.
ar Influencing Social and Cultural Change
Social and cultural changes are important determinants of any society. Philosophers have put extensive amount of time and energy in examining how the social and cultural changes have occurred from one time to another. Gordon ood, Robert ood, and Modris Eksteins have considerably depicted in their books that war has acted as an important catalyst for social and cultural change in the society. Their viewpoints are similar but contradictory at the same time.
ar as a source of change
Gordon ood talks about the early twentieth century and analyzed the world trends starting form 1760, and had paid particular emphasis on the early nineties, which according to him have instigated change in intellectual though to happen. ood indicates that while there has been no revolt or overthrow of the elite by the working class people, there has been a steady and quiet revolution in people's intellect and…...
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Works Cited
Eksteins, Modris. Rites of spring: the Great War and the birth of the Modern Age. New York: Houghton Mifflin Company, 2003.
Wiebe, Robert H. The Search for Order, 1877-1920. Canada: HarpercollinsCanada, 1967.
Wood, Gordon S. The Radicalism of the American Revolution. Toronto: Vintage Books, 1993.
Culture Shift
There is something to be said for the idea that an excessive focus on culture and what makes people different is at some point counterproductive and less than conducive to progress. However, the ignorance of culture and differences between people is fairly to very unwise and it should also be kept in mind that having a strong, defined and proper company culture is necessary for a firm to operate and exist in the proper way. With that in mind, there are times and situations where a culture shift within an organization is required to restore or regain cultural and business continuity for all involved. While upholding the proper amounts of cultural sensitivity can be taxing and expensive, there are situations where it is needed and the proper models to create and shape the same should be used.
Analysis
As noted in the introduction, there is often the need for a cultural…...
In this case the example of the economic life of the Trobriand Islanders has been taken and they are a tribal group living on a coral archipelago near the north east coast of New Guinea. This tribal group is like other South Sea Islanders of the Melanesian origin, and they have a well developed method of chieftainship, an excellent ability in different crafts and an excellent level of art. They are certainly not savages. According to general measures of culture they are representative of one level but certainly inferior to the tribes of Polynesians, North American Indians, Africans and Indonesians. Yet even they are well organized in terms of economics. The chief in the Triobrands had general rights over all the land in the area, and within the district. This gives him a title of master, and accordingly he is able to exercise some rights like deciding…...
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References
Malinowski, B. The Primitive Economics of the Trobriand Islanders. Economic Journal. volume 31, 1921, pp. 1-16. Retrieved from Accessed on 21 May, 2005http://www.ecn.bris.ac.uk/het/malinowski/prim
Kurland, Norman G; Greaney, Michael D; Brohawn, Dawn K. The Just Third way: A New Vision for Providing Hope, Justice and Economic Empowerment. Presented at the press conference on "The Third Way: Is It For Real?," held at the National Press Club, Washington, D.C., September 10, 1998 and at a Regional Symposium on Globalization sponsored by the Caribbean Development Bank and the Caribbean Congress of Labor, August 31-September 4, 1998. Retrieved from Accessed on 21 May, 2005http://www.cesj.org/thirdway/paradigmpapers/pressclub-nkmgdb-ppr.htm
Texaco, Inc. Case
Texaco, Inc. is a multi-billion dollar corporation that produces petroleum, oil, gasoline and asphalt. Founded in 1901, Texaco's growth expanded into the automobile industry in the 20th century, at which time the company focused on international production and marketing.
Ethics, the morals, values and beliefs of person has become a conflict in the workplace because it has been ignored. When those values take a back seat to the betterment of an organization, the lack of respect, greed and stereotypical attitudes present an unhealthy work environment.
In 1996, while in the midst of expanding its conglomerate, Texaco confronted with negative publicity, addressed the issue that shed a negative image on the company. As a result of racist comments and behavior conducted by its employees and management, Texaco became involved in a lawsuit that settled in the amount of $175 million. This is noted as the largest settlement of this magnitude.
This may be a complex task requiring detailed input from all levels. He also says that the company's mission and corporate values should be clearly articulated (Drummond, 2003). He also recommends that the final plan be written down clearly so that everyone has a roadmap to help in times of change.
As Seijts (2004) says, "The true test of leadership is being able to take people in a direction where they would not go on their own." That journey will be most successful when everyone knows where they are going and why, and when they have clear guidelines, exactly what they have to do to help bring the needed cultural changes about.
ibliography
Drummond, Carl N. 2003. "Strategic planning for research administration (Case Study)." Journal of Research Administration, July.
McClenahen, John S. 2005. "Restoring Credibility." Industry Week, February 1.
Seijts, Gerard H. 2004. "Walking on water or sinking without a trace? Six behaviours that…...
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Bibliography
Drummond, Carl N. 2003. "Strategic planning for research administration (Case Study)." Journal of Research Administration, July.
McClenahen, John S. 2005. "Restoring Credibility." Industry Week, February 1.
Seijts, Gerard H. 2004. "Walking on water or sinking without a trace? Six behaviours that describe strong crisis leaders." Ivey Business Journal Online, November.
Because of the degree of entrenchment, cultural change is often a slow process but it can also make the change process easier if the culture and the desired change are aligned. At Wal-Mart, the culture is strong, and supports the company's change initiatives. This makes it easy for Wal-Mart to implement new strategies that improve its business.
Another throughput that facilitates or resists change is financial capital. Rarely does money spur change, but the lack of it can make change difficult and a surplus of it can make change easy. Wal-Mart is a well-financed company. This has made many of their change initiatives, from the introduction of Supercenters and Sam's Club to overseas expansion much easier. These types of change initiatives can be difficult, since it involves introducing new ways of doing business and new national cultures to the organization. But for Wal-Mart, their financial clout has allowed them to…...
This feeling of anger and resentment is effectively illustrated through the conflict between Abner and the Negro, De Spain's helper.
In this conflict, Abner is seen resisting the Negro's attempt to stop him from trespassing De Spain's home. Evidently, the Negro's status in life is much better than Abner, who has to toil very hard in order for him and his family to survive everyday. This fact infuriates Abner, and his resentment against the Negro's condition in life is reflected in his hateful statement about his poverty and De Spain's seemingly unfair status as a wealthy man: "Pretty and white, ain't it?...That's sweat. Nigger sweat. Maybe it ain't white enough yet to suit him. Maybe he wants to mix some white sweat in it" (175). This statement is Abner's own way of protesting against his condition in life, a bitterness that reflects not only class conflict between the wealthy and…...
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Bibliography
Fox, R. (1998). A companion to American thought. MA: Blackwell Publishers.
Horton, M. (2000). "Balzacian evolution and the origin of the Snopeses." Southern Literary Journal, Vol. 33, Issue 1.
Kartiganer, D. (1997). Faulkner in cultural context. Mississippi: University Press of Mississippi.
Krevling, M. (1998). Inventing Southern literature. Mississippi: University Press of Mississippi.
"9.8% in urban areas; substantial unemployment and underemployment in rural areas; an official Chinese journal estimated overall unemployment (including rural areas) for 2003 at 20% (2004 est.)" (CIA orld Factbook "China") the occupation breakdown for the nation is also rather simplistic, with a large protion of the population still being engaged in agricultural industries: "agriculture 49%, industry 22%, services 29% (2003 est.)" (CIA orld Factbook "China")
Cultural habits of China are relatively universal as the nation has relatively few national minorities and limited immigration from other nations due to its communist legacy. The majority ethnic group Han Chinese constitutes 91.9% of the total population with the significant minorities including Zhuang, Uygur, Hui, Yi, Tibetan, Miao, Manchu, Mongol, Buyi, Korean, and other nationalities, constituting only a total of 8.1%. There is though a significant social and cultural disparity between urban and rural populations. Urban China is relatively modern, with many conveniences…...
" Change must therefore be accomplished by the institution of a strong leadership of just a single individual (Kotter,1996,p.25) .In this case, the person was Ghosn. Change however requires a special team of leaders as well as managers who have a common goal that is communicated succinctly by the team leader. Ghosn therefore "walked the talk" since his leadership style which was transformational, brought real change to the organization.
Conclusion
It is important to note that for any organization to succeed, a balance must be struck between leadership and the management. This is because there can never be any form of transformation without a true leader. All successful organizational transformations are only achieved via the right mix of leadership and management.
eferences
Baggaley, B. 2006. Using strategic performance measurements to accelerate lean performance. Cost Management (January/February): 36-44
Cloud, C (2010). Epilogue: Change leadership and leadership development. New Directions for Community Colleges; Spring2010, Issue 149, p73-79,
Elving,…...
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References
Baggaley, B. 2006. Using strategic performance measurements to accelerate lean performance. Cost Management (January/February): 36-44
Cloud, RC (2010). Epilogue: Change leadership and leadership development. New Directions for Community Colleges; Spring2010, Issue 149, p73-79,
Elving, W, JL (2005) "The role of communication in organisational change," Corporate Communications: An International Journal, Vol. 10 Iss: 2, pp.129-13
In that sense, Wilkoff (1995, as cited by Weick & Quinn, 1999) reports on her attempts to intervene between two companies that had fused together in an unsuccessful mergence. The actors of the various companies persistently disagreed due to cultural differences in mindset, whereupon the consultant, recognizing this, changed her strategy. he began meeting with each actor separately and explaining the other's performance from his or her particular cultural assumptions. In this way, once each had understood the other, could both meet together and the mergence actually become effective. In a similar way, says chein, can change be best implemented when the leader is willing and able to looking into, work with, and attempt to understand other cultural patterns. History is change. Change necessitates working with and understanding the heterogeneity of cultures that constitute the world. A leader who does this becomes flexible to the change dynamic and can best…...
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Sources
Bartunek JM. 1993. The multiple cognitions and conflicts associated with second order organizational change. In Social Psychology in Organizations: Advances in Theory and Research, ed. JK Murnighan, pp. 322. 49. Englewood Cliffs, NJ: Prentice Hall
Beer M, Eisenstat RA, Spector B. 1990. The Critical Path to Corporate Renewal. Boston, MA: Harv. Bus. Sch.
Brand, a. (1990). The Force of Reason: An Introduction to Habermas, London: Allen & Unwin.
Crawford, Amy. "The Swamp Fox." Smithsonian.com. ( smithsonianmag.com/history-archaeology/biography/fox.html)http://www.
We now have the means to study the evolution of the human genome more closely than ever in the past. One of the key ideas presented by the authors is the idea of transmission fidelity. This means that culture can act as an inheritance system, promoting the transmission of certain genetic traits in a predictable fashion. This type of cultural inheritance results in distinct societies that not only share the same cultural traits, but also share similar genetic traits as well. In the past, geography and proximity to others was a factor in this process as well. Richerson, oyd, and Henrich (2010) concluded that cultural evolution and biological evolution occur simultaneously. They also suggested that cultural evolution had a significant influence on biological evolution.
This research supports the supposition that cultural evolution has a significant effect on biological evolution. This research focused on cultural evolution, as opposed to placing the…...
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Bibliography
Bell, A. And Richard McElreath. Culture rather than genes provides greater scope for the evolution of large-scale human prosociality. PNAS 106 (2009): 17671-17674.
Boyd, R. And Peter Richerson," Gene-culture coevolution and the evolution of social institutions." In Better than Consciousness? Decision Making, The Human Mind, and Implications for Institutions. Edited by Christoph Engel and Wolf Singer. MIT
change based on the type of change?
Yes, the approach to implementing change must be highly determined and dependent on the type of change being attempted. There are multiple examples of how best to design, implement and manage a successful change management program based on the level of cultural (Patel, Patel, 2008), knowledge-based (Maurer, 2011) and procedural (Franken, Edwards, Lambert, 2009) change further supports this point. The extent and severity of the change must also take into account the level of task ownership possible for each of those most affected by it, allowing for full autonomy, mastery and purpose of tasks and roles (amsey, 2010). The tailoring of autonomy, mastery and purpose to the specific change management requirements of a given situation or strategy must also take into account the cultural expectations, norms, values and set of beliefs everyone involved faces as well (amsey, 2010).
The type of change will also…...
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References
Jeffrey H. Dyer, and Kentaro Nobeoka. 2000. Creating and managing a high-performance knowledge-sharing network: The Toyota case. Strategic Management Journal: Special Issue: Strategic Networks 21, no. 3, (March 1): 345-367.
Arnoud Franken, Chris Edwards, and Rob Lambert. 2009. Executing Strategic Change: Understanding the Critical Management Elements that Lead to Success. California Management Review 51, no. 3, (April 1): 49-73.
Maurer, R.. 2011. Why Most Changes Fail. The Journal for Quality and Participation 34, no. 2, (July 1): 17-18.
Taran Patel & Chirag Patel (2008): Learning cultures for sustained innovation success, Innovation: The European Journal of Social Science Research, 21:3, 233-251
Chaos theory states that change represents a contemporary corporate model which is best suited to the advanced corporations of the current era. The theory understands the fact that change is unavoidable, but that forecasting its trajectory and time is hard (Taneja, 2013). Mergers, acquisitions, governmental takeovers and liquidations, which are ever more frequently observed, all support chaos theory premises. Akin to chemistry, organizational change may be classified as organic (flowing from an existing process) or inorganic (entirely different) (Wong, 2016).
A Discussion That Assesses the Factors That Contribute to The Organic Evolution of Change
Just like in the case of living beings, an effective institution realizes the important aspect that the totality is always greater than its individual components' sum, that diverse areas must undergo organic growth and change, and that diverse groups must develop and adjust at their own pace (Oner, Benson, & Beser, 2014). As organic evolution necessitates a different…...
Essay Topic 1: The Evolution of Feminist Thought: From Suffrage to Intersectionality
Trace the historical trajectory of feminist thought, from the early suffrage movement to contemporary intersectional feminism. Analyze the shifting definitions and goals of feminism over time. Examine the impact of social, political, and economic factors on feminist ideologies.
Essay Topic 2: The Intersectionality of Feminism: Identity, Power, and Oppression
Explore the concept of intersectionality and its significance within feminist theory. Discuss how race, gender, class, sexuality, and other identities intersect to create unique experiences of oppression and empowerment. Analyze the ways in which intersectionality challenges dominant feminist narratives and....
Outline for an Essay on "The Causes and Consequences of Migration in Trinidad and Australia"
I. Introduction A. Hook: Begin with a captivating statistic or personal anecdote related to migration. B. Thesis statement: Clearly state the argument that migration in Trinidad and Australia has multiple causes and consequences.
II. Causes of Migration: Trinidad A. Economic factors: Discuss the role of unemployment, low wages, and economic inequality in driving migration. B. Social factors: Explore issues such as crime, political instability, and discrimination. C. Environmental factors: Consider the impact of natural disasters and climate change on migration patterns.
III. Causes of Migration: Australia A. Economic opportunities: Highlight the appeal of higher....
I. Introduction A. Background information on paternity leave B. Thesis statement: Men should receive more paternity leave for several reasons.
II. Benefits of paternity leave for men A. Bonding with the child B. Sharing childcare responsibilities with the mother C. Preventing caregiver burnout for the mother
III. Benefits of paternity leave for family A. Strengthening family relationships B. Providing a sense of security for the child C. Encouraging gender equality in parenting roles
IV. Benefits of paternity leave for society A. Promoting work-life balance B. Improving child development outcomes C. Reducing gender disparities in the workplace
V. Arguments against extending paternity leave for men ....
Topic Development in Criminal Investigations: Exploring Critical Concepts and Contemporary Issues
1. The Interplay of Forensics and Criminal Investigation
The evolution of forensic science and its impact on investigation techniques The challenges and limitations of forensic evidence in criminal prosecutions The impact of forensic technology on case resolution and the justice system
2. The Psychology of Criminal Behavior and Its Application to Investigations
The psychological profiles of different types of criminals Investigative techniques for understanding and predicting criminal behavior The use of psychological theories to develop investigative strategies
3. The Role of Interviewing and Interrogation in Criminal Investigations
Ethical and legal considerations in....
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