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The military service spends a lot of time training soldiers to become leaders, while teaching skills to increase the knowledge aimed to transform smart, young people into effective leaders. Basic Training, Noncommissioned schools and Officers program pick up where the civilian schools leave off. Think about programs on workplace diversity, with their stress on communication and team building. An important component of team building is cultural change, because if teams do not work effectively all employees must understand and embrace cultural change. There is no doubt that today's leader’s success depends on how they mold and develop cultural change
Shaping a culture is a difficult task, because many of the valuable qualities a leader might have are never taught in a classroom. These qualities can be learned through out a life of experiences. Emotional development, genuineness, and a strong character are all essential qualities if leadership in a culture-driven company is to be effective. This analysis will discuss the relationship between a successful leader and the organization cultural change in today’s business.
Different organizations typically face change due to many forces surrounding their mission. These forces can be from either internal or external sources. The External forces usually occur outside of the organization and it could have a global effect. According to Kreitner-Kinichi (2003) the four external forces for change are demographic characteristics, technological advancements, market changes, and social and political pressures. The internal forces for change come from inside the organization like human problems, managerial behaviors and decisions.
The reasons why people usually resist change are the individual...
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...behaviors and interaction patterns of people of what they say about the culture in the organization. Written surveys in the organization can also provide information about the organizational culture. It is also very important to create the survey using the information collected during the walk around the work areas and the interviews.
Conclusion
It is clear that culture change is very complex. It has extreme causes and effects. In order to understand all of the signs of change, we must take a holistic approach to studying cultures and the environments in which they exist. Only then can you expect to understand the phenomena of culture change. The Army needs to make cultural changes to evolve and be competitive in the 21st century. It must be done quickly, towards any direction able enough to enhance their ability to stimulate and assimilate change.
The Army’s history includes many unique global events such as World War I and II, the Vietnam War, the Korean conflict and most recently operations Desert Storm and Iraqi Freedom. An in depth study of these historical events is beyond the scope of this paper however, the origin of the Army is relevant in discussing the Army’s overall culture.
The United States Army consists of soldiers from many diverse cultures. Citizenship is not a requirement to join the Army, so people enlist from across the United States as well as from many countries around the world. The Army has its own unique culture that is a conglomeration of the many cultures that make up its population. Each new soldier is expected to adapt to this new culture and integrate as a member of a larger team. Helping new soldiers make this adaptation as quickly as possible and with few difficulties is a challenge for the leaders of new soldiers throughout the Army.
Chinese Revolution is about making the entire country into Communists and killing each and one the people who hates Mao Tse-Tung. Mao Tse-Tung is the leader of China at this time who believes in equality and everyone should have the same rights. The Red Guards is a military group in which includes a group of children that eliminates the Chinese population due to hatred for Mao. If any of these events happen to our generation, most youth are smart enough to know that Mao is a bad leader and killing innocent people by the case of bitterness for Mao is wrong. The Chinese youth got swept up in the Cultural Revolution by Mao because the youth were easy to persuade into doing something. To expand this idea further, the Chinese youth weren’t old enough, not on this specific age, to realize whether Mao’s actions were virtuous or inaccurate. On the other hand, they thought that working for Mao and joining the Red Guards will help their country out, but they never knew the truth behind Mao’s plans. The truth about the Cultural Revolution was to kill anybody that gets in the way of Mao’s plans and destroying all the old buildings so that it would be replaced with new buildings or reconstruct the old buildings to become brand new again. In addition, the Chinese youth had no idea that joining the Red Guards will give a highly chance of getting killed. In other words, the adults were smarter than the youth because joining the Red Guards means the opposite of helping the country out. Mao just made them think that joining will help their country, even though it was the other way around like someone apologizing to their neighbor in which manipulating their minds that they’re now cool, but they were still rude to them afterwards. To repeat this, t...
We can identify three major cultural dimensions that help us to understand what leaders must focus on as they guide the transition of the Army. First, professional Identity, which is guided by Soldiers at all levels who are striving for excellence in their functional specialty, i.e., HR Sergeants. Soldiers who have goals and ideals of the Army to ethically put service and duty first. HR Sergeants are trained and well educated in their field. They are taught to put Soldiers first and have great customer support skills. Second, community, the sense in which Soldiers stop thinking about “I” and start thinking “we”. The bond among units who not only believe in cohesion with Soldiers, but their families too. The HR Sergeants are there to take care of Soldiers when financial issues arise with them or their families and don’t back down until the situation is solved. Last, hierarchy, which leads to order and control and provides Soldiers with moral reference and a sense of direction. The HR Sergeant has the mentality of mission first, knowing who to contact at the next level for assistance helps get the mission
From a researcher or policymaker's point of view and on an international scale, policy analysis and management professor Andrea Parrot stresses that ethics are culturally and historically determined. When members of one culture try to impose their ethics and values on another culture, the situation is inherently complex.
Rosen, R. H. (1997). Learning to lead. In F. Hesselbein, M. Goldsmith & R. Beckhard (Eds.), The Organization of the Future. The Drucker Foundation Future Series (p. 306). New York, NY: Jossey-Bass Inc Schein, E. H. (2010). Organizational culture and leadership. (4th ed., p. 13). San Francisco: Johan Wiley & Sons, Inc.
Shakespeare wrote, “To thine own self be true.” The beginning of Social Change encompasses the beliefs, qualities, and values of individuals. Change is inevitable whether virtuous or corrupt. Consequently, in society virtuous and corrupt change is present. Thus, individuals must be conscious of self in order to contribute effectively to a group. In addition, surety in one’s philosophies, abilities, standards enables the individual to establish sound opinions based on these defined attributes. Nevertheless, individuals with substantial flaws in their character poses a threat to the survival of self, a group, and a community. In other words, the individual becomes an endangered species; as well as, an endangerment to the survival of a group or community. Educators have the stage to assist in promoting positive social change. Therefore, I work to influence social change through educating the minds of our youths and mentoring new teachers.
Leadership is defined as the action of guiding an individual or group of people. Effective leaders shape the behavior and thought process of the individuals around them. As a result, the success of an organization is often impacted by the leadership style and approach of its leaders. Even when engaging with multiple people, impactful leaders maintain their own style of leadership but occasionally change their approach based on the motivational needs of each individual. However, regardless of the style, leadership within an organization is designed to drive the performance of their employees and it is done through proficient communication. This guidance influences the culture of an organization, which subsequently, helps to shape its leaders.
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
Leaders have influence the organizational climate and can change the command culture. However to accomplish that they have to first understand the existing organizational culture within which they are operating. Culture is the behavior characteristic of a particular group. In an organizational setting, leaders have to be mindful of this cultural factors in the context that is sensitive to the different backgrounds of team members to best leverage their talent. There are three levels of culture. First level is the Artifacts. This is the surface level. It includes all phenomena that one sees, hears, and feels when one encounters a new group with unfamiliar culture. Second level is the espoused values. These reflect the original values. Third level is the basic underlying assumptions. These are what were once hypothesis, supported only by a hunch or a value, come gradually to be treated as reality. Climate, in the other hand, is a prevailing trend of public opinion or attitude in a given organization at a given time.
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
Paradigm shift, a metamorphosis, means a dramatic change of individual’s or society’s views. Our global society has already undergone some vital paradigm shifts, such as the transition from geocentric model to heliocentric model. More recently, the world has witnessed a major transformation of counterculture, which means the young generations go against traditions and authorities. It is these paradigm shifts that bring the global society a step forward to a more modern and better society. However, our society is still in need of a paradigm shift now to solve serious problems. This paradigm shift should focus more on energy, pollution, climate, water, soil and etc.
What is stated above happens around us all the time. Something might be proven today, but proven wrong tomorrow. Therefore I completely agree to this statement. But how do we accept something to be knowledge, and what makes one thing knowledge and the other thing just a theory? We can look at it from various aspects.
In social work it is important to develop a critical understanding of the principles, basic assumptions and theoretical foundations of community-based social change. One must be able to appreciate the complexity and diversity of community-driven social change. Analyze the obstacles to social change and imagine innovative approaches help overcome these obstacles. Upon reaching that understanding one must have strategies and tools to convert visions into action.
In relation to social transformation I have gathered materials that focusses on programs provided for ‘refugees’ living in New Zealand. The purpose of my findings are based on the societies support for ‘refugees’ in terms of human security and directions of life before settling in their new destination. There are stories about ‘refugees’ that need to be shared and stories that need to be forgotten, because it can produce controversy within the society or the universe. But where can these ‘refugees’ go if the place they call home is unsafe or too risky for the lives of their families and for themselves. It’s hard enough to migrate into a new country, but it is devastating for refugees who have experienced the loss of homes and loved ones.