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1
Gallop, Cynthia Justine, and David Este. "Multicultural Organizational Development (MCOD): The Fundamental Transformation of Canadian Social Work Education." International Journal of Diversity in Organizations, Communities, and Nations: Annual Review 6, no. 4 (2007): 107–18. http://dx.doi.org/10.18848/1447-9532/cgp/v06i04/39199.
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Hyde, Cheryl A. "Multicultural Organizational Development in Nonprofit Human Service Agencies." Journal of Community Practice 11, no. 1 (January 2003): 39–59. http://dx.doi.org/10.1300/j125v11n01_03.
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van der Walt, Freda, and Jeremias J. de Klerk. "The Experience of Spirituality in a Multicultural and Diverse Work Environment." African and Asian Studies 14, no. 4 (December 8, 2015): 253–88. http://dx.doi.org/10.1163/15692108-12341346.
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Worldwide, the study of spirituality is receiving increased attention, but very little is known about spirituality and its manifestation in African organizations. The aim of this research was to explore the experience of spirituality in a multicultural and diverse working environment, in order to enhance understanding of the functioning of spirituality in relation to diversity in the workplace. In particular, the study explores workplace spirituality from an individual and an organizational perspective within diverse organizations operating within a multicultural society. A cross-sectional study was conducted with a sample of 600 white collar workers from two organizations in different industries in South Africa. The research findings indicate that there is an inverse relationship between workplace spirituality and individual spirituality. Furthermore, the study confirmed that the experience of both personal and organizational spirituality is impacted by several diversity characteristics within a multicultural environment. In order to improve understanding of the experience of spirituality in multicultural societies and organizations, further empirical research is recommended. Globally, organizations need to realize the importance of embracing spirituality, in order to function effectively in a multicultural environment.
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Margitych, Agnteta. "PEDAGOGICAL CONDITIONS FOR THE DEVELOPMENT OF THE ORGANIZATIONAL CULTURE OF THE COLLEGE STUDENT COMMUNITY." Scientific Bulletin of Uzhhorod University. Series: «Pedagogy. Social Work», no. 1(48) (May 27, 2021): 245–49. http://dx.doi.org/10.24144/2524-0609.2021.48.245-249.
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The relevance of the study is determined by the fact that the development and improvement of the experience of spiritual life and spiritual maturation of students is especially important in the period of their professional and personal development, when they are ready to accumulate human experience and master the world in knowledge, values and meanings. The purpose of the article: to substantiate the pedagogical conditions for the development of organizational culture of the college student community in a multicultural environment. To implement the tasks, research methods were used: analysis of documentary and scientific sources – in order to determine the components of the organizational culture of the student community and highlight the properties that characterize the student community as a «collective entity»; systematization and grouping of information material – to identify features of the multicultural educational environment of the college; generalizations – to formulate conclusions. It is determined that the organizational culture of the student community is a subculture of the organizational culture of the college as a whole, which is a system of material and spiritual values, assumptions, beliefs, expectations, norms and patterns of behavior that share and support most students, and define their actions and interactions within and outside the community, in daily activities and future careers. It is emphasized that the formation of the organizational culture of the student community of the college, which carries out educational activities in a multicultural environment, is special. The pedagogical potential of the multicultural educational environment of the college is characterized as a dynamic education, which is characterized by a set of educational, upbringing, communicative and reflective resources, aimed at enriching the spiritual experience of students representing different ethnic, religious and socio-economic groups, their assimilation of general cultural and national values and successful socialization in society. The factors influencing the spiritual enrichment of the student and the organizational culture of the student community are identified: psychological, pedagogical and multicultural.
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Grapin, Sally L., and Meaghan I. Pereiras. "Supporting diverse students and faculty in higher education through multicultural organizational development." Training and Education in Professional Psychology 13, no. 4 (November 2019): 307–15. http://dx.doi.org/10.1037/tep0000226.
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Hyde, Cheryl A. "Organizational Change Rationales: Exploring Reasons for Multicultural Development in Human Service Agencies." Administration in Social Work 36, no. 5 (November 2012): 436–56. http://dx.doi.org/10.1080/03643107.2011.610431.
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Shoaee, R. Sarah. "Multicultural Counseling Competencies." American Journal of Islam and Society 15, no. 4 (January 1, 1998): 130–33. http://dx.doi.org/10.35632/ajis.v15i4.2146.
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In this thought-provoking and insightful book, ten psychologists, coW1selors,and educators have provided a ground-breaking study on multicultural counseling,a subject still fairly new to the field. Based on the work of Division 17open meeting of the Committee of Ethnic and Cultural Diversity, 1982, theauthors present guidelines for identifying monoculturalism and multiculturalism,proposing methods for achieving change at the individual, organizational,and professional levels.The authors argue that European-American traditions and research oftenfocus on the impact of intrapsychic factors on human development, ignoringinfluences of culture. They further argue that psychologists, who are aware ofand sensitive to other worldviews, should not only emphasize the knowledgeof such worldviews but should also incorporate them into the psychotherapeuticprocess. Multicultural Counseling Competencies is a timely book that couldbe used as a guide for mental health professionals.Chapter 1 of the book presents a definition of "multiculturalism" and a workingguideline upon which mental health professionals should base their knowledge,skills, and practice. Chapter 2 deals with "ethnocentric monoculturalism,"providing historical background on the emergence and development of aEuro-American worldview and highlighting how mental health professionalssubscribe to such a worldview without questioning its validity and applicabilityin a multicultural society.The profession's response to multiculturalism is the subject of the third chapter.This chapter identifies the "Seven Deadly Resistances" that are often ...
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Workman-Stark, Angela. "Application of a Multicultural Organizational Development Approach to Change in a Canadian Police Service." International Journal of Organizational Diversity 15, no. 4 (2015): 1–16. http://dx.doi.org/10.18848/2328-6261/cgp/v15i04/40211.
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Hutt, Camille, and Shanthi Gopalakrishnan. "Leadership humility and managing a multicultural workforce." South Asian Journal of Business Studies 9, no. 2 (April 25, 2020): 251–60. http://dx.doi.org/10.1108/sajbs-08-2019-0147.
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PurposeThe purpose of this paper is to understand how CEO Joseph Abraham of Commercial Bank, Qatar, has shaped the culture of the bank and driven increased success during his tenure there. This is one of a series of interview-based studies that are focused on South Asian CEOs, with the goal of better understanding their management style in a multinational context. This short paper explores how leadership style can impact the development of workplace culture among a multinational workforce to build a collaborative, innovative and high-performing organization.Design/methodology/approachThis paper uses primary interviews and supplements the analyses with secondary data sources and published research on leadership, organizational identity, culture and organizational ambidexterity.FindingsThe study found that cultural values and learned behaviors impact one's leadership and vision. In this instance, the CEO's leadership style demonstrated humility, an appreciation of diverse national cultures, and an ability to create organizational identity and cultivate a culture of ambidexterity, providing comfort to the organization in dynamically opposite contexts. All of these leadership features have enabled the organization to become more adaptive and perform better.Originality/valueThe narrative provides a glimpse of leadership humility and the implementation of those ideals in the workplace. The global experience of this South Asia-raised CEO provides an insider's view to decision-making and helps us understand how family, cultural background, and diverse work experience shape leadership behavior and culture in a multinational context.
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Arredondo, Patricia, and Patricia Perez. "Expanding Multicultural Competence through Social Justice Leadership." Counseling Psychologist 31, no. 3 (May 2003): 282–89. http://dx.doi.org/10.1177/0011000003031003003.
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Social justice and multicultural competence have been inextricably linked for nearly four decades, influencing the development of multicultural competency standards and guidelines and organizational change in psychology. This response provides a historical perspective on the evolution of competencies and offers clarifications regarding their scope, actual counselor behavior, relationship to case conceptualization, and political implications. Advocacy strategies of social justice leaders such as César Chávez, Martin Luther King Jr., and Rosa Parks are highlighted and recommended for incorporation in a counseling psychology social justice agenda.
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Lee, Waipeng. "Communication Strategies for Aligning Organizational Culture and Managing Diversity in a Knowledge-Based Economy." Journal of Information & Knowledge Management 01, no. 02 (September 2002): 131–39. http://dx.doi.org/10.1142/s0219649202000443.
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Knowledge-based economy and globalization have led to changes in organizational structure (e.g. decentralization, project and matrix teams, flatter structure) and the rise of a multicultural, diverse workforce. As such, organizations are reevaluating their strategies, and one of the trends is to adopt organizational culture as a knowledge-management tool. The purpose of this paper is to lay down a persuasive communication-based model for cultivating a synergetic, multicultural work environment that allows for knowledge sharing and transfer. This model can be broken down into three components: (1) cultivation of a well-defined organizational culture; (2) development of cross-cultural skills and flexibilities; and (3) establishment of a cross-cultural mediation process. It highlights some issues and areas for consideration during assessment, planning (such as message, spokesperson, measurable objectives), implementation, and evaluation
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Christens, Brian D., and Tom Dolan. "Interweaving Youth Development, Community Development, and Social Change Through Youth Organizing." Youth & Society 43, no. 2 (October 4, 2010): 528–48. http://dx.doi.org/10.1177/0044118x10383647.
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Community organizing groups that have built coalitions for local change over the past few decades are now involving young people as leaders in efforts to improve quality of life. The current study explores a particularly effective youth organizing initiative through review of organizational documents and collection and analysis of qualitative data. The study finds that this model for youth organizing is effective at producing impacts at multiple levels because it weaves together youth development, community development, and social change into a unified organizing cycle. The initiative encourages participants by promoting psychological empowerment, leadership development, and sociopolitical development. Simultaneously, youth organizing produces community-level impacts, including new program implementation, policy change, and institution building. Social changes include intergenerational and multicultural collaboration in the exercise of power. This interplay between youth development, community development, and social change is discussed in relation to the growing field of youth organizing and other efforts to engage youth in civil society.
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Glover, Malcolm Elliott. "Leading across cultural borders: a communitarian approach to global development." International Journal of Public Leadership 12, no. 2 (May 9, 2016): 154–66. http://dx.doi.org/10.1108/ijpl-11-2015-0028.
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Purpose The purpose of this paper is to explore the community development experiences of a communitarian leader who has worked with various global institutions. Through interviews and the examination of lived experiences, findings yield new insights into the complexity of human identity and the flexibility of decision making in a multicultural setting. The narrative also aims to inform current discourse on leadership in the non-profit sector. Design/methodology/approach Narrative analysis was used to investigate outcomes and relay the personal anecdotes of the interview participant. Formal and open-ended questioning generated comprehensive responses concerning the participant’s personal and professional interactions while completing work-related tasks for global development projects. In general, questions that referenced conflict among colleagues, cultural proclivities, and gendered decision making allowed the participant to expound on answers that explored workplace relationships, organizational structures, and leadership perspectives. Interview responses were examined for emergent patterns or categories and detailed analysis of codes from interviews guided the creation of four key themes: feminine ethos, organizational identity, self-perception, and sociocultural interaction. Findings The narrative delves into the important human and humanitarian experiences that have shaped the professional life of Dr Thomas Bruce, an exemplar of leadership in the global non-profit sector. Bruce, a self-described communitarian, served as Chairman of the Board of Directors at Heifer International and oversaw community outreach initiatives in South Africa for the Kellogg Foundation. Based on Bruce’s knowledge, expertise, and responses, findings suggest global leaders take a multidimensional approach to colleague interaction and project completion. Narrative outcomes also indicate the evolving nature of grassroots initiatives requires both assertive and cooperative management styles. Research limitations/implications Due to the chosen research method, findings focus on the experiences of one global non-profit leader. Narrative outcomes are unique and may not have the requisite data to be applied to cases or situations beyond the global non-profit sector. Therefore, researchers are encouraged to interview other leaders who have worked on global humanitarian initiatives to further understand their diverse experiences. Practical implications The narrative includes practical implications for practitioners who oversee global development projects and other humanitarian initiatives in an interdependent world. Use of compromise, collaboration, and compassion often aid community outreach efforts and strengthen communication in the workplace, particularly for leaders who manage a multicultural workforce. Social implications In an interdependent world shaped by the forces of globalization and cosmopolitanism, leaders of global non-profit organizations regularly manage a multicultural workforce and resolve public disputes in order to address prevailing humanitarian challenges. Understanding the lessons learned by one exemplar in the global non-profit sector can aid cross-cultural communication and enhance community development activities in various countries. Originality/value This narrative fills an identified need to study and understand how global leaders work with diverse communities and a multicultural workforce to complete important institutional and humanitarian goals.
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Асадулаева and F. Asadulaeva. "ON THE LEARNING OF NATURAL LANGUAGES BY PRIMARY SCHOOLCHILDREN IN THE MULTICULTURAL ENVIRONMENT." Primary Education 1, no. 4 (October 31, 2013): 9–12. http://dx.doi.org/10.12737/1335.
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The paper proves that the primary schoolchildren
should start education from learning their own natural
language. Such approach, the author argues, helps the
primary schoolchildren to effectively learn Russian as the
teaching language, stimulates their intellectual, spiritual,
moral and aesthetic development and familiarizes them
with the values of their ethnic culture. The special focus
is given to the organizational aspects of ethnic languages
teaching considering the realities of naturally bi-lingual
(Russian-native) and multicultural environment.
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Townsend, Peter, and Caroline Wan. "The impact of multicultural experience in the development of socio‐cultural adaptation for international business students." International Journal of Educational Management 21, no. 3 (April 3, 2007): 194–212. http://dx.doi.org/10.1108/09513540710738656.
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Reese, Dona J., Sarah Buila, Sarah Cox, Jessica Davis, Meaghan Olsen, and Elaine Jurkowski. "University–Community–Hospice Partnership to Address Organizational Barriers to Cultural Competence." American Journal of Hospice and Palliative Medicine® 34, no. 1 (July 11, 2016): 64–78. http://dx.doi.org/10.1177/1049909115607295.
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Research documents a lack of access to, utilization of, and satisfaction with hospice care for African Americans. Models for culturally competent hospice services have been developed but are not in general use. Major organizational barriers include (1) lack of funding/budgeting for additional staff for community outreach, (2) lack of applications from culturally diverse professionals, (3) lack of funding/budgeting for additional staff for development of culturally competent services, (4) lack of knowledge about diverse cultures, and (5) lack of awareness of which cultural groups are not being served. A participatory action research project addressed these organizational barriers through a multicultural social work student field placement in 1 rural hospice. The effectiveness of the student interventions was evaluated, including addressing organizational barriers, cultural competence training of staff, and community outreach. Results indicated that students can provide a valuable service in addressing organizational barriers through a hospice field placement.
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Mojic, Dusan. "Organizations and national culture." Sociologija 49, no. 4 (2007): 347–68. http://dx.doi.org/10.2298/soc0704347m.
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The paper deals with the most important contributions in studying cultural influences on organizations. The interest of social scientists in this topic began in the 1960s, based on the belief that it was necessary to overcome the dominant parochialism of US researchers in organizational theory and practice. Increasing internationalization of business activities, especially in the 1970s, imposed the need for large-scale studies and for finding practical solutions to the completely new problems encountered by multicultural organizations whose number was constantly rising. In spite of numerous and serious difficulties in every cross-cultural organizational study, several decades of development in this field have produced important theoretical and empirical contributions, enabling further advances in this scientific and practical discipline.
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Zisu, Mihai Adrian. "The Importance of Leadership Development and Self-Development within the Organization." International conference KNOWLEDGE-BASED ORGANIZATION 27, no. 1 (June 1, 2021): 247–52. http://dx.doi.org/10.2478/kbo-2021-0038.
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Abstract Leadership being a process of social influence, it is imperative to train true leaders, emotionally intelligent, able to motivate and mobilize people in the organizations they lead, in order to achieve beneficial results for all parties involved: organizations, leaders, disciples. Within the military organization, the military leader must fulfill his mission in theaters of operations, not in the context of the “the end justifies the means”, not by minimizing the human component “ stepping over bodies”, but by exercising effective servant leadership from a multicultural perspective. The leader-subordinate relationship is reciprocal and influences both the performance of the individual and the organizational one. Leadership can be based on a personality trait or can be seen as a behavioral category, being related to motivation, interpersonal behavior and the communication process. Good leadership involves the actual process of delegation, but not before leaders form and train other leaders, as real leadership is exercised “face to face” and trough interaction. The fundamental premise from which we start our approach is that the leader matters, that the people at the top of the hierarchy certainly influence the efficiency of any organization. By setting standards, goals and priorities a leader can bring about changes in daily performance. It can permanently influence the meaning of the evolution of the organization by establishing a strategic vision and formulating long-term objectives.
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Mazurkiewicz, Grzegorz, and John M. Fischer. "Crossing the frontiers. Peer coaching and self-managing in the process of the professional development in multicultural environment." Journal of Intercultural Management 5, no. 3 (September 1, 2013): 49–61. http://dx.doi.org/10.2478/joim-2013-0018.
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Abstract Our effort focuses on the development of a process of cross-cultural peer coaching through which we have sought to grow as reflective practitioners and strengthen authentic conversations between two individuals, from Poland and the United States. By building a theoretical framework around peer coaching, intercultural interaction, and auto-ethnography we have worked to make explicit our development as educators working to enrich the process of the organizational learning and to make education more open, democratic and human. As Kottler [1997] claims, it is possible to find stages that a tourist goes through during the process of recognizing and knowing another culture that was used to mirror the sensation of the professional growth. The findings shed light on how peer coaching might be strengthened, as well as the development of an observation protocol to structure such reflective and, ultimately, life changing work.
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Nordin, Noorasyikin Binti. "Leadership Competencies Development Among Academic Staffs: A Preliminary Observation." Malaysian Journal of Social Sciences and Humanities (MJSSH) 6, no. 7 (July 10, 2021): 370–75. http://dx.doi.org/10.47405/mjssh.v6i7.868.
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Every organization needs a leader who is competent in managing change to meet the current demands of remaining competitive in the market, policy demands in government policy, information technology that is evolving day by day. Development of the global technologies required leadership competencies in order to achieve the organizational goal within the current trend setting. Hence, leadership competency development is embracing from time to time to fulfil the organization need not only in technology sector but also to cater the employee’s requirement such as skills, knowledges and abilities as well. Competent leaders manage to drive the employees towards the organization objective. They play their roles bringing the employees to work towards the strategic planning that have been plan ahead. This is essential because leader who perform well delegating task and to motivates employees to excellence and in the same time avoid conflict can easily adapt and participate in multicultural teams. This paper investigates the characteristics of leadership development programme that suit for the future leader among academic staffs.
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Gonçalves, Mariana, and Marlene Matos. "Competência Cultural na Intervenção com Imigrantes: Uma Análise Comparativa entre Profissionais da Saúde, da Área Social e Polícias." Acta Médica Portuguesa 29, no. 10 (October 31, 2016): 629. http://dx.doi.org/10.20344/amp.7121.
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Introduction: Cultural diversity places increased demands on services to multicultural populations, so the development of cultural competence by help professionals is currently a concern in institutional practices.Material and Methods: This study evaluated the perception of cultural competence of help professional of three distinct areas: health services, social services and criminal police. Through an online questionnaire, we questioned the perception of cultural competence, at four dimensions: cultural awareness, cultural knowledge, technical skills, and organizational support. There were 610 participants, mostly female (58%), with a mean age of 39.74 years, developing activity in the social area (37%), health (33%) or the police (30%).Results: The professionals showed, in general, a positive perception of their cultural competence. Those who had formative experiences on the subject and had more time service, perceived themselves, significantly, as more culturally competent. Significant differences were found between professionals from different areas: health professionals were more effective in terms of technical skills, the social workers at the level of cultural knowledge and polices at the level of cultural awareness. Health professionals were the ones that showed a lower perception at the level of organizational support.Discussion: Despite the positive perception that technicians have about their awareness and knowledge of the values, norms and customs of immigrant communities, they realize technical aptitude as less positive, showing difficulty in practical application of their knowledge.Conclusions: Cultural competence has implications for good professional practice in serving multicultural populations, being urgent to invest in the development of culturally competent interventions to ensure more effective services, namely in hospitals and health centres.
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Kock, Ruwayne Garth. "My career development journey to an authentic work identity." Career Development International 25, no. 6 (July 20, 2020): 581–96. http://dx.doi.org/10.1108/cdi-10-2019-0254.
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PurposeThis paper describes the author's lived experiences as a marginalised professional. It offers a nuanced understanding of the author's career development journey to an authentic work identity.Design/methodology/approachThis analytic autoethnography, situated in multicultural, democratic South Africa, describes how historic moments in the country's political evolution influenced the author personally: the author’s sense of belonging and the author’s various roles socially, as well as at work.FindingsThe paper tracks selected stories in the author's professional career journey to an authentic work identity, as indexed by the themes: I am a Black South African; I am a gay professional and so, who am I at work? On reflection, the author realised how the bounded nature of authenticity allowed psychological safety while exploring congruency between the author’s multiple work identities.Originality/valueThe autoethnography demonstrates how multiple accounts by the same author may be a valuable way of contributing to the literature on authentic work identity. This autoethnographic work extends the authentic identity literature of marginalised professionals beyond the narrow authenticity–inauthenticity binary of most organisational studies. The paper introduces limited authentic work identity as an ameliorative self-concept in organisations.
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Gonçalves, Gabriela, Marta Reis, Cátia Sousa, Joana Santos, Alejandro Orgambídez-Ramos, and Peter Scott. "Cultural intelligence and conflict management styles." International Journal of Organizational Analysis 24, no. 4 (September 5, 2016): 725–42. http://dx.doi.org/10.1108/ijoa-10-2015-0923.
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Purpose Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively. Design/methodology/approach This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution. Findings It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations. Practical implications Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being. Originality/value This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.
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Cate, Rachael, and Darlene Russ-Eft. "Expanding circles of solidarity: A comparative analysis of Latin American community social justice project narratives." Power and Education 12, no. 1 (August 27, 2019): 55–77. http://dx.doi.org/10.1177/1757743819871320.
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LatinX student enrollments in community colleges in the United States are rapidly growing, yet LatinX student success rates have not matched this growth. There is a need for community college programs that serve LatinX student populations more effectively and incorporate multicultural educational practices. Using Anzaldúa’s Mestiza consciousness theory, this study analyzed community learning testimonios written by Latin American movement leaders and identified common themes applicable to a process of critical consciousness development in critical educational programs. The themes common across the four testimonios were (a) collective motivation for learning; (b) organizational dynamics, practices, and values; (c) critical social consciousness; and (d) transcendent communal awareness of identity.
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Rozkwitalska, Malgorzata. "Learning experiences in mono-and intercultural workplace interactions – the job-demands-resources approach." Journal of Workplace Learning 31, no. 5 (August 7, 2019): 305–23. http://dx.doi.org/10.1108/jwl-11-2018-0140.
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Purpose The purpose of this paper is to explore the differences in learning experiences in mono- and intercultural workplace interactions and to address the research question of how employees experience learning in mono- and intercultural interactions. Design/methodology/approach The author reports and compares the main findings from two samples and 63 in-depth interviews with employees involved either in monocultural interactions or intercultural interactions, namely, 25 and 38 subjects, respectively. The abductive approach was used to analyze the data in interplay between empirical findings and theoretical lens of the job demands-resources (JD-R) model. Findings Learning was more often emphasized in intercultural interactions than monocultural interactions, which can be associated with the constellation of specific job demands and job resources in mono- and multicultural workplaces. The subjects involved in mono- and intercultural interactions portrayed learning, using slightly different vocabulary. Research limitations/implications The research gives some insights about workplace learning experiences and illuminates learning in social interactions and the JD-R model. In particular, it emphasizes the role of work design in promoting learning and identifies, using the JD-R model, job demands and job resources that can relate to learning in mono- and intercultural interactions. The results may contribute to the literature on workplace learning in culturally homogenous or heterogeneous social interactions. Moreover, they shed some new light on organizational learning via mono- and intercultural contact at work. Finally, they draw attention to the potential embedded in intercultural interactions and multicultural workplaces. Yet, the explorative character of the research does not allow for a broader results’ generalization. Practical implications The results suggest that job design may be of vital importance in stimulating learning at work. Thus, organizations should enable social interactions of their employees, especially intercultural ones, which are likely associated with more learning. Furthermore, to enhance workplace learning, they need to provide more organizational resources and support via HR interventions the development of personal resources of their staff to help individuals to deal with job demands and reduce strain, which impedes employee learning. Originality/value By applying the theoretical lens of the JD-R model to the analysis, the author exposes differences in learning experiences in mono- and intercultural interactions. The specific job demands (cultural differences and adaptation, the necessity to speak a foreign language) and resources (learning opportunities) inherent in multicultural workplaces can be perceived as a trigger of workplace learning.
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Bayanova, L. Ph, and E. O. Shishova. "Bilingual Education: The Model of Measuring Quality of Bilingual Learning Environment in Early Childhood." Психологическая наука и образование 24, no. 2 (2019): 37–49. http://dx.doi.org/10.17759/pse.2019240204.
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The article is devoted to the problem of bilingualism in preschool children living in bilingual and multilingual environments in Russia. The need to increase the effectiveness of the development of bilingualism and communicative competence in children in multicultural educational settings requires a system of integrated psychological and pedagogical support for the development of early bilingualism. The paper describes the main psychological conditions of bilingualism development and proposes an organizational model of expertise of the quality of bilingual educational environment in early childhood, revealing the essence of language development and learning through the identification of its structural and procedural characteristics. The model has practical significance for improving the quality of bilingual education as one of its tasks is the development of the child's personality. The empirical data was obtained in a study of eight bilingual preschool educational organizations of the Republic of Tatarstan, on a sample of 528 people (24 educators and 504 preschoolers).
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Pauleen, David J., and Pak Yoong. "Relationship Building and the use of ICT in Boundary-Crossing Virtual Teams: A Facilitator's Perspective." Journal of Information Technology 16, no. 4 (December 2001): 205–20. http://dx.doi.org/10.1080/02683960110100391.
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Global virtual teams are playing an increasingly important role in international business by offering organizations the opportunity for reaching beyond traditional boundaries. However, their use has outpaced our understanding of their dynamics and unique characteristics. For example, global, multicultural, interorganizational, virtual teams and the effective use of information and communication technologies (ICTs) present real and compelling challenges to facilitators, but they also present teams with unparalleled opportunities for expanding on perspectives, approaches and ideas. However, crossing organizational, cultural and time and distance boundaries requires training, experience and organizational support. While research shows that the development of personal relationships between virtual team members is an important factor in effective working relationships, little research has been conducted on the effects of crossing organizational, cultural and time and distance boundaries on relationship building in virtual teams. This paper reports on a field study of New Zealand-based virtual team facilitators working with boundary-spanning virtual teams. From a facilitator's perspective, boundary-crossing issues (organizational, cultural, language and time and distance) can affect relationship building in many important ways. For instance, facilitators found that organizational boundary crossing was affected by differing organizational cultures and policies, while working across cultures required awareness and adjustment in relationship-building expectations and strategies. Crossing time and distance barriers necessitated the skilful use of synchronous and asynchronous ICTs and communication channels. These findings will be explored and the implications for practice and research will also be discussed.
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Frideres, James S. "Canada's Changing Immigration Policy: Implications for Asian Immigrants." Asian and Pacific Migration Journal 5, no. 4 (December 1996): 449–70. http://dx.doi.org/10.1177/011719689600500404.
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Canada has accepted immigrants since the turn of the century and has been a major player in the world wide movement of people. However, until the 1960s, most immigrants were white and from Western Europe. By the late 60s, Canada's immigration policy took on a more universalistic criteria and immigrants from around the world were able to enter. In 1971, Canada established a multicultural policy, reflecting the multi-ethnic composition of Canadian society. However, a quarter century later, economic and ideological pressures have forced the government of the day to rethink its immigration policy. The present paper reviews Canadian immigration policy and assesses the current situation. An analysis of the 1994 immigration consultation process is presented which led to the new changes in immigration policy. Recent changes in the organizational structure of the Department of Citizenship and Immigration and its policy are evaluated. The implications of the new immigration policy are discussed, particularly as it relates to Asian immigration.
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Curli, Barbara. "DAMES EMPLOYÉESAT THE SUEZ CANAL COMPANY: THE “EGYPTIANIZATION” OF FEMALE OFFICE WORKERS, 1941–56." International Journal of Middle East Studies 46, no. 3 (July 18, 2014): 553–76. http://dx.doi.org/10.1017/s0020743814000592.
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AbstractThe article is a case study of work organization at the Services d'Egypte of the Suez Canal Company from the outbreak of World War II to the company's nationalization in 1956. In this multinational and multicultural workplace, organizational hierarchies and division of labor were traditionally defined according to “national” identities, while maintaining a strict segregation betweeneuropéensandindigènes, to use the company's terminology. Starting in the 1930s, the company faced new measures of economic nationalism imposed by the Egyptian government, including required quotas of Egyptian personnel. These measures progressively redefined the political boundaries of the company's action in the management of its workforce. Using unpublished archival documents from the company's personnel files, this article analyzes the processes of feminization and Egyptianization of the company's office workers during World War II and the 1950s. The process was driven by a precise organizational strategy, based on both “racial” and “gender” criteria, which aimed to redefine the company's internal hierarchies and to keep management and decision making in the hands of the “Europeans,” while complying with the terms of the conventions of 1937 and 1949 that regulated the relationship between the company and the Egyptian government.
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Hirina, T., and N. Zykun. "Chronicles of Affirmation of the Image of Ukrainians in the North American Multicultural Media Space (1930 – beginning of 1931)." State and Regions. Series: Social Communications, no. 2(42) (March 18, 2020): 28. http://dx.doi.org/10.32840/cpu2219-8741/2020.2(42).4.
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<p class="44444"><em>The methodological basis of the conducted research is based on the use of methods of monitoring and analysis of documents; generalization by the method of qualitative and quantitative study of primary and secondary information. Selection for the analysis of archival periodicals was made on the chronological principle of 1930 – early 1931. At the first stage, a qualitative analysis was carried out, which further deepened the logical studies of the content of radio programs, tracking the transformation processes in radio broadcasting caused by the evolution of ideas about financing such initiatives, access to local ones, local genres. design, etc.</em></p><p><em>The basic prerequisites for the creation of the first periodic Ukrainian clock in the multicultural radio space of the USA are outlined. The public discussion in the industry, the state of the development of the technical support of the radio signal reception, the conditions of its access and the quality of listening are analyzed. The content of such initiatives, their content, timing, musical and genre design are described. The importance of community unity and the development of a common constructive position on addressing important public issues were emphasized, in particular with regard to the organizational and financial provision of national music radio hours. It was found that despite the complexity of the organizational nature of the community of Ukrainians were able to present to the world, and most importantly to realize the need to design national presentation media sites that would position them favorably among other peoples.</em></p><p><em>The retrospective of the formation of foreign Ukrainian media space in the context of the radio production process of the early twentieth century was first documented.</em></p><p><em>The wide potential of using the results of the research is not limited to scientific discourse, but is an important documentary evidence of the high organization and development of the Ukrainian community in the world and the ramifications of its media structure.</em></p><p><strong><em>Key words:</em></strong><em> archival periodicals, multicultural media space, Ukrainian language broadcasting.</em></p>
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Horpynych, Olha, and Zarema Ibrahimova. "Intercultural model of the development of modern cities: a conceptual analysis." Grani 23, no. 4 (July 5, 2020): 13–19. http://dx.doi.org/10.15421/172036.
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The article presents a conceptual analysis of the intercultural model of development of modern cities, with an emphasis on the selection strategy and activity of axiological approach to developing models of modernization of a modern city, marked specific features of urban culture - multicultural, multipolarity interests, values, needs and opportunities for groups. Revealed that about the virtualization of the social space and the introduction of information and communication technologies, which express a qualitative difference between the interaction of the urban population as a unit of sociocultural stratification of the culture of a particular regional community, are determined by particularly significant factors influencing the formation of the modern sociocultural space of a multi-ethnic city. The tendencies of participation in the formation of the sociocultural space of Ukrainian cities by wide circles of the public with the active and consistent participation of citizens in exercising control over cultural policy are characterized and organizational conditions for sustained feedback from the public and authorities. The theoretical and methodological foundations of the practice of sociological support of the development processes of multi-ethnic Ukrainian urban communities in the context of the implementation of the European intercultural strategy are considered. The emphasis is on solving the problems of a sociological study of the needs of the urban community in the information environment and the complication of sociocultural relationships between the subjects of the processes of modernization of the cultural urban environment. The need for a systematic combination of sociological approaches based on the integration of the concepts of the city’s public space, the resource concept of the city, the concept of socialization, the socio-cultural capital of the city, the concepts of sociocultural identification and urban identity is stated. The author 's case was the conclusion that the processes of maintenance practices for the development of multi-ethnic Ukrainian urban communities in the context of the European strategy for intercultural indicate significant prospects of sociological studies of social and cultural development of the Ukrainian regional multicultural cities. The article emphasizes that the following areas are relevant: the development of research criteria for potentially productive sectors of the development of the sociocultural urban environment and the factors of activation of interested social groups in the context of the implementation of strategies and objectives of the concept of interculturalism.
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Romanova, Natalia M. "Features of the Transformation of the Criminal Subculture in Modern Society: The Role of Organizational Culture." Izvestiya of Saratov University. New Series. Series: Philosophy. Psychology. Pedagogy 20, no. 4 (November 23, 2020): 434–38. http://dx.doi.org/10.18500/1819-7671-2020-20-4-434-438.
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Relevance. The study of the specific organizational culture peculiarities within group entities conducting criminal economic activities is significant for understanding the essence of such organizations, socio-psychological mechanisms of their potential influence on society. So far, the criminal subculture has not been considered from the point of view of postmodernism methodology, the influence of the role of organizational culture on its development. Purpose. Develop the theoretical foundations of the study of criminal subculture that are adequate for modern society. Method. Theoretical analysis of the criminal subculture from the point of view of the methodology of postmodernism. Results. The article provides an analysis of the peculiarities of the nature of modern culture in the conditions of the postmodern and information society, the relationship of the criminal subculture with the culture of society and the social processes taking place in it, the specifics of changes and the cultural transformation of the criminal subculture in a multicultural society (dissemination and introduction into society, modification, acquisition of new forms). Conclusions. Reliance on the methodology of postmodernism gives a deeper understanding of the cultural transformation specifics in the modern criminal subculture. The introduction of criminal subculture into the structure of society is due to the use of objective elements of organizational culture (image, externally acceptable, socialized forms of employee behavior, external compliance with the requirements of conventionality) and concealment of subjective elements of organizational culture (values of the criminal world).
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Isern, Germinal, and Giuseppe Sena. "Technical, Organizational and Cross-cultural issues associated with the deployment of Customer Relationship Management (CRM) in Transnational and Global Multicultural Organizations." Journal of Intercultural Management 6, no. 3 (September 1, 2015): 187–96. http://dx.doi.org/10.2478/joim-2014-0029.
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Abstract In the past few years the way in which, organizations, companies and corporations structure themselves has given a 180 degrees turnaround, switching from a structure based in products to a structure based in customers. The first big change was the introduction and use of Enterprise Resource Planning Systems (ERP) like SAP and Oracle. Those ERP systems changed the way in which the information was managed in large corporations including now a central database and visualizing the structures and functions of the corporation by business processes and not by business areas. Also lately with the advent of the WEB 2.0, the boom of the social media and the big data analytics areas, business, marketing and the relation with the customer has totally changed. One of the most important drivers for this turnaround is the adoption of Customer Relationship Management (CRM). CRM is supporting software designed to improve the relation with the current customers (loyalty) using modern social media and massive marketing technologies. This paper introduces the organizational issues of cross-cultural communication associated with the integration between marketing, customer service, and complaint management with information technology. In highly competitive environments a lot of organizations intent to construct a relationship with their current customers, since the cost involved in capturing new ones is a lot higher than the cost of retaining the current ones. The most crucial factor is the understanding of the clients and their values, norms, traditions, language, religions, perceptions, thoughts in few words their culture. So this cultural dimension analysis is essential and the development of a formal taxonomy or cultural concern framework a need. This paper will deal with the dimension concerns from the technical, cultural and organizational point of view needed to build this framework in order to avoid the terrible consequences of a wrong interaction with the customers due to cultural issues.
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Bessarab, Nataliia. "Improving the professional competence of teachers as a condition for educating intercultural tolerance of primary school students." Pedagogy and Psychology 47, no. 2 (June 30, 2021): 40–47. http://dx.doi.org/10.51889/2021-2.2077-6861.04.
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The article analyzes theoretical and applied pedagogical research on the introduction of tolerance in educational process and the definition of effective pedagogical conditions for education of tolerance of primary school children. A wide range of pedagogical technologies for improving professional competence of teachers in pedagogical practice focused on development of various components of tolerance, as well as aimed at forming multicultural, interethnic tolerance, used a set of methods, introductory lectures, training seminars, exercises. The importance of the problem of education of intercultural tolerance of junior schoolchildren in the educational process of primary school, the study of pedagogical experience, providing information to specialists in the field of primary education on theoretical issues of education of intercultural tolerance of this contingent of children is outlined. Organizational-informational, practical, effective stages in the process of increasing professional competence of teachers in educating intercultural tolerance of junior schoolchildren are determined.
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Kravets, Ruslan. "Comparative Analysis Of Pedagogical Technologies In The Context Of Future Agrarians’ Multicultural Education In The USA." Comparative Professional Pedagogy 5, no. 2 (June 1, 2015): 68–73. http://dx.doi.org/10.1515/rpp-2015-0042.
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AbstractIn the article the comparative analysis of pedagogical technologies in the USA has been carried out in the context of future agrarians’ multicultural education. The essence of traditional and innovative pedagogical technologies and the peculiarities of their realization at higher educational establishments have been viewed. The expediency of developing the pedagogical technology of forming future agrarians’ multicultural competence has been reasoned. The classification of pedagogical technologies has been presented according to the level of application; the philosophical basis; the scientific conception of mastering the experience; the orientation on personality’s structures; the nature of modernisation of the traditional teaching system. The possibility of their determination is also considered due to the aims and tasks, the organizational forms, the dominant methods of teaching, the approaches to the personality, the category of students, the type of cognitive activity’s organization and management. The special attention is paid to two directions of the education’s development – traditional and innovative. The educational process in the American post-industrial, inform society and its attributive characteristics are substantially determined by a personality factor, and pushing off from this, the value of personality must serve as an initial moment in organizing the system of higher professional education. The practical aspects of implementing the traditional pedagogical technology, the technology of developing teaching, the programmable teaching technology, the problem-solving teaching technology, the module teaching technology, the concentrated teaching technology and the distance teaching technology are viewed.
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Curtin, Kimberley D., Christina C. Loitz, Nancy Spencer-Cavaliere, and Ernest Nene Khalema. "Challenges of being new to Canada: considerations for physical activity." Global Health Promotion 25, no. 2 (July 12, 2016): 25–33. http://dx.doi.org/10.1177/1757975916656347.
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Immigrants to Canada are less likely to be physically active compared with non-immigrants, and the interrelations between personal and environmental factors that influence physical activity for immigrants are largely unexplored. The goal of this qualitative descriptive study was to understand how the experience of being new to Canada impacts opportunities and participation in physical activity. Two focus group interviews with immigrants to Canada were conducted. The first group ( n=7) included multicultural health brokers. The second group ( n=14) included English as a second language students. Qualitative content analysis was used to determine three themes consistent with the research question: transition to Canadian life, commitments and priorities, and accessibility. Discussion was framed using a social ecological model. Implications for practice and policy are suggested including enhanced community engagement, and organizational modifications. Overall, the development and implementation of physical activity policies and practices for newcomers to Canada should be centered on newcomers’ perspectives and experiences.
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J. McGee, Kelli. "Would you like fries with your borsch?" Housing, Care and Support 17, no. 2 (June 10, 2014): 103–10. http://dx.doi.org/10.1108/hcs-03-2014-0004.
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Purpose – The purpose of this paper is to show how cultural sensitivity plays a role in international social services organizational development. The American author applied an analytic framework to a 20-month change management project in a charity for the homeless in Ukraine; learnings may be useful to any leaders and managers working in a multicultural setting. Design/methodology/approach – Using one charity for the homeless as an example, the paper shows leadership and management tactics used to grow an international organization and manoeuvre cultural attributes to better understand and maximize the growth of both the staff and the population they served. Findings – Globalization means organizations face an increasing need for collaboration across cultures. It can also mean cultural gaps within nations exist, as individuals are raised or educated in more diverse settings. The analytic framework referenced can help leaders and mangers be more sensitive to the individuals they serve, including both employees and service users. Originality/value – This paper uses a first-hand account to illustrate how recognizing and leveraging cultural attributes, informed by anthropological insights, can lead to better collaboration, increased creativity, and sustainable change.
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Liutyi, Volodymyr. "ANALYSIS OF THE LANGUAGE COMPETENCE OF THE NATIONAL GUARD OF UKRAINE OFFICERS." Scientific Bulletin of Uzhhorod University. Series: «Pedagogy. Social Work», no. 1(48) (May 27, 2021): 239–44. http://dx.doi.org/10.24144/2524-0609.2021.48.239-244.
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According to the Ukraine integration in the European Union, the NATO integration course and the fact that NGU officers are constantly involved in international cooperation, we analyzed in the article the state of development of NGU officers’ language competence and systematized the results of the state of language competence of NGU officers and key characteristics of the language competence development in officers ass well as readiness of the officers for self-education and for the language competence development. A monitoring study was conducted by surveying NGU officers to determine the current state of language competence development in NGU officers and the attitude of officers to innovative technologies and distance learning technologies in the language competence development. We consider the creation of various conditions for the study to be an urgent problem of training NGU officers. Among them there are organizational, pedagogical, technical, normative conditions; considering of the level of language proficiency of officers and differentiation of training on this basis; improving the content and methods of teaching a foreign language in accordance with the duties and responsibilities of officers, with the specifics of the activities of NGU units; formation of positive motivation in officers to learn the language; providing foreign language practice for officers in daily activities and foreign language environment; multicultural training of officers; DL training for officers. The state of language competence development in officers is outlined with indication of problems of language competence development and emphasis is placed on effective forms of training with a view to developing of language competence components development in NGU officers.
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Munn, Sunny L., and Sanghamitra Chaudhuri. "Work–Life Balance." Advances in Developing Human Resources 18, no. 1 (December 4, 2015): 54–68. http://dx.doi.org/10.1177/1523422315616342.
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The Problem Today’s global workforce is rife with dual-earner couples. For dual-earner couples, finding a suitable balance between work and living is often difficult, creating a need for organizations globally to be aware of the similarities and dissimilarities that exist for dual-earner couples around the world. This article identifies the work–life issues of dual-earner couples and organizational practices in both the United States and India in an effort to help organizations effectively manage work–life policies affecting the gender role dynamics of today’s multicultural organizations. The Solution This article identifies themes within the work–life literature for dual-earner couples in India and the United States in an effort to inform human resource development (HRD) scholars and practitioners about the current state and work–life needs of dual-earner couples in both countries. It would be beneficial for HRD professionals to understand and appreciate better workplace demographics in terms of social, cultural, and legal requirements in the two countries to encourage the creation and implementation of work–life friendly policies and environments. The Stakeholders This research benefits HRD practitioners and scholars, employers, public policy officials, and dual-earner couples employed in the United States and India. It opens the door to a better understanding of the transferability of current research to practice.
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Shumigora, Lyudmila. "MODELING OF UNIVERSITY ENVIRONMENT: THEORETICAL ASPECT." Pedagogical Process: Theory and Practice, no. 3-4 (2019): 9–15. http://dx.doi.org/10.28925/2078-1687.2019.3-4.915.
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The article is devoted to modelling as a method of studying the educational environment of university as a process of creating an imaginary system of educational environment, which makes it possible to study the psycho-pedagogical laws. The university’s educational environment is defined as a multi-faceted structure that purposefully and spontaneously influences the professional and personal development of the future specialist, ensuring his / her readiness for professional activity and / or continuation of training, successful self-realization in the process of life activity. The educational environment is a set of material factors of the educational process and interpersonal relationships that establish the subjects of education in pedagogical interaction. The educational environment is a multilevel multicultural entity that is individual to each student; the environment of constructing one’s self, which provides the creation of favorable conditions for actualization of the inner world of the individual, his personal growth, self-realization, the formation of self-consciousness. The essential component of the educational environment is defined by the set of conditions (opportunities) and resources (material, financial, personal, technological, organizational, reputational) for the education of the individual, which are formed in the institution of higher education. The author emphasizes on the main features of the modern university’s educational environment in an open society: flexibility; community and communication; eventfulness; configurability; cultural conformity; spherical; openness, capacity for development and self-development; systematic, organization and structure; sociality; display. Prospects for further research are to investigate the impact of the higher education institution’s educational environment on the personal and professional development of each participant in the educational process.
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Baranova, Lilia. "International Educational Trends in Cross-Cultural Training." Comparative Professional Pedagogy 8, no. 2 (June 1, 2018): 148–52. http://dx.doi.org/10.2478/rpp-2018-0032.
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AbstractThe importance of forming intercultural competences and various aspects of the development of an employee’s intellectual activity in today’s multicultural society has been stressed. Urgent problems of cross-cultural training of employees, such as the formation of intercultural (cross-cultural) competence of future employees in the process of their professional training, the necessity of compiling a complete list of intercultural competences, determining the levels of requirements for the competences of bachelors and masters, development of cultural intelligence, improvement and the introduction of methods for the development of cultural intelligence have been analyzed. It has been defined that as the most important part of culture, education is intended to ensure the entry of a man into culture through their acquisition of cultural values. The main approaches to the study of cultural diversity in educational systems have been analyzed. The necessity of training specialists with advanced cultural intelligence that will carry out professional activity in the intercultural educational space has been revealed. Four principles, the implementation of which within the framework of corporate culture allows building “the third culture”, have been highlighted: unity in diversity; integration; cognitive variety; communicative diversity. Three main competencies that reflect the essence of cross-cultural training have been characterized. They are: awareness of social constructiveness of “cultural differences” and the ability to prevent their influence; skills to identify and evaluate cognitive differences which are hidden behind differences of identities; the ability to find and create a “functional interaction” between cognitive differences of employees, which can contribute to the stability of self-regulating integrative organizational systems.
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Reich, Ann, Donna Rooney, and Nick Hopwood. "Sociomaterial perspectives on work and learning: sites of emergent learning." Journal of Workplace Learning 29, no. 7/8 (September 11, 2017): 566–76. http://dx.doi.org/10.1108/jwl-05-2016-0034.
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Purpose This paper aims to introduce, explain and illustrate the concept of “sites of emergent learning” (SEL), which pinpoints particular instances of learning in everyday practice. This concept is located within contemporary practice-oriented and sociomaterial approaches to understanding workplace learning. Design/methodology/approach This conceptual development has been resourced by a secondary analysis of data from three workplace learning studies. These were: an ethnographic study of a residential parenting service; a case study of learning among engineers working on a railway construction site; and a case study of a multicultural unit that aims to enhance health services for a diverse community. All were based in the Sydney metropolitan area. The secondary analysis was undertaken by identifying regular practices within each setting where professionals discuss past and future work. These were then subjected to theoretical scrutiny, identifying common and distinctive features. Findings SEL were identified within the handover, site-walks and catch-up meeting practices. They arise through and are constituted in relationships between social practices and the materialities of work. SEL involve negotiating, exploring and questioning practice and knowledge associated with it; they are instances within work practices in which work is done about how work gets done, developing new understandings of the past to reshape visions for the future. Alongside these commonalities, each site of emergent learning displayed distinctive features shaped by the particularities of the practices and materialities of each site. Originality/value This concept is presented as a valuable tool to assist researchers of workplace learning. It elucidates particular learning-intensive features of practice, extending sociomaterial conceptualisations of professional and workplace learning.
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Osadchyi, Viacheslav, and Tamara Troitska. "Philosophical and methodological landmarks of value and semantic informatization VS the "dictatorship" of digital information in the modern anthropological situation." Ukrainian Journal of Educational Studies and Information Technology 7, no. 4 (December 30, 2019): 24–30. http://dx.doi.org/10.32919/uesit.2019.04.03.
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The article issue is a reflection of the anthropological situation of the world, which is manifested in the problematic nature of a decent human existence and its responsibility for the course of events of both personal life and community. The development of modern strategies for the development of humanity today is associated with the informatization, which "took" the knowledge society initiative to be a leader of the progress. The systematization of knowledge and conceptualization of the problem highlighted the contradictory information influence on the existential capabilities of the person and explicated risk factors, ideological and methodological orientations of the anthropologization of the informational-existential situation. Axiological, dialogical, phenomenological approaches and world-view interpretation of familiar concepts of "information society", theoretical reconstruction, content analysis and certain cognitive procedures became the basis for defining certain constructs and receptions: the direction of goals, content, organizational and managerial conditions of informatization to the cultural and spiritual growth, where information becomes "the supreme power that mediates all processes – from economy to spirit"; axiologicalization of the convergent space collision of the information, in particular virtual, world and the real one; taking into account the informatization of significant changes in the world outlook of the person, presenting philosophical reflection (post-metaphysical thinking, linguistic turn, refusal to recognize the superiority of theory over practice, concretization of mind); "humanization" of informatization, as a system-creating process of life, through a discursive, dialogical multicultural virtual world, approaching the cultural and educational space.
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Rao, A. Srinivasa, Waheed Kareem Abdul, and Nelson D’souza. "Perceived outcomes of action learning: study from a large public sector organization in UAE." Measuring Business Excellence 21, no. 4 (November 20, 2017): 291–308. http://dx.doi.org/10.1108/mbe-03-2017-0010.
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Purpose The purpose of this study was to examine the impact of action learning programs on individual performance improvement and career progression in a large banking sector organization in the UAE. Design/methodology/approach A conceptual model was proposed and measured the outcomes of the action learning program variables in a public sector bank in the UAE. A total of 106 employees of the organization who had participated in a certified management program (CMP) have responded to the survey. Findings The outcomes of action learning program variables, such as self-efficacy, teamwork and performance management, were found to have an influence significantly on individual performance improvement. Research limitations/implications As the current study was focused on banking sector only, similar studies from other industries/sectors (e.g. trading, services, etc.) can be taken up for further research by including antecedents and consequences of participants of action learning programs. Practical implications This study could offer specific guidance to managers as to how and what type of education and learning programs to be provided to their team members for competency development and career progression. Social implications As the UAE economy is growing and population staying in the region is becoming multicultural, there is an ample need for managers to foster learning and education environment in various organizations to change culture and managerial practices toward achieving organizational objectives. Originality/value The study is original and provides value and direction for managers and senior management on talent development processes.
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Črešnar, Rok, and Zlatko Nedelko. "Understanding Future Leaders: How Are Personal Values of Generations Y and Z Tailored to Leadership in Industry 4.0?" Sustainability 12, no. 11 (May 28, 2020): 4417. http://dx.doi.org/10.3390/su12114417.
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This study combines two main challenges for organizations today, as it examines the alignment between personal values of future leaders and the values needed in the Industry 4.0 workplace. Based on the movement of the organizational environment toward a more multidisciplinary, open, collaborative and multicultural environment, we presuppose that the Industry 4.0 workplace requires a more benevolent, universally oriented and generally self-transcended leaders. Drawing upon Schwartz’s value theory, we examine the impact of Generations Y and Z’s personal values on their leadership inclination. The results from the survey of 371 young participants from Generations Y and Z reveal that self-enhancement (i.e., power and achievement), openness to change and conservation values most significantly affect leadership inclination. Meanwhile, benevolence, universalism and general self-transcendence values—cornerstones of the Industry 4.0 workplace—show negative effects on leadership inclination in the frame of the Industry 4.0 workplace. This indicates a poor fit between the values of future leaders and the values of the Industry 4.0 workplace. These findings have significant implications for human resource management in future organizations and contribute to the understanding of future leaders. In addition, the findings can help organizations to manage sustainable workings in an Industry 4.0 environment.
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Volckmar-Eeg, Maria Gussgard, and Elisabeth Enoksen. "Navigating the multifaceted landscape of culture and social work." Journal of Comparative Social Work 15, no. 2 (December 11, 2020): 101–26. http://dx.doi.org/10.31265/jcsw.v15i2.314.
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Faced with increased global migration, there is a growing concern that social workers need more training in- and knowledge of culture and ethnicity. These understandings have come to influence research, education, practice, codes of ethics and organizational policy, constituting a multicultural discourse within the field of social work. Social workers are expected to have cultural competence, and exercise cultural sensitivity in their practice. However, a clear and consistent understanding of what it means to be culturally competent or culturally sensitive is missing, and there seems to be little consensus in how to define and apply these concepts, both within research and practice. The aim of this qualitative evidence synthesis is to synthesize what previous empirical research reports about social workers’ understandings and experiences when operationalizing the concepts into practice. Through data-based and a manual journal search, 12 qualitative empirical studies were included in the synthesis. Our analysis describes four main challenges in the studies’ efforts to operationalize the cultural concepts in social work practice: 1) Who to define as culturally diverse service-users; 2) What aspects of culture to consider in the encounters with culturally diverse service-users; 3) How to consider and approach these aspects of culture, and 4) the capacity to work in a culturally appropriate manner within the organizational context where this work is undertaken. The literature acknowledges these challenges to varying degrees. We summarize the four challenges in a model, and argue that the model can be useful in further awareness-raising, development and integration of our understandings of cross-cultural social work. By depicting the essential questions of who, what, how and where to employ the concepts into practice, we aim to assist scholars, practitioners and educators to help navigate the multifaceted landscape of culture and social work.
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Panchenko, Valentyna, and Daryna Zhyvohliadova. "Modern Practices of the Cultural Resources Exchange: the International Network Structures Experience." NaUKMA Research Papers. History and Theory of Culture 4 (June 15, 2021): 28–34. http://dx.doi.org/10.18523/2617-8907.2021.4.28-34.
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Globalization processes stimulate the search for new principles of organization of a multicultural environment, optimization of dialogue of its subjects, and the search for new organizational structures of cooperation that would meet the qualitatively new challenges of international coexistence in a post-industrial society. In order to effectively reconcile interests and support the sustainable development of a common world, the multiplicity of actors and forms of intercultural interaction in modern realities requires the ability to direct intercultural cooperation to reorganize the system of transnational cultural practices. International cooperation is becoming a space and a way to promote the sustainable development of solidarity, interdependent communities, creating the most complex system of joint action, led by global international institutions and network structures.The network form of organization of interaction in the field of culture provides cooperation with more varied opportunities for the formation of common resources (tangible and intangible), optimizes the entire system of coordination of their mutual influence on cultural policy and social change. A classic example of a successful and thoughtful organization of network cooperation is the functioning of the European network on cultural management and policy (ENCATC). The network promotes the development and implementation of new key competencies in the field of cultural policy, cultural and creative industries at both local and global levels of the world community. ENCATC expands the resources of cultural management by finding new modern forms and mechanisms for synchronizing knowledge and actions, the synergy of local project experiences, and other forms of activity not only in the field of culture but also in the socio-political, economic spaces of cooperation.
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Kim, Soon-Ho, Min-Seong Kim, Stephen Holland, and Hye-Sook Han. "Hospitality employees’ citizenship behavior: the moderating role of cultural values." International Journal of Contemporary Hospitality Management 30, no. 2 (February 12, 2018): 662–84. http://dx.doi.org/10.1108/ijchm-02-2016-0116.
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Purpose This study aims to examine the impact of self-efficacy and reciprocity in predicting the organizational citizenship behavior (OCB) of hospitality employees and the moderating role of cultural values in the hypothesized relationship. Design/methodology/approach The proposed model of this study has been tested on the basis of the responses from 432 full-time employees who work at hospitality fields in South Korea. This study has conducted frequency, reliability, confirmatory factor, correlation analyses and structural equation modeling (SEM). Findings The empirical results indicate not only that self-efficacy significantly influenced reciprocity, consideration, civic virtue and sportsmanship but also that reciprocity had positive influences on the same virtues as well as conscientiousness. The moderating role of cultural values has also been investigated resulting in significant differences in six of the nine cultural values measured (i.e. power distance, uncertainty avoidance, collectivism I and II, assertiveness and gender egalitarianism). Practical implications From a practical perspective, the findings of this study yield several strategies relevant to hospitality employee development and training. Especially, the management in hospitality organizations needs to look at multicultural management and leadership styles within their own particular context. Originality/value Findings of this study suggest that both self-efficacy and reciprocity are important determinants of OCBs, and indicate the fundamental embeddedness of employment relations within the wider cultural value setting in non-Western contexts.
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Ridwan, Benny. "POTRET ORGANISASI KEAGAMAAN DAN RESPON TERHADAP DINAMIKA KEHIDUPAN KEBERAGAMAAN DI SALATIGA." INFERENSI 5, no. 1 (January 6, 2016): 101. http://dx.doi.org/10.18326/infsl3.v5i1.101-120.
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This research is expected to become contribution for development ofreligious social science. Practically, this research is expected can presentlessons learned for the partys (religious organization), for the agenda ofactivities advocate and empowering of society. This research is focusedat organizational portrait and his religion figure activities. This researchgive information of profile organizations of religion in Salatiga, responseand attitude to dynamics in multicultural society. This research donewith collectively by different researcher, also differ academic backgroundof him. Expected with the difference can enrich viewpoint in analysisand his study.Technique of data collecting done/conducted with interview, observationand data collecting of related/relevant of religious organization,documents, photos, etc. Technique election of responder pursuant tosocial background, education, economic and also the understanding ofreligious experience for them. Responder also come from assumed expertinforman understand with situation, and issue of problem regional. Dataanalysis conducted with descriptive method. Religious organizationalhere cover: Mosque of Al Atiiq, Great Mosque of Darul Amal, JavaneseChristian Church (Gereja Kristen Jawa) Salatiga, Gereja Pantekosta IsaAlmasih Indonesia (GPIAI) Efata Salatiga, The Roman Catholic of ParokiSt. Paulus Miki Salatiga, Parisada Hindu Dharma Indonesia (PHDI),PCNU, PD Muhammadiyah. Interreligious relationship in Salatiga willharmony if role of religion elite can give explanation and calmnesstheologyly and sociological paradigm to the people of each openly andby dialogue. But Interreligious relationship can become underperforming if happened gave economic social, education, and localpolitic management do not in control well.
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Palacios-Alvarado, Wlamyr, Byron Medina-Delgado, and Henry Paipa-Álvarez. "Interval estimation of the variance of two management dimensions for the characterization of the strategic leader." Respuestas 25, no. 1 (January 1, 2020): 147–58. http://dx.doi.org/10.22463/0122820x.2439.
Full textAbstract:
The phenomenon of transculturation in different countries is a very complex reality, it is a challenge for the organizational system because it has to adapt a strategic direction under a multicultural framework, therefore the development of this research allows us to analyze two management dimensions: the profile of strategic leadership and management skills, assessing factors such as different leadership styles, decision making, teamwork, and motivation, among others. A simple random sampling of a determined population was used, central tendency and dispersion measures were calculated, obtaining confidence interval estimators for the sample variance as a parameter of interest. A research instrument (questionnaire) was designed and applied, which was developed from the systematization and operationalization of variables. The mechanism of expert judgment was used to validate the instrument and a pilot test was developed to establish its reliability. The instrument was applied to a sample of 120 small and medium enterprises located in the city of Cúcuta, Colombia and peripheral areas. The participants established that the most suitable skills in management are those of the motivational factor, teamwork, decision-making and the profile of strategic transformational leadership. At the same time, it is deduced that the managers who participated in the study exercise transformational and transactional leadership, based on a balance between contingent rewards and intellectual stimuli in order to achieve the goals established in the organization.