Why is it important for individuals and organizations to change Essay

Why is it important for individuals and organizations to change - Essay Example Consequently, personal changes facilitate correction of deviant behaviours in people. Through the process of individual change, people incorporate new knowledge and practices that eventually transform into a culture. Therefore, individual change is a prerequisite process for cultural development. At the organizational level, change is significant for optimisation of the status of the institution. Organizational changes facilitate adaptation of the institution to environmental dynamics. Business organizations operate in a highly competitive market that is intertwined with technological and managerial advancements. Organizational changes thus enable firms to implement new management strategies, operational technologies and effective organizational cultures that would preserve or heighten their marketing niche. Additionally, changes are significant in organizations to mitigate operational or managerial crisis. Thus, organizational change is important for the development and implementation of an effective organizational culture (Quinn, 1996). Personally, deep change refers to a change process that is radical in that it is irreversible and individual control over the process is limited. Deep change is underlined with a personal vision that motivates one to pursue the change process independently. Unlike incremental change that is characterised with transactional processes, deep change entails transformational process and leadership. In addition, one should always be ready to encounter risks or even failure while undertaking deep change. Wholesomely, deep change encompasses sustainable changes at both the individual and organizational

Multicultural Team Effectiveness Essay Example | Topics and Well Written Essays - 2500 words

Multicultural Team Effectiveness - Essay Example ghting the different developmental stages of a multicultural organization, the Impact of multicultural environment on team effectiveness, impact of the language factor (native, foreign peeking) on team effectiveness, the Impact of voice level in team discussions on team member relationships, the essence of developing an organizational culture context that each team member in a multicultural organization has to adapt to, building trust between multicultural team members as well as the impact of culture in response to the fear factor, evaluating whether team members would be open to discussions or whether they would close up. The dynamics of multicultural organizations can be understood through evaluating the progression from single culture to  multicultural  association. This progression has been found to work in various levels which comprise a number of stages. The organization begins as a monoculture association. The first stage is the relationship whereby some members are excluded from the mainstream. The excluded groups are regarded as inferior while some of the members are superior by virtue of their belonging to the dominant group that upholds its mission to dominate the other members. The organizational structure comprises of the dominant group and the organization is conservative in its way of operation. It is difficult to change the structure due to the fact that any changes would be against the organization’s mission (Mariann and Jeanne, 2005). Dissatisfaction is usually experienced by the minority group and they feel disrespected and sidelined in the group’s activities. On t he other hand, the dominant group derives satisfaction from its actions especially when the minorities are completely un-represented in the organization. The next stage is the â€Å"white male club† that is characterized by stereotyping the minorities even though they actively participate in the organization’s activities. The group remains stable as long as the minorities