Nobody downloaded yet

Trompenaars. Leading Change and Organizational Culture - Essay Example

Comments (1) Cite this document
Summary
Trompenaars, in the interview with Craven, provides an insight into the need for identifying and incorporating diversity in organisations. According to Trompenaars, it is surprising to see how lethargic many organisations are to accept the need for intercultural interaction in the modern business world, and how reluctant they are to tackle the issues associated to it…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.3% of users find it useful
Trompenaars. Leading Change and Organizational Culture
Read TextPreview

Extract of sample "Trompenaars. Leading Change and Organizational Culture"

Download file to see previous pages Thereafter, Trompenaars points out the common mistakes that are made by managers while dealing with culturally diverse workforces. The first one, according to him, is that most organisations still consider cultural issues secondary, and give them less priority on the belief that culture has nothing to do with the main business transaction (Craven). According to Trompenaars, if cultural issues are to be tackled, it is necessary to identify the origin of cultural values. Then only the organisations can develop effective norms and values. In other words, simply learning the norms and values of a culture will not help solve the issue.

The second mistake, according to Trompenaars, is that organisations do not identify culture as a compliance issue. However, he reminds the fact that if cultural issues are not identified and solved, it can even lead to legal disputes.

In the opinion of Trompenaars, in the 21st century, it is necessary for organisations to develop transcultural competence, which means the competence to reconcile dilemmas or to integrate opposites (Craven). At this point is wise to see what Levine, Phipps, and Blythe prefer to say about cultural differences. According to Levine, Phipps, and Blythe (16), linguistic and cultural pluralism is more than the mere coexistence of different languages; and it is about transcultural circulation of values across borders, the negotiation of identities, the inversions, even inventions of meaning, often concealed by a common illusion of effective communication. Trompenaars points out the fact that the currently available leadership literature is regionally biased. He gives the example of English, French, and Chinese literatures. It is pointed out that there is the need for more works on multi-cultural teams. In other words, the new leadership should transcend culture. According to Trompenaars, to effectively handle cross-cultural diversity, it is necessary to adopt reconciliation. According to Trompenaars, the first step of reconciliation is to let others be themselves. In simple terms, reconciliation is the understanding of how the perspectives of other cultures can help ones own culture. In others words, reconciliation calls for the fusion of two extremes; considering and accommodating the other culture. Trompenaars point out the fact that there are different ways of dealing with other cultures; ignoring other cultures, abandoning ones own culture, and reconciliation. In his words, in the modern world of business, an important factor for success of organisations is their ability to ‘celebrate differences’. In the opinion of Trompenaars, cultural is not a secondary entity, but is the contextual environment around all transactions in an organisation; financial, market, political, and technological. According to him, the success or future performance of an organisation is no more identified based on its financial performance, but on its ability to handle local cultures. So, he proposes Process Principle Optimization based on five major principles instead of the usual ROI. The five principles, according to him, are corporate effectiveness, the client, the employee, the shareholder, and societal responsibility. So, according to him, the modern businesses should seek ways to improve their local learning so that they can increase their global access. In other words, in the modern business world, integration of values helps organisations ensure sustainable business performance for the long term. 2. According to Trompenaars, the modern leadership and management, to be effective, should have transcultural ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Trompenaars. Leading Change and Organizational Culture Essay”, n.d.)
Retrieved from https://studentshare.org/business/1421953-trompenaars-leading-change-and-organizational-culture
(Trompenaars. Leading Change and Organizational Culture Essay)
https://studentshare.org/business/1421953-trompenaars-leading-change-and-organizational-culture.
“Trompenaars. Leading Change and Organizational Culture Essay”, n.d. https://studentshare.org/business/1421953-trompenaars-leading-change-and-organizational-culture.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
mi
miaschmitt added comment 6 months ago
Student rated this paper as
The topic of "Trompenaars. Leading Change and Organizational Culture" is quite often seen among the assignments in high school. Still, this document opens a brand new perspective of seeing the problem. I’ll use the manner for my own document.

CHECK THESE SAMPLES OF Trompenaars. Leading Change and Organizational Culture

LEADING CHANGE

...?Leading Change Lewin has made a very rational approach towards explaining the way change effectively takes place by dividing the whole process into three stages of unfreezing, changing, and refreezing. Unfreezing is the stage when the organizational personnel are convinced about the flaws and drawbacks in their conventional and customized beliefs and work practices. The personnel are made aware of the potential ways the conventional practices are hindering the organizational progress and they are made to realize that a change is needed to fix the things. This is not the stage of action. It is instead, a stage when the...
2 Pages(500 words)Case Study

Managing & Leading Change: Organizational Change in the Public Sector

...considering as a part of the reform, they concluded that the multiple organizational change creates a synergies and trade-offs. The pursuit of several changes that requires large amount of same resources can lead to the trade-off. CASE 2: Shareef(1994) found that an effort was made to implement a responsive culture in the U.S postal service failed just because of the lack of managements capabilities to modify organizational sub systems for the desired cultural change. CONCLUSION: The literature reviewed clearly provides an evidence of the importance of determining the need of...
3 Pages(750 words)Essay

Organizational Culture and Leadership Change

...Organizational Culture and Leadership Change Introduction Galaxy Agency is a private company started and managed by Philip Mayor since the year 1985 in Atlanta. Philip Mayor, who is now 55 years old, has built this company through sheer hard work and commitment to provide the best services to customers and the best working environment to people working with the company. His company which essentially deals in export-import business has over 100 employees, most of them being with the company for almost a decade. Philip Mayor doesn't boast of any academic credentials, but exhibits maturity and understanding through his approach of benevolence, empathy and welfare. He is liked by each and every employee and all of them have great love... John N...
13 Pages(3250 words)Essay

Leading Change

...of creative challenges. In my opinion, instead of speaking to my V.P and her appealing and influencing her peer i.e. V.P Production, who in turn influenced the team, if we had had a meeting with all V.Ps and Senior Managers before they spoke to their teams, the process would have been more ethical and justifiable. Frazier O Donell too could have given his presentation at the same time. That way, all peers would have had an equal chance of voicing their opinion and decisions would have been made then and there instead of my running around from division to division. o In today's environment, change is a constant issue for organizations. Given the organizational structure, culture, power...
10 Pages(2500 words)Case Study

Organizational Culture and Change

...ORGANIZATIONAL CULTURE AND CHANGE Organizational culture and organizational change are birds of the same feathers that always flock together (De Cenzo et al, 2004). This assertion is held against the backdrop that organizational cultures really take long times to establish and that any slight changes that take place within the organization could cause a change in the organizational culture (Barney, 2001). Hitherto, it is worth emphasizing that organizational changes are those...
1 Pages(250 words)Literature review

Organizational Culture: Relationship with Organizational Change

...that decides the cultural status of the organization in which these people work. Difference of personality might lead to conflict within the organization or proper mitigation of these differences might create an atmosphere of harmony. Organizational culture and its subcultures affecting organizational change Social theory of organizational culture Theory of values and beliefs in determining organizational structure Approach towards the debate “organizational culture is something that the organization ‘has’ or organizational...
2 Pages(500 words)Coursework

Leading Change

...Due Eitel’s Philosophy “Great Game of Life program” Charles Eitel was the CEO and chairman of Simmons Bedding Company andcame into a realization that there was no need for change for the company to grow. The company was a stiff company resistant to change. The policies of the company were counterproductive making the company a very unattractive working place from the company. The company applied autocratic for of leadership, very stiff and bureaucratic. The company felt that the employees were there to serve the firm. The firm dictated what the employees were required to do. Communication was not effective at all and it was very little. The organizations culture was a fouled up one...
2 Pages(500 words)Essay

Change of Organizational Culture Case

... Change in Organizational Culture The article is one of the best examples of organizational cultural change in business history. The analysis itself is a crucial piece of knowledge about how organizational culture can affect an organization in so many aspects. Although humans have a tendency to resist change; it is yet the only process that is the most persistent. The reason for this is the fact that working conditions do not remain the same for extended periods of time; change therefore becomes inevitable for the survival of organizations with the passage of time....
4 Pages(1000 words)Essay

MGMT 4350 Leading Organizational Change

...; this will help avert disasters before they happen. A change leader should also be able to lead the organization through the change and enhance unity while at it. Providing resources and being an advocate for the people initiating change tends to be a crucial quality. A great change leader should also be able to create a reasonable timeline for the change which will be realized, and the whole organization will follow ( National Institutes of Health, 2015). A change manager too has qualities that he/she needs to possess. One of the key qualities is that a change manager should be able to mobilize the...
1 Pages(250 words)Essay

Leading Organizational Change (Individual Change Project)

...Leading Organizational Change Introduction Organization transition is whereby organizations arrive at the targeted point in their course. Change occurs due to different purposes. Organizations modify the way they perform their activities and the way they are designed in order to attain their goals and this help them develop. Change is felt whereby an organization multiplies its assets. Through this, it improves on its efficiency. Organization transition involves assets, the people in a certain occupation, gender and social equality. Team work is also required in order to keep things orderly (Anderson, 130). Human Resource Organization is the organization...
2 Pages(500 words)Assignment
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Trompenaars. Leading Change and Organizational Culture for FREE!

Contact Us