The Role Of Cultural Policy On Organisational Management - Dissertation Example

The Role Of Cultural Policy On Organisational Management GENERAL MENT OF RESEARCH Cultural policy can be described as the process of development of public policies seeking to introduce or implement regulation within arts and culture. This commonly involves numerous stakeholders including the cultural organization's institutions and other interested organizations who might be affected by the regulation. The cultural policy involves the consideration of various aspects ranging from processes to classification of various attributes which promote cultural accessibility and diversity. The aspects of diversity and accessibility enhanced the representation of culture within different organizations. At the organizational level, cultural policy becomes fundamental in enhancing cultural diversity within the working environment constituting the organization. Cultural policy remains a fundamental component in enhancing the performance of employees within the working environment. This research seeks to establish the role of cultural policy on the employee performance and effects on organizational management. Cultural policy has emerged as a current trend within the cultural studies in which people seek to understand the role of culture within different aspects of the working environment. Many studies have been undertaken in seeking to establish the impact of cultural policy among various aspects of organizational operations. This remains a fundamental element within many organizations as consideration ensures diversity within the organization. The study presents the analysis of the various elements which must be considered in seeking to ensure the effectiveness of cultural policies. The effectiveness of these policies remains fundamental in ensuring organizational operations are undertaken efficiently. Understanding of the roles of cultural policy enables managers to adopt effective operational procedures in seeking to ensure organizational success. The study presents findings which can enable managers to understand the role and impact of cultural policy among different organizational factors. The findings will be fundamental in understanding the effects of cultural policy in seeking to ensure effective implementation and subsequent adoption of the cultural policy. Despite there being limited information on researches undertaken within the topic, the presentations contained within this context will be fundamental in enhancing the knowledge of the topic. The study will be significant to the various stakeholders within the organizations which have implemented cultural policy. Other organizations which have not implemented the cultural policy will also gain significant knowledge in the field. Within many organizations, cultural diversity remains an element of concern. Many organizations have implemented different cultural policies in seeking to enhance cultural diversity within the workplace. This has significantly resulted in the organization become more interested in the cultural diversity of various organizations. The study will be undertaken on organizations which have implemented cultural policies within the structures of the organization to ensure effective management of the cultural values. The cultural policy remains a fundamental requirement which different management approaches must integrate into seeking to ensure efficiency of the management processes. CONTEXT AND RATIONALE Understanding the cultural policy remains significant attribute which organizations must effectively enhance in seeking to ensure successful functioning of the operations. Limited knowledge exists within the field of cultural policy using the aspects remains relatively new within many working environments(Miller & Yúdice 2002). The implementation and adoption of cultural policy remain essential in the management of diversity within many organizations. The policies become fundamental guidelines in the management of the diversity within many organizations. Diversity within the working environment is commonly defined through the different cultural background which employees commonly have, within the same organization. The existence of stereotypes becomes essential in ensuring individuals do not become discriminated, within the workplace based on their cultural background. Many international organizations are continuously faced with the fundamental challenge of ensuring effective management of workforce diversity in terms of cultural backgrounds. Management of the diversity within the workforce remains fundamental in ensuring the effectiveness of the organization in achieving the organizational objectives. a diverse workforce commonly enables the organization to have different skills which an essential in the undertaking of various activities(McGuigan 2004). The Cultural policy must be implemented in order to ensure sustainability of the diversity within the organization. Diversification and the availability of individuals from the different cultural background within the same organization become essential in seeking to ensure availability of different human resources which enable the organization to diversify operations(Sassatelli 2009). The sustainability of the cultural values, therefore, becomes fundamental in the continuous improvement of organizational performance. There is an existing relationship between the organizational performance and the element of cultural policy within many organizations. The output of employees remains significantly influenced by the existing policies which govern the employee welfare within the organization(Hesmondhalgh& Pratt 2005). Employee satisfaction with the job results for the handling of employees’ affairs, through the creation of a supportive working environment, which the employees feel free to operate within. This enables the employees to improve their performance through working within a conducive environment. The satisfaction of employees with the job comes from the environment which the work is performed. The cultural policy remains an essential guideline for providing the good working environment, which is essential in enhancing employee performance(Cunningham 2002). The guideline can also be utilized in the management process of the various organizational attributes related to employee welfare. Within many organizations, the cultural policy remains an element which is guided by the model of cultural practices which exist within the society. The cultural policy must be deeply analytical of the various social elements which define the society and the guideline which support the social behavior(Ahearne 2009). The cultural policy is commonly determined by the existing political system within a country and becomes generalized and applied across numerous organizations. The implementation of an independent cultural policy enables organizations to make considerations of the internal structures, in order to ensure sustainable development(Gray 2009). The Cultural policy becomes a significant element in the definition of the existing structure which governs employee conduct. The conduct of employees further defines the organizational culture which is also relevant to the establishment of a brand reputation for the organization. AIMS The study will seek to provide an analysis of the cultural policy at the organizational level. While numerous discussions have been undertaken regarding the cultural policy at the international level, the organizational level of cultural policy has been relatively ignored. The research aims at providing critical analysis of the various effects of cultural policy upon the organizational performance and the management process within the organization. This will be undertaken in seeking to ensure that the cultural policy becomes clearly understood at the lowest level of operation. The fundamental aim of the study will be making the assessment of the impact of cultural policy among the employees and the management processes within different organizations. OBJECTIVES The study will be undertaken in seeking to achieve the following objectives To determine the significance of cultural policy within different organizations To establish the effects of cultural policy in the performance of the employees based on their perceptions of the policy. To determine the impact of the cultural policy of organizations upon the management processes utilized within the organization. To improve the understanding of the cultural policy element as applied within different organizations. Research design and methodology RESEARCH DESIGN The research will be a qualitative research which will be conducted in seeking to establish the effect of the cultural policy upon the performance of the employees within an organization. The research will follow an exploratory design because of the limited information which is available on the topic being studied(Creswell 2013). The study will seek to determine the effects of cultural policy within an organization. The utilization of an exploratory design enables the research to conduct research and gather raw information from the identified sources. This will be fundamental in opening up the direction for further research within the field by other researchers. Different data collection methods will be utilized in collecting qualitative data, which will be utilized in making recommendations within the research. Primary data will be collected through interviews and questionnaires sent to individuals who will be selected through the utilization of random sampling methods. These questionnaires will contain both closed and open-ended questions which will be utilized in the collection of qualitative data. Secondary data will be collected from existing literature and published material from research conducted by other researchers within the same field of study. This information will be fundamental in providing guidelines for establishing the findings of the research. Qualitative approaches to data analysis will be utilized in seeking to analyze the collected data. Iteration will be continuously utilized during the data collection period in seeking to ensure the analysis process becomes simplified and reduce the data analysis time. This will be fundamental in ensuring the researchers undertake the analysis effectively. This will be applied to the data collected through interviews. After the interim data analysis, memoing of the data contained within the filled questionnaire will be performed in seeking to summarise the information contained within the data. Transcription of the collected data will be undertaken last in order to create a database which can be utilized to store the information for future reference. REFERENCES Ahearne, J., 2009. Cultural policy explicit and implicit: a distinction and some uses. International journal of cultural policy, 15(2), pp.141–153. Creswell, J.W., 2013. Qualitative Inquiry and Research Design: Choosing Among Five Approaches 3rd ed., London: Sage Publications. Cunningham, S.D., 2002. From cultural to creative industries: Theory, industry, and policy implications. Media international Australia incorporating culture and policy: quarterly journal of media research and resources, (102), pp.54–65. Gray, C., 2009. Managing cultural policy: pitfalls and prospects. Public Administration, 87(3), pp.574–585. Hesmondhalgh, D. & Pratt, A.C., 2005. Cultural industries and cultural policy. International journal of cultural policy, 11(1), pp.1–13. McGuigan, J., 2004. Rethinking cultural policy, New York: McGraw-Hill International. Miller, T. & Yúdice, G., 2002. Cultural policy, New York: Sage Publications. Sassatelli, M., 2009. Becoming Europeans: cultural identity and cultural policies, London: Palgrave Macmillan.  Read More