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Essay / Research Paper Abstract
This 4 page paper provides an overview of an article review. There are 8 articles in this series and they relate to workplace issues and human resources.
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4 pages (~225 words per page)
File: MH11_MHDivWP5.rtf
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management of change across networks in a grammar of instrumental reason, thereby offering legitimacy to the imperialism that emerges when groups come together in a shared-change experience. However, by adopting
principles of critical theory, the social research project initiated by a group of scholars known as the Frankfurt School, this degradation of knowledge and its companion, human domination, may be
challenged. A critical theory of interorganizational change reveals three forms of organizational imperialism: cultural domination, cultural imposition, and cultural fragmentation. From this perspective, it is possible to understand the deleterious
human, social and cultural consequences of organizational expansionism, and thereby initiate a dialogue for cultural emancipation, a more meaningful, culturally sensitive approach to change. Introduction Grubbs (2000)
research study relates the concept of organizational imperialism and considers the implications when applying the concept to organizational change. The topic being researched, then, is whether organizational imperialism, which
includes cultural domination, cultural imposition, and cultural fragmentation, can be changed and if so, can this alteration result in a culturally sensitive approach to organizational change. The central
principle of this study, then, is the application of critical theory in the assessment of organizational imperialism. This study is based on a case study approach, in which the
author outlines the specific nature of an organization and the impacts of organizational imperialism on the interactions in this organization. The author argues that by integrating a critical view
of organizational imperialism and directing specific issues within the scope of this view, it is possible to determine a method for reducing this structure and implementing a culturally sensitive view
of the process of organizational change. Statement of Problem The authors position in this is that the issue of organizational imperialism has a negative impact on the
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