Here is the synopsis of our sample research paper on How Cultural Diversity Affects Organizational Change. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 12 page paper that begins with a 1-page outline and includes an executive summary. The paper discusses to major topics in relation to each other: managing cultural diversity and managing organizational change. The paper reports there is no single unifying perspective regarding cultural diversity management and reports many of the ideas about it, including the business case perspective and the fact that contingency management styles are often recommended in this environment. The writer discuses the components of the change process, the configurational perspective on change, McKinsey's 7 S model and the trend towards creating learning organizations and how these support cultural diversity. Bibliography lists 13 sources.
Page Count:
12 pages (~225 words per page)
File: ME12_PGcltc9.rtf
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Unformatted sample text from the term paper:
* Change theories * Components in change process * Configurational perspective * McKinsey 7 S model * Trend towards learning organizations * Integration with cultural diversity * Discussion and Conclusions
Draft Executive Summary This essay discusses how cultural diversity affects organizational change. The paper treats the topic as two major components, managing diversity and managing change and then,
integrates them. There is no single unifying theoretical perspective regarding diversity management but there are many ideas and suggestions, some of which are reported. One example is the business case
perspective, which focuses on sharing ideas and collaboration. The author supports this model because it is not based on tolerance, which can be very negative, but, rather, it focuses on
acceptance and collaboration. The literature also supports the contingency management model when working with a culturally diverse workforce. This model is founded on the belief that a manager needs to
adopt their style based on both the specific employees and on the specific situation. There are many different organizational change models. One of the more recent change models is
the configurational perspective, which views the organization as a whole consisting of many parts that are both interdependent and mutually supportive with each other. This would inherently diminish barriers related
to cultural differences. The paper also discusses the McKinsey 7 S model for change, which can be very useful to managers. The paper discusses creating a learning organization and how
this complements a culturally diverse workforce. The model itself values individual learning as well as group learning. The model is also based on ongoing and continuous learning that is shared
and discussed. Review of the Literature The topic: how cultural diversity affects organizational change is comprised of two major issues: how to manager cultural diversity and how to bring
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