Insider ethnographic analysis is used to analyze change processes in an engineering department. Distributed leadership theory is used as conceptual framework.
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This study empirically examines individual and organizational factors that influence expatriates’ cross-cultural adjustment and job performance. The study was a quantitative research from 117 Thai expatriates who work in Thai multinational companies (MNC) located in Indonesia. The results of the study indicated that financial perceived organizational support influence positively towards Thai expatriates’ overall cross-cultural adjustment in Indonesia. This study found that cross-cultural training influenced positively towards Thai expatriates’ adjustment. A causal relationship between the predicting variables of crosscultural adjustment and Thai expatriates’ job performance was not found. Results suggest important consequences for management strategies providing support to Thai expatriate employees increasing their adjustment in Indonesia. Keywords: Cross-Cultural Adjustment; Job
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This paper conducted a preliminary study of reviewing and exploring bias strategies using a framework of a different discipline: change management. The hypothesis here is: If the major problem of implicit bias strategies is that they do not translate into actual changes in behaviors, then it could be helpful to learn from studies that have contributed to successful change interventions such as reward management, social neuroscience, health behavioral change, and cognitive behavioral therapy. The result of this integrated approach is: (1) current bias strategies can be improved and new ones can be developed with insight from adjunct study fields in change management; (2) it could be more sustainable to invest in a holistic and proactive bias strategy approach that targets the social environment, eliminating the very condition under which biases arise; and (3) while implicit biases are automatic, future studies should invest more on strategies that empower people as “change agents” who can act proactively to regulate the very environment that gives rise to their biased thoughts and behaviors.
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Climate change engagement is often conducted on a jurisdictional scale, and stakeholder engagement typically brings representatives from all constituencies around a common table. Yet, individual behavior is largely influenced by norms and leaders within their cultural groups, and the “Noah’s Ark” style of stakeholder engagement largely ignores historical differences of power among participants. Co-creating safe cultural spaces with leaders within cultural communities catalyzes authentic conversation tailored to the ways in which the community talks about its own issues and creates engagement strategies, which increase climate resilience, while elevating voices of trusted sources of information.Two projects in the San Francisco North Bay Region were built on prior research on the role of cultural identity, belonging, and engagement in building resilient regions. “Elevating Latino Voices” focused on the 25% of Sonoma County residents who self-identify as Latinx, a group over-impacted by natural disasters yet underrepresented in political and economic power. As a direct result of the investigation, targeted, culturally relevant communication strategies and programs were identified, including “Promotores Verde.” Drawing from a cultural tradition of recruiting and training cohorts of young adults from within communities on specific health issues, who, in turn, become resources on the issues to their communities, “Promotores Verde” is increasing authentic engagement of the Latinx community in climate change, building leadership capacity and empowering a new generation of climate leaders. “Rising Waters” engaged principles of biophilia to bridge understanding between experts on homelessness and water quality to build empathy and address issues at their nexus.
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This article starts from the observation that popular culture resides in a contradictory space. On the one hand it seems to be thriving, in that the range of media objects that were previously studied under the rubric of popular culture has certainly expanded. Yet, cultural studies scholars rarely study these media objects as popular culture. Instead, concerns about immaterial labor, about the manipulation of voting behavior and public opinion, about filter bubbles and societal polarization, and about populist authoritarianism, determine the dominant frames with which the contemporary media environment is approached. This article aims to trace how this change has come to pass over the last 50 years. It argues that changes in the media environment are important, but also that cultural studies as an institutionalizing interdisciplinary project has changed. It identifies “the moment of popular culture” as a relatively short-lived but epoch-defining moment in cultural studies. This moment was subsequently displaced by a set of related yet different theoretical problematics that gradually moved the study of popular culture away from the popular. These displacements are: the hollowing out of the notion of the popular, as signaled early on by Meaghan Morris’ article “The Banality of Cultural Studies” in 1988; the institutionalization of cultural studies; the rise of the governmentality approach and a growing engagement with affect theory.
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To meet the care needs of the rapidly ageing patient populations, the cultivation of a compassionate patient-centred healthcare culture has become central in the value-based healthcare discourse. A participatory music practice, ‘Meaningful Music in Healthcare’ employs a person-centred approach to music-making in Dutch hospitals. A grounded theory analysis on ethnographically collected data suggests that music-making serves as a social change agent and cultural resource for catalysing compassionate contact between healthcare professionals and patients. Processes of experiential growth and shared values in music-making and healthcare help to enrich care relationships and allow the emotional dimension of nurses’ professional performance to be explored.
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Research into workplace mentoring is principally focussed on predictors and psychosocial and instrumental outcomes, while there is scarcely any in-depth research into relational characteristics, outcomes and processes. This article aims to illustrate these relational aspects. It reports a co-constructed auto-ethnography of a dyadic mentoring relationship as experienced by mentor and protégé. The co-constructed narrative illustrates that attentiveness towards each other and a caring attitude, alongside learning-focussed values, promote a high-quality mentoring relationship. This relationship is characterised, among other things, by person centredness, care, trust and mutual influence, thereby offering a situation in which mutual learning and growth can occur. Learning develops through and in relation and is enhanced when both planned and unplanned learning takes place. In addition, the narrative makes clear that learning and growth of both those involved are intertwined and interdependent and that mutual learning and growth enrich and strengthen the relationship. It is concluded that the narrative illustrates a number of complex relational processes that are difficult to elucidate in quantitative studies and theoretical constructs. It offers deeper insight into the initiation and improvement of high-quality mentoring relationships and emphasises the importance of further research into relational processes in mentoring relationships.
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Design In our modern world, we are constantly confronted by challenges of a societal, ecological, organisational, strategic or cultural nature. These so-called wicked problems are difficult to define and even harder to solve, often requiring feats of collaboration. Design, Play, Change is a Design Thinking book and game created for managers, entrepreneurs, trainers, coaches, educators and students who want to develop innovative ideas for future change within and between their teams or organisations. In short, this book is the active agent that can be used to theorise, restructure and overcome challenges we face on a daily basis. Play Crafted both for experts in Design Thinking and for those just getting started, Design, Play, Change will explain the theory behind designing as well as demonstrate how to think, act, create and feel like a designer. With 40 method cards, spanning across different critical roles like the Creator, Emphatiser, Thinker and Maker, the book presents an extremely accessible and fun way of examining complex contemporary challenges with a light-hearted outlook. Regardless of what challenge needs to be overcome, this collaborative game creates a shared vision of the challenge at hand while also generating inspiring insights, fresh ideas and productive activities. Above all, Design, Play, Change is inspirational, energising and fun for you and the whole team playing along with you. At it’s core, Design, Play, Change teaches readers and players a practical way of reframing, envisioning and evaluating their challenges and ideas, addressing them like a designer would in a collaborative game format. Design, Play, Change is a game and a book and is avaliable here: https://www.bispublishers.com/design-play-change.html
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Background: Concepts such as participation and environment may differ across cultures. Consequently, to use a measure like the Participation and Environment Measure for Children and Youth (PEM-CY) in other than the original English-speaking contexts, cultural adaptation needs to be assured. The aim of this study was to cross-culturally translate and adapt the PEM-CY into German as it is used in Germany, Austria and Switzerland. Methods: Fifteen parents of children and adolescents with disabilities from three German speaking countries participated in three rounds of think-aloud interviews. We followed the procedure of cultural equivalence guidelines including two additional steps. Data was analyzed by content analysis using semantic, idiomatic, experiential and conceptual equivalence. Results: Results show adaptations mainly focused on experiential and conceptual equivalence, with conceptual equivalence being the most challenging to reach. Examples of experiential equivalence included adapting the examples of activities in the PEM-CY to reflect those typical in German speaking countries. Conceptual equivalence mainly addressed aspects of “involvement” and “environment” of children and adolescents and was reached through adaptations such as enhanced instructions and structures, and additional definitions. Conclusions: This study presents a cross-cultural translation and adaptation process to develop a German version of the PEM-CY that is suitable for Germany, Austria and Switzerland. Using a modified cultural adaptation process, a culturally adapted version of PEM-CY (German) is now available for research, practice and further validation.
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World globalisation drives companies to undertake international expansion with the aim of retaining or growing their businesses. When companies globalize, managers encounter new challenges in making international marketing strategy (IMS) decisions, which are influenced by perceived cultural and business distance between their home- and foreign country. Telkom Indonesia International (Telin) was formed by Telkom Indonesia (i.e. the state-owned company in the telecommunication industry in Indonesia) to engage in international business within a global market. The central question in this study is to what extent do managers’ perceived cultural and business distance between home- and foreign country influence their IMS decisions? A mixed research strategy will be employed by applying qualitative and quantitative methods concurrently. The data collection will involve interviews with CEOs and managers, alongside a web survey to 55 managers of Telkom's. Results suggest important consequences for IMS decisions and emphasizes the need for dialogue on perceptions of cultural and business characteristics of countries.
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