Using the scientific and human relations as a foundation, it is easier to understand the impact that changes have on an organization. Last year, pharmaceutical giant Pfizer experienced a CEO change which caused "aggressive restructuring" to help propel one of the domineering American corporations into jump starting the sales and the overall value of the company (Krauskof, 2010)
This might or might not have had anything to do with her not receiving the job; indeed it is entirely possible that her condition had nothing at all to do with her being passed over for the job. However, by having introduced the topic into the interview, the manager has allowed the company to become potentially vulnerable to suffering financial losses and loss of status (Jolls & Prescott, n
By and large however, cultural difference usually impact human relations in a positive way. Consider the organizational context, where cultural diversity leads to a vast array of different opinions, insights and approaches to solving problems and succeeding (Corley, 2004)
Students with varying cultural backgrounds have different perceptions of learning and communicating, thus may have a difficult time achieving in a classroom that does not recognize their cultural differences and methods of learning. For students to be successful in a culturally diverse environment, teachers must work to improve communications and the methods they use to teach, to ensure that they are addressing the needs of a diverse population (Henderson, 1996)
These ideas and more are explored below. Analysis of Cultural Traditions and Human Relations Values and cultural traditions may impact an individual's or group's beliefs, attitudes and actions with respect to their day-to-day existence (Scarborough, 1998)
The degree to which their needs are being satisfied is directly related to the degree of relations they share with others, and the degree to which they believe their relations are good, whether in the workplace or otherwise (Henderson, 1996). Differences in culture or what is perceived to be cultural norms may lead to conflict among members of varying social groups (Scott & Scott, 1998)
Typically in the world today there is no one common value, attitude or belief system that is the same across all cultures, thus it is necessary for people of varying cultural backgrounds to come together to create some form of common identity or continuity over time in order to relate with one another and succeed in modern society (Scarborough, 1998). The process whereby people start adopting the values, beliefs and attitudes of other cultures has been referred to as "assimilation" (Schooler, 1996)
Within and given society, differences in culture exist, and these differences impact human relations. Also within a society of different cultures, assimilation occurs, where ethnic groups adopt what are considered to be aspects of the cultural norm, but also retain aspects of their own culture of origin (Wortham, 2001) a process that creates even more diversity
Kitayama, that "shared values of social groups play key roles in individuals' cognitive, emotional, and social functioning." (Cooper, Denner, 1998)
" (Reginald Rose, Twelve Angry Men, 1955) The dialogue above takes place between a garage owner (10th juror) and a European born watchmaker (11th juror) in the context of having to reach a unanimous verdict regarding the innocence of a boy accused of murder. The scene occurs in a New York court of law, within the frame of an emotional background that has reached its climax (Hofstede & Hofstede, 2005)
Moreover, the theorist asserted that the cleavage between the two poles impacted ethical decision making and that the two extremes could coexist within the same race, nation, region etc. As an eloquent example, Triandis mentioned USA, a country which despite its individualistic fame encourages collaboration and teamwork especially in the corporate and art world (Husted, 2001)
For example, the number of respondents exceeded 1000 in only six countries while 15 countries reported a number of respondents well below 200. As an edifying example, one could mention Pakistan where the first survey addressed 37 employees and the second one targeted 70 employees (McSweeney, 2002)
Thus, he argued that for a collectivist pattern (in the light of which all members are closely linked to each other), group goals prevailed over self goals, individuals consented to the duties established by the group and understood themselves as "interdependent" in relation to others. At the antipode of the model earlier described, he mentioned individualist cultures that gave top priority to personal goals and duties and enjoyed a high degree of independence (Zhou, 2002)
, writing in Human Resources Management, the best way to acquire political skills, is through the mentoring process. The inexperienced individual who has a desire to become a leader in the HR field must have a mentor who is "…armed with organizational experience" that is borne of "vicarious and firsthand experience" and is willing to share "insights and cues with proteges on what it takes to be successful in the organization" (Blass, et al
The third part tested the "level of leadership satisfaction" and the fourth section invited the respondents to comment on "…a variety of leadership behaviors." The fifth section asked participants to score leadership performance based on their experiences, and the final section "evaluated leadership competency" (Choo, 2007, p
What is a leader? According to Leslie L. Kossoff, internationally respected executive advisor specializing in corporate turn-around, there is a big difference between a "manager" and a "leader" (Kossoff, 2010)
A third pivotal skill that a leader in HR must have is the ability to usher in change and to make adjustments in bleak economic times. "During crisis, leaders must quickly introduce profound change" in the way the organization is administered (Mohrman, et al
Such tools as animated scenario videos can also be used in modeling. It is also common for individuals to derive much motivation from anticipation of reward than from fear of punishment, this is especially true when dealing with children since they have an easier understanding of what they did right than a wrongdoing (Barkley, 2008)
These positive techniques lead to the characteristics of behavioral management, which are: Guidelines, Accountability, Modeling, and Positive reinforcement (Peterson and Tenenbaum, 1986). One of the most crucial characteristic is guidelines, the persons concerned, such as students or employees, must be made to understand the kind of behavior that they should adopt or is expected of them in that setting (Gardner, 1971)
Characteristics of behavioral management Behavioral management is applied through various techniques, which may be categorized as either positive or negative, and it is important that those employing this approach have the positive behavioral management techniques. These positive techniques lead to the characteristics of behavioral management, which are: Guidelines, Accountability, Modeling, and Positive reinforcement (Peterson and Tenenbaum, 1986)