Essay, Research Paper: Change Management

Content and Structure
Introduction (intercultural dimension)
Intercultural Management and culture change/cultural leadership styles (why resistance matters)
The impact of personal change/Cross-cultural management (culture-specific perception and skills for effective conflict resolution)
Outlook and Conclusion
The intercultural dimension in change processes
Definitions (I)
Definitions (II)
CULTURE is everything that people have*, think* and do* as members of their society
Material objects
Ideas, values, attitudes
Normative or expected patterns of behaviour
Culture is shared by at least two or more people
Culture is learned
Culture is bound to change
Resistance is likely to be present
Culture (I) – Comparative Value Orientations
U.S. Culture
Individualism
Precise time reckoning
Future oriented
Doing (working achievm.)
People controlling nature
Youthfulness
Informality
Competition
Relative equality of sexes
Contrastive Cultures
Collectivism
Loose time reckoning
Past oriented
Being (personal qualities)
Nature controlling people
Old age
Formality
Cooperation
Relative inequality of sexes
Culture (II)
Culture (III)
Culture Change (I) – Processes of Change
Culture Change (II)
Basic Assumptions
Relation to environment
Nature of reality
(time & space)
Nature of human nature,
activity and relationships
Taken for granted
Invisible
Preconscious
Corporate Culture
Summary (Interc. Comm. & Management)
Cultural Leadership Styles – Why Resistance matters
Influence of Leadership
What are business ethics?
Standards and conduct (that an organis. sets itself in its dealings within the organisation and outside with its environment
Need to be reflected in the mission statement
Purpose: Communication (in- & external)
Remember: Analyse, vision, mission, objectives, implementation, control, CHANGE? Change processes – reimplement RESIST.? - Solution
How to avoid problems
Resistance to Change
Why do people resist change
Framework (I)
Framework (II)
Practical Guide
Overcoming Resistance to Change
How to convince – People embracing Change
Case Study
Solution and Summary
Personal Change
Cross-cultural Management
Perception
Culture-specific perception / (How to improve cross-cultural perception)
Cross-Cultural Motivation (I)
Cross-Cultural Motivation (II)
Cross-Cultural Motivation (III)
Cross-Cultural Motivation (IV)
Cross-Cultural Motivation (V)
Being a Global Player means solving conflicts
Conflict Management
Cultural Diversity
Managing Diversity
Coping with Cross-Cultural Adjustment Stress
Conflict Resolution
Conflict (types and elements) (I)
Conflict (II)
Positive and Negative Effects
An Outlook
Conclusion (I)
Conclusion (II)


Word Count: 346