Functions of Organizational Leaders in Cultural Change: Financial and Social Well-Being

2018 ◽  
pp. 4-27 ◽  
Author(s):  
Ramona A. Houmanfar ◽  
Mark P. Alavosius ◽  
Zachary H. Morford ◽  
Scott A. Herbst ◽  
Daniel Reimer
Keyword(s):  
Cultural Change ◽  
Well Being ◽  
Organizational Leaders

Functions of Organizational Leaders in Cultural Change: Financial and Social Well-Being

2015 ◽  
Vol 35 (1-2) ◽  
pp. 4-27 ◽  
Author(s):  
Ramona A. Houmanfar ◽  
Mark P. Alavosius ◽  
Zachary H. Morford ◽  
Scott A. Herbst ◽  
Daniel Reimer
Keyword(s):  
Cultural Change ◽  
Well Being ◽  
Organizational Leaders

scholarly journals The Effect of the Acculturation of Chinese Immigrants on Tourist Satisfaction and Quality of Life

2021 ◽  
Vol 13 (4) ◽  
pp. 1770
Author(s):  
Taeyoung Cho ◽  
Taesoo Cho ◽  
Hao Zhang
Keyword(s):  
Quality Of Life ◽  
Cultural Change ◽  
Cultural Adaptation ◽  
Structural Equation ◽  
Chinese Immigrants ◽  
Well Being ◽  
Equation Model ◽  
Subjective Well Being ◽  
Tourist Satisfaction

Given the rapidly increasing number of foreign nationals migrating to Korea, this study investigates the relationship between cultural adaptation, tourist satisfaction, and quality of life among Chinese immigrants in Korea. A questionnaire survey was conducted among 344 Chinese immigrants in Korea who visited Gyeongju, where Korean World Heritage sites and modern tourist facilities coexist. A structural equation model was used to verify the hypothesis and indicated that cultural assimilation and cultural separation had a significant effect on tourist satisfaction, whereas cultural integration and cultural change did not have any statistically significant effect on tourist satisfaction. Additionally, tourist satisfaction had a significant effect on quality of life (in terms of subjective well-being and psychological well-being). The results of this study can function as a reference for improving Chinese immigrants’ cultural adaptation, tourist satisfaction, and quality of life.

scholarly journals Toward a Family-Friendly Academy: HRD’s Role in Creating Healthy Work–Life Cultural Change Interventions

2020 ◽  
Vol 22 (1) ◽  
pp. 11-22
Author(s):  
Barbara A. W. Eversole ◽  
Cindy L. Crowder
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Cultural Change ◽  
Well Being ◽  
Work Life ◽  
Organizational Policies ◽  
Professional Career ◽  
Promotion And Tenure ◽  
Family Friendly ◽  
Work Life Conflict

The Problem The ideal worker in the Academy devotes most of their lives to scholarly pursuits, which leaves little time for family. This problem leads to work–life conflict, which is particularly concerning for faculty members who are seeking promotion and tenure. Work–life conflict is most challenging in the case of academic mothers, who face professional career challenges in addition to work–life conflict. Rigid organizational policies and non-supportive cultures perpetuate the problem, particularly when the faculty member is an academic mother seeking promotion and tenure. The Solution Human resource development (HRD) interventions implemented at the individual, departmental, and institutional levels (e.g., training development, performance management, and career development initiatives) have been shown to reduce work–life conflict, improve overall well-being, and create a more family friendly environment. Organization development (OD) cultural change interventions aimed at changing the Academy to become more family focused and supportive of career flexibility are recommended. The Stakeholders Academic faculty, higher education administrators, HRD scholars, and practitioners.

scholarly journals Organizational Culture and Its Relationship with Employee Stress, Enjoyment of Work and Productivity

2020 ◽  
Vol 12 (2) ◽  
pp. 14
Author(s):  
Janna Olynick ◽  
Han Z. Li
Keyword(s):  
Organizational Culture ◽  
Online Survey ◽  
Well Being ◽  
Organizational Leaders ◽  
Staff Members ◽  
Work Related ◽  
Market Culture ◽  
Clan Culture ◽  
Related Stress ◽  
The Impact

Despite a recent resurgence in the study of organizational culture, insufficient attention has been paid to the impact of the types of organizational culture on employee well-being and productivity in Canadian settings. This study investigated which types of organizational culture are most closely related to employee levels of work-related stress, enjoyment of work and self-perceived productivity. A secondary research interest was to identify the dominant culture type at the studied university in northern Canada. A total of 193 staff members from various departments (e.g., academic services, facilities, student life) completed an online survey containing questions on organizational culture, stress, enjoyment of work and productivity. Three intriguing findings were generated from the data: (1) All four types of organizational culture – clan, hierarchy, adhocracy, market – were identified at the institution; (2) the hierarchy culture was most prevalent, followed by the adhocracy culture, the market culture and then the clan culture; and (3) the type of organizational culture was significantly related to stress, enjoyment of work and productivity. Employees working in a clan culture reported the lowest levels of stress, and highest levels of enjoyment and productivity, followed by those in the adhocracy and hierarchy cultures, lastly the market culture. Important implications include: (1) Organizational leaders need to take into account the role organizational culture plays in employee well-being and workplace functioning, and (2) Organizational leaders should implement strategies to create a workplace culture that promotes employee well-being and productivity.

scholarly journals Sustainability and University Law Clinic

2020 ◽  
Vol 27 (3) ◽  
pp. 77-145
Author(s):  
Richard Owen
Keyword(s):  
Cultural Change ◽  
Well Being ◽  
Political Agenda ◽  
Pedagogical Issues ◽  
Legal Process ◽  
Sustainability Literacy ◽  
Self Examination ◽  
Climate Crisis ◽  
Collective Dimension

Following increased activism, the climate crisis has moved up the political agenda, and with it an increased interest in sustainability issues. This article will look at how rebellious lawyering theory can provide a template for university law clinics when seeking to further sustainability objectives. It argues that as rebellious lawyering methods require a collective dimension to lawyering, egalitarian collaboration, deep knowledge of the communities that lawyers serve, simulations of a better future, self-examination and the building of broad coalitions it can in certain circumstances be a more effective way of furthering sustainability objectives than traditional legal process. Furthermore, building broad coalitions is vital to maintain the impetus behind sustainability initiatives.It will reflect on the cultural change that is needed to respond to the sustainability agenda, what lessons can be learnt from the different approaches which have been taken internationally to the issue, as well as the pedagogical issues that need to be addressed to ensure that students have the appropriate sustainability literacy. It will also reflect on the extent to which sustainability is already embedded in the work of university law clinics.It will examine how university law clinics can respond to sustainable development legislation by using Swansea Law Clinic’s experiences of working with sustainability goals and approaches, in the form of the Well-being of Future Generations (Wales) Act 2015, as a case study.

Mindfulness and School Leadership

2020 ◽  
Author(s):  
Sharon D. Kruse
Keyword(s):  
Organizational Performance ◽  
School Leadership ◽  
Real Time ◽  
Cultural Change ◽  
Classroom Practice ◽  
Negative Impact ◽  
School Setting ◽  
Well Being ◽  
Organizational Mindfulness ◽  
The Moment

Organizational mindfulness refers to an organization’s collective disposition toward learning and supports its ongoing quest for effective and reliable performance. Descended from Buddhist thought, mindfulness draws attention to a leader’s awareness of the moment and subsequent decision-making and is informed by in-the-moment observation and attentiveness. This Eastern perspective suggests that as leaders work to craft informed responses to the demands before them, mindfulness places them in a position to maximize learning in real-time and respond to challenges from a place of equanimity. Complemented by the Eastern perspective, Western perspectives concerning organizational mindfulness have focused on the development of practices designed to increase highly reliable leadership performance. In this conception, mindful leadership is focused on potential threats to organizational performance and leadership effort is oriented toward eliminating or minimizing negative impact. Furthermore, mindful leaders seek robust and complex interpretations of organizational threat, embracing a heightened sensitivity to the link between organizational processes and outcome. Finally, Western notions of mindful leadership suggest that resiliency, a tenacious commitment to learning from failure, and deference to expertise rather than formal authority are hallmarks of mindful practice. In this way, mindful leaders orient their work toward organizational and cultural change evident in a collective attention that orients the work of its members. To do so requires that a leader’s attention be oriented toward deeply developed explanations of activities within the organizational school setting, including opportunities for formative, substantive data use and on-the-ground real time orientation to communal learning. In turn, mindful practice sets the stage for school leaders to engage the school community in becoming active partners in communal knowledge creation with the intent of improving classroom practice, student learning, and well-being.

scholarly journals De-schooling Well-being: Toward a Learning-Oriented Definition

2020 ◽  
Vol 3 (3) ◽  
pp. 452-469 ◽  
Author(s):  
Santiago Rincón-Gallardo
Keyword(s):  
Cultural Change ◽  
Large Scale ◽  
Well Being ◽  
Global South ◽  
Educational Systems ◽  
Past Century ◽  
Compulsory Schooling ◽  
Robust Learning ◽  
The Past ◽  
Grammar Of Schooling

Purpose: (1) Critique conventional schooling as detrimental to student well-being and learning. (2) Articulate an alternative that is more conducive to learning and well-being in classrooms, schools, and educational systems. Design/Approach/Methods: I review the historical functions of compulsory schooling, the main critiques to conventional schooling developed over the past century, emerging knowledge on the neuroscience of learning and well-being, and cases of large-scale pedagogical transformation from the Global South. Findings: I argue that conventional schooling is detrimental to well-being, that deep learning is a precursor of well-being, and that compulsory schooling is not designed to cultivate it. Well-being has to be de-schooled so that students thrive in schools: The grammar of schooling has to be replaced with the language of learning. This requires deep and widespread cultural change, and some movements of pedagogical renewal from the Global South offer important lessons on how to accomplish this. Originality/Value: Expanding the scope of existing debates about student well-being by questioning the assumption that compulsory schooling is inherently good and pointing out that unless the default culture of schooling is replaced with cultures of robust learning, student well-being efforts will simply reproduce the very problems they seek to solve.

Human needs, consumerism and welfare

2019 ◽  
Vol 44 (2) ◽  
pp. 303-318
Author(s):  
Wolfgang J Fellner ◽  
Benedikt Goehmann
Keyword(s):  
Economic Theory ◽  
Cultural Change ◽  
Adam Smith ◽  
Well Being ◽  
Social Aspects ◽  
Mainstream Economic ◽  
Heterodox Economics ◽  
Human Needs ◽  
Lock In

Abstract Adam Smith considered consumption the sole end and purpose of all production. This presupposes a sound connection between consumption and welfare. The consumerist conceptualisation of this connection suggests that the amount of consumption equals welfare and the level of production can consequently be an indicator for welfare. The limits and problems of production measures are widely accepted. Yet, indicators like GDP remain the focus of mainstream economic theory and policy. We trace the origin of this lock-in back to the axiom of authentic and stable preferences. The suggested alternative stems from literature about human needs in heterodox economics and psychology. This literature incorporates the relevance of social aspects and cultural change for welfare. It turns out that consumerism can be a threat to well-being and welfare, rather than a requirement for it.

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