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Culture change

About: Culture change is a research topic. Over the lifetime, 1531 publications have been published within this topic receiving 41922 citations. The topic is also known as: cultural change & culture changes.


Papers
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Journal ArticleDOI
TL;DR: In this paper, the authors discuss the potential of a cafe on the premises of an aged care facility as a vehicle for culture change, where food and dining maximize social opportunities and create a homelike environment that facilitates continuation of residents' identity.
Abstract: Objective: To discuss the potential of a cafe on the premises of an aged-care facility as a vehicle for culture change. Method: Secondary analysis of primary qualitative data that explored the value of a cafe in an aged-care facility, compared with culture-change principles established from a literature review. Results: Secondary analysis established congruence between culture-change principles and the themes established in the primary qualitative data. A cafe, in one aged-care facility, has facilitated the following dimensions of culture change for residents: individualized care, facilitation of meaningful relationships, opportunities for participation in life roles, and creation of a sense of belonging. Conclusion: Culture change can be achieved through environmental innovations, such as a cafe, where food and dining maximize social opportunities and create a homelike environment that facilitates continuation of residents' identity.

10 citations

Journal ArticleDOI
TL;DR: Employing genetic theory as an analog, anthropology can be shown to have depended for culture-change theory on a genetic model, which predicts pre-Columbian contact between the Old and New World, a prediction which is supported by a growing list of cultural parallels.
Abstract: Employing genetic theory as an analog, the paper argues that when the concept of culture is separated from the concept of society, anthropology can be shown to have depended for culture-change theory on a genetic model, which predicts pre-Columbian contact between the Old and New World, a prediction which is supported by a growing list of cultural parallels. [prehistoric transpacific contact, culture, society, culture change, scientific explanation]

10 citations

Journal ArticleDOI
TL;DR: In this paper, the development of critical subjectivity, in a cooperative inquiry study, which aimed to use principles of consumer participation to explore and develop recovery-oriented care in a regional mental health service in rural Australia, was reported.
Abstract: This article reports on the development of critical subjectivity, in a cooperative inquiry study, which aimed to use principles of consumer participation to explore and develop recovery-oriented care in a regional mental health service in rural Australia. The development of critical subjectivity occurred when the lead researcher began to understand her role as an ‘insider’ in perpetuating dominant institutional culture through her work practices. The findings illustrate the way lived experience perspectives were excluded, invisible and considered ‘outsider’ in relation to dominant biomedical epistemology. As the researcher participated in a more relational participatory process and documented her thinking, her knowledge of her work practices began to change and this contributed to the transformation in her practice. Action research is a tool that supports shared dialogue to enable culture change necessary for recovery-oriented practice.

10 citations

Posted Content
TL;DR: In this article, the authors call on policymakers to develop a new architecture for the use of information and communications technologies and provide a framework for leadership to transition to a next generation system for public safety communications.
Abstract: The suboptimal state of communications technology used by public safety agencies has emerged as a high profile political issue. In most cases, public safety agencies are able only to communicate using antiquated networks, engineered solely for providing voice communications and unable to interoperate beyond a select number of users. This type of system fails to provide the type of economies of scale, network flexibility, or the broader functionalities routinely used by the military and private sector enterprises. The challenge facing policymakers is thus how to develop a next generation architecture for public safety and spur adoption of a new set of technologies that provide far greater functionality than today's systems as well as interoperate with a broad array of organizations involved in emergency response. To change the culture and realities of public safety communications, this Article calls on policymakers to develop a new architecture for the use of information and communications technologies and provide a framework for leadership to transition to a next generation system for public safety communications. Such a culture change would include not only an embrace of new technologies, but a new framework for technology leadership - at the state or regional level - that spurs decisionmaking in a coordinated fashion (and not through ad hoc decisions by over 50,000 different local agencies). In short, this Article explains what new technologies can transform public safety communications and what intergovernmental relations strategy will be necessary to facilitate the implementation of such technologies.

10 citations

Dissertation
18 Oct 2011
TL;DR: In this article, the authors explored the issue of why people resign from the government sector to work elsewhere, and in so doing it focused on the current reward system withinthe sector.
Abstract: The problem of the migration of talent from developed countries is not a new one, andessentially it is understood that the reward systems of the countries involved are at faultin not providing individuals with rewards that they value. In the Sultanate of Oman,such a brain drain is not yet a problem, but over the last few years there has been anincreasing departure of talented people from the Omani Government Sector, as theprivate sector has more to offer. Such a phenomenon is wasteful in respect of thetraining investment which might have been made in these people, but it is alsodamaging to the government sector as a whole since the aim of providing qualityservices to the nation is made more difficult to achieve as employees of high calibreleave.Consequently, this thesis explores the issue of why people resign from the governmentsector to work elsewhere, and in so doing it focuses on the current reward system withinthe sector. Through a comprehensive literature review, it considers both academic andpractitioner perspectives on the issue of reward, concentrating particularly on theconcept of Total Reward which embraces the notion of a mixture of wide-rangingtangible and intangible rewards that are designed with employee involvement to ensuretheir attractiveness, and to ultimately secure loyalty and reduce employee turnover.The study then conducts an empirical exercise in which a large sample of governmentemployees from the full range of ministries where resignations are taking place,participate in a questionnaire survey, seeking to establish their views on the currentreward system and the potential for the introduction of a Total Reward strategy.Additionally, a number of in-depth interviews are held with employees, and focusgroups are also conducted, as a means of securing a third source of empiricalinformation. The data obtained is triangulated to establish a detailed employerperspective, and then considered in the light of the literature.The finding is that the reward system in its current form is not appropriate since it doesnot cater for employees? needs. It is characterised by a lack of rigorous and transparentcriteria on which to assess employees? eligibility for various rewards, and consequently,has allowed favouritism and nepotism to creep into a system that was intended to beoperated on the basis of merit. This is dispiriting for employees who have no faith intheir managers to determine their individual performance, and hence offer rewards on afair basis.It is concluded that a Total Reward strategy is a desirable way forward since this wouldstem the flow of talented people from the government sector, but it is alsoacknowledged that there are critical success factors associated with the implementationof such an initiative and that for these to be in place, a culture change within thegovernment sector would need to occur.

10 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202319
202239
202141
202052
201949
201857