Topic
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.
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TL;DR: It is proposed that the culture cycle—a tool that represents culture as a multilayered, interacting, dynamic system of ideas, institutions, interactions, and individuals—can be useful to researchers and practitioners by revealing and explaining the psychological dynamics that underlie today’s significant culture clashes.
Abstract: U.S. Americans repeatedly invoke the role of “culture” today as they struggle to make sense of their increasingly diverse and divided worlds. Given the demographic changes, cultural interactions and hybridizations, and shifting power dynamics that many U.S. Americans confront every day, we ask how psychological scientists can leverage insights from cultural psychology to shed light on these issues. We propose that the culture cycle—a tool that represents culture as a multilayered, interacting, dynamic system of ideas, institutions, interactions, and individuals—can be useful to researchers and practitioners by: (1) revealing and explaining the psychological dynamics that underlie today’s significant culture clashes and (2) identifying ways to change or improve cultural practices and institutions to foster a more inclusive, equal, and effective multicultural society.
27 citations
TL;DR: The role of information in contemporary change efforts, and the impact that technology has had on the practice of organization development over the past decade is discussed in this article, where a case study of a Web-enabled platform used to drive culture change is presented.
Abstract: The problem and the solution. Organization development (OD) is a data-driven process for change,and as a result,the successful application of OD interventions and tools has become increasingly dependent on the use of information technology. This chapter focuses on the role of information (or data) in contemporary change efforts, and the impact that technology has had on the practice of OD over the past decade.Following a case study of a Web-enabled platform used to drive culture change, the chapter closes with a discussion of the unexpected consequences and potential issues involved with the use of technology for OD initiatives that need to be addressed.
26 citations
TL;DR: High culture change adoption was associated with nursing homes having lower proportions of Medicaid residents and the overall adoption of culture change scores in Central Florida nursing homes was low; there was variability across nursing homes in the adoption ofculture change.
Abstract: Quality of care has been a long-standing issue in US nursing homes The culture change movement attempts to transition nursing homes from health care institutions to person-centered homes While the adoption of culture change has been spreading across nursing homes, barriers to adoption persist Nursing homes that disproportionately serve minority residents may have additional challenges implementing culture change compared with other facilities due to limited financial and staffing resources The objective of this study was to examine how nursing home characteristics are associated with culture change adoption in Central Florida nursing homes This cross-sectional study included 81 directors of nursing (DONs) who completed the Artifacts of Culture Change survey In addition, nursing home organizational data were obtained from the Certification and Survey Provider Enhanced Reports (CASPER) A logistic regression was conducted to examine the relationship between high culture change adoption and nursing home characteristics The overall adoption of culture change scores in Central Florida nursing homes was low Nevertheless, there was variability across nursing homes in the adoption of culture change High culture change adoption was associated with nursing homes having lower proportions of Medicaid residents
26 citations
26 citations
TL;DR: In this paper, the authors argue that organizations need to design into their TQM programs the means for people to tackle and solve quality problems, and that what is lacking is an effective balance between the goals and tasks of achieving quality and organizational values and behaviours.
Abstract: Discusses why, if quality is concerned with changing behaviour, we leave so much to chance. Asserts that organisations need to design into their TQM programmes the means for people to tackle and solve quality problems. Demands a clear focus on the customer and total commitment throughout the organization. Asserts that what is lacking is an effective balance between the goals and tasks of achieving quality and organizational values and behaviours. Contends it is balanced attention to values as well as goals which will drive the “culture change” required for long‐term success of TQM. Stresses responsiveness to customer needs. Believes that quality improvement depends on people changing their behaviour. Observes that to create change both passion ‐ shared vision and values ‐ and systems are needed.
26 citations