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Mexico Has a Middle Class?

March 19, 2018 by mxs1204 1 Comment

Social classes of early Mexico, print

If Mexico has a middle class, please show me where it is. As far as I can remember, poverty was prevalent and the elite kept getting richer. Being of Mexican descent, I have always been intrigued by the huge gap between the poor and rich class. The middle class was never part of the equation. How do we identify these classes? How do they impact the state of our Nation, economically? We will delve into this subject matter, with hopes of finding out if Mexico does in fact have a middle class.

In the U.S, there are many ways to distinguish the different social classes. It is believed that functionalist sociologists, specifically utilize a measure based on education, income and type of occupation called “SES”. They favor this method because it provides indicators that identify and show variance between social class positions.

Flatworldknowlege.com, provides an article on social classes that focuses specifically on Understanding and Changing the Social World, through its brief edition, version 1. In this article, Steven E. Barkan, elaborates that;

“Over the decades, sociologists have outlined as many as six or seven social classes based on such things as, once again, education, occupation, and income, but also on lifestyle, the schools people’s children attend, a family’s reputation in the community, how “old” or “new” people’s wealth is, and so forth…”

This article explains that the U.S has many socioeconomic classes not just three (poor, middle, rich). In Mexico, however, focus is mainly placed on the rich and poor, often leaving out the long forgotten, middle class. Why such disparity in social classes in Mexico, then? In the past, it was believed that the rich were greedy and did not want to pay those in the poor class enough (in wages) to allow them to move into a middle class structure. Greed and power have long been highlighted as the main reasons for this disparity. Could there be other underlying reasons as well?

“Mexico A Middle Class Society: Poor No More, Developed Not Yet”,

Social classes, Cartoon by Angel Boligan.

is a paper written by Luis De La calle and Luis Rubio. In this economic paper, the authors attempt to identify and bring truth to an existing middle class in Mexico. Within this document, attention is placed on the government, its laws and influence on said middle class. De La Calle and Rubio state that, “The change in political preferences observed in Mexico in recent years is also an indication of the growth of the middle class..”. They believe that when the middle class is more involved in electing the right political leaders, those that will help the poor improve the economic status, the existing middle class will grow. Further implications are made around the possibility of having two middle classes. The example they use is that two families living in the same household may have different incomes can have varying spending capacities. Identifying classes based on income and geographic location would not apply in determining if someone is part of the poor, middle or rich class of Mexico.

While Mexico may presently have some economic stability, there are many factors that may continue to be challenging for the poor class scratching the surface of a desired middle class. Laws, government support, wage increases and urban development will have to significantly improved before the poor can elevate into and grow the unrecognized middle class.

Does Mexico in fact have a middle class today? The answer is, yes. It is hidden, however, in the homes of the poor and possibly even those considered wealthy. Unfortunately, mexico is unable to clearly quantify the existence of this class due to the limited ability in identifying where they exist and what their true contribution is to the economy.

References:

Barkan, S, E. (2018). Flatworldknowledge.com. Sociology: Understanding and Changing the Social World, Brief Edition, v. 1.0. Retrieved from: https://catalog.flatworldknowledge.com/bookhub/2?e=barkbrief-ch06_s03

De La Calle, L. & Rubio, L. (2012). Wilson Center. Mexico A Middle Class Society; Poor No More, Developed Not Yet. Retrieved from: https://www.wilsoncenter.org/sites/default/files/Mexico%20A%20Middle%20Class%20Society.pdf

Moran, Robert, Abramson, Neil, & Moran, Sarah. (2014). Ch. 11 . Oxford: Routledge.

Pennsylvania State University. (2018). Leadership in a Global Context–OLEAD 410. Lesson 09: Central America & Mexico. Retrieved from March 05, 2018 from: https://psu.instructure.com.

Machu Picchu, More Than History

March 18, 2018 by mxs1204 1 Comment

Machu Picchu, The Inca Trail Extensions Travel

Peru is the third largest country in South America. It holds many historic and iconic locations. These include Machu Picchu (pictured above), Huayna Picchu, Puka Pukara, Cuzco and Chan Chan to name a few.

This vibrant country boasts of beauty and splendor. The website Culture Trip includes a wonderful article, “Ruins of Civilisation: The Sacred And Historical Sites Of Peru” which details the history of Peru with focus on the spectacular ruins. Thomas Storey explains that,

“Out of all the South American countries, Peru is most densely populated with the ruins of old civilizations, from the more recently conquered Incas to the ancient civilization of the Chavin. These ruins are among the world’s most spectacular, including the incomparable mountain top citadel of Machu Picchu, which has been acclaimed as the one of the New Seven Wonders of the World. We look at ten must-see sites that act as a window to these age-old civilizations.”

Class Adventure Travel, Peruvian Children

It is clear that the ruins are important to Peruvian societies for their historic value but in today’s modern world, it is these sites along with the culture, warm families and overall attractive nature that drives tourism to Peru.

Via today’s ease of use through digital platforms, tourism companies such as, Class Adventure Travel can provide scenic images, history, tourism facts and many other aspects of far away locations. They specifically feel that, “Aside from creating unforgettable travel experiences and working with travelers in customizing their vacation in Peru and Latin America, we truly believe in benefiting local communities in the places we operate.” This is how local companies can contribute to the local wealth of other countries.

The travel business has a huge impact on Peru’s economic success. According to the World Travel & Tourism Council,

Travel & Tourism generated 403,500 jobs directly in 2016 (2.5% of total employment) and this is forecast to grow by 2.4% in 2017 to 413,000 (2.5% of total employment). This includes employment by hotels, travel agents, airlines and other passenger transportation services (excluding commuter services). It also includes, for example, the activities of the restaurant and leisure industries directly supported by tourists.

It is clear that iconic locations such as Machu Picchu continue to drive world tourist to Peru, contributing to their economic well-being. If you are looking to contribute to this country’s economic success, you can do so by packing your bags and taking a breathtaking break right into this unique South American location!

References:

Central Intelligence Agency ( CIA ). [Internet]. The World Factbook. Retrieved at https://www.cia.gov/library/publications/the-world-factbook/index.html.Links to an external site.

Class Adventure Travel. (2018). Tailor Made Tours to Latin American Since 1997. The Positive Impacts of Tourism in Peru. Retrieved From: https://www.classadventuretravel.com/positive-impacts-tourism-peru/

Moran, Robert, Abramson, Neil, & Moran, Sarah. (2014). Managing Cultural Differences. Oxford: Routledge.

Pennsylvania State University. (2018). Leadership in a Global Context–OLEAD 410. Lesson 08: Focus on Brazil. Retrieved from February 27, 2018 from: https://psu.instructure.com.

Thomas, S. (2017). Culture Trip. Ruins of Civilization: The Sacred And Historical Sites Of Peru. Retrieved From: https://theculturetrip.com/south-america/peru/articles/ruins-of-civilisation-the-sacred-and-historical-sites-of-peru/

World Travel & Tourism Council. (2017). Economic Impact 2017 Peru. Retrieved from: https://www.wttc.org/-/media/files/reports/economic-impact-research/countries-2017/peru2017.pdf

Tips For Success – Negotiating With Middle Eastern Countries

March 18, 2018 by mxs1204 Leave a Comment

Image result for doing business with the middle east

Doing business in the Middle East

The Middle East is an area that continues to evolve in many sectors. This far away land has its own business mecca and continues to impress the world with the manner

Middle East Map

in which business is conducted. The area of global business, continues to evolve since the birth of civilization. Trading has gone from, primarily a physical form of business dealings, to digital forms, today. Technology is rampant and nothing is missed due to a lack of global connection. It remains to be a region with much complexity and thus it is suggested that leaders, “develop highly complex strategies for success.” (OLEAD 410, 2018, Lesson 7).

When negotiating with the different countries that make up the Middle East, American companies, need to understand that countries’ history. Additionally, research should be conducted around political temperature of the time and that country’s market status as it relates to your business.

The website, Velocityglobal.com provides valuable information on five important components that should be considered before conducting business with Middle Eastern countries. These include:

1. The Working Days Vary Throughout the Region

Workweeks in the Middle East run Sunday through Saturday. Although in 2013, Saudi Arabia made a major change and changed their Thursday-Friday weekend to Saturday and Sunday. This now places them in a better position to make continual business with the US.

2. Match Specific Contract Languages for Each Country

Most employment contracts need to reflect a side-by-side translation in Arabic. In Algeria and Morocco, however the preferred side-by-side languages include English and French.

3. Consider the List of Paid Holidays in the Middle East

Observed holidays are very different than those in the US. Their holidays include:

Hajj (the pilgrimage to Mecca)
Eid al-Fitr (Breaking the Fast Feast)
Eid al-Adha (Festival of the Sacrifice)

4. There is a Required Paid Time Allotment for Daily Prayer

Employers are required to provide employees, prayer time during the day as part of their regular paid hours.

5. Understand the Salary Allocation Requirements in the Middle East

Employers are to provide transportation, health benefits and housing, to all of its employees.

Understanding the above dimensions of the Middle East, increases synergy, allows for better communication and diminishes risk. Businesses can also visit the CIA Worldfact website prior to doing business in a different country. Being prepared prior to doing business with the Middle East, will provide a more successful outcome.

References:

Central Intelligence Agency (CIA). (nd.) Saudi Arabia. Retrieved on February 21, 2018 from: https://www.cia.gov/library/publications/resources/the-world-factbook/geos/sa.html (Links to an external site.)Links to an external site.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing cultural differences: Leadership skills and strategies for working in a global world. New York: Elsevier.

Volocity Global. (2016). Doing Business in the Middle Easat – Top 5 Differences from USA. Retrieved from: https://velocityglobal.com/blog/doing-business-in-the-middle-east-top-5-differences-from-usa/

Own The Power of Synergy!

March 18, 2018 by mxs1204 1 Comment

Sandwich Area Chamber of Commerce – Leads Groups

Have you ever been forced to work with a group of people in your workplace? I say “forced”, because many people find it difficult to leave their desk to work with others on a project. Working with others is not easy for most individuals. As a matter of fact, Business News Daily delved into, “Why employees hate teamwork”. In an article written by senior writer, Chad Brooks, we see that, “A study by the University of Phoenix revealed that that while 95 percent of those who have ever worked on a team believe teamwork serves a critical function in the workplace, more than three-quarters of employees would rather work on their own.”. Unfortunately, is not easy getting individuals with different perspectives, ideas and goals to collaborate towards the same goal. Negative team dynamics and self centered attitudes impede cohesiveness and progress, leaving a bad taste in many team-member’s mouths.

Business News Daily: Photo credit, Shutterstock

How do we overcome this misconception and begin to get more people to “own the power of synergy”? First, we have to understand that “Synergy is a difficult word to understand, and even more challenging to implement.” (Moran, Abramson, Moran, 2014). The change takes place in the act of experiencing the results that come from synergistic effectiveness. It doesn’t happen over night and requires full participation by all involved. It involves learning from others and adapting to their style of contribution without holding any bias. Effort does not mean team members comprise because with synergy you do not give something up, instead, you contribute to a common goal. Helen Keller once said, “Alone we can do so little; together we can do so much.”.

Global Stepping Stone: Fundamentals in creating synergy at the workplace.

Once effective teams are created and a clear outline of roles and duties are provided, the team is ready to synergize! Including ice-breakers that show similarities among groups when teams are formed, help to make participants more comfortable. Following the ice-breaker, the leader should outline (in detail) what the project vision and goal is. Understanding the vision will allow team players to identify ways to contribute in the areas they govern. Next, leadership should outline the steps required to get to the desired goal. Allow the participants to make suggestions on the process. Their input is valuable and can provide them with a sense of inclusiveness. Lastly, once all of the tools are laid out, the team should be encouraged to provide solutions as they work together, to complete the common goal. Once the project is complete, highlight areas of success and don’t forget to, “Own the power of synergy”!

References:

Brooks, C. Business Daily Magazine. (2013). Grow Your Business, Your Team. Why Employees Hate Teamwork. Retrieved from: http://www.steppingstoneglobal.com/fundamentals-in-creating-synergy-at-workplace/

Cultural Synergy. (n.d.) Leadership in a Global Context–OLEAD 410. Online course lesson, Penn State World Campus, The Pennsylvania State University. Retrieved February 13, 2018, from https://psu.instructure.com/courses/1916378/modules/items/23640546

Moran, Robert, Abramson, Neil, & Moran, Sarah. (2014). Managing Cultural Differences. Oxford: Routledge.

SSG_Admin,. Global Stepping Stone. (2014). Synergy. Fundamentals of Creating Synergy In The Work Place. Retrieved from: http://www.steppingstoneglobal.com/fundamentals-in-creating-synergy-at-workplace/

Learning & Change, Effective Tools for Success

March 18, 2018 by mxs1204 Leave a Comment

Image result for social learning in business

To Socialize or Not? Pros and Cons of Social Learning in Business

Learning and change are vital to emerging business. To begin to attain successful change, first we must focus on social learning. This is important because global leadership has its setting in organizational environments, primarily. Social learning entails, individual’s learning from other in an environment of social activity. This includes learned behavior by employees, colleagues and mentors of those in leadership positions. Inherently, as human beings we look to others who have been in the positions we find ourselves in, for support and guidance. Subsequently, we learn from their experiences, behavior and how they acted as they conducted business in the same area.

Albert Bandura (1986), believed that social learning differed from other types of learning in that it allows for creativity as well as allowing a person to learn from those around him. Bandura believed that social learning actually happened through a basic four-step process:

Image result for albert bandura four steps of social learning

Bandura, Social Learning Theory “Bobo Doll” effect.

Attention: Attention is described as the ability to focus one’s attention on the person and behavior being learned. It is important that no distractions interfere or key elements in the learning process may be missed.

Retention: Retention is important, mainly because being able to store observed behavior then recall it when one wants to produce the behavior, results in successful memorization.

Motivation: Motivation can be affected by the environment. In a business environment, this means the manner in which others conduct themselves can influence our own behavior.

Reproduction: This step mainly focuses on the reproduction of the actual physical performance involved in the behavior.

Observational and social learning is a specific process that can affect the manner in which organizations deal with and manage diversity and multicultural efforts. Learning about the history of the company you work for, its mission and vision is the first step to being successful within that organization. Secondly, it is important that employees educate themselves on the subject matter and endemic they are working in. In order to effectively conduct business internally and externally, the employee must know what he/she is talking about. Lastly, learning more about your clients and partners will help guide your strategies for success, in the right direction.

In terms of change in the workplace, it is imperative that employees of all levels are aware of the ever-changing global environment that effects the business they are in. This means identifying areas of the department, and organization, where change has impacted the business. In order to remain current the organization must continuously change with the trends and requirements of the time. Forbes Magazine (2018), published an article called, “Why We Need To Rethink Organizational Change Mangaement” written by Carsten Tams in which the importance of change management is reviewed. Tams, explains that,

“Organizational change management is a process that requires detailed planning, clear goals, open communication and constant attention paid to feedback from workers. Furthermore, if change can be incentivized, managers may find workers more willing to alter their existing routines. Communication may work in many cases, but in others it may perhaps benefit managers to design a system of rewards for workers who undergo change. If change can be seen as a desired process rather than a disruption in routine, the entire transition period may proceed more smoothly than it would otherwise.”

Organizational Change Management

In order to make effective changes that are congruent with emerging business trends and requirements, the company should create an effective change strategy. It is important to note that successful change management and related initiatives be implemented from the very top. This means that the CEO of the company has vetted the plan and is invested completely in all efforts. Following his/her direction, all employees participating in any aspect of the change management plan must have a clear understanding of the strategy vision, its specific targeted goals and completion dates. Understanding the importance their role plays in all efforts is vital. When employees understand that their efforts will influence the change, they are more likely to participate. Lastly, leaders need to ensure to reinforce the change continuously and measure outcomes. This will involve monitor performance outcome, output inputs and overall success.

You will see that learning and change are in fact effective tools for success which help to achieve company goals and allow the company to remain current with endemic and industry trends.

References:

Moran, Robert, Abramson, Neil, & Moran, Sarah. (2014). Managing Cultural Differences. Oxford: Routledge.

Tams, C. Forbes Magazine. (2018). Leadership. Why We Need To Rethink Change Management. Retrieved from: https://www.forbes.com/sites/carstentams/2018/01/26/why-we-need-to-rethink-organizational-change-management/#6b776f29e93c

Wood, R. E., & Bandura, A. (1989). Social cognitive theory of organizational (Links to an external site.)Links to an external site.

Academy of Management Review, 14, 361-384. (Links to an external site.)Links to an external site.

The Importance of Effective Global Communication

March 17, 2018 by mxs1204 1 Comment

Impacting your global communication strategy

Have you ever had to call someone from a different country and conduct a meeting in a different language? For those of you that said, “yes”, you understand how complicated and frightening this can be. You can have the most specific and detailed agenda, but if you do not understand the person you are conducting business with, the meeting becomes worthless. This is very frustrating and creates roadblocks to success for many companies. For some organizations, global communication is part of the day-to-day business, for others, this is uncharted territory. For those that have not conducted global business, this can be a nerve wracking experience. It is not as simple as using a web-based language translator to communicate effectively. Besides the language roadblock, the organization has to understand the business culture and its associated nuances.

An Assessment of the UK’s Relationship with Foreign Languages

To begin to understand how to adopt better global communication, we must first understand the process of communication. Communication is a very complex activity which some still struggle with. There is in fact an actual process involved in communicating effectively. According to Schneider, Gruman, & Coutts (2013), The communication process is as follows: sender sends message, encoding occurs (possibility of noise/bias/error), message goes through channel process, decoding occurs (by the receiver) and finally the receiver discerns the message.

Partners In Communication

Because there is a lot of room for error in communication, especially in a global environment, organizations must focus resolving the challenges of communication in a global context. Starting by bringing attention and development as it pertains to negotiating across cultures. If the company requires that employees negotiate with others around the world, it is the company’s responsibility to provide the tools needed to for their employees to communicate effectively. The complexity of a dealing with foreigners with other beliefs, can create a roadblock of misunderstanding. Generally, culture, language and business acumen can be so different that it can impede successful negotiations. This can be true, especially when there is trouble translating a simple and even general message. Moran, Abramson and Moran (2014) details that, “Foreign negotiations often display many different styles of logic and reasoning”.

Other cultures have their own belief systems, vision and understanding of what they want the business to be and hold very different ethics and values. Trying to reach an agreement with varied beliefs and expectations tends to complicate the negotiation process and or reach an agreement. Other global communication challenges that may arise include: (1) national Character, (2) cross-cultural noise, and (3) interpreters and translations.

To help overcome some of these roadblocks, organizations must familiarize themselves with the culture of the person(s) they will be doing business with and under what context, this helps to eliminate biases. It is also important to remove biases towards that country and its beliefs. An effective way to do this is to create teams (Olead 410, lesson 3). Having the opinions of others on your team and allowing them to proofread your correspondence can help to reduce biases and prejudice. Lastly, groups aid in having more eyes and ears to review conversations, correspondence and announcements, and help increase chances of having better outcomes.

Artful Thinkers, featured an article (Impacting Your Global Communications Strategy, 2015) by Jamie Glass that advised the following when it came to understanding the global audience you will be doing business with:

“One content type does not fit all. Along with demographic definitions and assigned attributes, there are requirements to understand socio-graphic and behavioral traits. These can amount to hundreds and imagine defining these across multiple geographies. It requires time, market experience and research to match target to content. Culturally, there are differences in approach, positioning and key market messages that without proper definition can offend or create irreparable harm to your brand or organization.”

To achieve effective global communication, a company must first understand the country, review the culture and be aware of cultural nuances that affect the business you will be conducting. Have a plan for the meeting with goals to be reached so that nothing is missed. Lastly, take the meeting seriously but do not get offended by cultural traits that do not impact that process.

References:

Glass, J. (2015). Artful Thinkers. Impacting Your Global Communication Strategy. Retrieved from: http://www.artfulthinkers.com/impacting-your-global-communications-strategy

Leadership Made Simple. (2012). Leading Change. The importance of Communication skills in a Global Market. Retrieved from: http://leadershipmadesimple.com/the-importance-of-communication-skills-in-a-global-market/

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (Ninth ed.). New York: Routledge.

Norris, Ashley. (2017). WOLFESTONE. An Assessment of the UK’s Relationship with Foreign Languages. Retrieved from: http://www.wolfestone.co.uk/blog/an-assessment-of-the-uks-relationship-with-foreign-languages/

Penn State University. (2018). Olead 410: Leadership in a global context. Lesson 04: Global Communication. Retrieved from: https://psu.instructure.com/courses/1916378/modules/items/23640528

Diversity Does Not Mean Different

March 17, 2018 by mxs1204 Leave a Comment

OP-ED: DIVERSITY, INCLUSION, AND CAREER SERVICES

I entered the room that day as the new, “Head of Diversity” for the Network. A moment that should have brought a sense of empowerment, instead was filled with doubt and fear. A few days before, I was to present my inclusion plan, I was met with sarcasm and doubt by the executives involved. Some felt that I was simply checking off compliance boxes, while others were bothered by the idea that individuals (different from them) would be invited and welcomed into “their” space. I was dismayed to see that no one seemed excited about a plan that would diversify our organization and provide new opportunities to those broken apart from our reality. I was the only person in the company motivated to drive change and increase our cultural diversity employment rate.

In order to change the minds of these individuals, I had to put myself in their shoes and try to understand their way of thinking. This was not an easy feat. It would take determination and resilience. Harrison, Price and Bell (1998), elaborated on the meaning of diversity at a more granular level. This breakdown includes; Surface-Level Diversity as well as Deep-Level Diversity. The first is the most commonly known definition encompassing the characteristics that differentiate one person from the other physically. The latter, Deep-Level Diversity, is centered primarily on how the individual generally thinks and how they view the world.

Surface-Level Diversity

Most commonly used
Characteristics that distinguish one person from another
Covers demographic differences like; visual characteristics and age
Physical differences (dependent on characteristics)
Outer characteristics that are not easily changed
Not dependent on how people act or think

Diversity: A Work In Progress

Deep-Level Diversity

Primarily the manner in which we think
How we view the world
Our views can vary based on surface-level diversity
Not innate
Varies between individuals
Can create assumptions about people based on their visible characteristics

Deep-Level diversity is mainly based on our thoughts, and the way we think of other cultures. Once we get to understand other cultures and the way they think, in a business environment, we are able to work cohesively towards a common goal.

So how do we, as society, get over the notion that diversity does not mean differences in people? First, through education, we highlight the traits and abilities, culturally diverse individuals have. Secondly, we apply those traits to the needs of the company and align them in a manner that provides successful results. Lastly, we encourage leaders to promote diversity within the company to drive success. Once results are reached, the organization can create a reward system to continue to encourage accountability in areas of diversity. These steps will help most individuals understand that, “Diversity Does Not Mean Different” and that it actually enhances company culture and success.

References:

Saenz, S. National Association of Colleges and Employers. OP-ED: DIVERSITY, INCLUSION, AND CAREER SERVICES. Retrieved from: http://www.naceweb.org/career-development/organizational-structure/op-ed-diversity-inclusion-and-career-services/

Dishman, L. (2015, May 18). Millennials Have A Different Definition Of Diversity And Inclusion. Retrieved from Fast Company: https://www.fastcompany.com/3046358/millennials-have-a-different-definition-of-diversity-and-inclusion

Pennsylvania State University. (2018, January 24). Defining Diversity.Retrieved from OLEAD 410, Lesson 03: Diversity: https://psu.instructure.com/courses/1916378/modules/items/23640518

Pennsylvania State University. (2018, January 24). Inclusion. Retrieved from OLEAD 410, Lesson 03: Diversity: https://psu.instructure.com/courses/1916378/modules/items/23640522

Embracing Culture

March 17, 2018 by mxs1204 Leave a Comment

American Sociological Organization

Culture is very important when it comes to inclusion and diversity. For many years, these words have has a negative connotation associated with them. For some individuals in this country, culture and diversity can be metaphoric with the word different. When we think of someone being different from us, inherently we can feel uncomfortable. In the late 1990’s the word diversity made an entrance into most corporate environments. Diversifying the workforce became essential to all major organizations.

Image result for hofstede culture pyramid

Global HRD Culture

Hoffstede (2001) defined culture as a “mental program”. In his explanation, he focused on how the mental program can include values, behavior and ideas from individuals of a certain social belonging. Social belonging is references individuals from a certain; country, region, workplace team etc. Furthermore, Hofstede (2001) details that there are different behaviors, values, beliefs that fall within certain levels. These include; (1) Personality, (2) Culture and (3) Human Nature. Most of these learned behaviors, when positive, can enhance the environment a person is in, especially if they are in a toxic environment.

Culture, aside from being directly correlated to heritage and someone’s background, can also define the attitudes and practices of a certain group. A department within a work environment, a congregation at a church or even players on a sports team, will exude similar traits or beliefs . As individuals work together towards a certain goal they begin to conform to each other’s attitudes and ideals. Some groups even begin to act like one another.

City Gate Church, church-life community-groups

Josh Rothman, in an article written for “The New Yorker” (2014), expressed,

“And they’d be less meaningful, too. “Culture” may be pulling itself apart from the inside, but it represents, in its way, a wish. The wish is that a group of people might discover, together, a good way of life; that their good way of life might express itself in their habits, institutions, and activities; and that those, in turn, might help individuals flourish in their own ways. ”

One of the challenges in many organizations, is changing the perspectives of the individual’s that struggle with accepting other cultures and their perspectives. To be successful, organizations must create plans of inclusion that diminish the risk of stereotyping and prejudice. Because inclusion is a basic human right that everyone deserves to have, companies must do everything in their power to ensure that a good inclusion and diversity plan is in place. A change management approach could be very effective in introducing the meaning of culture to an organization and the different groups within it.

References:

Hofstede, G. (2001). Cultures and organizations: comparing values, behaviors, institutions, and organizations across nations. Thousand Oaks: Sage Publications.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (Ninth ed.). New York: Routledge.

Rothman, J. The New Yorker. 2014. Retrieved from: https://www.newyorker.com/books/joshua-rothman/meaning-culture

Hello and good luck this semester!

January 13, 2018 by mxs1204 2 Comments

Hello Everyone,

My name is Maricruz Saucedo and I live in Los Angeles, California with my husband and two children. I decided to go back to school when my son graduated High School. I have an AA in Business Administration but wanted to finish my BA. He is now a Junior at UCLA, thank goodness next semester is my last semester at Penn State! My daughter is 13 and going on 30. She is such a blessing and really is the glue keeps the family together and thriving. She is a natural born leader and already involved in leading many philanthropic projects.

I currently help oversee Procurement Operations for a creative production company located in North Hollywood. I worked for a major TV Network for over 16 years managing production, post-production and procurement operations. About two years ago, I decided to take a sabbatical to be with my mother who is very ill. After my sabbatical I went to work for the Catholic Archdiocese here in Los Angeles on a Global initiative. That was a very special time in my life, as I was able to decompress from the hustle and bustle of the corporate life and focus on my spirit. After nine months there, I took a position with the production company I am with now.

I was hired to create and implement new systems that will help streamline the procurement process and save the company money. While there are many challenges, I am really excited about building the department from the ground up. I hope to be with this company for a very long time and eventually move back to the non-profit sector where I can help manage operations for a center.

I have over 18 years of leadership experience in different areas like; manufacturing, television production, business operations and non-profit. Outside of work and school, I love mentoring teenagers. I have been a catechist and mentor to young inner-city teenagers for 15 years now. This is truly one of my passions. Prior to working with teens, I loved to paint and write poetry. With this very busy schedule, however, most of my creative time goes to working with the youth.

I look forward to taking this class and wish all off you much luck!

Blessings,

Maricruz Saucedo