...Embracing the Change in Multicultural Education 1 Embracing the Change in Multicultural Education Karri Runion Western Governors University Embracing the Change in Multicultural Education 2 Abstract As schools prepare students to live and work in a comprehensive nation, it is evident that teachers and faculty must be readied to embrace this challenge. This paper discusses the ever- changing cultural landscape and the obligation of educators to reform common communication practices by the use of diversity skills. Embracing the Change in Multicultural Education 3 Demographic Changes There are three dominant demographics present in the faculty and volunteers of our local school district. Our interest for this growing trend will reveal the source from which they derive as well as bring growth and improvement to our schools. They are as follows: * Socio-economic * Ethnicity * Language A diverse teaching staff as well as student community is important to strengthen our school as a whole. Students have the right to gain experience and knowledge from teachers with similar cultural backgrounds or at the very least teachers that can relate with and teach from an understanding of a wide array of cultures. “A benefit of a diverse workforce is the ability to tap into the many talents which employees from different backgrounds, perspectives, abilities and disabilities bring to the workplace.” (Lindenberger, J...
Words: 2735 - Pages: 11
...THE LEGACY OF OUR FOREFATHER There is no constant thing in this world except CHANGE. Change is inevitable. We live in a society where everything is improving, everything is changing. But something out there remains the same and still trap in the past. The individuals who were not aware what is happening outside there camp. The people in the mountainous area are the ones who have no knowledge about are current society. The government is trying to reach the hands of this unlucky souls. I am glad there are association or concern citizens of our world who care and took patience in travelling for a couple of days just to reach that far away uncivilized area. I saw how the tribe did their rituals, traditions and culture that was eliminated as the years passed. While I was watching the video, questions filled my mind; What if I was given a chance to experience those things, will I accept it? I can’t even survive without logging in my different social media sites then probably I would really die if I’ll stay in that kind of place. I can’t imagine myself living there. I was really amazed how the people live without the use of technology. Then I uttered words like “Wow! Amazing! Really?” They survived! Yes, they had survived! They don’t need technology for them to live and for that I was captivated. People like them or the –so-what we call “uncivilized people” must be treasured. They are the reasons why ourcultures are still alive even though technology emerged. We, the new generation...
Words: 355 - Pages: 2
...roles. Seeing change as an opportunity and being receptive to new ideas. Adapting to new demands is essential for both personal and organisational survival, especially in the current HE environment. As Charles Darwin observed: “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change”. The key to embracing change is building resilience. Resilience is the ability to adapt successfully to unexpected changes and events and involves our behaviours, thoughts and actions. The starting point is accepting that change is an integral part of life and a constant in our professional lives. Being ‘change ready’ means more than just being on board with change. Change readiness is a combination of continuous learning, managing our thoughts and feelings, collaboration and risk-taking and having a ‘change before you have to’ continuous improvement philosophy. Often we deal with change from a place of survival, reaction or necessity because we are unprepared. But if you assume and accept that change is going to happen you will be better prepared for it, you will look for signs that it is about to happen and most importantly you won’t be derailed or overwhelmed when it does happen. Being prepared for change will help you to remain positive about moving forward despite being realistic about the difficulty of change. There is no doubt that experiencing change can be challenging, so how does one learn to embrace change? The key is in...
Words: 852 - Pages: 4
...The Perfect Voice and Talking Proper Rough Draft Is it safe to say that your accent is a part of you? By trying to change or reduce your accent, are you consequently changing who you are? Our voices change all the time throughout our lifetime anyway. Who cares if it changed intentionally or naturally? Carl Elliot in “The Perfect Voice” and Lynda Mugglestone in “Talking Proper” both speak about accents. Although they both explain the effect of accents on class and social status, it is safe to say their perspectives are not so similar. By examining both articles, we are able to get a clearer view on what exactly the authors want to convey in their writings. It is very clear that both Elliot and Mugglestone believe that accent has an effect on class and social status. In his article, Elliot provides several examples to show this idea. Even during his own childhood, while watching other southerners on TV, he realized something. These people sounded like hicks just because of the way they spoke. They had a certain accent that made it hard for anyone to take them seriously. I9t is because of this social pressure that people were willing to go to “the Perfect Voice” clinic and spend $45 an hour to “reduce” their accents. You identify with your accent, so by changing it you are changing the way others think about you. An example that Elliot gives is of a man from Pennsylvania who was running for public office and wanted to reduce his northern accent in order to improve his chances...
Words: 693 - Pages: 3
...Purpose of discussion Embracing Change: Why answering the WHY question develops employees We do a lot of talking to employees. Much of the talking we do to employees is about changes. In fact, we do so much talking to employees about change; employees humorously use Time Warner Cable’s initials to exclaim: THINGS WILL CHANGE! Is change good? Think about this? Is change good? John F Kennedy once said: “Change is the law of life and those who look only to the past or present are certain to miss the future.” So, change is not only good, change is the only way a company will move forward and survive. Although we each hear about changes and how changes will improve this function or that, we tend to lose sight on how those changes will affect our employees. For those of us who have been with the company for at least the past decade know we have changed repeatedly to compete in this market. Let me ask you a question. As your manager I come to you or your group and tell you we are changing a major process and everyone will have to put in extra hours each week, take on more responsibility, and still maintain your current responsibility levels. What is your FIRST question? WHY?! Most likely you will say this in inwardly and then outwardly in a rather exasperated way. We have to stop using this built in human belief: “My Employees will accept change because I tell them to.” Why: It’s a simply three letter word that carries so much weight and power, yet we...
Words: 1100 - Pages: 5
...customer-contact employees to engage in discretionary efforts may reflect in the service quality they deliver. He goes on to comment on one of the key findings from Malhotra and Mukherje (2003) research; that affective commitment was more important than job satisfaction in determining the service quality of customer contact employees. Richard McBain (2005) goes on to conclude that “Service organisations should, therefore, strive to develop the affective component of commitment amongst their customer employees, alongside their job satisfaction, as part as part of their internal marketing strategy”. Richard McBain (2005) goes on to look at the relationship between organisational commitment and readiness for change. He refers to Madsen, Miller and John (2005, pp. 214-215) arguement that “embracing constant and continuous...
Words: 2182 - Pages: 9
...software. Some of the laptops today run on a 4.0 Ghz (almost 1000 times more powerful). According to US census, in 2012, 80% of all house hold had a computer at home in the US [2]. Technology changed the way we recorded our written words. For hundreds (if not thousands) of years, we used pen and pencil to write on paper. We later used type writer to type on paper, then type into computer. Now, with the help of some software, we don’t even have to type. We can “speak” or “talk” for computer (or other devices like smart phone, tablet, etc) to “type” for us. Thanks to technology, we now have “text-to-speech”, “talk-to-type”, and “talk-to-text”. As technology changes, businesses had to change to survive the IT impact. Business uses the 10 drivers as guidelines to decide what and how much to change to gain a competitive edge and market shares. Business needs to carefully analyze all drivers to see which driver works because not all drivers work for all business/industry. It can give business the competitive advantages if technology is implemented to support or enhance the core functions or the strength of...
Words: 1487 - Pages: 6
...Understanding and Coping with Change Understanding and Coping with Change Change can be difficult for any individual or organization and it can be seen as a threat. An individual that can plan and implement change is better prepared to effectively meet their future stated goals and can move forward in a positive movement when embracing the need for change. “Is change, changing?”(Rowland & Higgs, 2008). A company can then diagnose, plan, and implement changes to see improvements. To understand change and learning to cope with change we will use a company as example, the name of the company is Sunny Side Resort. We will diagnose the need for change and present a plan to transform the organization using Kotter’s 8-step approach. Sunny Side Fulfillment (SSF) is a company that is located in South Beach, Miami. It was founded in 1989 by Traci Sizemore, Chief Executive Officer and Dave Sizemore, President. The vision of the company is building a world-class ecommerce services company with a global reach SSF business model is to service their clients’ needs, from start to finish. Their over view of what they promise is: • “Answer 80% of all calls received within 20 seconds • Call abandon level guaranteed to be less than 4% • 100% call return level with 2 hours • 100% of all orders will be shipped within 72 hours • 95% of all returns will be processed within 24 hours • 98% of inventory received will be available...
Words: 1723 - Pages: 7
...Organisations frequently use ‘classroom’ and face to face as delivery mechanisms for HRD. In 2013 and beyond this approach is questionable, as both participant and organisational needs have changed. Within this essay I must address diversity needs and how HRD is also focused on the future as much, if not more, than the present. In today’s market, technology has increased the approach, connection, awareness and accessibility for both employers and employees. Consequently, the world is a smaller place that is adapting significant changes towards culture and diversity. Employees now represent a greater distribution of diverse demographic backgrounds and in turn have a number of different needs and wants. Progressively more workplaces are embracing diversity with employees ranging from race, gender cultural background, approach to work, mental health and physical ability. The pace of this change has rapidly opened the possibilities of shared information and knowledge for individuals and businesses alike significantly impacting the roles and responsibility of Human Resource Development (HRD). Traditionally the implementation of HRD is to propose and put into practice training mechanisms within an organisation. With the recent trend of diversification, HRD professionals should now expect to not only meet, but also, understand and adapt their training mechanisms for changing needs of the workforce and its respective employees. Globalisation and its expanding nature The...
Words: 808 - Pages: 4
...INTRODUCTION Change is defined as pervasive influence, where all aspects are subject to continual change of one form or another (Mullins, 2005 , p.909). Also, change is an inescapable part of both social and organizational life. The abstract of organizational change is in regard to organization change, as opposed to smaller changes such as adding a new person, update a program. Instance of organizationwide change may include a change in mission, restructuring operations, new technologies, mergers, collaborations, and rightsizing. Change in organizational scheme is an attempt to alter the organization`s alignment with its environment. The Nature and Causes of Resistance to change Employees have to learn something new therefore they resist to change. In many reasons there is not a divide with the advantage of the new process, but rather a fear of the unknown future and about their ability to adapt to it. Forces of Change The general environment is parted in to different dimensions: External forces for change originate outside the organization. First of all, these forces have global effects, they might reason an organization to question the essence of what business it is in and the process by which products and services are produced. There are external forces for change is discussed below: The workforce is more diverse and there is a business responsibility to effectively manage diversity. Thus, organizations need to effectively manage diversity if they are to receive maximum contribution...
Words: 2347 - Pages: 10
...Understanding and Coping with Change Stephanie Anderson BUS610 Organizational Behavior Instructor: Shawna Wentlandt August 19, 2013 We live in exhilarating times. Western civilization is witnessing the greatest changes everywhere since the Industrial Revolution. If we want a deeper understanding of the prospect of change, we are forced to pay heed to our own powerful inclinations to avoid change. Most people have a low tolerance for change because we are individuals of habit that follow mindless daily routines. In nature, growth involves periodic accelerations and transformations. Initially, things appear to progress slowly. Nothing seems to occur when suddenly, an egg shell cracks, a blossom blooms, or a butterfly emerges. In fact, when it comes to forces of nature, the most widely addressed and studied topic is what physicists call entropy – the process by which dynamic systems that include (a) people, (b) organizations, (c) automobiles, and (d) solar systems, gradually fall apart. It is hard to make significant changes in any human group without changing an individual’s behavior and the underlying meaning that gives rise to their behavior (Kegan & Lahey, 2001). Once change does occur, it is inevitably disruptive. The fact is Americans in general have always been in some state of transition with Old World families that can be traced back to the home of their ancestors. New destinations and new career opportunities keep people moving driven by faith...
Words: 1683 - Pages: 7
...“He who rejects change is the architect of decay. The only human situation which rejects progress is the cemetery” (Wilson, 1967). Change is routine in any business environment. Ironically, the only constant in the modern workplace is change and it sometimes happens quickly. Regardless of how challenging change can be, it is better to embrace it rather than foolishly trying to avoid it or stop it. In the workplace change is often non-negotiable. An employee generally has little to no control when the company is going in new directions.. However, how one chooses to react to it is personal. While change in the workplace is usually intended to be positive for business, understanding the factors that are relevant to an employee’s resistance to the change is significant and can help combat the challenges with the transition. Change is inevitable and usually necessary. In today’s workplace, businesses are forced to implement changes in an effort to expand and even to survive. Naturally, change introduces new challenges and demands or responsibilities for everyone affiliated. Having a certain level of patience can make the transition more tolerable. Take nature for an example. Picture the life cycle of a butterfly. Although the progress appears slow and drawn out, at metamorphosis is indeed occurring in the caterpillar. For a long while, nothing seems to be progressing, then suddenly the beautiful butterfly emerges, or blooms blossom and eggs hatch. Because most people...
Words: 1804 - Pages: 8
...The Ways Nestle Managed Its Environment Over Time Nestle used different ways to manage its environment. It did this through expansion of the product offering, expansion of the customer base, and by developing lower-cost ways to make and sell products. Early on, Nestle managed its environment by expanding into new markets, in both developing and emerging nations. As trade barriers fell, the CEO of Nestle Barbeck-Latmathe seized the opportunity and decided it’s the right time for Nestle to expand geographically into the developed and emerging markets such as those in Eastern Europe, India and Asia. By doing this, Barbeck drove Nestle’s performance dramatically, taking into consideration the massive number of potential customers in these regions and the enlargement in Nestle’s customer’s base. In the 1990’s; Nestle managed its environment by acquiring other companies. The companies which Neslte acquired at that time included U.S. food companies Carnation, Buitoni Pasta, Ralston Purina, Dreyer’s ice cream and Chef America, the British chocolate maker Rowntree, the French bottled water company Perrier, and the Mexican food maker Ortega. It is noticeable that Neslte regards acquisitions and efforts at diversification as logical ways to supplement their business. Nestle only acquires food making companies, the business it has special knowledge and expertise in. After all, Barbeck’s intentions were to customize these products to suit the tastes of customers in different countries...
Words: 697 - Pages: 3
...A Raisin in the Sun Act III-A Lesson Learned In the final scene in “A raisin in the Sun,” some very important and much needed lessons are learned. Life changing decisions are made and for the better. In the last scene, Walter calls Lindner over to agree to take payment in lieu of moving into the all white neighborhood. Walter, as usual, can only think of money, and in his mind believes the large payoff from Lindner will be well worth selling out his family’s pride and honor. Lena decides, as Walter’s mother, to force his son Travis to stay to witness this life changing moral decision, in hopes that Walter will come to his senses; to everyone’s surprise he does. Walter looks into his son’s eyes and can’t sell his family short with his son watching. He decides to do what is best for the family’s morale rather than do what will put money in his pocket. That one decision shows the enormous lesson learned by Walter and how he changed. Character: The characters are well illustrated for us by the way they speak, their actions, and reactions to things. It is clear that Lena (Mama) has very little education and comes from a different time than the others. Ruth and Walter, the next generation, are slightly better spoken but still lack the educated speech that Beneatha and Travis, even younger, display with their current educations. Mama (Lena) is described as a big, strong woman, which is shown by how she reacts to the other characters, steering them the way she wants and mothering...
Words: 864 - Pages: 4
...is based on constant teaching and learning and the required power of empathy, which bring an increase level of sensitivity to signals changing. The main idea here is to identify change and its associated opportunities in order to become the competitive one and the only one. I am very much agreeing with change and how one can change the rules and not compete head-on. We have to take a look at case by case models of change and understand the quantifiable rate of production. Let’s take for example: the smart car or electric car. If we all agree, it makes sense for the environment to accept a smaller “smart car”, and we achieve 100% adoption as consumers, what happens to the tracking industry and the delivery of our consumptive goods? Are we now willing to transport goods because we have to transport them into smaller containers with less power? Can you imagine a smart car next to a diesel 18 wheeler? Are we willing to sacrifice the safety of our families for the cost of the maintenance of the environment? People are fundamentally selfish and will not voluntarily create a sea change unless they are forced to do so or unless there is no choice. Companies can identify the need to change with the associated opportunities to become the only competition but without government intervention to drive the change at a local global effort, the results are depressing. Blue Ocean is a fantastic way to look at familiar environments in a new way to find competitive edge. Unfortunately, companies...
Words: 360 - Pages: 2
