Give An Example Of A Current Event Or A Moment In History

Give An Example Of A Current Event Or A Moment In History That Tr

Give an example of a current event or a moment in history that triggered a shift in culture. What was it about that moment or event that gave it the power to change the culture? Apply the socio-cultural learning model to analyze the situation, and discuss any particular individuals who influenced the culture toward change. How did the change unfold?

Reflect on an experience when you interacted with someone from another nation, ethnicity, religious affiliation, or political affiliation and you detected deep, underlying assumptions that were different from your own. Describe that interaction. Through what clues did the individual's deep, underlying assumptions become apparent to you? How did you react? In retrospect, what does that experience reveal to you about your own deeply held assumptions?

Give an example of a founder who has had a major impact on the culture of the organization that he or she founded. This example may be the founder of your current or past organization, or it may be a famous individual who founded an organization. Discuss the values and behaviors of the founder. How have those values and behaviors become embedded within the organization culture? Is the founder currently involved with the organization, or when was the founder last involved? Who was the founder's successor for leading the organization, and why do you think that individual was selected? If the founder is still involved with the organization, discuss whom you think might be a possible successor and why that individual may be considered. These are just Discussion Boards 250 words, no reference.

Paper For Above instruction

The cultural landscape of societies and organizations is constantly evolving, often influenced by pivotal events or personality-driven changes. Analyzing these shifts through the socio-cultural learning model allows us to understand the mechanisms and influences behind cultural change. This essay explores a recent event that triggered a cultural shift, an interpersonal interaction revealing underlying assumptions, and an organizational founder whose values shaped a lasting culture.

Example of a Cultural Shift Triggered by a Major Event

The COVID-19 pandemic is a quintessential example of an event that radically transformed societal and work culture. The pandemic forced organizations and individuals to adapt rapidly to remote work, prioritize health and safety, and re-evaluate the importance of community and resilience. The socio-cultural learning model posits that culture is learned through interactions, symbols, and shared experiences within a society. In this context, the pandemic served as a disruptive interaction that redefined norms around workplace communication, health protocols, and social distancing. Influential figures, such as health experts like Dr. Anthony Fauci, played a pivotal role in guiding public behavior and shaping policy responses, thereby influencing cultural perceptions of health and safety. The shift unfolded as organizations adopted remote work technologies, governments implemented new public health policies, and societal attitudes toward health consciousness deepened. This collective response exemplifies how a crisis catalyzes cultural adaptation through learning and modeling behaviors.

Interpersonal Interaction and Deep-Seated Assumptions

During an international conference, I once engaged in a conversation with a colleague from Japan. We discussed how punctuality is highly valued in Western cultures, but I noticed that my colleague viewed punctuality as a sign of respect and social harmony deeply rooted in Japanese customs. Clues to their underlying assumptions appeared through their precise language about time, non-verbal cues, and their emphasis on group harmony. When I arrived slightly late, their subtle disappointment was apparent, which I initially misunderstood as mere punctuality preference. My reaction was to apologize sincerely and adjust my behavior to show respect. Reflecting on this experience illuminated my assumptions about punctuality being a flexible norm, whereas in their culture, it is a moral imperative linked to respect and community cohesion. This encounter made me more aware of the importance of understanding cultural values beneath surface behaviors, fostering greater intercultural sensitivity.

Organizational Founder and Cultural Embedding

One notable example is Steve Jobs, whose founding vision for Apple Inc. infused the organization with values of innovation, excellence, and simplicity. Jobs' meticulous focus on product design, user experience, and aesthetic minimalism became embedded in Apple's organizational culture. His emphasis on perfectionism and risk-taking still influences the company's approach today, even after his passing in 2011. The last major involvement of Jobs was during his tenure as CEO, after which Tim Cook became the CEO, chosen for his operational expertise and alignment with Apple's innovative spirit. Cook's leadership has maintained the core values while emphasizing sustainability and global expansion. If a potential successor were to be considered, it might be someone with a strong technical background and a visionary mindset aligned with Apple's core principles, ensuring continuity of the founder's cultural legacy.

Conclusion

Understanding cultural shifts involves examining both external events and internal leadership influences. The COVID-19 pandemic exemplifies how crises can accelerate cultural change through collective learning and adaptation. Personal intercultural experiences reveal how underlying assumptions shape perceptions and reactions, emphasizing the importance of cultural awareness. Lastly, founders like Steve Jobs shape organizational cultures through their values and behaviors, which persist in the organization long after their departure. These dynamics highlight the complex processes that drive cultural evolution in societies and organizations.

References

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