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Transculturals as Agents of Change = = Les Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Transculturals as Agents of Change =/
Reminder of title:	Les Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail.
remainder title:	Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail
Author:	Harriss, Chris J.
Description:	1 online resource (362 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.
Contained By:	Dissertation Abstracts International79-05A(E).
Subject:	Management. -
Online resource:	click for full text (PQDT)
ISBN:	9780355593808

Transculturals as Agents of Change = = Les Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail.
Harriss, Chris J.

Transculturals as Agents of Change =Les Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail.Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail - 1 online resource (362 pages)

Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.

Thesis (Ed.D.)

Includes bibliographical references

With operations involving global interindividual interactions and strategic organizational change, organizations face a human resource problem. Today, human resources departments seek individuals capable of interacting across and beyond sociocultural boundaries and sometimes in volatile, uncertain, complex, and ambiguous settings. The literature has identified that organizations underutilize a specific pool of employees with extensive international life-work experience. This study was designed to explore the phenomenon of the transcultural individual from a humanistic perspective. To be a transcultural individual is to have successfully integrated two or more cultures into their worldview. The study also examined transculturality, designating transcultural traits or characteristics, as a positive attribute to being an agent of change in the workplace. Three underlying premises drove this study: first, human relations are malleable; second, transcultural individuals are naturals in interindividual intercultural interactions; and third, change is continuous.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355593808Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

Transculturals as Agents of Change = = Les Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail.
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100 1 $a Harriss, Chris J. $3 1179872
245 1 0 $a Transculturals as Agents of Change = $b Les Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail.
246 3 1 $a Individus Transculturels en tant qu'Agent du Changement sur le Lieu de Travail
264 0 $c 2018
300 $a 1 online resource (362 pages)
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500 $a Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.
500 $a Adviser: Shaista E. Khilji.
502 $a Thesis (Ed.D.) $c The George Washington University $d 2018.
504 $a Includes bibliographical references
520 $a With operations involving global interindividual interactions and strategic organizational change, organizations face a human resource problem. Today, human resources departments seek individuals capable of interacting across and beyond sociocultural boundaries and sometimes in volatile, uncertain, complex, and ambiguous settings. The literature has identified that organizations underutilize a specific pool of employees with extensive international life-work experience. This study was designed to explore the phenomenon of the transcultural individual from a humanistic perspective. To be a transcultural individual is to have successfully integrated two or more cultures into their worldview. The study also examined transculturality, designating transcultural traits or characteristics, as a positive attribute to being an agent of change in the workplace. Three underlying premises drove this study: first, human relations are malleable; second, transcultural individuals are naturals in interindividual intercultural interactions; and third, change is continuous.
520 $a The study population included five women and four men located in Washington, D.C., and Paris, France. The study used a qualitative interpretive inquiry design and a transdisciplinary theoretical framework to explore the nine life stories. Semistructured interviews provided rich and thick descriptions for analysis. The results were threefold: the participants transcended their inherited culture to attain a degree of cultural freedom; a transcultural life lessens angst in the face of change; and self-perception of being a manager and/or leader of change seems normal to the participants.
520 $a The findings uncovered the transcultural life experience as a way of being and a way of knowing the world. Moreover, being transcultrual, from a human development and an existential transformative process, appears to predispose individuals to being proactive agents of change in the workplace. This study highlighted the positive humanistic perspectives, derived from being a transcultural individual, that organizations need from individuals with relevant knowledge to address cross-cultural challenges and complexified work settings due to a continuous state of change. The study also revealed a perception of change to be related to individuals' prior life experiences with change, including emotional behaviors and coping mechanisms developed under such circumstances. Unforeseeably, conversations exposed personal the presence and role of temporalities in relation to personal perceptions of time in relation to change.change when revisiting and recollecting memories. In conclusion, recommendations for transcultural individuals and organizations are derived, and further research is suggested.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Management. $3 558618
650 4 $a Cultural resources management. $3 1179873
650 4 $a Sociology. $3 551705
655 7 $a Electronic books. $2 local $3 554714
690 $a 0454
690 $a 0436
690 $a 0626
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a The George Washington University. $b Human & Organizational Learning. $3 1179871
773 0 $t Dissertation Abstracts International $g 79-05A(E).
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10743321 $z click for full text (PQDT)