Aviation Transportation Security Act - 2424 Words

Aviation Aviation and Transportation Security Act Abstract The passage of the Aviation and Transportation Security Act (ATSA) in 2001 changed the way the aviation industry operated and how passengers travel. The ATSA forced the US Government and aviation to change its security culture to ensure protection of passengers and employees from future attacks like those that occurred on September 11, 2001. The ATSA was passed and signed into law in direct response to the security vulnerabilities that surfaced during the 9/11 attacks. This paper will demonstrate how the ATSA affected how US Government agencies and aviation industry upgraded security processes in an effort to prevent terrorists from attacking the US in the future.†¦show more content†¦The transfer of airport security from the privatized system to the government-controlled system has so far prevented a repeat of September 2011, but this new system has caused negative press and public uproars about personal privacy issues (GAO, 2008). In November 2001, President Bush signed the ATSA into law creating the TSA as the new federal government agency in charge of airport security (CRS, 2001). With the TSA as lead, aviation security enhancement was standardized. Today, only one agency is responsible for all screening procedures along with comprehensive passenger and employee background checks. TSA control has provided standardized security regulations, procedures, processes, requirements, and training at all airports (GAO, 2008). Prior to ATSA, all airport security policies and procedures were general and vague. After passage of the ATSA, federal security agencies are now required to share vital security information about passengers and employees with airlines and airports. This includes crosschecks with the FBI and other watch lists (GAO, 2008). The TSA required and established the same security standards at all airports under their control. The ATSA requires TSA inspections of all checked baggage with the use of X-rays, hand searches, sniffer-dogs, as well as other technological systems. Since 2002, all checked baggage has been inspectedShow MoreRelatedThe Aviation And Transportation Security Act1367 Words   |  6 PagesNovember of 2001 the Aviation and Transportation Security Act was signed into law. The TSA now employs over 50,000 officers. These officers screen approximately two million airline passengers per day. One report states that these TSA officers have â€Å"detected 50 million prohibited items, including 5,000 firearms on passengers attempting to board planes.†(Johanson, 2011) TSA officers are tasked with a huge responsibility. They run body scanners, baggage scanners, physically wand people, and sometimesRead MoreThe Aviation And Transportation Security Act997 Words   |  4 PagesThe Aviation and Transportation Security Act is charged with voluntary settlement agreement between the employers and the employees. Some of its duties and responsibilities include, back pay, cancellation, reinstatement, and settlement. Back pay refers to the money given to the employees for unjustified personnel action, and cancellation involves returning the employees to their original positions before the action occurred. Reinstatement is accomplished when the employee is returned to their originalRead MoreA Brief Note On The Aviation And Transportation Security Act1125 Words   |  5 Pagespost September 11, there have been many issues with privacy in regards to the tightening of security. To fix this problem airport security has started to use full body scanners, searching bags, screening and many other things to tighten security. After 9/11. The Aviation and Transportation Security Act was passed, allowing certain privacy laws to be overlooked. With this security upgrade, it poses many s ecurity issues. Many citizens feel their privacy is being invaded at airports, while other believeRead MoreTsa And Transportation Security Administration916 Words   |  4 PagesUnited States established a Transportation Security Administration (TSA) and heighten its security throughout the transportation system, which were designed to prevent similar attacks in the future. This research paper will discuss the history of the TSA and what it does, how TSA improve aviation security, and the cargo screening process. This paper will conclude an overall debrief of my discussion about the TSA and transportation security. The Transportation Security Administration (TSA) wasRead MoreScope And Complexity Of The Aviation Transportation Industry825 Words   |  4 Pagescomplexity of the aviation transportation industry is one that requires cooperation on local, state and federal levels, as well as, international agreements of cooperation in its ability to monitor, gather information, investigate, defend and recover from attacks against the industry. Elias (2010) states that the roles for which each entity is responsible is guided by specific authorities, existing laws and regulations and the availability of assets and capabilities. Prior to 9/11, the security of aviationRead MoreBirth of Aviation Essay941 Words   |  4 Pagesof centuries the idea of air transportation has grown by leaps and bounds. Around 1783 an inventor by the name of De Rozier came up with the idea of creating a balloon that could possibly carry people. His invention became popular and was made successful two months later by the M ontgolfiers. The idea that people could travel by air was so inventive that other people began capitalizing on the movement. The next hundred years proved to be an evolution in air transportation with the creation of blimpsRead MoreCase Analysis On Airport Security Screening1209 Words   |  5 PagesCase Analysis on Airport Security Screening Following the tragic events of September 11th, 2001, the 107th Congress passed the Aviation and Transportation Security Act, establishing the Transportation Security Administration (TSA) (History, 2014), and transferred the responsibility for civil aviation security from the Federal Aviation Administration (FAA) to the TSA (Statute and Regulation History, 2012). The Act was passed in just two months following the terrorist attacks, and likely wouldRead MoreThe Homeland Security Act Of 20021562 Words   |  7 PagesThe Homeland security act of 2002, was a major reconstruction of civil services in the United States of America, which had not happened since the passing of the Civil Service Reform act of 1978 (Brook King, 2007). Over the period of 24 years, minor modifications of civil service reform were established. The events that took place during the September 11 terrorist attacks would once more restructure the United States civil services. George H W Bush proclaimed in his s tate of the union addressRead MoreThe Global Air Transport Industry1515 Words   |  7 Pagesdoubling Chile or Singapore. There are 13.4 million indirect jobs in industries supplying the tourism industry are supported by visitors that fly in. These include employment and activities of suppliers to the air transport industry, places like aviation fuel suppliers; construction companies that build airport facilities; manufacturers of goods sold in airport retail outlets; suppliers of sub-components used in aircraft; and a wide variety of activities in the business services sector. CompaniesRead MoreTransportation Service Administration and Aviation1387 Words   |  6 Pagesthey are an ethical organization! (Institute of Business Ethices, 2013). Aviation security is a service or several services currently provided by the Transportation Service Administration or as we more commonly know them during this season of travel, TSA. The mission statement for the TSA is â€Å"Protect the Nations transportation systems to ensure freedom of movement for people and commerce.† (Department of Homeland Security, 2013) From this mission statement we can see that people traveling are

Critical Incident In Social Work - 1618 Words

Introduction Social workers deal with diverse group of people while in their call of duty. The social work theory and practices guide the social workers in their work by providing them with the skills they need. Social work incorporates other aspects as diversity, ethics, and values and thus social workers require skills that will enable them to educate people. It is important that social workers embrace diversity, follow the ethical rules and uphold high standards of value. This essay will highlight an incidence in a supported accommodation setting where issues of diversity, ethics, and values were clearly observed. The incident will be critically analysed using a critical incident analysis pro – forma and incorporate it with the PCS†¦show more content†¦(Maclean and Harrison, 2015). The decision made about DJ was unfair to him, he was discriminated against because of his disability, the dilemma was the kind of friends DJ had made, the content what he was delivering. DJ was not treated as and individual who had the right to express his feelings. According to point one and two of the seven principles of Biesteck underpinning a positive relation between a worker and a services user, the service user should be seen as an individual having the opportunity to express hes or her feelings. DJ was not treated in this manner Initial response to the incident The initial response to the incident was making sure DJ was not at risk, however, the decision of refraining him from going to the put was influenced with personal values and beliefs instead of professional values which focuses on the individual. Having the ideology that people with down syndrome was incapable of making decisions. Banks, distinguished between personal values and profession values, the taught was influence by personal and societal values in that may not be shared by all members of the occupation group. (Banks, 2012, p8). On the other had some of the colleagues jumped into conclusion and though he was being takingShow MoreRelatedThe Standards Sections II Competency Based Assessment751 Words   |  4 Pagesâ€Å"Social workers continually strive to increase their professional knowledge and skills and to apply them in practice (NASW, 2015).† As stated above the facilitators should research self-harm as a coping mechanism, a search for such a situation in a group setting could not be found, but I have found peer reviewed articles regarding the issue. It appears that there are varying degrees of seriousness, but â€Å"there is a stigma, myths and lack of understanding that foster burgeoning resentment among othersRead MorePolicy Is A Fundamental Aspect Of All Agencies. Policies1428 Words   |  6 Pagessomething goes wrong. Policies are especially important in social welfare agencies. Policies help protect clients and help to make their lives better. Policies help social welfare workers to remai n unbiased and put the client first. These policies are very important to all social welfare agencies. KVC is one agency that values and implements policy on a daily basis. KVC helps children and families by providing medical and behavioral healthcare, social services, and education. The big focus of KVC is toRead MoreThe Attack Of A National Disaster1498 Words   |  6 Pages[In the world we live in today, critical incidents can happen at any moment. Whether it is an act of terrorism, such as a bombing, or a natural disaster like a hurricane or a tornado. There are critical incidents occurring regularly in our society. The effect of these traumatic events are felt by the victims of the incidents, in large and small numbers. There are oftentimes, unusually strong emotions attached to the event which have the potential to interfere with that person’s ability to functionRead MoreSocial Engineering Attacks On Critical Infrastructures1749 Words   |  7 PagesSocial Engineering Attacks on critical infrastructures do not always target the vulnerabilities in the systems themselves. One of the weakest links in security is the human factor. Social engineering targets this, and it has worked very effectively for them. According to Raj Samani and Charles McFarland, social engineering is â€Å"the deliberate application of deceitful techniques designed to manipulate someone into divulging information or performing actions that may result in the release of that information†Read MoreReflective Practice And Professional Development921 Words   |  4 Pagesfrom two critical friends, one who is a 20 year old male based in the outdoor sector and another from outside the outdoor sector who is 29years old also male but based outside the outdoor sector as his occupation is a university lecturer and corporal in the British army. it must be recognised that there may be a possibility that critical friends may be biased. Critical friends are an effective way to gain an outsiders analysis of an incident, Kosta and Kalick 1993 state that A critical friend asRead MoreEssay On Critical Information Infrastructure997 Words   |  4 Pagesthe IT connections and IT solutions inside and between the man or woman infrastructure sectors. From the above dialogue, you could conclude that its miles the critical information infrastructure that makes and breaks a country-wide economy. As the network may be massive, the factors of assaults may be difficult to decide. Why is the Critical Information Infrastructure so Vulnerable? The expanding dependence of fundamental divisions on the PC systems and data framework gives a tremendous and remarkableRead MoreProfessional Development Talks Around A Individuals Report1020 Words   |  5 PagesPERSONNAL AND PROFESSIONAL DEVELOPMENT  Introduction: Professional development talks around a individuals report. The motivation behind professional improvement is to upgrade one s abilities and information. It is critical to comprehend a individuals quality and shortcomings to recognize the capability of a person. It is fundamental to comprehend the right chances to arrange appropriately (Black and Plowright, 2010, p. 246). Another factor is taking the wrong steps drives a person to step withoutRead MoreSonys Operations And Development Of Business Continuity Plan1232 Words   |  5 PagesGuardians of Peace. With the disturbing images and threats displayed on the monitors and that was painful for Sony Entertainment. The routine work collapsed as server was down and in IT system all data wiped (Lavasoft, 2011). As per management information 100 terabytes of data released on internet which includes, employee personal information, salaries, emails, and social security numbers. The message delivered to Sony that, we have taken all your sec ret and important data (SANS, 2015). However, Sony hasRead MoreEssay about Workplace Violence1101 Words   |  5 Pagesin the public arena. 20 % of violent incidents in the workplace involved an armed offender of which a firearm was used fewer than 10% of the time. This is that data that faces all employers in every sector and by which they must base their approach to formulate programs that will help create a safe and comfortable atmosphere for both their employees and their clients. Many of the conditions that prevail in today’s workplace seem to breed critical incidents. Among them are: 1.) Competitive pressuresRead MoreThe Plant Manager: Performance Appraisal1484 Words   |  6 PagesFeedback may be disconnected from organizational goals and values the manager, for instance, may not be concerned that the employee is an introvert nor has poor relationships with the others. All he is concerned about is the quality of the engineers work which the 360 tool may provide a distorted response to. The feedback of the evaluation tool therefore may be irrelevant to eh organizations needs The evaluation tool may only demotivate workers (in this case the engineer) since it is time-consuming

Dolls house free essay sample

The world of the adults seems to be in conflict with the world of the children in Katherine Mansfields â€Å"the doll house†. The dolls house represents this conflict by pointing out the divide between the upper and lower class citizen which all the adults clearly understand and the children don’t fully understand or believe in. Throughout the story we see the clear line that has been drawn by the adults in regards to the upper and lower class. The adults have a very black and white thought process when it comes to status. However as we see the children, especially the younger ones have not fully been indoctrinated into this mindset, looking at the world with more of a open mind and more accepting of others. The dolls house given to the Burnell children depicts inequality that is not fully understood by the children. Inside the dolls house we find beautiful, never before seen objects, â€Å"it was too much for them. And if I did have any of my own, I kept them quiet, because he wouldn’t have liked them. He called me his little doll, and he played with me just the way I played with my dolls. Then I came here to the live in your house† In this quote, Nora describes to Torvald how she never had no say in her life; she always was someone’s shadow. Once she decides to leave Torvald, she has found her true identity. She decides to become an independent women and try to figure life out on her own. Nora isn’t the only character that is on a search for their true identity though. Krogstad is decried as morally corrupt by many of the characters. And yet this fellow Krogstad has been sitting at home all these years poisoning his children with his lies and pretenses†¦Ã¢â‚¬  Krogstad, a single father, forged a document and got caught in his act. At the end of the play, the readers find out that Mrs. Linde and Krogstad had a relationship a while back in the life. Mrs. Linde proposed the option of them getting married, for financial reasons. Krogstad loves the idea and seems like he has never been this happy before. It turns out that Krogstad just never wanted to be lonely and just wanted a partner. Seeking to find identity is what all human beings go through to find out who we, as a person, really are. Humanism also involves living up to societal expectations. Even in that time period, the characters experience different situations that anyone in this time period could go through as well. Torvald, being the man of the marriage and the father, has to take care of his whole family. Torvald did face many struggles, but one thing he did not do is show weakness. Because of society’s standards, showing weakness as a man was wrong. As read on page 185 Torvald says, â€Å"†¦Nora! Nora! †¦ Empty! She’s gone! †¦ The miracle of miracles? † This quote shows that Torvald is a little broken-hearted about Nora’s decision to leave but we does not do anything about it. He just watches Nora slam the door behind him. Torvald could not change to be the man Nora wanted. Society’s expectations also put a lot of pressure on the citizens to gain money. Just because of money, Nora and Krogstad both break the law by forging a document. Plus Nora went behind her husband’s back just to gain a few extra bucks along the way. Also because of financial reasons, Mrs. Linde left Krogstad to be with a wealthier man to support her family. It seems like money revolves around everyone in this play. Money was the common goal that all citizens, male or female, required in their life to make it function properly. Living up to society’s expectations can lead to someone having troubles in their life, even in the 1800’s. One very important factor in humanism is equality. In the late 1800’s, there were absolutely no equal rights between men and women. Ibsen shows through his writings that regardless the gender, all should be equal. Ibsen gave Nora the role almost as if she was a man. On page 148, Nora tells Mrs. Linde, â€Å"Whenever Torvald gave me money to buy myself new clothes, I never used more that half of it; and I always bought what was cheapest and plainest†¦Ã¢â‚¬  In this quote Nora explains that she saves up some money, without Torvald knowing. Nora took roles that helped out her family financially. This is odd because in that time period, that was the men’s job. Nora almost disobeyed her role as a women to have a men’s role in life. Ibsen gave Nora this role to show that females were capable of making money and supporting their family. While the women knew this, the men of that time period thought the opposite. Also Ibsen stressed that women are females too. He showed through the text that females were capable of getting a job and making the money, just like the males. Even Mrs. Linde got a job of her own that replaced a male. Ibsen strongly believes that both men and women should be equally viewed, no matter what time period. In Henrik Ibsen’s play A Doll’s House, he portrays humanism on the next level. A Doll’s House and humanism are connected by the search for identity, the society’s standards, and the fact that both men and women deserve to be equal. Everyone has a different view on what Ibsen thoughts were when he was writing this play. Behind every word he wrote, there was a moral that Ibsen tried to get the reader to understand. Even when human rights were frowned upon, Ibsen knew that change needed to be done and equality needed to happen.

Role of Culture in Change Management

Executive Summary Culture refers to â€Å"a people’s way of life†. In the business context, the values and norms of an organization or company form the organization’s culture. Enhanced technology together with the increase in the number of products in the global market has led to a turbulent and dynamic business environment.Advertising We will write a custom report sample on Role of Culture in Change Management specifically for you for only $16.05 $11/page Learn More For companies to remain afloat in the competitive environment, they must always be ready embrace change. Every organization in the 21st century is aware the change scenario, the only challenge lies in the manner in which the change strategy is implemented (Cameron and Quinn 2006). A company’s culture is lies in mission and vision. This paper looks at the role of the role of organization culture in managing change. In understanding the impact of a company’s culture on change management, the â€Å"integrated cultural framework† is used as a measuring tool (Krastchmer 2005). This takes into account the ability to influence, need to maintain the status quo, need to achieve, time and space as parameters of measurement. The paper also looks at the different organization cultures and how each of them affects change management in the organization. The Scope of Organizational Change The working environment in any company is faced by four types of change. These are classified under process, power, culture and functions. In the process dimension, companies are forced to adapt new working processes as they seek to align to changes brought about by technology. Recurrent innovations are yielding new and better ways of transacting businesses, making the old models obsolete and unprofitable. For any company or industry to survive in this scenario, it must put its operation processes on top and be ready to welcome new innovations every time. Fu nctional change entails possible changes that can be effected from time to time in the company’s organization structure. These changes are both vertical and horizontal. Most organizations in the current business era are finding reason to shift their management styles from bureaucratic models to open and network based models.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another model that has been in use in most organizations is the leader-follower model. The model develops an enhanced leader, follower relationship that results in a stable â€Å"internal locus of control† (Krastchmer 2005). Power change is about sharing of power as concerns decision making in the organization. This type of change dimension revolves around the formation of dominant centers of power that direct the rest of the actors in the company. The power change has been cited as the most difficult to app ly, and is often met by a lot of challenges in organizations. Formation of team coalitions in an organization helps in achieving effective and functional workforce as opposed to having a single centre of power (Cameron and Quinn 2006). The single centre of power is often responsible for formation of rebellious forces in the organization, which aim at countering the authority. The cultural change, which is the main part of this paper focuses on the values and norms of the people in the organization. Every organization has norms and values which are either productive or counterproductive to the organization’s set objectives. It is the duty of the leaders in the organization to weed out the unproductive norms and retain the ones that are aligned to good production. An organization can only succeed on changing the culture by ensuring total commitment to change by both the management and employees. There are three main steps to eliminate cultural resistance in an organization. The first step is to ensure every member of the organization feels worthy to be in the organization during the period of change. When members perceive the change as being directed to the benefit of the organization, and them being part of it, they commit themselves to the change. The second step is for the management to allow employees to take up the task of implementing the change. Employees should play the role as agents of change so that it is not perceived to be a forced idea on them from the management. The third step is to ensure respect of the leadership decision right from below. Leadership teams often encounter problems implementing change decisions because their decisions are not respected. The final step in eliminating cultural resistance is to â€Å"practice leadership through leaning† (Krastchmer 2005).Advertising We will write a custom report sample on Role of Culture in Change Management specifically for you for only $16.05 $11/page Lea rn More Leadership is a learning process, every time a leader makes a decision, he or she learns lessons from the impact that the decision has on the organization. The learnt lessons should also be shared with the members of the organization to provide them a similar learning opportunity. Change Management Approaches There are two main approaches used in change management; they are planned and emergent approach. The planned approach is based on the assumption that what determines change can be planned for in advance. The approach also takes into account technology as an integral part of change management. In this approach, the organization managers are charged with the responsibility of directing the change process. This approach is slowly being replaced by the emergent approach due to high failure rates in its application occasioned by the complex nature of organizations in the current era (Cameron and Quinn 2006). The approach also puts more emphasis on technology as a component of the change process at the expense of other socio-cultural factors. The emergent approach takes into account the current behavior aspects of the organization in the change process. The approach does not vest all the responsibilities of directing change process to the senior management, all actors are encouraged to implement the change process in the organization. The approach looks at change as a continuous process in the organization thus helping the actors to understand the influence of culture on the change process. The Effect of Culture in Managing Organizational Change There is a concerted effort in every organization directed towards elimination of old cultural modes to more current business oriented modes. This involves a consistent â€Å"shift from cultural conformity† to a mode that is open to new ideas on ways of doing things (Cameron and Quinn 2006). Cameron and Quinn (2006, p. 35) note that there is a record number of failures in change management at organizati onal level, suggesting a fresh approach to â€Å"thinking and perceiving change†. Culture affects an organizations change management in a number of ways as will be described below. Strict Organization Management This is a culture where the management makes decisions in a dictatorial manner without consulting the staff. This could be seen in the manner in which the management decides to sideline the views of the junior staff in making decisions concerning buying of company equipment or machines and other resources.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Without consulting the actual user of the machine for example, the management can buy wrong equipment or even obsolete ones. In some cases, the management restricts the staff to using only certain types of technology platforms, and as a result impede on the productivity of the staff. The management in such cases aims at saving on the cost of training staff on the new processes or buying sophisticated machines. This culture tunes the mind of employees to work according to the orders without question the authority. It is difficult to effect and manage new changes in such organizations as workers are not usually part of the decisions body. Organization management needs to invest in research and development all the time to ensure they fully understand the effect of the changes effected in the organization. The Centralization Culture There are organizations in which core services to employees are centralized in one place. Such services could include; ICT support, staff welfare and human resource benefits. A centralized culture is quite cumbersome especially in large organizations where employees have to go through a lot of bureaucracy to get services (Schein 2010). A lot of time is wasted as one tries to go through a bureaucratic chain to get service. For example, in a large higher learning institution with several campuses operating in a centralized mode, services such as printing, course admission and examinations department would have to be coordinated from one place. This mode of operation leads to lose of time, results and poor performance (Krastchmer 2005). Centralization only helps in achieving uniformity in terms of the service provided by the organization. Proponents of this type of approach associate it with efficiency and low cost on facility maintenance (Cameron and Quinn 2006). The system however reduces the freedom of employees to carry out their duties, and also hampers knowledge creation in the organization. For organizations that apply knowledge fo r operation like schools, it’s not just enough to look at every operation in terms of efficiency and profitability. It matters also to look at how knowledge is created and shared across the organization. Employees need to have freedom to create knowledge that helps the organization to grow its network. Cameron and Quinn (2006, p. 52) note that some of the excellent organizations in the world have learnt to create small teams within the organization and setting them upon each other in a completion that is all geared towards the same goal. Changes in such an organization may proof difficult to effect as everything has to follow a long chain of bureaucracy causing a waste of time. Disregarding the Views of Employee’s In some organizations, the management does not consider the views of the employees especially on matters that regard their welfare. Before embarking on any change initiative, the management must seek to find out the effect the proposed change will have on the production of the workers. It’s important that they consider the views of the employees before phasing out or introducing any program so as to align the changes to the needs and aspirations of the workers. By locking out the views of the workers, the management propagates the status quo, which creates resistance to the change that could be suggested by employees (Schein 2010). Organizations need to invest in properly qualified workers whose ability and opinion they can trust. If a management team is in-charge of lowly qualified staff, they tend to make every decision without considering their â€Å"substandard† opinion. This often happens when an organization transits from small to large enterprise. It’s common for small organizations to hire employees with low qualifications, whose opinions can ignore (Alvesson and Sveningsson 2007). Such organizations develop the culture of disregarding the opinion of the workers. Organizations are now moving to appreciating and looking at employees as an important asset of the organization, who should be consulted in every decision. Schein (2010, p. 46) points out that appreciating employees’ opinion makes them feel part of the organization and gives them a feeling of ownership. Resistance to Change Research indicates that employees tend to resist changes that require further learning to acquire the necessary skills (Alvesson and Sveningsson 2007). A change involving new computer software in an organization may require that the intended users attend training to acquire new relevant skills to use the software. The old generation employees are often on the forefront to reject such changes; they instead prefer processes that they are used to. Organization Support Culture Support to employees by organization creates a sense of emotional belonging to the organization. This is especially when a staff member is in critical situations such as; sickness or grieving the loss of a loved one. It’s im portant for an organization to show support to employees who find themselves in such situations by standing with them during the period of the problem (Schein 2010). Most organizations have welfare committees that cater for the welfare of their staff by providing moral support in times of sickness of death of close ones. Besides support during difficult moments, organizations also need to develop a support culture to members who come with innovative ideas. Members of staff are more likely to come up new ideas mostly in their fields of specialization, which can help the organization grow. If the management fails to show support and even recognize such workers, other workers with similar ideas in future may shy away from presenting them to the organization. Members of staff can sacrifice and spend time to research and bring useful ideas to the organization, if they are assured of the organization’s support in the implementation of the idea. Collaborative Culture Organizations m ust seek to foster â€Å"a participative culture† in the organization. Organizations that fail to foster â€Å"a participative culture† often end up with employees who are always unwilling to take part in voluntary projects in an organization (Alvesson and Sveningsson 2007). An organization may want to take part in a voluntary activity such as tree planting or a charity walk, but if the employees have not developed a participative culture, only a few may take part. This attitude affects employees’ willingness to take part in free trainings or seminars organized by the organization. Alvesson and Sveningsson (2007, p. 89) claim that in the case of learning institutions, students and teachers may refuse to take on extra lessons or even participate in extracurricular activities. Sharing Knowledge in an Organization Knowledge grows when it’s shared, knowledge based organizations such as schools, colleges and universities have a duty to grow a culture of knowle dge creation and dissemination. University professors must make contributions in academic journals in their areas of specialization in order to attain certain qualifications. Academic institutions peg promotions to the number of publications a professor has on his or her account in various academic journals. This attitude breeds a habit of concealing ideas from the public in order to be the first to publish just to have an edge over the rest (Schein 2010). Organizations that organize the need of knowledge sharing organize forums that bring together both internal and external participants to share knowledge on various topics. If this is developed as a culture in an organization, more staff members can be willing to research and share information with their colleagues various issues. In the current era, where technology has taken the centre stage in every process, the internet is becoming an important platform for knowledge sharing. Blogs and social media such as facebook and twitter are gaining popularity in providing a forum for information sharing. Company or organization websites are also used as points of getting sharing information in between the organization and the public. This can be in form of a database containing information of employee and organization’s achievements and services offered by the organization (Schein 2010). This besides acting as a marketing tool, it provides a cheap and easier way for organizations to communicate with the workers. Most organizations do not provide forum for employees to engage the management especially on matters affecting their welfare. This is because the fear that employees can use the forum to send attacking messages to the management or to incite other workers. The Learning Culture Because of the dynamic nature of the business environment today, organizations must provide their employees with opportunities to learn and expand their skills in line with the core business of the organization. Learning opport unities include; part time classes, short skills training courses, conferences and seminars that are relevant to the core business of the organization. An organization can also develop a learning culture by providing fee subsidies or scholarships to members that are willing to pursue studies at higher levels (Alvesson and Sveningsson 2007). Through the information gained from the learning sessions, the staff members gain vital information to deal with change in the organization. Most of the current changes in business organizations require new skill sets that can only be acquired through learning. The Mentorship Culture Organizations should develop a mentorship and skills transfer program where senior and experienced members of staff transfer their skills and knowledge to new members. The senior members need to co-opt junior members of staff and walk them through the various operations processes of the organization. In this regard, the junior staffs learn from the seniors through sk ills transfer process. Though the junior members of staff have little working experience, they may be well informed in emerging issues especially in areas of technology, which may be of great help to the organization (Cameron and Quinn 2006). Mentorship culture also helps in maintaining the culture of the institution, by allowing senior staff members to pass on the values and norms of the company to new entrants in the organization. It also offers guidelines to the junior staffs to manage change as they transit either from college to work or one organization to another. Conclusion This paper demonstrates the extent to which organizational culture can impact on change management in an organization. Its proposition is that the changes that come along in the course of operation should be anchored on the culture of the organization. The organization management should take a participatory approach in implementing changes in the organization. The paper also shows that cultures of strict f irm control, centralization and ignoring workers’ opinion is detrimental to realizing change management in an organization. The management is responsible for the formation of cooperative teams in the organization that support change implementation. The teams should be empowered and to encourage every member in the organization feel part of the â€Å"family† in the organization. Reference List Alvesson, M and Sveningsson, S 2007, Changing Organizational Culture: Cultural Change Work in Progress, Routledge, New York. Cameron, S and Quinn, E 2006, Diagnosing and Changing Organizational Culture: Based on Competing Values Framework, John Wiley and Sons, New York. Krastchmer, P 2005, Organizational Culture is highly resistant to Change- Discuss, Books on Demand, Nordestedt. Schein, H 2010, Organizational Culture and Leadership, John Willey and Sons, New York. This report on Role of Culture in Change Management was written and submitted by user Averie W. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.