Organisational Change

Change management has recently become an imperative factor for modern organisations, instilling new values, attitudes, and norms that support new ways of approaching work to overcome resistance to change. As business decisions and choices are increasingly influenced by diverse cultural backgrounds and perspectives, it is critical for managers to have a multicultural understanding to permit the uncomplicated transition from its current state to a desired future state (Chang, 2008). Organisation's that don't embrace the differences in culture will not thrive and merely remain at a standstill. This argumentative essay presents some cohesive points dissimilar to many change management theorist suggesting large differences between "Western" and the "Eastern" conceptions to change. Theorists are ignorantly looking at the internal approaches between the two, and not realizing the simple notion that both have similar vestments in change. Although very different in cultural thinking, one may propose greater differences within Western management approaches and within Eastern approaches than between Western and Eastern approaches themselves. Based on theoretical discussion and relevant business case studies, this paper views change as a holistic activity between both East and West (Skringar & Stevens, 2008), where mutual understandings and interacting wholes are the true means of successful change. It can also serve as a practical guideline for those seeking to adopt this collective and progressing view of change.

In many publications, there have been topical discussions revolving around the divergence of Eastern and Western ideologies. Most commonly, differences between Eastern and Western culture and values are cited as the key factors. It is argued that the Western culture, defined by its ethnocentric heritage and European ancestry, where, is too far removed from that of the East, defined by Asian tradition and folklore (Skringar & Stevens, 2008). While Western culture is defined by its geographic formation, prevailing alliances with neighbours, cultural syncretism, and the inclusive approach to other faiths - Eastern culture is "everything which is not Western is Eastern", with several cultural beliefs that are not entirely secular (Confucianism, Taoism, Buddhism, Islam etc.) (Skringar & Stevens, 2008). What is more, culture, locale and historical approach argued in this paper are not the driving forces behind this divergence. Inner managerial conflicts, stemming from epistemological framework, are the fundamental reasons for East and West divergence (Skringar & Stevens, 2008).

Conceptually, the objectives and ideals of each continent are no different. Both have a vested interest in evolutionary change and in a globalised economy, are practised through the same common platforms.

There is a greater distinction between the philosophies and ideologies within each approach of the East and West. To point out, the two most recognizable and acclaimed philosophies contributed to Chinese society are Confucianism and Taoism. Although embodying the Eastern school of thought, there are still great differences with regard to their traits, beliefs, and virtues. Simply put, these two teachings are bipolar opposites of each other; stemming from the relationship between K'ung Fu-Tzu (Confucius) and Lao Tzu (Taoism) who notably did not see eye to eye (Skringar & Stevens, 2008).

The teachings of Confucius emphasise the attainment of peace, order and stability in society (Tang & Ward, 2003). With heavy importance on ethics and morals, the end is attained by espouse disciplined rationality, filial piety, honour, and respect for seniority (Skringar & Stevens, 2008). By adhering to social expectations, this creates the code of conduct applicable to daily life.

Contrasting