Essay on Possible Development on Contemporary Arts Organization

Organizations all over the being atomic number 18 not without fusss and difficulties as they face change on a daily basis while trying to maintain their traditions and ideals intact. This is most true up with governments that heighten on the traditional market/ function while having to unite those services with recent innovations. When we say innovations these does not sole(prenominal) pertain to reliable technological tangible equipments that it offer also misbegotten new processes, means and eve off situations that can only be created by straight offs advancing times.Because of this, it is imperative for organizations to lead some plan or dodging that would help them checkout afloat without sacrificing what they regard as their exercise. An example would be how the traditional art scene shake off cursorily decreased in activity because of the more cool contemporary liberal arts or worse, because on that point be other places volume can go to like malls and b ars instead of being patrons of artistic ventures or exhibits.Going back, these so called problems that organizations face would be the dangerous growth in diversified clients, members and patrons that tends to create a cultural gap between the members and even the leaders who are handling the organizations. This is most true in many another(prenominal) forms and types of organizations but for specificities sake, this discussion will focus on the contemporary art organizations that cater to very different tastes, attitudes and philosophies.Art, after all, can be regarded as a means of freedom of expression and this is most curiously true in todays art scene wherein freedom of expression is not only an option, it is a necessity. Because of the varied and eclectic people that compose the different art organizations around the gentlemans gentleman, problems arise on the context that too much potpourri can cause confusion among the members which is evidently caused by the enormo us cultural gap not just between one or ii persons but even among everyone who are part of said organization.This diversity and wide cultural gap is of course caused by how tremendous globalization has been that in one art scene or organization, people from different parts of the state, area and even the world would collate to form that single group. Thus, it is essential that organizations keep in mind certain things if they want to survive such(prenominal) a fast-paced world and if they want to even expand in population and improve in price of their products, projects and provisions.Of the many discussions and articles that other people have written on different weighty aspects of organizations, there are some which are enlightening and which are sensible and in so far people, in general leaders and management teams, forget or altogether ignore such aspects. These aspects are mostly centred on the following lack of purpose of the organization, failure to properly pinpoint th e cause of the problem and finally, film for effective strategies that would solve the problem.Lack of Purpose of the Organization In the article of Wheatley (2008), she describes why terrorists groups are one of the finest examples of organizations in the world as they have a single unifying purpose in their agenda. This metaphor for the outgo organization is rather unusual and even uncomfortable as terrorists groups create horror around the world with their vendettas but Wheatley (2008) does have a point when she says that they are among the most effective and powerful organizations in the world today.What she gratuitys is an analysis on why terrorist networks have no means to formal power, advanced technology, macro budgets, or great numbers of followers and yet, they manage to cause such a strong impact that they are changing the course of history (Wheatley, 2008). This is where one of the most fundamental aspects of any organization should have is awarded and it lies in t he presence of an ideal or purpose that gives them a group identity which compels them to act (Wheatley, 2008).What Wheatley insists on is true, most especially if it is applied in contemporary arts organizations wherein much passion and ideals are present but sometimes misplaced or even divided. The problem with arts organizations all over is that they have too diversified output for their passions that there is no everydayness or unity among what they want, what they want through and what they would like to do in the future.Because terrorist groups have such commonality in their purpose, whatever action or project they undertake, it is almost always successful that the world is compelled to watch or prod on their projects. In the arts scene, passion for the art itself can be their common cause and identifying what do they want to hand with their organization can make their group more efficient and active as what Wheatley (2008) wrote, As networks mature, they are fuelled more b y passion than by information. Failure to Properly Pinpoint the REAL Cause of the worry The advice that Wheatley gave on how to have such a successful organization is to have a unified purpose from such diversified members of the group. This is tremendously connected to another possible means in which to have an efficient and effective organization and that is to acknowledge that a problem exists in the group and that the problem is most in all probability the persistence of misunderstanding caused by cultural gap.According to Hofstede (2005), problems in art organizations usually arise from the fact that there is too much diversity among farmings and that management groups of the organization are remiss in admitting that that is indeed the problem Many leaders do not wish to acknowledge the possibility of a cross-cultural talk problem in international dealings. If negotiations go wrong they blame others orthemselves, never the culture gap. (Hofstede, 2005) The effigy than Hof stede painted is common but not unsolvable.What leaders of such organizations should do is admit that that is the problem and that they should speculate up of strategies that would effectively solve those problemsbut that will be discussed later on the essay. With all these difficulties that diversity of culture presents, would it not be better to just have a common art organizations among people who have the same culture? This is not entirely the case for culture does not just mean belonging to the same ethnic background of certain group of people, the culture here encompasses a commonality among a certain group of people.Thus, the people who are into the arts have their own culture but then again, there is also a different culture that separates the visual from the performance arts and even that of the traditional from the contemporary forms of art. This means that there is a diversity of culture within a culture within a culture. This scene is inevitable as how Halbreich (2001) puts it, Weve just crossed into a new degree centigrade in which the rate and dimension of change promises to test all our powers of invention.This new century is the modern times these powers of invention are the possible ventures that we may undertake to support such cultural diversity. However, it is important to note that cultural diversity is not bad it is the cultural gap that it creates which is the unpleasant and unfortunate factor. Thus, how do we solve this cultural gap among members of organizations? This is discussed in how management groups should have effective strategies that address the problem and this strategy usually starts in something very simple admit that there is a problem. The Need for Effective Strategies That Would crop the ProblemWhen Hofstede (2005) claimed that leaders do not acknowledge the presence of cultural gap, Halbriech (2001) provided the answer to how to solve this We must aline to become a pick up, through which some of these competing wor ldviews can be debated and new communities established. Organizations becoming a filter mean that it is through them that people would be able to identify where they would want to go and belong to (in terms of patronizing an arts organization) and then zeroing on those identified aspects that leaders would be able to establish a permanent community or organization for them.Thus, what leaders should do is recognize the needs (and sometimes, even wants) of the members, move on around those needs and cater to them. For example, Ritzer et al. (2008), isolates a particular problem with the diverse culture in arts organizations wherein the problem is that local colour or culture fails to be debateed in the organization. This just means that they focus too much on a global standard without view that the organization should also reflect the character of the geographic locales (Ritzer et al. , 2008).If what Ritzer et al. say is true, then it means that the needs and wants of the immediat e members of the organizations are ignored which creates a gap or misunderstanding among the group. A great example in trying to come up with strategies in solving gaps in arts organizations can be seen in the congresswoman of Halbreich (2001) We aim to amplify the ways in which visitorscan become more active participants in a series of memorable experiences based on discovering links between art and life, as well as among artistic disciplines. This illustration demonstrates how the art organization presented by Halbreich is very ideal in the sense that they manage to have a standard or purpose in mind (which is for the visitors to become participants in viewing the art) while thinking about the condition of the other end as well (by considering the real life situation of the audience) and linking the two together. ConclusionIn conclusion, difficulties in arts organizations are inevitable since the members and patrons are varied and diverse in culture and attitude. Difficulties of such organizations are usually caused by cultural gaps in the group but they can be figure out and remedied by admitting that there is a problem caused by the gap, and proving necessary strategies that addresses the discern while maintain true to the ideals of the group.However, one cannot help but think that Wheatley is most correct in her suggestion of addressing the overall issue in arts organizationsdevelopment and growth of the group, maintain diversity in the organization, and staying on track with the ideals of the organizationwhich is having a firm passion in the purpose of the organization since everything else would naturally follow suit.ReferencesCummings, S. (2008). Strategy past, present and future. The Sage enchiridion of New Approaches in Management and Organization. SAGE Singapore. pp. 184-216Halbreich, K. (2001). Inventing new models for the museum and its audiences. Curating Now Imaginative do/Public Responsibility. Philadelphia Exhibitions Initiative Philadelp hia. pp. 67-79.Hofstede, G.J. (2005). A bridge requires a gap. Introduction to Business Communication. Peter Lang Publishing root Frankfurt. pp. 163-170.Lustig, M.W. et al. (2005). Introduction to cultural patterns and intercultural communication. Introduction to Business Communication. Peter Lang Publishing Group Frankfurt. pp. 171-182.Ritzer, G. et al. (2008). Empty organizations. The Sage Handbook of New Approaches in Management and Organization. SAGE Singapore. pp. 215-216.Wheatley, M. (2008). Learning about networks from terrorists. The Sage Handbook of New Approaches in Management and Organization. SAGE Singapore. pp. 178-179.