Institutionalization

Today, the fast-paced, constantly changing and unstable business environment has an impact on the ability to maintain the competitive advantage of multinational companies such as Hewlett-Packard. In 2002, the company made a controversial acquisition of Compaq, which impacted the ability to lead to layoffs and carry out structural changes. Hewlett-Packard is a well-established company known for its ongoing improvement at all levels of the company. However, the challenge for all companies is to make it possible to implement and maintain intervention plans over the long term in order to make changes part of organizational functions.

The plan means institutionalizing change, but institutionalization does not mean planning. Many of the unplanned social changes in modern society are institutionalized and come from permanent innovation-oriented organizations such as universities, governments and private companies, but their social impact is not controlled. In the field of science and technology, changes are institutionalized in particular with partial intent and partial unconscious social change.

Camara Phyllis Jones defines institutionalized race discrimination as a differentiated structure, policy, practice, and norms leading to the acquisition of goods, services and social opportunities through race. Institutionalized racial discrimination is normative, sometimes legalized, and often manifests itself as a disadvantage of inheritance. It is structural and is not absorbed by discriminatory criminals, as it is absorbed by our customs, customs, and legal institutions. In fact, institutionalized racial discrimination often manifests itself as an omission when faced with necessity. Institutionalized racial discrimination is reflected in both material conditions and access to power. Regarding material conditions, examples include high quality education, healthy housing, paid employment, appropriate medical facilities, access to clean environment.