Three Levels Of Decision Making - 1893 Words

Executive Summary: This report discusses the three levels of decision-making, which are strategic decisions, tactical decisions and operational decisions. Top management teams, CEOs, and Board of Directors make strategic decisions. Tactical decisions are made by managers, and operational decisions are made by employees. The supervisor of a local video game retail store gave great insights into the daily routines and responsibilities of being a supervisor/manager. He is relatively new to the position, but has embraced it fully, and is very dedicated to the company as well as the employees that report directly to him. He is a great example of a supervisor that worked his way to the position he is in today while applying what he had learned while attending classes at the University of Guam. Effective decision making within a company or business is a vital aspect of management, and the overall performance and success of a company or business. Introduction: Decision making, as defined by the Business Dictionary, is the thought process of selecting a logical choice from the available options. It is determining the positives and negatives of the available options, considering all possible alternatives, and forecasting the outcome of each option and alternative to determine which is the best for a particular situation. Decision-making is a vital part of management as it determines both organizational and managerial activities (â€Å"Business Dictionary,† n.d.). Decision-making isShow MoreRelated The Challenger Disaster - Responsibility of Morton Thiokol Inc.1231 Words   |  5 Pagesdeath of its crew but also in terms of the decision-making process that led to the launch and in terms of the subsequent investigation into the quot;causesquot; of the disaster. The decision to recommend for launch was made by lower-level management officials over the objections of technical experts who opposed the launch under the environ mental conditions that existed on the launch pad at the time. Furthermore, the lower-level managers who made this decision--both NASA and contractor personnel--choseRead More Levels Of Analysis And The Stu Essay1546 Words   |  7 Pages Three levels of analysis, each with its own distinct strength, reveals three different ways of understanding international relations. The first states that all nation-states behave similarly, the second emphasizes the unique internal factors of a nation-state, while the third level of analysis focuses on the individual deciding a stateamp;#8217;s course of action. Each level of analysis is useful in the study of international relations. Indeed, used all together, it is not long before arrivingRead MoreEssay about Disaster Management1428 Words   |  6 Pagesmanagers must make decisions. Their decision involves a comparison between several alternatives and an evaluation of the outcome. The quality of the decisions managers make is the true measure of their performance. Each operational decision influences future actions, which in turn, require further decisions. Errors in decision-making, therefore, tend to be cumulative. Decision-making is the major responsibility of a disaster manager, regardless of his or her functional area or level in the organizationRead MoreMoral Development As Defined By Lawrence Kohlberg1018 Words   |  5 Pagesof three levels and six stages that are sequential and remain consistent. According to Kohlberg level one is entitled Pre-conventional morality (pre-operational). In this level it consists of two stages: Stage One deals with punishment and obedience or how good or bad something may be. Stage two is instrumental purpose and exchange at this stage one is said to conform to seek satisfaction or praise. Level two is the Conventional morality level (concrete operational). The stages at this level includeRead MorePower Relation Within The Household933 Words   |  4 Pagesas the ‘de facto breadwinner role’. Improved role of decision making Decision making power can be considered as the ‘agency’ of making choices as far as empowerment concepts considered (Kabeer, 1999). For the purpose of this study decision making is categorised as financial decision making and non-financial decision making within the house- hold level. Decisions such as house hold resource allocation and spending are financial while decisions such as child care, domestic matters and social concernsRead More Decision Making at the Executive Level Essay1036 Words   |  5 PagesDecision Making at the Executive Level The focus of my term paper is the decision making process used by todays top-level managers. Top-level managers, such as Chief Executive Officers (CEOs), Chief Operations Officers (COOs), and Chief Financial Officers (CFOs), must make critical decisions on a daily basis. Their choices and the resulting outcomes affect the company, the employees, and the stakeholders. Due to the high importance of their decisions, the process they use to reach them meritsRead MoreThe Leader And Work Environment At The Crested Butte Community School1364 Words   |  6 Pagesadministrative support from diverse backgrounds. Most major decisions are made at the district level. These include number of school days, breaks and strategic operations. On a more local level, each school within the district works on its implementation of curriculum along with learning and teaching strategies. The leader attempts to engage the staff at stages associated in the decision making process. Teachers are encouraged to participate in grade level and subject specific committees, which explore learningRead MoreA Leader s Decision On The World Of The United States And Ceos Of Billion Dollar Companies Essay1009 Words   |  5 Pagesinevitable fact that exceptional leaders are good decision-makers. Good leaders understand how to utilize their VABES (values, assumptions, beliefs and expectations) to reason and make decisions that positively affect themselves, employees, customers and stakeholders, and organizations. VABES dictate how leaders attach worth, importance, and meaning to decisions. A leader’s decision is an outer expression of their personal VABES. Barak Obama makes the key decision daily to decide the faith of the United StatesRead MoreManagerial Skill1401 Words   |  6 PagesManagerial Skill What are the  traits of a good manager? Stated precisely, a good manager is the one who has loads of confidence in his own abilities and possesses managerial skills like leadership,decision making  abilities, multitasking and an uncanny knack to motivate employees. Leadership Qualities Leadership and management  are inseparably intertwined. A good manager has to be a good leader as he has to guide a team of people towards common goals . Communication Basic management skills  likeRead MoreWeek 1 Knowledge Check1287 Words   |  6 PagesSocial Responsibility. Mastery Score: 15/18 Questions 0% 1 2 100% 3 4 5 67% 6 7 8 Company Mission 100% 9 10 11 Company Goals and Objectives 100% 12 13 Three Levels of Strategy à ¢ Corporate, Business-Level, Functional 100% 14 15 Strategic Management Process 100% 17 18 Sarbanes-Oxley Act of 2002 Management Ethics 16 Concept: The Stakeholder Approach to Social Responsibility. Concepts Mastery

The American Revolution The British Tighten Controls

The American Revolution: The British Tighten Controls BY CASEY L. PETTITT San Joaquin Delta College November 21, 2014 History 017A: History of the United States Dr. Wesley Swanson The American Revolution was far from being the first conflict to occur on the soil of the New World. There were multiple skirmishes, battles, and official wars fought in the territory that resulted in severe bloodshed before the idea of the American Revolution was even conceived. One of the most significant of these wars was the French and Indian War or as it was known in Europe, the Seven Years’ War. At its conclusion in 1763, the Treaty of Paris was signed. The English received a substantial amount of new land for the Empire (94). However, with the acquisition of new land and a significant amount of debt from the extensive war efforts, the British government had to reevaluate many of their policies (95-96). After the Treaty of Paris of 1763, the British were confident in their mastery of North America. However by attempting to tighten their control over their American colonies they initiated a series of poorly thought out programs and policies which resulted in a disastrou s rebellion. One of the first policies that the British government set into place in the American colonies was the Proclamation of 1763. The proclamation ordered that â€Å"no settlers were to cross the Appalachian divide† (100). One of the major issues that the colonists faced were conflicts with the localShow MoreRelatedCompare and Contrast He American and British Views Regarding the French and Indian War.604 Words   |  3 Pagesand Native American allies. The war started out badly for Great Britain, about 2,000 British and colonial troops were defeated by the French and Native Americans. For the first three years of the war, the outnumbered French dominated the battlefield, soundly defeating the English in battles at Fort Oswego and Ticonderoga. The British then began to make peace with important Indian allies, and under the direction of Lord William Pitt, they began adapting their war strategies. The British had a furtherRead MoreThe Trail Of The American Revolutionary War1554 Words   |  7 PagesThe Trail to The American Revolutionary War The roots of the American Revolution can be traced all the way back to the year 1763 when British leaders began to tighten imperial reins. Once the relations between Britain and the colonies became more of a conflict. Britain’s land policy prohibiting settlement in the West irritated colonists as well as the arrival of British troops. The colonists believed that they should be able to live democratically. Alongside, Britain feeling as though they ownedRead MoreThe American And Chinese Communist Revolutions1363 Words   |  6 Pagesthe American and Chinese Communist revolutions, some being similar and some being different. One of the main causes of the revolutions was that they both were inspired by the Enlightenment. This factor made both wars and their outcomes more intellectually based rather than physically. Another main accelerator that forced the people to fight for a change in their government was due to an unpopular method of rule. In both China and America, the for ms of government previous to their revolutions andRead MoreBattle of Yorktown Essay1401 Words   |  6 PagesYorktown The Revolutionary War was a dreadful war leaving almost 70,000 U.S. and British soldiers dead or wounded. The war lasted eight years with America, France, Spain, and the Dutch on one side and Great Britain on the other. On October 19, 1781 the last major land battle took place, the Battle of Yorktown. Similar to other battles in the Revolutionary War, the Americans were fighting for independence from the British and as threats from them kept increasing, the situation did not get any betterRead MoreEssay about The Causes of American Revolution1318 Words   |  6 Pagesseries of laws. The passage of these laws undermined the Colonist’s loyalty to Britain and stirred the Americans to fight for their freedom. The colonies also accepted England’s right to monitor trade. The change of course in 1767 was what really riled the colonies. England began to slowly tighten its imperial grip to avoid a large reaction from the colonists. During the Seven Years War, the British sent over ten thousand troops to America to handle property problems in the colonies. This cost a bigRead MoreEssay on Colonists Identity590 Words   |  3 Pages The colonies had developed a strong sense of their identity and unity as Americans by the eve of the Revolution. 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When the colonies emerged at first, the colonists obeyed the control of Great Britain as they had the mentality thatRead MoreBoston Massacre Propaganda Essay994 Words   |  4 PagesMarch 5. The event resulted in the British army shooting and killing 5 men while under attack by a so called â€Å"mob†. The shootings took place right outside of The Old State House. Eight shooters were arrested, but soon after their trials it came down to only two of the six to be convicted of manslaughter. This led to colonial leaders like Pau l Revere and Samuel Adams publicizing the event. The publicity was used to change the way colonists felt about the British authorities and in particular was usedRead MoreThe Revolution And Its Effects On The American Revolution1637 Words   |  7 Pages It is generally agreed upon that the Revolution was guaranteed- even foretold- since the idea of settling on it was even suggested- no one can give a large group of people the idea to run themselves and still keep control from thousands of miles away. England had it, but lost that control of their child nation in 1766 when they revoked the Stamp Act and gave the colonists the notion that they had the power and authority to independently run the budding country. After being allowed this minute freedomRead More Benjamin Franklin Essay1332 Words   |  6 Pagespetitioned King George III to establish a British central control of Pennsylvania instead of having different proprietors. While he was there he also because the colonial agent for Georgia, New Jersey and Massachusetts. In London he opposed the Stamp Act; he told the British that the stamp act would never work because Americans would never pay the taxes associated with the Stamp Act. He pointed that taxation without representation is a principle that Americans stand by. When tensions with England

The Cultural Impact on Organizations-Free-Samples for Organization

Question: Discuss about the Cultural Impact on Organizations. Answer: Introduction The world is diverse in nature it is packed with rich cultures of the different societies around the world. Culture refers to the ideas, traditions, and social etiquettes of a particular individual, an institution or society. It also contains the art, literature, music and other creativity of the human intellect that is associated with the society an individual is in. Culture plays a very significant role in the life of an individual as from the very beginning as a child an individual is taught to behave according to the culture he or she belongs. For example, a British child is taught to use spoon and fork to eat while in the Indian culture a baby is taught to eat using the bare hands (Schwartz 2014). While creating customer segmentation the organizations keep in mind the cultural background of the target market as well because purchasing decisions are made on the basis of cultural practices. For example: the menu of Mc Donalds India do not include any Pork or beef items as compared to Mc Donalds in America. This is because of the religious believes that are prevalent in India where Hindus do not eat beef and Muslims do not eat pork (Knox, Marston and Imort 2016). Like a society every organization also has a specific culture among the employees which mostly reflect the image of the product or service, the brand and the owner. Each organization has a specific cultural. It is not possible to maintain a particular culture as there are over hundreds or employees working there, spending more than half of their days time being a part. So the effect of the numerous cultures coming together certainly affects the environment of the organization. That in the process affects the lifestyles and outlooks of the workers of the organization. By organization culture one would refer to the ideologies, beliefs, principles and values that each individual of an organization shares with one another. The culture is also a determining factor that directly affects the success of the organization (Alvesson 2016). Culture, specifically in large organizations with a big deal of internal momentum can be very stringent and difficult to bend. The inertia of an organization is built largely depending upon the size and strength of employees and the culture they bring in. strong organizations have the habit of moving in the direction they already have been moving in. So it is extremely important that the managers understand the requirement and use the knowledge to the benefit of the organization. The managers should be able to create cultures as well as change what is stagnant in order to ensure a positive, ethical work environment (Shaw 2014). Cultural Factors It is very essential to understand how culture is created in an organization before one tries or attempts to change the organizational culture. Altering existing components of culture is a knowledge that one should have, when it comes to the attempt to changing it. Organization culture reflects the following factors: the vision, ethics and other definitions of culture; the processes which monitor what goes on, for example, employee handbooks, etc; organizational structures; the power structures, for instance the structure that states who has the power to do what; the brand images, which reflect and represent the organization culture; the business rituals or settings in which the organization functions; these are few of the many elements of culture that capture the array of elements or components that managers use for influencing and changing the general culture of an organization (evans-lacko and knapp 2014). Implementing Cultural Change within the Organization There are few stages and steps to initiate and implement changes in cultural reforms. These are in co-relation with the factors that have been stated in the last segment. Ensuring clarity in strategic visions- This stands for ensuring that the vision statement and strategies altogether can be clubbed to create a single strong cultural statement. The vision must disclose and describe in particular the new culture effectively. The communicating aspects which are specific to certain cultural changes, even at the higher managerial tiers are also important. Leading by example- This means that the topmost management tier needs to exhibit the kind of culture they want in the organization. The kind of values they expect from the employees is what they need to practice and only then can the correct vibe resonate and affect people positively. Altering handbooks, hierarchy and other central components of structure would be an important step towards the change (Burke 2017). Following up if the culture is being practiced properly and terminating an employee if the principles are being breached. The process also helps in bringing in potential talents into the organization which will be helpful for the progress of the same. Also helping new candidates to adapt to the new culture is important. The managers should be aware of the kind of implications, most importantly. This is a long and elaborate process implemented mostly in large organization with a large workforce, which in turn exposes the employees to a wider cultural range (Alvesson and Sveningsson 2015). Impact of globalization on organization and culture When organizations or institutions operate on a global basis on an international level this is referred to as globalization. Every ambitious business entrepreneur wants to expand globally to set global footprints there are many advantages of globalization in this case but there are some barriers which the company needs to overcome for the smooth working of the daily operation of the business (Stromquist and Monkman 2014). Cultural difference among the employees, among the customers or in the workplace can be a problem but ones this problem has been coped b the organization the diversity in an organization can lead to innovation and creativity in the working of the business. Communication is one of the most significant barriers in cultural difference among the people associated with the operation of the business language is one of the medium of communication (Pieterse 2015). The management of an organization is expected to take the responsibility of dealing with the cultural or langua ge differences among the resources. In order to do so there has to be a plan and a strategy on the basis of which cross cultural diversity is promoted and put to the advantage of the organization (Yankuzo 2014). Importance of language in a culture There are thousands of languages that are spoken worldwide. Globalization has enabled companies to operate from around the world which has enabled organization to globally accept a language of business which is English. For a business organization to operate there has to be a particular language that the organization follows to do any kind of transaction or negotiations. Globally English has been recognized as the language of business. In order to run a business every day there are several communications take place internally and externally which help in the day to day operations of the business (Pennycook 2017). English is also spoken and written differently in different parts of the world. Primarily there are two types of English that is accepted British English and American English. While speaking there are several accents of English that is used. To work for a business organization development of cross cultural communication skills are imperative. Cross-culture communication is a different field of study in communication management which deals with the nuances of the subject. Cross cultural communication is defined as the endeavor that is taken up to generate trade, bargain and arbitrate cultural differences by the usage of language, body gestures and body language. Disparity in the languages among the people automatically creates noise and difficulty in the communication process for international companies (Betancourt 2016). For a multinational organization that operates on an global level uses several language specific to the geographic location of the place of operation to communicate with the localities or to promote the brand in the language that is wide understood by the target market of that specific area. For example: a multinational organization like Colgate has its marketing and promotion done in English in America but then they have regional languages used in Spain or any other parts of Europe where the brand operates. While language is an essential part of communication gestures and body language are also important to communicate in an organization. Gestures and body language also depend heavily on the cultural background of the people. While the people who belong form China bow to show regards and to honor the presence of a person, American shake hands. A minimum cultural knowledge is important before meeting a person from a different culture because what may seem common in one culture may be regarded as peculiar or offensive in another. A firm handshake, direct eye contact, or kiss on the cheek may seem quite normal and a regular practice in one culture but people from different cultures may not like it. Keeping up with the cross-cultural communication can be a challenge; hence it is a good idea for professionals to be ready with the research. It is also crucial that cultural differences in a workplace may be approached with sensitivity and an open mind (Tenzer, Pudelko and Harzing 2014). Impact of religious culture on Organizations Much like language, there are also various religions that are followed in the world. Religion is one of the most important fundaments of cultural development of an individual. Religion can be referred to as the belief and faith of human beings on a supreme power. Religion lays down certain guidelines about how to lead a life these are transformed into cultural norms of the people who are religious or follow a certain religion (Weaver and Stansbury 2014). Religion of a nation state is heavily dependent upon the working of a firm in that particular country. It is one of the most important external business environments which have to be kept in mind by the management of the organization. Decisions and policies are also made by the organization keeping in mind not to upset the sentiments of any of the customers and employees regarding their religion. In a firm holidays and festivals are all dependent on the religious factor of that particular country in which the organization is operating. Marketing events and marketing strategies of an organization to promote the product or services of the organization is mostly dependent on the religious festivals that are celebrated in the country of operation. For example: companies come up with different promotional strategies during the Christmas in America or Makar Sankranti in India. Religion is one of the most sensitive aspects of an individual and it is the duty of the management to respect it and deal with it sensibly (Chua, Roth and Lemoine 2015). Social manners and habits impact on organizations Living in a society is what makes human being different form animals. Over the years of evolution of human beings creating and living in a social and harmonious environment is something that has enabled humans to have a set off guideline as to how to behave in the society. This is a very argumentative and subjective topic of discussion, but the basics are mostly accepted globally by all humans (French 2015). Culture has a huge role to play in how a person behaves in the society. For instance: greeting people, offering beverages to the guests, cloths that the people are all a part of social habits or manners. In many cultures people do not like physical proximity with the opposite gender like a firm hand shake or a kiss on the cheek. In many cultures gifting alcoholic beverages are also considered to be insulting or degrading (Samaha, Beck and Palmatier 2014). Models for effective cultural leadership The leadership of a cultural sector or a group is known as Cultural leadership. Much like culture it can be practiced and customized in many different ways. It includes senior managers and directors of the sponsored cultural institutions. It also comprises of the public officials who are working towards the development and execution of the policy for the cultural group. To be a good leader in a diverse workforce of an organization some of the qualities are required (Demirtas and Akdogan 2015). The leader should have a sense of curiosity to learn and to research about different cultures that are practiced around the world. The research will enable the manager to understand the individual better which will in turn allow them to help the employee during the time of need. Tolerance and appreciation towards the diversity of any kind should reflect in the behavior of the leader. The leader or the manger should work towards developing a helpful and encouraging work environment that allows them to be approachable by the subordinates in times of special requirements like family emergencies, religious events and other times of personal importance. Promoting diversity through various benefits and incentive programs by the organization increases the popularity and goodwill of the organization among the employees. This increases the employee commitment and the productivity of the employee. The popularity and the goodwill of the company as well as understanding of a wide and diverse consumer base is possible with the help of a diverse workforce. Hence promoting diversity among the employee is a good idea for an organization. Diverse resources of the organization will help lend insight about the buying patterns, customer perceptions and needs within their communities (Rottig, Reus and Tarba 2014). A good leader should also make sure that no community, religion or culture is being deemed and looked down upon by any step or policies of the organization. They should also encourage harmonious environment among the diverse workforce. GLOBE Research Project Global leadership and organizational behavior effectiveness (GLOBE) research project includes a group of international sociologist and management intellects who study cross cultural leadership. The institution focuses on the study of relationship among the societal culture, cultural leadership and organizational practices. The latest study that has been conducted by the organization was in the year 2014 where hundreds of CEOs and thousands of senior level managers who belong form various types of industries in 24 different countries were studies by more than 70 researchers. The conclusion of the report has showed how much culture is important on societal leadership expectations and also the significance of matching the CEOs behaviors to expectations for leadership effectiveness. According to the model there are 9 ways to differentiate the approaches of leadership on a cultural background: Assertiveness: The approach should not be passive or aggressive it should have a sense of understanding and balance. Future orientation: The leaders or the managers of any organization are expected to have a far sighted knowledge base to form policies and make decisions for the betterment of the organization. Performance orientation: Reviewing, monitoring and motivating the employees work to develop the productivity of the resource. Humane orientation: The sense of understanding, empathy and apathy towards cultural beliefs, personal difficulties and other issues of the resources are significant. Gender equality: Equal opportunities for all genders are important because the talent of an employee or the productivity of a resource does not depend upon the gender of the individual. Uncertainty avoidance: The leader or the manager of any group should work towards avoiding any uncertainty. Power distance: The hierarchy in between the manager and the subordinates should not create a communication distance between the two groups. Institutional collectivism: The amount to which a business organization encourages and remunerates the collective distribution of resources and collective action. In-group collectivism: it is defined as the degree to which individuals express pride, loyalty, and unified behavior towards the organization where he or she works or towards the family (Chhokar, Brodbeck and House 2013). Geerte Hofstede model Gerard Hendrik Hofstede is a social psychologist has studied the relation in between the culture of the nation state and organizational cultures. In his study he has given a guideline for understanding the fundamental values in an organization. He has provided with five value factors to recognize national and regional cultural difference. Power Distance: Uncertainty Avoidance: There should be proper and clear guidelines as per the codes and ethics of the organization. These guidelines should adhere by all the employees including the managers. Individualistic: The author says that there is a strong emphasis on individualism. People want to be individually delegated and given certain benefits. Masculine: The societal differences among the employees are maximized focusing on the performance society Long Term Orientation: Concentration on any of the policies or decisions that are taken by the management has to be kept in mind and in terms of a long term vision for the organization (Minkov, Blagoev and Hofstede 2013). Edward T Hall model Edward T Hall is a renowned anthropologist who has studies the behavior and the cultural pattern of the society. His study of the high and low context cultural factors states that in a high context culture there are several factors that guides a person to understand the regulations of the culture as a result of which a lot of it is taken for granted. A person who cannot identify with the written rules of the culture will be in a very confusing position (Schein 2014). On the other hand in the low-context culture very less of the factors of the culture are taken for granted. In this case there is a less chance of misunderstanding especially with the people from other cultures. In his study he has also revealed that the communication or interaction between high context and low context cultures because of its contrasting nature if the cultures may lead to confusion and frustration (Oliver 2016). Impact of internet on culture Advancement of technology and the internet boom in the recent past has enabled cross cultural learning and integration. People are connected to each other across the globe with just a click (Sariyska et al. 2014) Conclusion The impact of culture is inseparable from a business organization as these are run by humans who are strongly backed by a cultural background. The culture an individual belongs shape his or her characteristics and other decision making criterion regarding every aspect in the future. In a culture there are certain recorded and unrecorded guidelines and directives that regulate the way an individual communicates and interacts with others in the outside world, the similarities that are observed in the behavior of a cluster of people segregates and concise the members of a certain culture. Culture may be dependent on the religion, the geographic location of a group of people, by race or ethnicity of the group. Reference List: Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M. ed., 2016.Organizational culture. Sage. Betancourt, J.R., Green, A.R., Carrillo, J.E. and Owusu Ananeh-Firempong, I.I., 2016. Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care.Public health reports. Burke, W.W., 2017.Organization change: Theory and practice. Sage Publications. Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Chua, R.Y., Roth, Y. and Lemoine, J.F., 2015. The impact of culture on creativity: How cultural tightness and cultural distance affect global innovation crowdsourcing work.Administrative Science Quarterly,60(2), pp.189-227. Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment.Journal of Business Ethics,130(1), pp.59-67. Evans-Lacko, S. and Knapp, M., 2014. Importance of social and cultural factors for attitudes, disclosure and time off work for depression: findings from a seven country European study on depression in the workplace.PLoS One,9(3), p.e91053. French, R., 2015.Cross-cultural management in work organisations. Kogan Page Publishers. Knox, P.L., Marston, S.A. and Imort, M., 2016.Human geography: Places and regions in global context. Pearson. Minkov, M., Blagoev, V. and Hofstede, G., 2013. The boundaries of culture: do questions about societal norms reveal cultural differences?.Journal of Cross-Cultural Psychology,44(7), pp.1094-1106. Oliver, C., 2016. From Class to Culture: Restricted/Elaborated Codes vs. High/Low-context Communication in Basil Bernstein and Edward T. Hall.= Sophia University Junior College Division faculty journal, (37), pp.73-83. Pennycook, A., 2017.The cultural politics of English as an international language. Taylor Francis. Pieterse, J.N., 2015.Globalization and culture: Global mlange. Rowman Littlefield. Rottig, D., Reus, T.H. and Tarba, S.Y., 2014. The impact of culture on mergers and acquisitions: A third of a century of research. InAdvances in mergers and acquisitions(pp. 135-172). Emerald Group Publishing Limited. Samaha, S.A., Beck, J.T. and Palmatier, R.W., 2014. The role of culture in international relationship marketing.Journal of Marketing,78(5), pp.78-98. Sariyska, R., Reuter, M., Bey, K., Sha, P., Li, M., Chen, Y.F., Liu, W.Y., Zhu, Y.K., Li, C.B., Surez-Rivillas, A. and Feldmann, M., 2014. Self-esteem, personality and Internet addiction: a cross-cultural comparison study.Personality and Individual Differences,61, pp.28-33. Schein, E., 2014. Importance in the context of cross-cultural management. Edward T. Hall (19142009 American) defined various concepts of space and demonstrated how peoples use of it can affect. ? , p.93. Schwartz, S.H., 2014. Rethinking the concept and measurement of societal culture in light of empirical findings.Journal of cross-cultural Psychology,45(1), pp.5-13. Shaw, M., 2014. Organization Theory and Societal Culture.EDITORIAL STAFF. Stromquist, N.P. and Monkman, K. eds., 2014.Globalization and education: Integration and contestation across cultures. RL Education. Tenzer, H., Pudelko, M. and Harzing, A.W., 2014. The impact of language barriers on trust formation in multinational teams.Journal of International Business Studies,45(5), pp.508-535. Weaver, G.R. and Stansbury, J.M., 2014. Religion in organizations: Cognition and behavior. InReligion and Organization Theory(pp. 65-110). Emerald Group Publishing Limited. Yankuzo, K.I., 2014. Impact of globalization on the traditional African cultures.International Letters of Social and Humanistic Sciences,15, pp.1-8.

Website free essay sample

MAGGOTS, Marketing Research Winter, 2014 draft 12. 3 Professor: Carl Oberlin (Bigot 51 1, [emailprotected] Due). Office Hours: Before and after class or by appointment. Class: Tuesday and Thursday, 10. 15-12. 20, IPPP Text: Exploring Marketing Research, 10th edition, Sigmund and Bambini, ISBN-13: 978-0-324-59376-1. The book has been ordered at the SSL bookstore; but, encourage you to shop on-line. You do not need the qualities. Com card or the DVD.If you are on a tight budget, earlier editions will suffice; even a different marketing research textbook. Other materials will be made available via the angel website; students should register immediately: HTTPS://angel. Seattle. Due/angel/default. Asp Students are expected to complete all the assigned reading before the relevant class session. Course Description and Objectives MAGGOTS is a survey of marketing research. This course is a required elective for marketing majors.The course covers basic principles of scientific method, research designs and methodologies, and analysis tests. We will write a custom essay sample on Website or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The course will require use of survey research software available free to all US students at qualities. Com. The course will consist of a variety of teaching and learning activities, including short lectures, in-class exercises, internet-based interactions, and individual and group projects. Lectures are video-recorded and available on- line.Students view the lectures outside of class. Class time is spent reviewing the lecture material and problem-solving. The flipped class format (recorded lectures outside of class and problem solving in the class) works to the extent that students do the assigned work outside of class. The principle learning objectives are mastery of the content and techniques covered in the ours and enhancement Of critical and analytical thinking and problem solving.Grading Survey project 150 Class participation 450 Mid-term exam 1 200 Mid-term exam 2 A 950+ A- 900-949 B+ 850-899 8800-849 B- 750-799 C+ 700-749 CHIC-699 Evaluation The variety of evaluation measures are intended to capture a representative sample of student learning and to assess different styles of learn ing, ranging from objective memory and comprehension of basic terms and principles to analytical problem solving, individual and team performance, and written and spoken communication. The exams will cover all the readings and in-class activities.They will comprise objective questions and problems designed to assess understanding of the basic terms and concepts and short essay questions designed to assess critical thinking, problem solution, and application of the concepts. The second exam will focus on material from the second half of the course but will, perforce, require application of some of the principles from the first half. Survey project. The survey project is a group project, requiring one group paper and, perhaps, a recorded presentation. Details on the project are revived separately. Articulation in the project will be evaluated anonymously by group members, and individual grades may reflect those peer judgments. Class Participation reflects homework, attendance and contributions to class discussions, in-class exercises, and all assignments posted on angel. Pop quizzes are a possibility; if so, they are included in class participation. Attendance is required, on-time and full-time. You are responsible for all homework assignments, regardless of class attendance. The target is for the graded class work and homework to count for 350 points.The 100 points for class participation will be assigned based on a qualitative assessment of participation in class work. Up to 10 points of extra credit are available for a report from an article or story in current news that involves questionable research. The questionable aspects may be any of the issues from the course, for example, improper or unclear problem statement, improper sample, inappropriate design, wrong or unwarranted conclusions. Numerous examples will be provided in class. In the News reports must be submitted by the 8th week.Use the following dude: Citationtitle, author, source (journal, newspaper, program, URL, whateverenough information that one could find the item) Summaryfewer than 1 00 words Identification of the questionable aspect of the research and explanation of why it is questionable. Skill in writing and teamwork (and, in teams, leadership) are two objectives, common to nearly all courses. We will not have time to focus on learning these skills, but students will have opportunities to practice and improve and are expected to meet appropriate standards.Minimal standards are as follows: Writing 100% correct spelling 9% correct usage good-excellent readability-?organization, style, vocabulary correct structur e-?typically dictated in the assignment Teamwork respect and courtesy for all team members attendance, prepared, to all meetings clear understanding of individual responsibility completion of all assigned responsibilities support for other team members that helps them improve their own contributions completion of peer evaluation forms communication with instructor regarding any team problems that cannot be resolved Boilerplate Academic Resources Library and Learning Commons (http://whom. Attlee. Du/lawrenciums/) (This includes: Learning Assistance Programs, Research [Library] Services, Writing Center, Math Lab) Academic Integrity Tutorial (found on Angel and SIS Online) Academic Policies on Registrar website (HTTPS://www. Seattle. Du/registrar/ academics/performance/) Academic Integrity Policy Academic Grading Grievance Policy Professional Conduct Policy (only for those professional programs to which it applies) Disabilities: If you have, or think you may have, a disability (including an invisible disability such as a learning disability, a chronic health problem, or a mental health condition) that interferes with your performance as a student in this class, you are encouraged to arrange support services and/or accommodations through Disabilities Services staff in the Learning Center, Loyola 1 00, (206) 296-5740.Disability-based adjustments to course expectations can be arranged only through this process. Notice for students concerning Disabilities : Bayou have, or think you may have, a disability (including an invisible disability such as a learning disability, a chronic health problem, or a mental health condition) that interferes with our performance as a student in this class, you are encouraged to arrange support services and/or accommodations through Disabilities Services staff located in Loyola 1 00, (206) 296-5740.