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Author: Mi Sook Park Westman
Publisher: Xlibris Corporation
ISBN: 1477103953
Category : Business & Economics
Languages : en
Pages : 74
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Book Description
This research has implications for both industrial and academic readers. The industrial readers will find interesting to see what and how cross-cultural organizations adopt the findings in their own competence development processes. Not all the factors identified in this research are critical influence since some has a direct influence whereas other has an indirect influence. It points out that there is a connection between an individuals motivation and the successful implementation of competence development programs. This research brings attention to the importance of understanding cultural differences in learning situations. It is often the case that it is a dilemma for cross-cultural organizations to implement centrally designed programs in different local organizations. Cultural differences become a barrier if they are ignored and cultural diversity an enabler to enrich the contents of programs by learning from different participants bringing their cultures behind in their backs. This research also illuminates how assumptions and use of words influence the understanding and acceptance of messages and contents by participants. It emphasizes the importance to have a common basic understanding of learning targets by giving explanations of certain terms critical in the introductory phase of competence development programs. It is even more important if the programs aim to change behaviors and attitudes after the programs compared with programs aiming at factual knowledge and information. It is not always needed for local adjustments in running training programs. When the program is purely about the knowledge acquisitions like technical knowledge, the importance of local adaptation becomes less critical than training programs aiming at behavioral or attitudes changes. It is an absolute must for facilitators to learn about local cultures before they run any training programs. Managing competence development programs in a cross-cultural organization becomes even more successful when there are driving forces coming from individuals who attend the programs. When individuals feel that they are drivers for competence development, the effect of development programs becomes greater and the energy level in learning room is high. In addition to that, when there is management engagement and interest, there is a boost in the energy of a learning place. The maturity of an organization is of importance. When the organization is new and young, people are in the room of confusions and insecurity and they need more time to ventilate their feelings and thoughts. Even when there is a change in the organization, there are questions about those changes and there must be more time allocated for explanations and discussions so time management in programs runs smoothly. Humbleness, taking responsibility and respect are parts of IKEA culture. People come from different cultures. When individuals are humble enough to respect other cultures and also individuals take responsibility to understand different cultures, there are better foundations for the successful competence development processes. Organizations with a mix of different cultures aim at learning as a community. Meaning can be simultaneously diverse and shared from individual to individual.
Author: Mi Sook Park Westman
Publisher: Xlibris Corporation
ISBN: 1477103953
Category : Business & Economics
Languages : en
Pages : 74
Get Book Here
Book Description
This research has implications for both industrial and academic readers. The industrial readers will find interesting to see what and how cross-cultural organizations adopt the findings in their own competence development processes. Not all the factors identified in this research are critical influence since some has a direct influence whereas other has an indirect influence. It points out that there is a connection between an individuals motivation and the successful implementation of competence development programs. This research brings attention to the importance of understanding cultural differences in learning situations. It is often the case that it is a dilemma for cross-cultural organizations to implement centrally designed programs in different local organizations. Cultural differences become a barrier if they are ignored and cultural diversity an enabler to enrich the contents of programs by learning from different participants bringing their cultures behind in their backs. This research also illuminates how assumptions and use of words influence the understanding and acceptance of messages and contents by participants. It emphasizes the importance to have a common basic understanding of learning targets by giving explanations of certain terms critical in the introductory phase of competence development programs. It is even more important if the programs aim to change behaviors and attitudes after the programs compared with programs aiming at factual knowledge and information. It is not always needed for local adjustments in running training programs. When the program is purely about the knowledge acquisitions like technical knowledge, the importance of local adaptation becomes less critical than training programs aiming at behavioral or attitudes changes. It is an absolute must for facilitators to learn about local cultures before they run any training programs. Managing competence development programs in a cross-cultural organization becomes even more successful when there are driving forces coming from individuals who attend the programs. When individuals feel that they are drivers for competence development, the effect of development programs becomes greater and the energy level in learning room is high. In addition to that, when there is management engagement and interest, there is a boost in the energy of a learning place. The maturity of an organization is of importance. When the organization is new and young, people are in the room of confusions and insecurity and they need more time to ventilate their feelings and thoughts. Even when there is a change in the organization, there are questions about those changes and there must be more time allocated for explanations and discussions so time management in programs runs smoothly. Humbleness, taking responsibility and respect are parts of IKEA culture. People come from different cultures. When individuals are humble enough to respect other cultures and also individuals take responsibility to understand different cultures, there are better foundations for the successful competence development processes. Organizations with a mix of different cultures aim at learning as a community. Meaning can be simultaneously diverse and shared from individual to individual.
Author: Sushma Bhatnagar
Publisher: Lippincott Williams & Wilkins
ISBN: 1975103106
Category : Medical
Languages : en
Pages : 241
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Book Description
Publisher's Note: Products purchased from 3rd Party sellers are not guaranteed by the Publisher for quality, authenticity, or access to any online entitlements included with the product. A Comprehensive Handbook of Cancer Pain Management in Developing Countries Written by an international panel of expert pain physicians, A Comprehensive Handbook of Cancer Pain Management in Developing Countries addresses this challenging and vital topic with reference to the latest body of evidence relating to cancer pain. It thoroughly covers pain management in the developing world, explaining the benefit of psychological, interventional, and complementary therapies in cancer pain management, as well as the importance of identifying and overcoming regulatory and educational barriers.
Author: Tyrone C. Howard
Publisher: Teachers College Press
ISBN: 0807778079
Category : Education
Languages : en
Pages : 340
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Book Description
Issues tied to race and culture continue to be a part of the landscape of America’s schools and classrooms. Given the rapid demographic transformation in the nation’s states, cities, counties, and schools, it is essential that all school personnel acquire the necessary knowledge, skills, and dispositions to talk, teach, and think across racial and cultural differences. The second edition of Howard’s bestseller has been updated to take a deeper look at how schools must be prepared to respond to disparate outcomes among students of color. Tyrone Howard draws on theoretical constructs tied to race and racism, culture and opportunity gaps to address pressing issues stemming from the chronic inequalities that remain prevalent in many schools across the country. This time-honored text will help educators at all levels respond with greater conviction and clarity on how to create more equitable, inclusive, and democratic schools as sites for teaching and learning. “If you thought the first edition of Why Race and Culture Matter in Schools was impactful, this second edition is even more of a force to be reckoned with in the fight for social justice. By pushing the boundaries of the ordinary and the normative, this book teaches as it transforms. Every educator, preservice and inservice, working with racially, linguistically, and culturally diverse young people should read this book.” —H. Richard Milner IV, Cornelius Vanderbilt Distinguished Professor of Education, Vanderbilt University “On the 10th anniversary of this groundbreaking book, Tyrone Howard not only reminds me of the salient role that race and culture play in education, but also moves beyond a Black–White binary that reflect the nuances and contours of diversity. This book should be in the hands of all teachers and teacher educators.” —Maisha T. Winn, Chancellor’s Leadership Professor, School of Education, University of California, Davis
Author: Parissa Haghirian
Publisher: Business Expert Press
ISBN: 1606491210
Category : Business & Economics
Languages : en
Pages : 156
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Book Description
This book outlines the particulars of cross-cultural management and is a guidebook for international managers. The book not only discusses the general aspects of how cultures can differ, it also shows which effects these differences can haveon business processes and business success.
Author: Dirk Holtbrügge
Publisher: SAGE
ISBN: 1529791014
Category : Business & Economics
Languages : en
Pages : 331
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Book Description
This textbook explores the reasons for intercultural differences and their effects on the behavior of individuals and organizations within the context of management. The text embraces the presence of ambiguity and complexity and encourages critical thinking when it comes to intercultural relations in order to avoid ethnocentrism, stereotyping and prejudice, as well as overly simplistic solutions. Integrating findings from management, but also the humanities and social sciences, as well as politics and popular culture, intercultural management is understood as a phenomenon that transcends disciplinary boundaries and includes questions around identity constructions, power relations, and ethics. This makes intercultural management a fascinating and rewarding subject to study. Throughout, the author encourages an analytical approach to intercultural management built upon strong methodological foundations, and draws on examples from a wide range of different contexts and cultures to help reflectively translate research and concepts into practice in a way that is lively and engaging. This textbook is essential reading for students taking university courses related to intercultural management. Lecturers can visit the companion website to access a Teaching Guide and PowerPoint slides that can be adapted and edited to suit teaching needs. Dirk Holtbrügge is Professor of International Management at the School of Business, Economics and Society, Friedrich-Alexander-University Erlangen-Nürnberg, Germany.
Author: Keith P. Ambachtsheer
Publisher: John Wiley & Sons
ISBN: 1119191025
Category : Business & Economics
Languages : en
Pages : 226
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Book Description
A real-world look at the pension revolution underway The Future of Pension Management offers a progress report from the field, using actual case studies from around the world. In the mid-70s, Peter Drucker predicted that demographic dynamics would eventually turn pensions into a major societal issue; in 2007, author Keith Ambachsheer's book Pension Revolution laid out the ways in which Drucker's predictions had come to pass. This book provides a fresh look at the situation on the ground, and details the encouraging changes that have taken place in pension management concepts and practices. The challenges identified in 2007 are being addressed, and this report shows how design, management, and investment innovation have led to measurably better pension outcomes. Pensions have become an everyday news item, and people are rightly concerned about the security of their retirement in light of recent pension scandals and the global financial crisis. This book provides a note of encouragement, detailing the ways in which today's pensions are becoming more and more secure, and the new ideas and practices that are chipping away at the challenges. Learn how pension management practices are improving Examine the uptick in positive outcomes over recent years Discover why pension investing is turning toward the long-term Consider the challenges that remain and their possible solutions Drucker's vision of a needed pension revolution is unfolding in real time. Better pension designs, more effective pension governance, and more productive pension investing are mitigating many of the issues that threatened collapse. The Future of Pension Management provides a real-world update on the state of pensions today and a look forward to the changes we still need to make.
Author: Paul Osterman
Publisher: Harvard Business Press
ISBN: 1422129489
Category : Business & Economics
Languages : en
Pages : 201
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Book Description
Middle management" is a term associated with relentless downsizing, corporate drudgery, and career dead-ends. Bashed by management gurus, dismissed by social scientists, and painted as victims by the media, middle managers seem permanently relegated to the sidelines of corporate power. But is this popular picture accurate? Are middle managers really no longer valued by today's performance-driven organizations? The truth is surprising. MIT management scholar Paul Osterman has analyzed over thirty years' worth of employment data, interviewed a wide sample of managers, and uncovered a very different picture of middle managers today. Not only have their numbers increased dramatically, but middle managers are wealthier, more productive, more autonomous--and they gain real pleasure from their day-to-day work. But there's another side to the story: while managers have maintained their commitment to their tasks and to their colleagues, they are increasingly cynical and distant from their organizations. They are confused about their future and how to manage their careers. This comes at a time when the value of middle management is much greater than ever before. Organizations must rethink their understanding of this vital workforce segment--now. Understand the issues for yourself with The Truth About Middle Managers' refreshing and counter-intuitive look at what's really going on.
Author: Institute of Medicine
Publisher: National Academies Press
ISBN: 0309187362
Category : Medical
Languages : en
Pages : 485
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Book Description
Building on the revolutionary Institute of Medicine reports To Err is Human and Crossing the Quality Chasm, Keeping Patients Safe lays out guidelines for improving patient safety by changing nurses' working conditions and demands. Licensed nurses and unlicensed nursing assistants are critical participants in our national effort to protect patients from health care errors. The nature of the activities nurses typically perform â€" monitoring patients, educating home caretakers, performing treatments, and rescuing patients who are in crisis â€" provides an indispensable resource in detecting and remedying error-producing defects in the U.S. health care system. During the past two decades, substantial changes have been made in the organization and delivery of health care â€" and consequently in the job description and work environment of nurses. As patients are increasingly cared for as outpatients, nurses in hospitals and nursing homes deal with greater severity of illness. Problems in management practices, employee deployment, work and workspace design, and the basic safety culture of health care organizations place patients at further risk. This newest edition in the groundbreaking Institute of Medicine Quality Chasm series discusses the key aspects of the work environment for nurses and reviews the potential improvements in working conditions that are likely to have an impact on patient safety.
Author: James L. Heskett
Publisher: FT Press
ISBN: 0132779781
Category : Business & Economics
Languages : en
Pages : 385
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Book Description
The contribution of culture to organizational performance is substantial and quantifiable. In The Culture Cycle, renowned thought leader James Heskett demonstrates how an effective culture can account for 20-30% of the differential in performance compared with "culturally unremarkable" competitors. Drawing on decades of field research and dozens of case studies, Heskett introduces a powerful conceptual framework for managing culture, and shows it at work in a real-world setting. Heskett's "culture cycle" identifies cause-and-effect relationships that are crucial to shaping effective cultures, and demonstrates how to calculate culture's economic value through "Four Rs": referrals, retention, returns to labor, and relationships. This book: Explains how culture evolves, can be shaped and sustained, and serve as the organization's "internal brand." Shows how culture can promote innovation and survival in tough times. Guides leaders in linking culture to strategy and managing forces that challenge it. Shows how to credibly quantify culture's impact on performance, productivity, and profits. Clarifies culture's unique role in mission-driven organizations. A follow-up to the classic Corporate Culture and Performance (authored by Heskett and John Kotter), this is the next indispensable book on organizational culture. "Heskett (emer., Harvard Business School) provides an exhaustive examination of corporate policies, practices, and behaviors in organizations." Summing Up: Recommended. Reprinted with permission from CHOICE, copyright by the American Library Association.
Author: M. Aslam Mirza
Publisher: Business Expert Press
ISBN: 1947441736
Category : Business & Economics
Languages : en
Pages : 190
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Book Description
Project management has evolved to a profession, a methodology for reaching the desired outcomes, a management approach for moving toward strategic direction, and a mindset. It supports an organization to effectively withstand the market challenges and sustain growth with competitive edge. A paradigm shift in management of an organization is discussed for strategic advancement where operation and strategic implementation are managed separately with relevant management approaches. The endeavor is made essentially to capture strengths of project management for strategic advancement. Organizational transformation for high performance is pursued with application of project management and capturing the organizational culture to support high performance for implementation of projects. A unique PM-AURA model is introduced to help maximize the culture for continued high performance. Organizational readiness assessment is critical for commencement of transformation and change management for desired competence. A model is proposed to help application of project management for building competence. The challenges for the 21st century are also discussed for an understanding and preparation.
