...evaluate the influence of culture on romantic relationships (24 marks) Within Western cultures there is a large urban setting, this means that individuals have a larger social pool of individuals that they can communicate with therefore having more freedom on who they choose to interact with whereas within non-western cultures, there is less social and demographic mobility which results in less choice on whom to interact with resulting in parents and family members being heavily relied upon to supply a social network to the individual. It is accepted that arranged marriages do work as well as have a low divorce rate as the parents often can see good qualities in an individual that would be suitable for their child and can identify potential undesirable characteristics that ‘love blindness’ could potentially overlook if the individual had full control over who they chose to form a romantic relationship with. Epstein supported this suggestion and found that over half of arranged marriages result in the two individuals falling in love, this shows that the relationship was built on a good basis and could maintain itself so much that it resulted in love. Furthermore, research into arranged marriages in India found that there was no difference in marital satisfaction compared to non-arranged marriages in the United States, suggesting that within different cultures there is difference in what is important within a marriage. Moghaddam found that within individualistic cultures, there...
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...MIB Subject: INTRODUCTION TO CHINESE CULTURE Title: THE INFLUENCE OF CULTURE ON BUSINESS ACTIVITIES: A COMPARATIVE ANALYSIS OF CHINA AND NIGERIA Name: Afouda Dotun Ehizojie Student’s ID number: 31540020 Date: 2015-11-27 Grade: Teacher’s signature: Abstract According to Zimmerman (2015), culture is the characteristics and knowledge of a particular group of people, defined by everything from language, religion, cuisine, social habits, music and arts. It was also described by Murphy (1986) as that complex whole which includes knowledge, belief, art, morals, law, customs, and many other capabilities and habits acquired by members of society, which gives them their sense of identity. From this we understand that the influence of culture on individuals cuts across every aspect of their lives including business practices. This paper seeks to analyse the influence of culture on the business practices of these two different countries; China and Nigeria, and also comparatively analyse the influence of the traditional culture of these two countries in other to better understand their business practices to foster smooth business relations. Keywords: Culture, Business practices, China, Nigeria, Society. INTRODUCTION Culture which is widely referred to as the total...
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...High Context Culture (Collectivistic Culture) – Asian and Spanish The root of conflict avoidance within romantic relationships manifests from cultural influences that shape each partner’s conflict management style. Depending on cultural influences of the individual, his or her disposition of conflict management will differ. Cultural influence can be classified into two groups, low-context individualistic culture and high-context collectivistic culture. In individualistic cultures, the goals, needs, and rights of the individual take precedence over the goals, responsibilities and obligations of the group (137). While members of the collectivistic culture value the goals, responsibilities and obligations of the group over the goals, needs, and rights of the individual (137). Within each culture, lies a certain pattern of responses which aim to manage conflict. Through careful analysis of individualistic and collectivistic cultures, inferences can be made to support the notion that there are systemic correlations between conflict avoidance within romantic relationships and cultural influences. Individualistic cultures consist of primarily Western countries such as the United States. Studies have shown that members of individualistic cultures tend to favour a more integrating conflict style. “The Integrating conflict style is characterized by a willingness to openly exchange information in a direct way, constructively address differences, and to make a true effort to find a mutually...
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...Week 3 – Relationship between Media and Culture Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/hum-186-week-3-relationship-media-culture/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) There is has always been a strong relationship between media and culture. The relationship is a give and take style of relationship, where the media and the culture of the society lead the way. Television, movies, music, clothing, and electronic gaming steal what is popular in culture and make it their own. On the flipside, culture will often influence popular culture. There are three major media forms that reflect society the most, including television, movies, and electronic gaming. Television has been an extremely popular form of media since its inception. The highest rated shows reflect the society of their day, giving the audience an escape from their own everyday lives, and an insight into the lives of others. Television shows like Seinfeld, Home Improvement, Rosanne, Parenthood, and Friends are all shows about nothing really, but include social values and lesson. The life lessons and values are either discreet or out in the open, but reflect the values of society and culture TO Download Complete Tutorial Hit Purchase Button HUM 186 Week 3 – Relationship between...
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...introduction that explains the research framework. The intention of this study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover. Then, it proceeds about the hypothesis development. The theoretical framework and hypothesis development examine the relationship between dependent variable and independent variables. Next, it goes to data collection methods that consist of primary data and secondary data collection. Next, the size and number of respondents and sampling method will be explained. After that, it goes to the data analysis method for qualitative and quantitative data in this study. Research Framework Since all the variables are being determined, the factors that cause the employee turnover in the working place will be developed through the framework. In this framework, it will consist of dependent variable and independent variables only. The independent variables are compensation and benefits, organization cultures, supervisor, job analysis and characteristics, and career development. On the other hand, the dependent variable is employee turnover that deeply discuss in this research. All the independent variables are being measure with the relationship with employee turnover. The chapter begins with an introduction that explains the research framework. The intention of this study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover...
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...Leadership has been defined as the ability to motivate and influence others to work towards achieving a goal. Leaders of any organizations are sometimes faced with challenges of encouraging employees to adapt to organizational structural and culture changes. John C. Maxell define leadership as being influence “nothing more or nothing less.” In a large organizations the effectiveness of managers depends on influence over superiors and peers as well as influence over subordinates.” (Yukl, 2006, p.145) The COO of Smith & Falmouth (S&F), in the Leadership in Action simulation was faced with the challenge of leading a group of stubborn employees to achieve the company’s goals. The following discussion will address the present cultures within S&F and will make a recommendation for restructuring the e-tailing division that would improve the culture while empowering the employees. The culture of a group can be defined asa pattern of shared basic assumptions that the group learned as it solves its problems and are taught to new members as the correct way to perceive, think, and feel in relation to those problems.” (Covey 2008) S&F Online operations present culture has been identified as a subculture that has been led by the project manager. The project manager and his web development team has been running the department the way that the saw fit. The project manager works very well with the logistic manager and his team. The structure has been identified as centralization. The decision...
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...CASE STUDY “When we examine [organizational] culture and leadership closely, we see that they are two sides of the same coin; neither can really be understood by itself. On the one hand, cultural norms define how a given nation or organizations will define leadership – who will be promoted, who will get the attention of followers. On the other hand, it can be argued that the only thing of real importance that leaders do is to create and manage culture; that the unique talent of leadership is their ability to understand and work with culture; and that it is an ultimate act of leadership to destroy culture when it is viewed as dysfunctional”. Executive Summary Many researchers have tried to explore the relationship between leadership style and organizational culture but they have not been able examine these two factors together. Hence they could not establish any relationship between the two factors. This case study tries to explore these two factors together to identify the cause and effect relation between the two variables. This case study would be trying to develop theoretical patterns from a critical literature review. Firms are focusing more on improving the organizational culture and motivational level of employees but improving the leadership that influences greatly affect both these elements. It is believed that internally satisfaction among the employees leads to better utilization of resources by the firm. This internal satisfaction in employees can only...
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...ORGANIZATIONAL CULTURE’S INFLUENCE ON WORK LIFE BALANCE This report was authored by Xeniya Kurmayeva 4307458, Marsel Kurmayev 3539829, Mais Zainalabidin 4140060, Saleem Rabbani 4531596 & Hesham Mubarak 4446902 Prepared for Dr. Mona Mustafa & Dr. Payyazhi Jayashree for TBS 903 Submitted on the 29th of April 2014 Executive Summary In organizations as well as at home, work life balance is becoming a very important issue. As such, the premise behind our research was to examine whether or not a link exists between organizational culture and work life balance. In essence, we were looking to see if organizational culture affected work life balance. Moreover, research on this relationship is limited and it was difficult to find previous literature on the subject. We considered an UAE based bus assembly firm named Hafilat to test our hypothesis that work life balance could be affected by organizational culture. Our findings supported the argument that organizational culture can affect a firm’s provision of work life balance. It was only because of Hafilat’s empathic and internally centric organization culture, along with their flexible organizational structure that allowed them to provide work life balance opportunities to their employees. Furthermore, the top-down approach to work life balance has allowed Hafilat to implement a unique yet effective work life balance initiative. Their use of an unofficial work life balance policy was unorthodox and proved...
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...Chapter 5: Culture and history The Chapter 2, 3 and 4 have considered the important influences of the environment, internal capabilities and stakeholder expectations on the development of an organization’s strategic. However, it is danger that mangers only take into account relatively recent phenomena without understanding how those phenomena have come about or how the past influences current and future strategy. Many well-established organizations such as Mitsui Group are strongly influenced by their historical legacies that have become embedded in their cultures (JSW, 2008). The business environment cannot be understood without considering how it has developed over time. The capabilities of an organization, especially those that provide organizations with competitive advantage may have historical roots and hove built up over time in ways unique to that organization. Therefore, such capabilities may become part of the culture of an organization which is difficult for other organizations to copy. However, they may also be difficult to change. So understanding the historical and cultural base of such capabilities also informs the challenges of strategic change. The powers and influence of different stakeholders are also likely to have historical origins that are important to understand. Thus, this chapter will explain the importance of history and culture in relation to strategy development in section 5.1 and 5.2; then followed by section 5.3 to address the challenges...
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...not just about nationalities, it is also about cultures. Cultures influence negotiation styles, values and communications. Image a situation where a Japanese supermarket manager negotiating with an American salmon supplier with their own negotiation styles: the Japanese negotiator want to extent the length of negotiation in order to seek the best result of the deal, but the American negotiator treats time as money and he/she wants to quickly reach the agreement (Evans & Richardson, 2010). This essay will firstly discuss the definitions of culture and negotiation, and then it will discuss cultural influence on negotiation and its behaviour; finally it will suggest possible strategies in addressing difficulties caused by cultural differences. This essay will argue that cultural impacts increase the difficulties of cross-culture negotiation, but negotiators can successfully manage the difficulties by increasing their knowledge of different cultures and continuously practise relevant strategies. Culture Culture is a term that can be explained in many different ways. According to Alon and Brett (2007), culture is a process of socialisation that people learn a shared pattern of behaviour and affective understandings. These patterns distinguish one group of people from another. Carrell, Shank and Barbero (2009) also state that culture is not physical elements but the perceptions that members consider them. People from the same culture usually perceive the tangible and intangible...
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...how it is related to the organizational design of a corporation. The first section of this review defines the concepts of business ethics and organizational design to establish their meaning and use throughout this paper. The second aspect of understanding the relationship between business ethics and organizational design comes from understanding how and/or why ethics is important to organizational design. This will illustrate any underlying influences ethics has on business structure and design. The third section of this paper reviews and groups the literature found linking ethics and organizational design. Literature is grouped together based on the similarities found in authors’ opinions, research and/or results. The next section discusses the ideas of micro and macro ethics; first defining them, illustrating the differences and then explaining how they come into play when examining the link between ethics and design. The following sections of the review, provides examples of formal organizational structures, ethical programs, and the ethical decisions that impacted them. Finally, in the conclusion of the review it summarizes the relationship between business ethics and organizational design, how this relationship impacts business, and what this means for business managers. Introduction To sustain in a global economy, organizations must strategically decide how to divide work and activities and coordinate these activities so that related functions are controlled and...
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...CHAPTER ONE Introduction to Culture and Negotiation People who work across cultures, whether internationally or within nations, need general principles—a cultural map, if you will—to guide their negotiation strategies. Such a map will help them to: • Identify the general topography of cultures—the beliefs, attitudes, behaviors, procedures, and social structures that shape human interactions • Recognize potential hazards, obstacles, and pleasant surprises that intercultural travelers and negotiators might miss without a guide • Select responses that will be more likely to achieve successful interactions and outcomes A definition of culture. * Culture is the cumulative result of experience, beliefs, values, knowledge, social organizations, perceptions of time, spatial relations, material objects and possessions, and concepts of the universe acquired or created by groups of people over the course of generations. * Culture enables people to live together in a society within a given geographical environment, at a given state of technical development, and at a particular moment in time (Samovar and Porter, 1988). * Governments and their agencies, corporations and private firms, universities and schools, civil society and nongovernmental organizations have their own specific cultures and ways of doing things, often called organizational culture). * Culture is also rooted in religious beliefs, ideological persuasions, professions, and professional training and...
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...perspectives to apply to increase cross-cultural understanding. 16-2 Steps in International Negotiations What Makes International Negotiations Different? Two overall contexts have an influence on international negotiations: • Environmental context – Includes environmental forces that neither negotiator controls that influence the negotiation • Immediate context – Includes factors over which negotiators appear to have some control 16-4 The Contexts of International Negotiations 16-5 Immediate Context 1 “Factors over which the negotiators have influence and some measure of control”: • • • • • Relative bargaining power Levels of conflict Relationship between negotiators Desired outcomes Immediate stakeholders 16-6 Environmental Context 2 Factors that make international negotiations more challenging than domestic negotiations include: • • • • • • • Political and legal pluralism International economics Foreign governments and bureaucracies Instability Ideology External stakeholders Culture 16-7 How Do We Explain International 3 Negotiation Outcomes? International negotiations can be much more complicated. • Simple arguments cannot explain conflicting international negotiation outcomes. • The challenge is to: – Understand the multiple influences of several factors...
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...GREENSCAPE’S HARD TIMES LO1-UNDERSTANDING THE RELATIONSHIP BETWEEN ORGANIZATION’S STRUCTURE AND CULTURE INTRODUCTION Organization can be defined as a collection of people who perform tasks, whether in groups or individually, but in a coordinated and controlled way by acting in a particular context or environment in order to achieve a pre-determined goal; it must be receptive to collaboration and participation of every member of staff and be committed to the changes that come out. This coordination and control is usually effected by a leader, someone capable to influence others to achieve their targets by stipulating rules and giving them enough motivation to achieve them; someone who can make sure that all the necessary resources to carry out its activities are available. All organizations must determine not only their goals, but also define the measures and forms of action and allocation of resources that they think most appropriate to achieve them. When looking for an organization there are a few points that we should take in consideration: * The current development of the organization, structure and design * How organizational behaviour is used and what types of personalities are involved * The advantages and disadvantages of the existing structure and how it affects people's behaviour * The key factors that contribute to the success (or failure) of the organization * What is the organizational culture, which has undergone changes, the motivations...
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... It is notable that culture plays a crucial role in all negotiation process, such as to determine its triumph or fiasco. This paper aims to relate the general cultural aspects of the Brazilian people, how these characteristics influence their behavior during the international trading process and how to generally deal with them as the other party in negotiations. 1. INTRODUCTION In this era of globalization, there is an inordinate necessity to comprehend how culture effects negotiations among parties in diverse areas of the world. Culture deeply influences how people communicate, think and behave. Prosperous cross-cultural negotiations require a perception of the negotiation style of those involved in the process, and the approval and respect of their cultural dogmas and rules. As mentioned, it is unquestionable that culture profoundly influences how people think, communicate and behave (Faure, 1999), thus guiding the type of transactions made and how they are traded. Cultural differences between the negotiators can create barriers that prevent or hinder the development of negotiations. Therefore, knowledge, acceptance and respect for the culture of the parties are essential to ensure the success of a negotiation and to avoid possible misapprehensions. Hence, to analyze and note the style adopted by the negotiators of a given culture is a challenging and exigent mission. Hence, to analyze and note the style adopted by the negotiators of a given culture is a challenging and...
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