...effectiveness of the socialisation process depends on the firm’s social capital. At group level, it has been argued that communities of practice form the basis of a firm's ability to create and share tacit knowledge. Therefore, investigating the relationship between social capital, communities of practice and individual human action is crucial in understanding the dynamic of cross level knowledge creation and utilisation and in understanding organisational learning process. In order to study this relationship Giddens’ theory of structuration is used as it provides an integrating meta-theory that recognises social reality as constituted by both subjective human actors and by objective institutional properties and attempts to articulate a process-oriented approach that relates the realm of human action and institutional realm. Based on Giddens’ theory a model of the interaction between human action and social capital of the firm is developed. According to this model such interaction is mediated through a firm’s communities of practice, which are conceptualised as the means for realising the different types of modality between social capital and human action. Such conceptualisation of a firm’s communities of practice as the means for realising the...
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...SAP BusinessObjects Web Intelligence Users Guide ■ SAP BusinessObjects Business Intelligence Suite 4.0 Support Package 4 2012-06-11 Copyright © 2012 SAP AG. All rights reserved.SAP, R/3, SAP NetWeaver, Duet, PartnerEdge, ByDesign, SAP BusinessObjects Explorer, StreamWork, SAP HANA and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP AG in Germany and other countries.Business Objects and the Business Objects logo, BusinessObjects, Crystal Reports, Crystal Decisions, Web Intelligence, Xcelsius, and other Business Objects products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of Business Objects Software Ltd. Business Objects is an SAP company.Sybase and Adaptive Server, iAnywhere, Sybase 365, SQL Anywhere, and other Sybase products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of Sybase, Inc. Sybase is an SAP company. Crossgate, m@gic EDDY, B2B 360°, B2B 360° Services are registered trademarks of Crossgate AG in Germany and other countries. Crossgate is an SAP company. All other product and service names mentioned are the trademarks of their respective companies. Data contained in this document serves informational purposes only. National product specifications may vary.These materials are subject to change without notice. These materials are provided by SAP AG...
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...of Religion, Study Guides Study Guide-Intro chapters 1. List and define the dimensions of religious commitment. Religious belief (the Ideological Dimension)-the belief dimension refers to what is believed as part of religion, how strongly the belief is held, the bases for the intellectual assent, and how salient that the belief is in the person’s life. Religious Practice (the Ritualistic Dimension) the religious practice dimension refers to the set of behaviors that are expected of a person who declares belief in a certain religion. The emphasis is not on the effect the religion may have on the “nonreligious” aspects of the person’s daily life, but on the specific acts that are part of the religion itself. The religious feeling (the experiential dimension) –the religious feeling dimension is concerned with the inner mental and emotional world of the individual. In addition to experiential events that people may label “religious experiences” the feeling dimension includes such things as the desire to believe in some religion, the fear of not being religious, the sense of physical, psychological, and spiritual well-being that derives from belief and like. Religious knowledge (the intellectual dimension) the religious knowledge dimension refers to the information one has about one’s faith, as compared to belief in the faith. Religious effects (the consequential dimension)-the effects dimension refers to behavior, but not behavior that is formal part of religious practice itself...
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...1. Briefly explain the 5 Leadership dimensions and the relative tactics for the 5 dimensions? LEADERSHIP Leadership is the process of influencing others to work willingly towards the goals, to the best of their capabilities, perhaps in a manner different to that which they would otherwise have chosen. Most definitions of leadership reflect the assumptions that is a relationship through which one person influences the behavior or actions of other people in an organizational context. It is a dynamic two-way process of leading and following that can affect both individual and organizational performance. For example ,a leader can influence the interpretation of events, the choice of objectives and strategies, the organization of work activities, the motivation of people to achieve the objectives, the maintenance of cooperative relationships, the development of skills and confidence by members and the enlistment of support and cooperation from the people outside the group or organisation Leadership in an organizational role involves: (1) Establishing a clear vision, (2) Sharing that vision with others so that they will follow willingly, (3) Providing the information, knowledge, and methods to realize that vision, and (4) Coordinating and balancing the conflicting interests of all members or stakeholders LEADERSHIP AND STRATEGIC MANAGEMENT Leadeship is mostly connected with how the work should be done by the people and strategic management is mostly with what the work...
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...Religion is a particular response to dimensions of life considered sacred, as shaped by institutionalized traditions. (Fisher, 2011) According to Ninian Smart, our lives have seven major dimensions: ritual, mythical, emotional, social, philosophical, ethical, and material; that are shaped or influenced by whatever tradition or religion a person practices. In order for us to determine if Earth is a religious planet, we will take a look into some of these dimensions from different traditions, and analyze if there is a main or common purpose. Every single person in Earth has asked themselves: “Where do I come from?” So, I will say all humans have the necessity to answer this question. Lets’ explore the mythical dimension of humans lives by looking into the three major groups. One group called “Christians” say that a God created the world and everything in it, including the first man and woman in six days, and from them all humans descend. Similar to Christians; Muslims also believe that a God (Allah) created the universe and everything in it from nothing. Another group called “Hindu’s” believe there is no beginning just the universe, and different gods sacrificed themselves to create the animals, sun, moon, and the humans. The practical and ritual dimension, is another criteria that we can look into. Ritual is an established or prescribed procedure for a religious or rite. One common ritual that human groups have is prayer. Christians view payer...
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...SQL Server 2012 Tutorials: Analysis Services Multidimensional Modeling SQL Server 2012 Books Online Summary: This tutorial describes how to use SQL Server Data Tools to develop and deploy an Analysis Services project, using the fictitious company Adventure Works Cycles for all examples. Category: Step-by-Step Applies to: SQL Server 2012 Source: SQL Server Books Online (link to source content) E-book publication date: June 2012 Copyright © 2012 by Microsoft Corporation All rights reserved. No part of the contents of this book may be reproduced or transmitted in any form or by any means without the written permission of the publisher. Microsoft and the trademarks listed at http://www.microsoft.com/about/legal/en/us/IntellectualProperty/Trademarks/EN-US.aspx are trademarks of the Microsoft group of companies. All other marks are property of their respective owners. The example companies, organizations, products, domain names, email addresses, logos, people, places, and events depicted herein are fictitious. No association with any real company, organization, product, domain name, email address, logo, person, place, or event is intended or should be inferred. This book expresses the author’s views and opinions. The information contained in this book is provided without any express, statutory, or implied warranties. Neither the authors, Microsoft Corporation, nor its resellers, or distributors will be held liable for any damages caused or alleged to be caused either directly...
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...CQ Cultural Intelligence Feedback Report Prepared For Mukiibi, Shira Bayigga September 2012 Prepared by Cultural Intelligence Center, LLC www.culturalq.com info@culturalq.com © 2005-2012 Cultural Intelligence Center, LLC Cultural Intelligence Cultural Intelligence (CQ) is a person's capability to function effectively in situations characterized by cultural diversity. PURPOSE OF THE REPORT The purpose of this CQ Feedback Report is to increase your awareness and understanding of Cultural Intelligence (CQ). CONTENTS OF THE REPORT The report includes personal feedback on how you described yourself and how others described themselves. This information will allow you to compare your own responses with those of others who have completed the assessment. The report concludes with a personal development section that will guide you in preparing and IMPLEMENTING a personal CQ development plan that can help you to build on your CQ strengths and further develop your overall cultural intelligence. PERSONAL BENEFITS Overall, this information on cultural intelligence should help you to understand how you function in culturally diverse settings and how you can improve these capabilities. This knowledge should help you to enhance your interactions in all aspects of life -- with special relevance to functioning effectively in culturally diverse settings, such as when interacting with people who have different cultural or ethnic backgrounds. Most people find it beneficial to...
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...Abstract The current study sought to analyze the aspects of organizational culture found in business management. Its purpose was to prepare a methodology to measure the elements that make up the organizational culture of a company in the I-10 Industrial Zone, Islamabad. This study researched the company’s cultural profile and the most important aspects of this culture, and it suggested recommendations on which to base its strategic plan. The Barros & Prates model was used as a reference. This model proposes nine cultural traits that are present in the Pakistani business environment: Power Concentration, Personalism, Paternalism, Expectant Posture, Formalism, Impunity, Personal Loyalty, Conflict Avoidance and Flexibility. The method used was quantitative via the development and application of a closed instrument Liker type (attitudinal scale) involving the nine Barros & Prates cultural traits. The instrument was validated in terms of items and reliability. Means and correlation coefficients were used as statistics to analyze the data. The analyses were based on 27 statements encompassing the nine cultural traits, and they were answered by 30 executives who make up the company’s board of directors. The results showed a preponderance of the flexibility trait. Power concentration and personalism hawed average preponderance. The least evident traits were Personal Loyalty, Impunity, Expectant Posture, Formalism, and Conflict Avoidance. 1. INTRODUCTION One of the broadest...
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...Different dimensions of culture Cultural differences between countries can be difficult to work through for businesses. The actions and believes of others in different cultures can be shocking and sometimes viewed as unethical by other cultures. Imagine the problems these differences can create when in negotiations with a different culture. Working through those differences has become a necessity for business today in the fast growing global market. To successfully do business in the international market it has become critical to understand other cultures that you may be doing business with. To fully understand different cultures we need to explore the dimensions of different cultures. To effectively begin to understand different cultures you will need to identify whether the culture is a high-context culture or a low context-culture. In high-context culture, people rely heavily on nonverbal and subtle situational messages when communicating with others (Kreitner, 2009 pg 97). This type of culture is highly important when doing business in Japan and Hong Kong. People from low-context cultures convey messages and meaning primarily with words (Kreitner, 2009 pg 97). This type of culture is highly important when doing business in Germany and Great Britain. To gain even further in-depth understanding of other cultures we will look at nine different dimensions. The first dimension to focus on is the power distance. This dimension analysis the extent to which the less powerful...
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...engagement of employees in their work. The purpose of the study was to measure the employee engagement level and to study the relationship between employee engagement and HRD climate and impact of HRD climate on employee engagement in one of the leading digital e-commerce company in National Capital Region (NCR). OCTAPACE profile (Pareek, 2003) was used to measure the HRD climate. OCTAPACE measures eight dimensions of HRD climate viz. openness, collaboration, trust, pro-action, autonomy, authenticity, confrontation and experimentation. The study was conducted on 108 respondents. Data was analyzed using correlation and regression analysis in SPSS. The various dimensions of HRD climate were observed individually and reults indicated that there exists a positive correlation between employee engagement and HRD climate The correlation analysis revealed that openness, collaboration, proaction and confrontation were positively and significantly correlated with employee engagement. It was very encouraging to know that 37% variation in employee engagement was explained by the various dimensions of HRD...
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...Hofstede’s Six Dimensions and Leadership Erin Bonich ORG300 – Applying Leadership Principals Colorado State University – Global Campus Dr. Laurie Barnes November 1, 2015 Hofstede’s Six Dimensions and Leadership The purpose of this paper is to discuss the characteristics of the Six Dimensions of Culture as they have been defined by Professor Geert Hofstede and the combination of dimensions that shape a great leader. The following discussion relates Hofstede’s Six Dimensions to common leadership styles by evaluating the impact of cultural values on organizational standards and practices. Hofstede’s Six Cultural Dimensions In Relation To Leadership Hofstede’s six cultural dimensions consider the differences in values that govern the actions of a culture. Hofstede defines culture as “the collective programming of the mind distinguishing the members of one group or category of people from others”. As businesses and organizations continue to globalize, the need for cultural tolerance and cooperation is increasingly relevant. The six dimensions provide a scale for determining the weight a particular value holds in a society which allows for leaders to compare cultures and better align their organizations practices to coincide with that of another organization. Power Distance Index (PDI) Power distance encompasses the measure of society’s acceptance for collective hierarchy and power arrangements. PDI evaluates the amount of difference...
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...Ethics and ethical theories: a road map for teaching ethics in business schools Joan Fontrodona (IESE Business School, Spain), Manuel Guillén (University of Valencia, Spain), and Alfredo Rodríguez-Sedano (University of Navarre, Spain) Introduction A three-dimensional framework to explain ethical theories Ethical approaches of business firms Teaching ethics experiences using this framework Discussion of the teaching experiences Conclusions References 1 2 6 9 10 12 13 Introduction This paper tries to contribute, in some way, to the urgent need recently warned by Benedict XVI: “the university, for its part, must never lose sight of its particular calling to be a "universitas" in which the various disciplines, each in its own way, are seen as part of a greater unum. How urgent is the need to rediscover the unity of knowledge and to counter the tendency to fragmentation and lack of communicability that is all too often the case in our schools!”1 This seems to be a challenge for both, Catholic and non-Catholic universities. The purpose of this paper is to present a theoretical framework that helps to conceptualize ethics and to clarify the characteristics and limits of the different ethical theories. In other words, students without philosophical background will find here a synthetic “road map” of ethical approaches. This framework has been previously published in a book in Spain2. In this paper, authors will describe the model and discuss how it has been successfully tested...
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...The Army’s Human Dimension concept, as amplified in this study, aims to recommend new ways to recruit and sustain a professional force capable of prosecuting today’s missions and adapting to meet future needs that are likely to change substantially. The study prescribes deliberate and continuing review of the Army’s mission and its human development implications (observation); ongoing assessment of the force and its human component (orientation); conscious and timely decisionmaking to guide development of the human resources of the Army (decide); and, timely and comprehensive actions to maintain human excellence and mission-readiness in the force from initial entry to senior levels both individually and collectively. 1-2. The Operational Problem Current trends in the global and domestic operational environments will challenge the United States' ability to maintain a future responsive, professional, All-Volunteer Force. Soldiers will operate in an era of persistent conflict amongst populations with diverse religious, ethnic, and societal values. Faced with continuous employment across the full range of military operations, the Army will require extraordinary strength in the moral, physical, and cognitive components of the human dimension. Existing accessions, personnel, and force training and education development efforts will not meet these future challenges, placing at grave risk the Army's ability to provide combatant commanders the forces and capabilities necessary...
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...Associate Level Material Six Dimensions of Health Worksheet Part 1 For each of the following six dimensions of health, list at least one characteristic, activity, belief, or attitude that reflects that dimension in your life. Provide a brief explanation with each example. Refer to Ch. 1 in the text for explanations of these dimensions. Physical health: Body Weight. In order to maintain a proper body weight I plan a healthy diet and remain active by exercising. Social health: Simple courtesy for others. I exercise my social health by being courteous to others on any chance that I have in daily life. Simple things like opening a door or saying, “Excuse me.”, in a crowded situation are active practices of excellent social health. Intellectual health: Balancing home, work, and college life. I feel that how I am able to manage my home, work, and college life is an excellent example of intellectual health. From being able to manage all the decisions that go with the time constraints associated with this busy life, and still satisfy all groups involved means I am effectively using my intelligence to help make effective life decisions. Environmental health: Appreciation of wildlife and plant life. I feel a great appreciation for the indigenous species of wildlife and plant life in my environment. I often admire both forms and feel great appreciation for how they have helped us all sustain life over the years on this planet. ...
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...Corporate Social Responsibility and Environmental Management Corp. Soc. Responsib. Environ. Mgmt. (in press) Published online in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/csr.132 How Corporate Social Responsibility is Defined: an Analysis of 37 Definitions Alexander Dahlsrud* Department of Industrial Economics and Technology Management, Faculty of Social Science and Technology Management, Norwegian University of Science and Technology, Trondheim, Norway ABSTRACT Despite numerous efforts to bring about a clear and unbiased definition of CSR, there is still some confusion as to how CSR should be defined. In this paper five dimensions of CSR are developed through a content analysis of existing CSR definitions. Frequency counts are used to analyse how often these dimensions are invoked. The analysis shows that the existing definitions are to a large degree congruent. Thus it is concluded that the confusion is not so much about how CSR is defined, as about how CSR is socially constructed in a specific context. Copyright © 2006 John Wiley & Sons, Ltd and ERP Environment. Received 24 April 2006; revised 31 August 2006; accepted 18 September 2006 Keywords: analysis; corporate social responsibility; definitions; discourse; social construction Introduction HE CORPORATE WORLD IS FACING THE NOTION OF CORPORATE SOCIAL RESPONSIBILITY (CSR) wherever it turns these days. On a wide range of issues corporations are encouraged to behave socially responsibly (Welford...
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