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What are the most difficult ballet dances?
In my opinion they are all extremely difficult but the most difficultare prehaps Gisselle, Swan Lake, Sleeping Beutybecause each has variations that are so difficult that it is hard to imagine.
Why would it be so difficult for Creon to spare antigone?
Because she has disobeyed the law and him.
Which opinion about colonialism is best supported by events from the tempest?
Contact with native populations is rarely an even exchange: the native people are usually exploited in some way.
What is the setting of scene 1 in Antigone?
The setting of the entire play "Antigone" is in Thebes, the background is the Palace of Thebes. There were no scene changes that actually took place, it would be difficult and awkward for there to be a scene change so there were eleborate messenger speeches to provide a vivid picture of where the scene is taking place.
If you could change your name to anything in the world what would you change it to?
brady
What are the factors of organizational culture?
There are several factors of organizational culture. Some of them are attitude of the management, socialization, adherence to values in the organization and so much more.
Why is the procedure so difficult to accomplish this change?
The procedure is difficult due to various factors, such as complex regulations, limited resources, organizational resistance to change, and lack of clear communication. Overcoming these challenges requires thorough planning, stakeholder involvement, training, and effective change management strategies.
What has the author Martin Klubeck written?
Martin Klubeck has written: 'Why organizations struggle so hard to improve so little' -- subject(s): Organizational change 'Metrics' -- subject(s): Organizational effectiveness, Organizational change, Evaluation
What are the factors of culture?
There are several factors of organizational culture. Some of them are attitude of the management, socialization, adherence to values in the organization and so much more.
Define Strong Culture in organizational behavior?
Just as a individual have a personality,so,too,do organization. W e refer to an organization's personality as its culture. Organizational culture is a system of shared meaning and beliefs within an organization that determines,in large degree, how employees act. This definition implies several things.
What is the relationship between ethics and culture?
Both ethics and culture have been studied in conjunction, their relationship has been elusive. Both ethics and culture deal with the values of right and wrong, good and bad. An ethical analysis discerns what is right by applying logic to relate the situation under questions to one or more principles. In contrast, a culture analysis discerns what is right by appealing to the underlying values, as manifest through the culture's heroes and symbols. Classic ethicists believe that what is right and wrong is static, that is, it does not change, throughout time or place. For example, if slavery is wrong, it was always wrong and it is wrong everywhere. This is because the principle on which this determination is made does not depend on time or place. (However, ethicists do believe that our collective human capacity to understand right and wrong develops over time and study). In contrast, a culture's determination of its values, including right and wrong, is dynamic. Corporate culture and ethics are interrelated in many business because the former often drives the letter. A company's corporate culture is the ideas, beliefs and values that it strives to creat in its working environment and employees. Ethics typically are a large part of a company culture. Ethics can be a difficult concept to define in business. In many ways, they will have a different definition to different individuals. For example, adding morals to an ethical code of conduct is possible under certain scenarios. A significant reason to link corporate culture and ethics is to ensure the same definition and understanding of ethics among a group of people. There is a direct relationship between organizational culture and ethics. Organizational culture affects the way employees respond and react when placed in ethical dilemmas. The study of an organization,s culture can reveal the unwritten ethical standards that guid employees in their decision-making. Using this information, business can avert risky ethical behavior by changing their organizational culture. Organizational culture is the study of the attitudes, beliefs and psychology within an organization. It not only encompasses how employees interact with each other, but also how they communicate with others outside of the organization. Ethical standards are the code of conduct required by the organization for employees to follow. The relationship between organizational culture and ethics is that the organizational culture guides employees when faced with ethical dilemmas. If the organizational culture counters what they are required to do ethically, employees may put the organization in risk by not acting ethically.when an employee is faced with a decision that others within the organization deem as appropriate, though it is unethical, the employee may follow what is acceptable as per the culture. For instance, if the organization rewards employees for gaining the most contracts at any cost, an employee may start bribing potential clients in order to gain more deals. If the corporate culture is to gain the most contracts but through normal techniques, an employee may not be as easily persuaded to do something unethical. It is this relationship between organizational culture and ethics that can get business into significant trouble in the long term. An organizational culture that supports risky decisions and unethical behavior will need to change its culture. Changing a business organizational culture is difficult but necessary when a business is having trouble with employees making ethical decision. Organizational culture and ethics are both trouble with employees making ethical decisions. Organizational culture and ethics are both psychologically linked, so employees must change their ways of thinking in order to accept a new direction. This is often difficult to do when employees have worked with the organization for a long time or are not provided with acceptable methods of doing business ethically. For instance,if the business wants employees to stop bribing foreign officials in order to gain contracts, it should provide employees with other effective methods that will work to gain the same results. If there are no other ways to gain the same results, the company needs to make sure it does not punish employees for not being able to sustain the old same results. Since organizational culture and ethics are linked, the business must change its culture in order to see results in its employees ethical decision making.
Why are there so few absolutes (principles) if any that apply to organizational behavior?
Organizational behavior is complex due to the interactions of various factors such as individual differences, group dynamics, culture, and external environment. This complexity makes it difficult to establish absolutes that apply universally to all organizations. Additionally, organizations are constantly evolving and adapting to changes, further challenging the establishment of absolute principles.
Why is it so difficult for a person or an organization to improve?
Improving can be challenging for individuals and organizations due to resistance to change, which often stems from comfort with the status quo and fear of the unknown. Additionally, limited resources, whether in terms of time, money, or skills, can hinder progress. Organizational culture and entrenched practices can also create barriers to adopting new strategies or behaviors. Lastly, the complexity of implementing effective change processes can overwhelm even well-intentioned efforts.
How does the culture affect an organization ability to change?
The organizational culture effects the organization. every organization have there on cultures like take the example from America the companies don't thinks that the creation of meeting environment is necessary they believes that meeting can be arrange at everywhere if you are in the park, car parking or in corridor you can discuss the business related issues anywhere so these kind of culture Americans have but the British organizations are totally different they thinks that or they believes that to discuss the business issues there should be an environment for meeting there should be silence and and everything should be according to your business so this is the organizational environment. Also in terms of different cultures Americans are very direct and get to the point very quickly when making a business deal there are not up for making small talk or particularly getting to know you. Americans know how to get what they want and manipulate who they have to to get it.
What are the difficulties in merging the organizational cultures of two companies?
So many difficulties in merging the organizational cutures of two companies. Describe the elements of organizational culture.• Discuss the importance of organizational subcultures.• List four categories of artifacts through which corporateCulture is communicated.• Identify three functions of organizational culture.• Discuss the conditions under which cultural strengthImproves corporate performance.• Discuss the effect of organizational culture on businessEthics.• Compare and contrast four strategies for mergingOrganizational cultures.• Identify five strategies to strengthen an organization'sCulture.
Why do you Think it was difficult for assimilated native Americans to be accepted by their own culture?
Because the cultures were so radically different, there is not one thing in the American's culture that is the same in Native cultures.
Role of change angent resulting in Butterfly effect in organizational development?
A change agent in organizational development is responsible for leading and managing change initiatives to help the organization adapt and grow. When a change agent effectively implements changes, it can trigger a "Butterfly effect" where small, initial changes lead to larger, cascading effects throughout the organization, influencing and improving various facets of the organization's operations and culture. This can ultimately result in significant positive impacts on the organization's success and growth.
