Organizational and Corporate Culture

Defining Corporate/Organizational Culture Every organization, whether small or big, has an organizational culture. This culture can be defined variously. It involves a collection of common values, practices, symbols, assumptions (Bryson 34), and beliefs that influence members of an organization.Advertising We will write a custom term paper sample on Organizational and Corporate Culture specifically for you for only $16.05 $11/page Learn More Organizational culture is a company’s practices and beliefs that determine how the entity is ran and operate on a daily basis. Employees of an organization share common beliefs and practices, values, norms, systems, symbols, and working language. New employees and other entrants into the organization are socialized into these collective behaviors, attitudes, and assumptions that form part of the entity’s cultural framework. Organizational culture is what shapes the organization’s history, current assumptions, experiences, and key viewpoints that hold it together. Culture is a way of thinking. It is the unwritten or unspoken ways of working together in an organization. Corporate culture shapes the organization’s key strategies and their implementation. As such, it plays a major role in influencing the success of an organization (Zabid, Murali and Johari 711). Importance of Corporate Culture Organizational culture provides a shared platform that ensures that members of an organization are operating from the same page. It provides a basis for integration and coordination of operations in an organization thus guiding behavior and change. Organizational culture helps employees have a common goal and stay united thus providing an organization with a well-networked work setting that is vital for the communication, understanding, and implementation of key organizational strategies (Bryson 752).Advertising Looking for term paper on business economics? Let's see if we ca n help you! Get your first paper with 15% OFF Learn More Corporate culture influences the behavior and social interactions among employees. It establishes or sets standards of acceptable behavior in an organization. Culture links organizational strategies and policies to everyday’s organization activities. This equips the organization with a competitive advantage, thus helping it to achieve its goals and objectives (Zabid et al. 712). Organizational culture reflects and contributes to the brand image of the organization. It shapes how the outside world will view the organization. An organization with a good company image is likely to be viewed by external stakeholders as a better and strong business entity. It makes them view the organization as one that has the capacity to deliver quality goods or services. This enhances the relationship between the external stakeholders and the organization. It boosts efficiency, effectiveness, profitability, and overall performanc e of the organization (Bryson 751). It promotes efficiency in an organization. Corporate culture influences the standard of behaviors and the kind of goals that members should pursue. This affects change of behavior and attitudes among employees thus aligning them with organizational goals and objectives.Advertising We will write a custom term paper sample on Organizational and Corporate Culture specifically for you for only $16.05 $11/page Learn More When the activities and attitudes of employees and members of the organization are well aligned with the organizational goals and objectives, they can deliver much more and more efficiently. This translates to overall improvement of organizational efficiency and performance (Bryson 750, 756). Organizational culture focuses more on human resource in the entity. It helps build lasting cordial relationships among employees. This relationship of mutual respect and understanding helps members of an organization to bring about needed changes in the firm. Since organization culture changes over time, new ways of doing things are adopted. This supports creativity and innovation in an organization which are vital components of success in today’s competitive global market. Organizational culture is the glue that holds the entity together. It helps the internal mechanisms and practices remain intact and effective. Culture binds members of an organization to certain expectations and approved patterns of behavior. This enables the organization to effectively maintain its internal positive working practices and internally handle employees’ grievances (Zabid et al. 711). Organizational culture is vital to the improved performance of both the employees and the organization. It helps increase efficiency among employees which in turn increases performance of the organization. It helps members of the organization to understand key organizational objectives, processes, and events.Advertisi ng Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This enables the members of the organization to understand their role in these processes, thereby increasing their knowledge and performance as well as that of the organization (Zabid et al. 712, 713). Corporate culture is a key influence of decision-making processes among employees in an organization. Good corporate culture enables members of the organization to make informed and guided decisions that inform the direction taken by the organization. Effective decisions and decision- making mechanisms are key components of success in an organization. They facilitate efficiency and effectiveness among employees at the workplace, thus leading to enhanced organizational performance. Strong organizational culture enhances commitment and self- confidence among employees. It facilitates and promotes ethical behaviors among members of the organization. When employees and members of an entity are committed to the organization’s activities, they become motivated and this increases thei r productivity (Zabid et al. 720, 721). Determinants of Corporate Culture There are several factors that determine organizational or corporate culture. These are analyzed below: Behavior These are the actions and attitudes of individuals and groups towards one another and towards the organization as a whole. It determines organizational culture. Behavior that reflects the values of the organizations is often rewarded and becomes the general, acceptable, and dominant behavior. On the other hand, behavior that does not reflect the organization’s values is not rewarded; it is punished. Behavior plays a vital role in influencing the organizational culture. It includes the way individuals respond to certain conditions. It forms a major component of culture since the latter is the overall set of behavior standards expected of individuals or group of individuals. Culture cannot exist without behavior; it determines the kind of culture an organization has at a particular period (Zabi d et al. 720). Relationships These are developed among the employees and the organization over time. It encompasses mutual understanding among individuals or members of an organization. Interaction among employees determines the acceptable and unacceptable norms, behaviors, and assumptions that shape organizational culture. An organization with poor relationship among its members cannot sustain a healthy organizational culture. Corporate culture is dependent on the interrelationships among employees in the organization. Communication and social interaction forms the basis of analyzing acceptable and unacceptable norms and behavior patterns. Therefore, corporate culture is more or less determined by relationships (Hellriegel, Slocum and Woodman 529). Attitudes Individual attitudes influence behavior patterns of these individuals, thus influencing the culture of an organization. The attitude of employees determines the kind of corporate culture that exists in an organization (Balthaza rd, Cooke and Potter 715, 727). Values The value system among individuals or employees in an organization is paramount to the behavior patterns of these employees. They may be different due to upbringing, religion, and educational levels. However, the organization adapts these many and different value systems to come up with acceptable organizational values that shape the culture of the organization. A change of values by employees leads to a change in the values of the organization, leading to change in organizational culture in extension (Balthazard et al. 715, 727). Environment This is another important aspect when it comes to organization culture. Internal and external factors of a business entity may affect its culture variously. External factors such as political, social, economic and physical environmental may influence the operations of the organization. Organizational structure is a factor within the business entity that informs its cultural framework. When the structure fa ils to support transparency, this may lead to poor communication, relationships and culture in the organization (Balthazard et al. 710, 714). Organizational culture is expressed through the external and internal practices of the entity. It is seen in the degree of freedom given to employees in decision-making, contributing to new ideas, innovativeness, creativity and personal expression. It is reflected in how well an organization treats its employees and customers as well as the community. Organizational Structure Organizational culture is also influenced by the organization’s structure. This is how an organization distributes power and information throughout its various levels. Employees’ commitment and dedication to the job and goals of the company is also a key indicator of the culture of an organization. When employees are more committed and dedicated to the organizational activities, they provide a corporate image that defines the kind of culture an organization has at a particular period (Zabid et al. 721). Healthy Organizational Culture: Characteristics A healthy organizational culture is characterized by the following key aspects: Organizational Pride Employees of an organization that has a healthy organizational culture take pride in their work. They feel as part of the organization. This makes them feel more obligated to their work. It also motivates them to work more effectively and efficiently. Organizational pride among members of an organization also boosts the image of the entity to its external stakeholders (Balthazard 716). Effective Teamwork, Communication, and Employee Relationships A healthy and strong organizational culture is highly characterized by the presence of highly effective teams. The flow of information and the understanding of this information within an organization is an indication that a healthy corporate culture is present. This allows for effective exchange of information, behavior patterns, norms, and attitud es in an organization (Rothman 220). Quality Leadership Organizations with healthy corporate culture have an effective leadership structure that influences the organizational culture and change. Quality leadership is vital for every organization’s success. It plays a major role in the implementation of key strategies in the achievement of organizational objectives (Balthazard 715). Positive Client-Customer Relations Strong and positive relationship between employees, employees and managers and employees and customers exists in a company with a healthy corporate culture. Innovativeness and Creativity A healthy corporate culture stimulates innovativeness and creativity at the work place. Employees are accorded the right training and suitable working environment to effectively come up with better products and services. This cutting-edge thinking in an organization stimulates the growth of employees as well as that of the organization. Types of Corporate Culture Every organizatio n has a type of organizational culture that is different from that of another organization. However, there are similarities and indicators of corporate culture that can be used to classify different organizational cultures. The following are some of the dimensions applied in defining different organizational cultures: Deal and Kennedy’s Model of Defining Corporate Culture This classification of organizational culture was developed by researchers Deal and Kennedy. They first identified the subcultures, strong cultures, and weak cultures in an organization. Sub Culture A subculture exists where differences in departmental goals within an organization exists. It is the segments or sections of the main organizational culture that show different individual values, norms, behaviour and beliefs different from the main culture. It may arise due to difference in job requirements, different departmental goals and geographical area within the organization (Terrence and Deal 34). It can be within the organization or formed for social interactions outside the organization by members of the entity. Strong Culture Strong corporate culture is highly characterized by employees’ common aspect and sharing of beliefs, norms, behaviours, and values in the organization. An organization with a strong corporate culture is characterized by recognition, respect and strong social relationship among its employees and managers. It makes them feel more proud to be associated with the organization. Employees deliver quality services and goods under a strong organizational culture that recognises them and rewards them accordingly (Terrence and Deal 15). Weak Culture A weak organizational culture is not strongly knit within the organization. It does not fully affect change of behaviour, norms, and work patterns among members of an organization. Communication and implementation of key organizational strategies is not well understood and executed in the organization due to its loo se nature. This creates diversity of expected behaviour patterns. Lack of congruence in these organizations is highly associated with the influence of individual’s objectives and culture on the organization (Terrence and Deal 15). Dean and Kennedy came up with the following four types of corporate cultures: Tough Guy Culture According to Terrence and Deal (15), a tough guy culture exists in an organization that has effective feedback mechanisms and which is characterized by high risk. It is more prevalent among large financial service sectors where quick responses are barely a luxury but a necessity. In a tough guy organizational culture, the long term aspects are not considered as much as the short term or present aspects due to the high risk of the organizational activities. This is for example in the police force, sports and emergency response surgeons (Terrence and Deal 111). â€Å"Work Hard, Play Hard† Work hard, play hard culture is characterized by rapid feedbac k and rapid reward as well as low risks. Organizations with a work hard play hard culture are involved in taking few risks and receiving fast feedback. Most software companies are characterized by this work hard, play hard culture (Terrence and Deal 113). Bet-the-Company Culture This is another form of cultural framework found in various organizations. It is characterized by significant decisions touching on high stake undertakings. It is more common in companies performing experimental projects and research such as oil exploration companies (Terrence and Deal 117). Process Culture Process culture is often found in organizations that have slow or no feedback mechanisms. This culture is characterized by procedures that are overly cautious in following the laws, rules and regulations. Consistency of results of the process culture makes it good for public service, insurance companies and the banking sector (Terrence and Deal 119). Market Oriented Cultures There are four types of market oriented organizational/corporate cultures. These are: Entrepreneurial corporate culture Competitive corporate culture Consensual corporate culture, and Bureaucratic corporate culture Entrepreneurial Corporate Culture In entrepreneurial corporate culture, issues of profitability, market superiority, competitive advantage, and profits are more emphasized. In this type of organizational culture, the entity supports values, attributes, and behavior patterns of the employees that lead to profitability. The presence of certain characteristics that supports and enhances the organization’s capability to achieve market superiority that leads to competitive advantage and profitability are key indicators of entrepreneurial corporate culture. In entrepreneurial corporate culture, less emphasis and attention is given to other factors such as predictability and employees’ wellbeing. More emphasis is placed on profitability of the organization (Zabid et al. 715). Competitive Corp orate Culture The competitive corporate culture emphasizes on risk taking, high levels of dynamism, creativity, and innovation. In a competitive corporate culture, some aspects of an organization are given priority over others. Issues of competitiveness in an organization or industry are paramount and more important than any other aspect of the organization (Balthazard et al. 719). This corporate culture supports creativity and innovativeness among members of an organization. This is encouraged in order to facilitate a working environment that is conducive for the breeding of competition-oriented employees that are able to produce more competitive products for the market (Zabid et al. 715). Consensual Corporate Culture The consensual corporate culture lays more emphasis on loyalty, tradition, self-management, personal commitment, teamwork, and social influence. It is more evident in family- owned businesses where loyalty, tradition, personal commitment, and social influence play a v ital role in the success of the organization in the society. It is not however limited to family businesses. Other organizational structures that support and encourage personal commitment, teamwork, and social influence are characterized by this consensual corporate culture. Members of an organization with a consensual corporate culture feel as part of the organization and are more motivated to bring their share of experiences and skills to the workplace (Zabid et al. 715). Bureaucratic Corporate Culture The bureaucratic corporate culture focuses more on predictability, stability, and efficiency. Bureaucratic culture does not promote creativity and innovations among employees. The employees in such organizations are often subjected to certain set standards and predictable ways of doing things in the organization. This limits adoption of changes in an organization. Procedures, work, and behavior patterns are aligned to be predictable, efficient and stable. Organizations with bureaucr atic corporate cultures are more concerned with the effectiveness and predictability of results rather than the profitability and competitiveness of their products (Zabid et al. 715). Case Studies Best Buy Co. Inc. is a US electronic retailer giant. Best Buy has increased its presence in many countries due to its strong organizational culture. This is a customer focused and employees’ wellbeing culture. Best Buy responds quickly to customer needs through its efficient customer service. As one of the leading electronics’ retailer in the world, it strives to deliver the best electronic gadgets and equipments to its dozens of stores across national borders. With a competitive culture that encourages results oriented work environment among its employees, Best Buy has continued to perform better in the electronics industry. The company is also much involved in building long lasting and beneficial customer relationships. For example, there are some stores with shopping assis tants to help customers in their shopping as well as take them on a shopping trip. This customer- oriented and competitive culture is good for the company since it is involved in a fast changing electronic market. Founded in 1962 by Sam Walton, Wal-Mart is an American multinational retailer. It has stores in 27 countries, 2.2 million employees worldwide and with expected approximate sales of $444 billion in 2012.Wal-Mart has a strong organizational culture. It has a ‘cult-like’ strong culture. Employees of Wal-Mart exhibit organizational pride; they are very proud to be associated with Wal-Mart. They take pride in their work. They are commonly referred to as ‘Walmartians’ or associates. This is a sign of quality leadership in the organization. Employees and managers are motivated to work better and most of them have high ambitions. Wal-Mart has dedicated team players at all levels as a result of an effective communication system and mechanism. This strong c ulture has helped Wal-Mart sustain an entrepreneurial spirit throughout. It has made the company to be more innovative, profitable and continue to grow expansively. For example, Wal-Mart is one of the leading private employers and among the few existing trillion dollar companies. Toyota Motor Company which was founded in 1937 by Kiichiro Toyoda and headquartered in Toyota, Japan, is a multinational automobile car manufacturer. Toyota’s growth as one of the leading and most profitable companies in the world is based on its strong entrepreneurial and competitive corporate culture. Its culture focuses more on quality product development and strong, mutually beneficial customer relationship. Toyota is also strongly engaged in the use of innovative technological and advanced mechanisms in its production of automobiles. The much visible efficient customer and employees’ relationship in Toyota has also helped the company to come up with highly competitive products. IKEA which was founded in 1943 by Ingvar Kamprad is Swedish international furniture and home products retail company. IKEA is widely associated with product development and lower prices. It portrays a customer oriented corporate culture that focuses more on the customers and product competitiveness. Apple Inc. which was founded in 1976 is an American consumer electronics and computer software manufacturer and retailer giant. The company is strongly based on a flat organizational structure that encourages mutual customer and employee relationships that also encourage an open entrepreneurial corporate culture to thrive in the company. The entrepreneurial culture enables the company to strategically align employees to their areas of expertise. This helps the company in the development of its innovative and highly creative and successful products in the market. Conclusion Corporate culture is an important aspect of every organization. It influences the standard of behaviors and the kind of goals that members should pursue. This affects change of behavior and attitudes among employees in the organization, thus aligning them with organizational goals and objectives. When members of the organization are aligned with organizational goals and objectives, they perform better. This leads to the overall improvement of organizational performance. Organizational culture that stimulates creativity and innovation influences success in an organization. It increases organizational performance. There is therefore the need for organizations to embrace a favorable organizational culture that motivates the employees. Works Cited Balthazard, Pierre, Robert, Cooke, and Richard, Potter. ‘Dysfunctional Culture, Dysfunctional Organization: Capturing the Behavioral Norms that Form Organizational Culture and Drive Performance.’ Journal of Managerial Psychology 21.7 (2006): 43-59. Print. Bryson, Jane. ‘Dominant, Emergent, and Residual Culture: The Dynamics of Organizational Change .’ Journal of Organizational Change Management 21.2 (2008): 23-39. Print. Hellriegel, Don, John, Slocum, and Richard, Woodman. Organizational Behavior. New York: Southwestern College, 2001. Print. Rothman, Juliet. Cultural Competence in Process and Practice: Building Bridges. Indiana: Indiana University, 2007. Print. Terrence, Eric, and Allan, Deal. Corporate Cultures: The Rites and Rituals of Corporate Life. New York: Wesley Publishers, 1982. Print. Zabid, Abdul, Sambasivan, Murali, and Juliana, Johari. ‘The Influence of Corporate Culture and Organizational Commitment on Performance.’ Journal of Management Development 22.3 (2003): 67-69. Print. This term paper on Organizational and Corporate Culture was written and submitted by user Eli Reyes to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Convergence in Communications and Technology

Convergence in Communications and Technology The concept of a â€Å"global village† or a united community around the world has only in these last few years become a concept widely thought of. However, it seems that the idea of a large-scale sharing of information has long been developing, whether intended or not. The tools of communication have long served a single purpose, that of transmitting information from people to people. Direct communication was long ago realised with sign language and speech, but when people spread out, a kind indirect communication was needed. Thus we created (or rather, hired) the messenger. (Necessity is the mother of invention.) This evolved later into a postal service, connected around the world by a network of synchronised offices of a similar nature. For a long time, indirect communication was the only way to communicate over long distances. Once the telegraph came along, however, people were able to instantly communicate information over long distances. This evolved somewhat into the tel ephone, which spawned the radio and television. As these were developed, the efficiency and clarity of these transmissions improved, and this allowed the world to know what was happening anywhere else in the world at any given time. At this same time, programmable computers were finally coming to be used. Information was input to these machines and stored on tapes that could be put onto different computers to be run. This paralleled postal mail in a form of indirect communication. However, computers were also already based in intercommunication, because computers are systems of smaller functioning devices connected to perform a function or process. The evolution of computers’ communicating then evolved by extending direct connections between these large systems, sharing information. With the invention of the modem, computers could communicate piggybacking a system that people already used. As the modem developed, co... Free Essays on Convergence in Communications and Technology Free Essays on Convergence in Communications and Technology Convergence in Communications and Technology The concept of a â€Å"global village† or a united community around the world has only in these last few years become a concept widely thought of. However, it seems that the idea of a large-scale sharing of information has long been developing, whether intended or not. The tools of communication have long served a single purpose, that of transmitting information from people to people. Direct communication was long ago realised with sign language and speech, but when people spread out, a kind indirect communication was needed. Thus we created (or rather, hired) the messenger. (Necessity is the mother of invention.) This evolved later into a postal service, connected around the world by a network of synchronised offices of a similar nature. For a long time, indirect communication was the only way to communicate over long distances. Once the telegraph came along, however, people were able to instantly communicate information over long distances. This evolved somewhat into the tel ephone, which spawned the radio and television. As these were developed, the efficiency and clarity of these transmissions improved, and this allowed the world to know what was happening anywhere else in the world at any given time. At this same time, programmable computers were finally coming to be used. Information was input to these machines and stored on tapes that could be put onto different computers to be run. This paralleled postal mail in a form of indirect communication. However, computers were also already based in intercommunication, because computers are systems of smaller functioning devices connected to perform a function or process. The evolution of computers’ communicating then evolved by extending direct connections between these large systems, sharing information. With the invention of the modem, computers could communicate piggybacking a system that people already used. As the modem developed, co...

The Geography of Oceania, the Pacific Islands

The Geography of Oceania, the Pacific Islands Oceania is the name of the region consisting of island groups within the Central and South Pacific Ocean. It spans over 3.3 million square miles (8.5 million sq km). Some of the countries included in Oceania are Australia, New Zealand, Tuvalu, Samoa, Tonga, Papua New Guinea, the Solomon Islands, Vanuatu, Fiji, Palau, Micronesia, the Marshall Islands, Kiribati,  and Nauru. Oceania also includes several dependencies and territories such as American Samoa, Johnston Atoll,  and French Polynesia. Physical Geography In terms of its physical geography, the islands of Oceania are often divided into four different sub-regions based on the geologic processes playing a role in their physical development. The first of these is Australia. It is separated because of its location in the middle of the Indo-Australian Plate and the fact that, due to its location, there was no mountain building during its development. Instead, Australias current physical landscape features were formed mainly by erosion. The second landscape category in Oceania is the islands found on the collision boundaries between the Earths crustal plates. These are found specifically in the South Pacific. For example, at the collision boundary between the Indo-Australian and Pacific plates are places like New Zealand, Papua New Guinea,  and the Solomon Islands. The North Pacific portion of Oceania also features these types of landscapes along the Eurasian and Pacific plates. These plate collisions are responsible for the formation of mountains like those in New Zealand, which climb to over 10,000 feet (3,000 m). Volcanic islands such as Fiji are the third category of landscape types found in Oceania. These islands typically rise from the seafloor through hotspots in the Pacific Ocean basin. Most of these areas consist of very small islands with high mountain ranges. Finally, coral reef islands and atolls such as Tuvalu are the last type of landscape found in Oceania. Atolls specifically are responsible for the formation of low-lying land regions, some with enclosed lagoons. Climate Most of Oceania is divided into two climate zones. The first of these is temperate and the second is tropical. Most of Australia and all of New Zealand are within the temperate zone and most of the island areas in the Pacific are considered tropical. Oceanias temperate regions feature high levels of precipitation, cold winters, and warm to hot summers. The tropical regions in Oceania are hot and wet year round. In addition to these climatic zones, most of Oceania is impacted by continuous trade winds and sometimes hurricanes (called tropical cyclones in Oceania) which have historically caused catastrophic damage to countries and islands in the region. Flora and Fauna Because most of Oceania is tropical or temperate, there is an abundant amount of rainfall which produces tropical and temperate rainforests throughout the region. Tropical rainforests are common in some of the island countries located near the tropics, while temperate rainforests are common in New Zealand. In both of these types of forests, there is a plethora of plant and animal species, making Oceania one of the worlds most biodiverse regions. It is important to note, however, that not all of Oceania receives abundant rainfall, and portions of the region are arid or semiarid. Australia, for example, features large areas of arid land which have little vegetation. In addition, El Nià ±o has caused frequent droughts in recent decades in Northern Australia and Papua New Guinea. Oceanias fauna, like its flora, is also extremely biodiverse. Because much of the area consists of islands, unique species of birds, animals,  and insects evolved out of isolation from others. The presence of coral reefs such as the Great Barrier Reef and Kingman Reef also represent large areas of biodiversity and some are considered biodiversity hotspots. Population Most recently in 2018, Oceanias population was around 41 million people, with the majority centered in Australia and New Zealand. Those two countries alone accounted for more than 28 million people, while Papua New Guinea had a population of over 8 million. The remaining population of Oceania is scattered around the various islands making up the region. Urbanization Like its population distribution, urbanization and industrialization also vary in Oceania. 89% of Oceanias urban areas are in Australia and New Zealand and these countries also have the most well-established infrastructure. Australia, in particular, has many raw minerals and energy sources, and manufacturing is a large part of its and Oceanias economy. The rest of Oceania and specifically the Pacific islands are not well developed. Some of the islands have rich natural resources, but the majority do not. In addition, some of the island nations do not even have enough clean drinking water or food to supply to their citizens. Agriculture Agriculture is also important in Oceania and there are three types which are common in the region. These include subsistence agriculture, plantation crops ,  and capital-intensive agriculture. Subsistence agriculture occurs on most of the Pacific islands and is done to support local communities. Cassava, taro, yams, and sweet potatoes are the most common products of this type of agriculture. Plantation crops are planted on the medium tropical islands while capital-intensive agriculture is practiced mainly in Australia and New Zealand. Economy Fishing is a significant source of revenue because many islands have maritime exclusive economic zones that extend for 200 nautical miles and many small islands have granted permission to foreign countries to fish the region via fishing licenses.   Tourism is also important to Oceania because many of the tropical islands like Fiji offer aesthetic beauty, while Australia and New Zealand are modern cities with modern amenities. New Zealand has also become an area centered on the growing field of ecotourism.

Hegelian Idealism Essay Example | Topics and Well Written Essays - 1000 words

Hegelian Idealism - Essay Example "the atoms that make a man are just atoms by themselves, with no inherent value. It is the whole that must be evaluated. 'Isolated moments' may be recorded accurately but these moments mean nothing without context." "This is the meaning of reality for Hegel that reality is the whole truth, grasped by our rational concepts. Reality is the absolute truth, it is the totality and synthesis of all partial and limited truth. Reality properly understood is the totality of truth of absolute mind. This breathtaking vision of absolute total reality is linked to the method by which it is known. This is the famous method of dialectic" So the 'whole' is sovereign over the 'parts'. Through some self-reflection and through living socially we find that views are one-sided, slanted and so on capable of improvement. This produces an opposite. This is similar to Jungian Psychology which emphasizes the overcoming of opposites with a 'transcendent third'.1 In Hegelian terms Note that in Jungian Psychology there is also similarity with Hegelian philosophy in that Jungian Psychology emphasizes the evolution of consciousness, whereby the individual desires conscious growth and unconscious participation but that the slant is towards the former in general. (see for example, the Jungian thinker, Eric Neumann's 'The origins and History of Consciousness' (1954) this is usually phrased thesis-antithesis-synthesis. The new point (the transcendent third) is the one which synthesizes "the two opposing philosophies into a more complete truth." (Lavine, 1985, p214) Note that Lavine said 'opposing philosophies'. Hegel emphasizes the collective over the individual. Indeed the individual needs a contributing idea to give his or her life meaning through contributing to the whole. It is a very history based system in that it assumes that each historical generation learns from and improves the previous generations philosophy hence is coming closer to absolute truth.2 EXISTENTIALISM Existentialism was around before the post-world war 2 period but it was in this aftermath of devastation that it reached its height in influence. This is mainly true when we look at French existentialism. Paul Sartre was the first to use the term 'existentialism'3 and other French philosophers such as Gabriel Marcel, Maurice Merleau-Ponty, Simone de Beauvoir, and Albert Camus have all also been regarded as existentialists.4 Existentialists are critical about scientism which they see as the dominant hegemonic culture that is indifferent or hostile to healthier and more meaningful worldviews. Existentialists tend to think that scientism creates a culture slanted towards meaninglessness and whereby therefore a whole host of negative substitutes to meaning will be lived-out instead such as addictions and obsessions

Business Strategic Management Executive Summary of Starbucks Essay

Business Strategic Management Executive Summary of Starbucks - Essay Example The existing specialty shops to serve as a threat. However, outlets outside would have existent players who understand the cultural aspect better, thereby posing a threat. Starbucks can deal with these mild threats by including other beverages in its menu (which it already does, but add variety to the non caffeine products being catered) and by entering into agreements with few large suppliers to seal the cost of inputs. Based on the SWOT analysis, we can say that diversification (outlets in USA and in many countries outside) is a positive aspect in Starbucks but if the process is not synchronized and planned well it may act as a deterrent to the image. The group also believes in introducing newer products in shorter duration of time, this helps retain customers, but may cause confusion in the customer’s mind. The price paid is higher than its competitors, but the elite ambience helps negate the price difference. Starbucks has a unique way of treating its employees and care for all its employees as partners in the company, with every employee having the option to stocks and health insurance; thereby, keeping the employee turnover rate higher at 70% (industry standard 30%).The structure is not driven by the hierarchy instead every employee is given the power to enhance the decision process. Employees are also given training before they start administering their work to assure quality of service. Starbucks is also well paced with the current trends of e-marketing which makes it more accessible. Lastly, the research and development team is very active constantly forming new products to introduce to the menu list. Starbucks can take either (1) sustain the aggressive growth plan and harness the services provided at the existing outlets (2) invest the proposed $40 million annually to help achieve higher customer satisfaction (3) modify the products on offer, based on the demographic position of the outlet (4) continue with

Shoplifting Effects on The Community Essay -- Theft Stealing Crime ess

Shoplifting is a major problem in today. The temptation of not paying for something, just hiding it away and saving your own money is a large factor for some people. The culprit just thinks he's getting a product for free and doesn't know what he's actually doing to himself and the community. Shoplifting effects everyone, yourself and the everyone in the local neighborhood.In this essay I'm going to explain some of the circumstances of stealing from local stores, or any store. After I've been caught stealing I found out how wrong it is and how it is a disadvantage to everyone. The stores are tying to crack down on shoplifters by making the punishments as strict as possible. Shoplifting effects the community in a big way. The stores get about three cents per every dollar purchased for an item. So if you figure that they don't make a whole lot of money out of profit. Every shoplifter that takes a product also is taking the product, which costs money by the store so that is also a set back and puts them more in debt. Some stores might even close down because of shoplifters making the store go bankrupt. The stores usually raise there prices and then causes more shoplifting, but the people that don't shoplift just end up having to pay more for the product or else go somewhere else to shop. If the customer goes to a different store because of the rising prices the store will also lose business therefore could cause them to go out of business if enough customers leave.From ...

Child Development Theories

Child Development Theories A Comparison of Theories: Freud, Adler, and Jung The following paper will obtain information based upon three influential men; Sigmund Freud, Alfred Adler, and Carl Jung. All three with their own theories of being and mental health will be explored. In addition to the basic theories of all three men, a comparison will be conducted based on each individual theory. Sigmund Freud was a man that believed in the unconscious mind and sexual impulses.Alfred Adler was a man that believed in the individual’s ability to be psycho analyzed as well as social relationships among people. Carl Jung was a man that believed in the individual’s past experiences as well as the individual’s religious beliefs. ‘Sigmund Freud, Carl Jung, and Alfred Adler; these three figures loom large in the history of modern psychology, casting long shadows that have, in the course of one century, forever changed the way we use the first-person pronoun, â€Å"I. â⠂¬  Among these giants, Freud is indisputably the most towering monolith.It was Freud's pioneering use of the term the â€Å"I† (â€Å"das Ich† in his native German, which was then translated into the Latin â€Å"ego†) that brought â€Å"ego† into common parlance and popular interest to the process of self-consciousness. ’ (Nystul, M. S. 2005) (Enlightenment Magazine 2008) Sigmund Freud was the founder of psychoanalysis and he also believed that religion was of universal importance. Sigmund Freud felt that sexual impulses are the main motivation for men. He also felt that any mental activity was due to the unconscious mind.Alfred Adler was well known for his belief in individual psychology. He believed that motivational influence was due to social behavior and upbringing. This is not an uncommon belief today. The author of this paper happens to believe that it is our experience that makes us who we are. A child that grows up in a rich, non-threate ning home is far more likely to have a better adult hood than that of a child that grows up in a poor, full of abuse ridden home. Not saying that someone that grows up poor and abused can make it because they could.Anyone can be anything they want if they put their mind to it. It is just that there would be a better chance of success than that of the opposite upbringing. All three men had their own interpretation. Adler believed in individual psychology. His belief that the human being should be viewed as a whole was a big find. He also believed that human beings accomplish goals because they want to not because anything is forcing them or helping them along. Adler also believed that only we have control over how our lives turn out and what we do with them.All three men were also professional about what they did and how they perceived one another. Each respecting each other, while understanding that their each individual way may not be the exact way everyone is going to view their c oncepts. â€Å"Individual Psychology breaks through the theory of determinism,† he writes. â€Å"No experience is a cause of success or failure. We do not suffer from the shock of our experiences—the so-called trauma—but we make out of them just what suits our purposes. We are self-determined by the meaning we give to our experiences. Adler's emphasis on the wholeness of the person and the fact that our values inevitably shape our experience led to his conviction that, in the end, there is only one true meaning to human life: care and love for our fellowmen. ’ (Nystul, M. S. 2005) (Enlightenment Magazine 2008) Carl Jung didn’t think that the individual past of a person was of any importance. He believed that religion was the main basis for any and all aspects of a human beings life. All three men were captivated by one another and their individual thoughts on the matter at hand.Religion was a big deal to Carl Jung and it is the experience of the a uthor of this paper that religion is of importance to so many today. Religion is of values and beliefs that most everyone has whether they are Christian, Catholic, Buddhist, or any other religion that exists. Tradition shows that most religions have a set of beliefs and values that are followed by each member of that religion. Meeting every week on a certain day- Christians on Wednesdays and Sundays. It is following the values and beliefs provided by the church that Carl Jung believed in so much.If one is to be true to the church that would in fact have an effect on the way that individual would carry him or herself. In conclusion, Freud, Alder, and Jung have three very different outlooks on psychological theories. ‘All three of these remarkable men knew and worked with each other. In their day, these three men were on the cutting edge of the newest science of western civilization. If not for Freud, Alder, and Jung psychology would not have evolved into the field that it is to day. ’ Life is full of surprises and one may never know what is going to happen next.Without theories or experiments, the knowledge of psychology would not have evolved into what it is today. Learning is the key to life and there is no such thing as too much knowledge. (Douglas C. 2005)References Enlightenment Magazine (2008) what is â€Å"Dis Ich† retrieved from: http://www. enlightenmentmagazine. com Nystul, M. S. (2005) Introduction to Counseling: an Art and Science Perspective (3rd edition) New York: Pearson Douglas, C. (2005). Current psychotherapies. (7th Edition) (pgs. 96-129) Itasca, Ill. F. E. Peacock