Akhenatens Hymn to the Sun

Akhenatens Hymn to the Sun â€Å"Akhenatens Hymn to the Sun† isn't just a significant beautiful piece however a brief look at history and time of old developments. It shows how individuals saw their life and God, offering their appreciation and making it a portrayal of all that exists. The clique of the Sun was a complexity to the obscurity that existed among the Ancients.Advertising We will compose a custom examination paper test on Akhenatens Hymn to the Sun explicitly for you for just $16.05 $11/page Learn More It was a portrayal of life on Earth and was believed to be the maker of every single living thing and a channel of life power. Individuals of Egypt have revered the Sun, regarding it as a piece of sky. â€Å"Akhenatens Hymn to the Sun† portrays a God which is a key figure to the Egyptian individuals. It tells how the sun ascends over the mountains, which encase a valley, with the primary beams hitting the Earth, addressing the tops of the city and playing on the white dividers of hous es of God. Individuals at that point become the admirers and offer their appreciation to life, the Sun, and the God who has made all life. They give their penances to the God and lift their hands towards the sun. The leader of Egypt and his family are instrumental to the love of the God and the Sun, setting a model for all people. The presentation of the sonnet is a key part in understanding the sort of religion-Atonism. It discusses the magnificence of the sun, showing up not too far off, and the impact that it makes when it sparkles, carrying excellence to the world underneath. Since it is the wellspring of light, it is viewed as the most significant piece of the world. At the point when the sonnet expresses that the beams inundate the earth, which it has made, it shows how individuals considered the sun. It clarifies that Aton was viewed as a world God. It was anything but a God who was explicit to specific individuals or land, however the maker of such exists. Aton is spoken t o as a plate of sun, yet his actual character is avoided individuals (Krist 17). The way that nobody can really know or comprehend is that this God makes him significantly progressively baffling and removed. The way that he is inaccessible, in any case, doesn't separate the divinity from the individuals who venerate him, it just shows how ever coming to and incredible the God is. The significance of the Sun can be seen when the sonnet discusses its nonattendance and the murkiness that spreads: everything becomes animated when the Sun shows up, in this way making it an almighty substance; when it vanishes, the earth is secured by obscurity and is contrasted with death. It turns out to be dull to such an extent that individuals can't see one another and rest, covering their heads, unprotected and vulnerable.Advertising Looking for research paper on writing dialects? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Another noteworthy purpose o f the sonnet is that it makes the Sun and God fairly genuine for the individuals. It is associated with the risks of life, the lions, and snakes that may come out and nibble individuals while the maker rests behind the skyline (Hornung 30). Everything that wakes up is just achieved after the sun comes out and sparkles down on the earth. It tends to be noticed that there is a non-unplanned likeness to the Bible in the sonnet. It discusses individuals getting into their garments and coming out to venerate God. They start their day by buckling down, dealing with the land and creatures. The grounds become green with grass; winged creatures fly out of their homes and spread Gods rule over the earth. It likewise discusses the boats cruising far and wide, and the way is being picked by God who has placed the fish into the water and sun’s beams on earth. There is no uncertainty that the agreement of people and nature is made to stick out and show what is truly implied by the sonnet. The difficult work that individuals need to enter is lined up with the bliss and characterizing highlights of life. The quality of Aton is described as all-coming to, without outskirts and limits. The sonnet is additionally supposed to be the bearing to bind together all Gods into one. Aton is appeared as the producer of every other God and life. It is portrayed as an image to change all the past convictions and make another arrangement of love. The first and most significant image of the sun is the pyramids everything being equal, even ones that were worn as accessories and different improvements. Another basic image was a plate with a pyramid top which can be seen all over Egypt. An association is additionally made to a phoenix which would come to individuals and bring them life. It was thought to wear out at night and come back to the place that is known for the dead where it would show individuals the way through darkness. The truth that the sonnet joins God and the Sun demo nstrates how significant light was to the antiquated individuals. Obviously the common event was associated with the noteworthy piece of life, in this way making God a characteristic and perceptive piece of the world. Antiquated Egyptians composed the psalm as an appearing perception of their God. It is likewise founded on the shared relationship and advantage between the individuals and all other living animals. The sonnet can be viewed as a proof of a faction that is immediate proof of people’s obsession with the sun. The sonnet can be even considered as an indication of an insurgency. Akhenaten is an agent of the Egyptian individuals while all others are portrayed as unimportant. Even however there is a notice of different races and individuals, just as the distinction in the dialects, they are thought of as irrelevant. The division among clans and terrains must be joined through the main God who is the genuine leader of all life.Advertising We will compose a custom expl oration paper test on Akhenatens Hymn to the Sun explicitly for you for just $16.05 $11/page Learn More The references between the life and Gods make evident the significance of the solidarity among individuals and higher force. The imagery of the sonnet differentiates the murkiness of the world and the light which depict all that is abhorrent and acceptable (Krist 22). There is a lot of discussion about the equals that can be drawn between present day societies and the psalm, making it a fairly disputable lovely piece that can be followed to the old individuals. â€Å"Akhenatens Hymn to the Sun† is an unmistakable evidence of how significant the sun and faith in the higher force were. The way that there is a verifiable association with the Gods and religion makes clear the presence of powers that can't be accomplished by customary individuals. Hornung, Erik. Akhenaten and the Religion of Light. Ithaca: Cornell University Press, 2001. Print. Krist, Donald. Psalm to the Sun. L incoln: iUniverse, 2002. Print.

Eradicating risk Essay

Judges, Chairman, Members of the Floor. Life is loaded with dangers. Indeed, even in our everyday lives we experience numerous circumstances which could incorporate hazard: playing game or making a trip to and from school. What's more, it is obviously critical to comprehend this hazard, regardless of whether that is by only instructing yourself of the dangers joined to a particular action, or by finding a way to attempt to diminish that chance. Utilizing the case of driving, there are a huge number of car crashes that happen in the UK every year. You could along these lines state that it is simply presence of mind to wear a safety belt when going in a vehicle. In any case, I would contend that there is an enormous distinction between making the reasonable move of wearing a safety belt and denouncing the streets as simply being excessively perilous and choosing to quit driving inside and out. I feel that, in our general public, we rush to see the drawback and the negative parts of hazard and not adequately checked out the need to consider hazard to be something that happens normally and essentially should be comprehended and considered. School trips are ostensibly one of the most improving pieces of your training as they help to strengthen the educational program that you learn in the study hall. Be that as it may, there is a hazard that the quantities of school outings will fall because of the immense measure of administrative work required. Before a school outing can happen, a broad hazard appraisal must be done, illustrating all the potential risks that may happen during this outing. What's more, the cases culture that exists today just serves to decline this issue. Educators are appropriately uncomfortable to take an interest in school trips as they are promptly obligated for any injury, anyway minor, that may happen. We are at the point now where schools are thinking about expelling play area hardware to abstain from being sued when youngsters endure minor wounds. Kent County Council has paid out ? 700,000 to youngsters since 2008 and claims have become so basic that schools face mounting bills, in any event, when kids get injured while disrupting school guidelines by climbing dividers or trees. To cite Chris McGovern, administrator of the Campaign for Real Education, â€Å"Schools become so hazard cognizant they not, at this point present kids with difficulties and they are enveloped with cotton wool†. The stunning number of individual injury legal advisors offering â€Å"no-win no-fee† arrangements will bear witness to the way that cases are so typical in our general public that they just path for any association to lessen their obligation is to endeavor to kill hazard included. The tremendous fame of protection these days is simply one more case of how we have gotten fixated on destroying hazard. There are numerous insurance agencies, yet in addition an enormous number of various kinds of protection. Device and versatile protection, a generally new industry, is presently assessed to be worth ? 1. 24 billion across Europe. Indeed, even the embarrassment over PPI (installment security protection) was basically because of banks terrifying their clients into imagining that they required protection to guarantee that they took care of their obligation. All in all, hazard isn't something that we should fear, nor is it something that we should try to dispense with totally from our lives, as I accept we, as a general public, are progressively at serious risk or doing. As I have illustrated, chance is just a result of the blend of a situation and this mix basically should be seen so reasonable precautionary measures can be taken to oversee or moderate the hazard, yet there is absolutely no necessity to dispose of this. Undoubtedly, an existence without hazard would be an exceptionally exhausting life to be sure. â€Å"This House accepts society has gotten fixated on annihilating risk†

Bank of the Philippine Islands Free Essays

BANK OF THE PHILIPPINE ISLANDS Bank of the Philippine Islands (BPI) is that country’s second-biggest bank, trailing just Metropolitan Bank ; Trust. It is additionally the Philippines’ most established bank and one of the most seasoned of every single Asian bank. BPI offers a full scope of business and retail money related administrations, including corporate fund administrations, resource the board, and financier and other budgetary counseling administrations. We will compose a custom exposition test on Bank of the Philippine Islands or then again any comparative subject just for you Request Now BPI’s retail arrange incorporates in excess of 700 branches all through the Philippines, just as branches in New York, Hong Kong, and Tokyo. The bank likewise works a system of in excess of 1,200 mechanized teller machines and in excess of 8,500 retailer-based retail location machines. In 1999, BPI spearheaded web based banking in the Philippines with the dispatch of online bank BPI Direct in 1999. Notwithstanding its financial items and administrations, BPI has likewise built up a solid non-extra security activity, essentially under auxiliary BPI/MS Insurance Corporation. Recorded on the Philippines Stock Exchange, BPI has for some time been greater part constrained by Philippines combination Ayala Corporation. * pioneer in electronic banking, having presented the majority of the firsts in the business, for example, * mechanized teller machines (ATMs), * a retail location charge framework * stand banking * telephone banking web banking * portable banking * possessed by the Ayala Corporation Business Evolution * post World War II time, BPI advanced from an absolutely business bank to a completely expanded all inclusive bank * achieved predominantly through mergers and acquisitions in the eighties when it assimilated a speculation house, a stockbrokerage organization, a renting organization, a reserve funds bank, and a retail account organization * Since the late 1990s †ful filled three bank mergers * 1996 †converged with City Trust Banking Corporation 2000 * culminated the greatest merger then in the financial business when it converged with the previous Far East Bank ; Trust Company (FEBTC) * formalized its procurement of three significant insurance agencies in the life, non-life and reinsurance fields * 2005 †obtained and converged with Prudential Bank MERGERS April 2007 †Bank of the Philippine Islands (Europe) Plc * October 2008 †BPI, Ayala Corporation and Globe Telecom consented to a Memorandum of Arrangement to shape the country’s first versatile microfinance bank * 2009 †went into a vital bancassurance association with The Philippine American Life Insurance Company (Philamlife) to frame BPI-Philam Life Assurance Corp Principal Subsidiaries * BPI Family Savings Bank, Inc. * BPI Capital Corporation * BPI Leasing Corporation * BPI Direct Savings Bank * BPI International Finance Limited, Hong Kong BPI Express Remittan ce Corporation * Bank of the Philippine Island (Europe) Plc, * Ayala Plans, Inc. * BPI/MS1 Insurance Corporation Reasons Of merger * Jaime Augusto Zobel de Ayala, BPI’s Chairman, said the buy would promote â€Å"enhance† the tasks of BPI with expanded or enlarged system. * New motivating force bundle by BSP concerning mergers and acquisitions * BPI has been keeping watch for some great acquisitions so as to support its situation as a rising territorial monetary powerhouse. The merger apparently offers a decent key fit to BPI in infiltrating the alluring client portion of Prudential made for the most part out of center market business visionaries. * With the merger, BPI will harden its situation as the country’s second biggest save money with consolidated resources totaling P456. 09 billion. * BPI hopes to pick up at any rate 200,000 new records with the procurement. BPI and FAR EAST BANK TRUST COMPANY MERGER The greater part investors of the Bank of Philippine I slands (BPI) and Far East Bank and Trust Co. FEBTC) endorsed the merger of the two banks, making the joined element the tenth biggest monetary organization in the area with over $3. 5 billion in capital. The merger launch BPI/FEBTC as the country’s biggest bank, representing 14 percent of the whole banking industry’s absolute assets with combinedâ assets of P372. 4 billion. The blended organization will likewise have the biggest branch system of 680. BPI president Xavier Loinaz, in a meeting, said they expect the coordination of the two banks to be solidified before the finish of March this year. We imagine that by end of March this year, they (merger process) would be falling into place,† Loinaz stated, when gotten some information about the merger timetable. FEBTC president Octavio Espiritu guaranteed FEBTC representatives that they will work out approaches to sift out outstanding issues with respect to the merger especially the conceivable huge relocation of FEBTC faculty. While they are settling the reconciliation, both Loinaz and Espiritu said the presentation of their separate banks in 1999 was generally â€Å"flat†. â€Å"We haven’t seen any development for the year, practically a similar level as a year ago. Credits are level for 1999,† Loinaz stated, including that BPI’s bottomline was likewise â€Å"flat†. Something very similar with FEBTC, Espiritu said the bank’s pay was down because of credits provisioning adding up to about P2 billion for the year. This year, Loinaz said they are as yet trusting that the economy will pivot. â€Å"Last year was very disillusioning. We demonstrated a slight drop in (bottomline) the past year,† he included. Loinaz said they don't expect â€Å"too much† from the principal year of merger of BPI and FEBTC. However, he educated the investor that for 2000, the genius forma anticipated profit per share for the consolidated bank would be 5. 37 percent, 6. 31 percent in 2001 and 6. 79 percent in 2001. In light of BPI’s shutting cost on Oct. 20, 1999, the day that the merger understanding was marked and reported, the trade proportion spoke to an inferred estimation of P82. 50 for every FEBTC share or a suggested premium of 18 percent to FEBTC’s shutting cost on that day. As per Loinaz, they anticipate working with DBS Bank which currently claims around 20 percent of the combined bank. DBS Bank is the second biggest bank in the district. The most effective method to refer to Bank of the Philippine Islands, Essay models

The Effect Of The Economic Recession On Small And Medium Companies Business Essay - Free Essay Example

Since the establishment of Salfordia in 1975, the company has continued to enjoy growth which has increased the capability of the company greatly. However, that growth has been affected by the emergence of the economic recession which not only hits small medium size companies such as Salfordia in the whole country, as it also affects large and small medium size companies worldwide. Therefore, amidst this economic recession Salfordia has not been an exception, as most of their market clients either private or public sectors are finding it difficult to either have access to or buy out exactly the developed properties. This scenario has urged the need for the company to moderate the consequence of the present economic climate and also to get on market relocation. In order to neutralize the effect of this adverse market environment, Salfordia has decided through its management board to acquire a 5 years plan which meets annual target. It is hoped that the acquirement of such plan could situate Salfordia in a good stead to preserve and augment its profit margin even thought this hard economic period does not help. However, integrating this 5 years plan in Salfordia would not be an easy task due to its current philosophy, organizational structure and socio cultural behavior, i.e. family business nature, and also giving contemplation to the present economic climate. As a result it is in view of this that the management has commissioned this report to analyze the critical potential issues that may result from the achievement of this strategic plan. 1.1 The critical, strategic analysis During decision making process, before propose any recommendation it is essential to analyze the scenario in order to gain the required acknowledge, therefore this section deals with the investigation on the micro-environment which consists of broad environmental factors that could impact to a greater or lesser extent on Salfordia. In order to improve market share, and be profitable, survive! It is vital to explore the Salfordia environment, as this is what gives organisations their means of survival. Being Salfordia a company which focus their business in both commercial and industrial building in an equal workload levels, the first priority for them, as stated in its mission is to keep their customer satisfied by ensuring clients expectations are met. This is mainly based on achieving quality, budget and service; therefore clients are the most significant people for any businesses, as they are the resource upon which the success of the business depends. Research reveals, that it costs five times as much to attract new clients as it does to keep an existing one. The relationship between the client and the organisation is crucial, keeping clients pleased Salfordia would gain their expectation which is the key factor to make the company always profitable and the clients first choice. Thus, in order to achieve clients expectation it is practical to bear in mind the following points: Repeat business is the spine of selling as it helps to contribute revenue and decisiveness for the business. Companies are dependent upon their clients. Without developing client fidelity and contentment, could direct business lose their clients The company would not exist without customers. The company function should be to fulfil the needs of the customers. Nevertheless, it is difficult to meet clients expectations as environmental changes are part of life and Salfordia is not exempted of such fatal changes i.e. source of threats. Example, hostiles shifts i n market demand, new regulatory requirements, revolutionary technologies or the entry of new competitors. 1.2 PESTEL Analysis As a result, this section focus on the application of PESTEL analysis, as this helps to indentify how of the different aspects such as the political, economic, social, technological and legal environments might impinge on Salfordia Company (Gerry et al., 2008). In addition, it also enables Salfordia to develop more informed strategies (i.e. long term plans), as it identifies key drivers of change; which could be used to construct scenarios of possible futures. As mentioned previously, the company had an incessant decline from (2007 to 2009) the fact is that even though Britain officially entered recession on 23 January 2008 (Guradian.co.uk), they still had made an average profit of  £233,000. However, in the current year Salfordia has had a substantial loss of - £75,000 which is assumed to be linked with diverse factors such as political, economic, social, technological, environmental and legal. Having England officially entered in recession, which is normally accompanied by inflation, the effects of it can ruin many Businesses including Salfordia, as this means that their expenses could raise quite a bit, even as their income is under pressure. The inflation is a chain that affects both sides i.e. companies and clients. While recession takes a choke hold on the economy, it is more likely that there are fewer new clients walking through the doors of Salfordia and the existing clients may shut their wallets tightly as they also try to control their rising expenses. Consequently, it is vital to think up ways to increase the sales as well as the profits, as the resulting loss of income and decline in profits could be detrimental to Salfordia and could ruin it. It is appropriate to emphasize that companies profit are also linked with many external factors as it could be seen previously, Therefore, the global credit crunch does not only affect companies as it also is interrelated with Politics. As Gerry et al., (2008) mentioned these key drivers are o f course interconnected: high political instability and low economic growth are likely to go together. As a result below an investigation will be conducted in order to comprehend the various reasons that may have affected the good performance of Salfordia. A couple of months ago, England had elections which led the country to change its government. A report from the insurance service network, (2009) affirms that the global credit crunch starts to have an impact on the political stability, i.e. shifting from being an economic problem to a political problem. Furthermore, suggests that when an economy is in downturn, the government has less resource available to deal with issues when they arise, potentially leading to political instability. Yet, this statement confirms that is more likely that England was another victim of the recession which led the country changes its politics i.e. government change. As a result, the new government Politics (funding and policies) and legislativ e change (new requirements) in a way arouse uneasiness on the clients and the market itself, affecting in special small medium size companies such as Salfordia in the construction industry suffering disproportionately as a result of the recession, as it is clearly demonstrated that during the economical and political stability the company has been making profit i.e. surviving. 1.3 Social It is important to understanding social influence in organisation, as it can help Salfordia in this case to appreciate what motivates their clients. By achieving that understanding, Salfordia could develop strategies to target influencers, develop relationships, and leverage their social influence in different situations (Ellwood, 2010). In this case the social influence in Salfordia is closely linked to its organisational structure which is described by Covin and Slevin (1990, cited in Altinay Altinay, 2004) as the arrangement of workflow, communication, and authority relationships within an organization. The social influence in organization as stated previously is linked to the organisational culture. Salfordia as a family nature business has its own culture. Schein,(2004) explains that culture is an integral part of human society although quite abstract, it wields a very high influence on individuals and as a group. From this fact it can be seen why culture is principally in grained in the heart of people making it very hard to change, Moreover irrespective of the size, age and complexity of an organisation, it tends to exhibit its own restricted way of process which differentiates it from every other organisation. Innovation and entrepreneurship are fundamental drivers in todays economy, as this involves the conversion of new knowledge into a new product, process or service and the putting of this new product, process or service into use, either via the marketplace or by other processes of delivery. Although Salfordia has in the past 3 years up-graded its In-house IT systems (mostly financial) based upon commercial software / hardware. The fact is that innovation is a key aspect of business-level strategy for Salfordia since it is implicated with quality, price and sustainability (Gerry et al. 2008). This fact requires Salfordia being an innovative organisation as Gerry et al. (2008) explains that working in private sector, innovation becomes often a condition of simple survival as this market is increasingly competitive. Furthermore, he emphasizes that the public sector also needs innovation due to ceaseless cost pressures and increasing public demands which are compelling constant innovation and even new kinds of entrepreneurship. 1.4 SWOT analysis Having applied the PESTEL analysis, it is also import to employ the SWOT analysis as this method is an extremely useful tool for understanding and decision-making for all sorts of situations in business and organisations. Gerry et al. (2008) counter that the aim of SWOT analysis is to identify the extent to which strengths and weaknesses are relevant to, or capable of dealing with, the changes taking place in the business environment. Nevertheless, the SWOT analysis headings offer an excellent framework for reviewing strategy, position and direction of a company or business proposition. 1.5 Analysis of the Organization Structure and Culture Salfordia is one small medium-sized construction management / contracting organisation based in Salford. The company started trading in 1975 and does not employ direct labour, i.e. all work is carried out by sub-contractors whom have been working for Salfordia for several years on multiple projects.The company is of Family nature business (i.e. a conservative nature / culture) and has been obtaining 100% of its projects in the North West region; all through traditional procurement route. However, they had a substantial loss of - £ 75,000. Salfordia covers a wide range of construction projects both private and public sector clients, such as offices and industrial facilities. Salfordia being a family nature business has advantages and disadvantages. At the moment Salfordia is in its 3rd generation and according to reserchs it could means that Salfordia is experimenting one of those follow cases, example lack of creating a plan or the reduce number of family nature business survi vors, as only between 5 to 15 percent continue into the hands of third generation or descendents of the founder(s). Yet, the implementation of the SWOT analysis would provide to this research more precise information in order to review the strategy, position and direction of Salforia proposition. Moreover, the SWOT analysis carries out an investigation in the existing structure of the Company, which will allow finding remedy to the causes of poor companys performance. 1.6 Strengths Since its humble beginning in the UK construction industry, Salfordia has now acquired a 35 years old history as a family business. This becomes one of Salfordias key strengths, as its experience can meet clients expectation. In any business the experience is something very coveted, and having 35 years in the market gives reputation to the company. Entering the heavy construction industry is complicated for new companies; as a result, the long standing name that Salfordia has developed is one of its primary strengths. This reputation in both private and public projects, commercial and industrial building encourages trust to clients to invest their money. This major achievement can have a profound effect on the capital base of the company. Communication within organization is vital, in relation with speed, Salfordia is also faster than others, as communication in family business environment is much easier and as a result, decision making can be taking quicker due the family being a natural team. Time in construction is essential therefore, fast decision are time saving i.e. speed is everything. However, the fact that family business is a natural team, this can make solidarity considered as trick one, as it is necessary to find equilibrium. No company is exempt of fight which means family business also have fights, but the advantage of it is that when the goal is to help the family business win, turf battles diminish. It is common in family business to have a clan culture which is synonymous of family culture usually typified with a vastly friendly atmosphere of operation in the company. The organization operations are running like an extension of the family. This culture type offers the advantage of getting absolute contribution from every member of the organization as a friendly environment helps to ease potential communication barriers. The employees in this type of organizations also see themselves as members of the same clan which makes issue nego tiation a lot easier. Nature plus nurture, growing up in a family atmosphere makes people absorb the skills that needs in order to succeed i.e. gives awareness of the life that the relatives lead. In addition, it makes people more familiar with the trials and tribulations, and what it took them to make a living for their descendents. Another asset that family nature business has is its authenticity, this allows member of family to work in a friendly environment and in addition, to have the ability to be fearlessly and emotionally honest which in a way can help a family business thrive. As mentioned previously, trust is essential in all business. Being Salfordia a family business there is a very high level of trust among family members, so it enables people to talk to each other very freely and openly. Finally regarding to work, in family business it is more likely that family members work twice as hard as other employees. However, construction sector is undergoing for di fficult time due to the lack of available projects, which means that every company has to work that bit harder to attract the lucrative contracts. Most large contracts are offered either by the government or by multinational companies which require that certain criteria are met. Failure to meet these criteria can result in the loss of a contract, even if the company is seemingly the best for the role. The above fragments have assumed some of the strengths that Salfordia has obtained throughout the years and also due to its organization structure, however, this analysis is needed to be taken in order to address the 5 years strategic plan. As anything in life family business have advantages as it could be seen previously and also disadvantages, which are explored below. 1.7 Weaknesses The major weaknesses or disadvantage that can affect the organisational structure of Salfordia is the high propensity not to deliver as at when due, the extremely friendly environment creates an enabling platform for laxity in the workplace. In term of complexity, family nature businesses are normally more complex in terms of governance than their counterparts due to the accumulation of a new variable: the family. Adding the family emotions and issues to the business increases the complexity of issues that these businesses have to deal with. Unlike in other types of businesses, family members play different roles within their business, example; In Salfordia the family members already hold specific roles: CEO; CFO; Contracts Director; Business Planning Director; Industrial Build Director. This fact can sometimes lead to a non-alignment of incentives among all family members. The informality can also lead to much inefficiency and internal conflicts that could threaten the conti nuity of the business, as most families run their businesses themselves (at least during the first and second generations), there is usually very modest interest in setting clearly articulated business practices and procedures. Another fact that is also connected with informality is the lack of discipline. Research reveals that many family businesses do not pay sufficient attention to key strategic areas such as: CEO and other key management positions succession planning, family member employment in the company, and attracting and retaining skilled outside managers. Delaying or ignoring such important strategic decisions could lead to Salfordia failure as a business (Indalecio, 2010). 1.8 Opportunities The application of PESTEL analysis, as helped to indentify how the political, economic, social, technological, environmental and legal environments might impinged on Salfordia. Therefore, through its implementation it was identified key drivers of change; which is going to be used to develop more informed strategies (i.e. long term plans) and constructing scenarios of possible futures. As mentioned prior a couple of months ago, England had elections which led the country to change its government. Such change has brought new regulations that are favorable to companies such salfordia. According to Business Innovation and Skills BIS (November 2010), this Government is committed to a comprehensive effort to prioritise small businesses and those that run or aspire to run them. This decisive plan is required, as it will reduce the deficit and to restore confidence in the UK economy. The reason of that, it is because small and medium sized companies such as Salfordia are vital to econo mic growth, as they are the heart of the economy, providing 60 per cent of jobs and half of GDP. As a result, Minister Mark Prisk hosted a Summit for Small Business and set out a cross government package of measures to help the five million small and medium companies in this country grow and boost enterprise across Britain (National News, 2010). Consequently, Salfordia being part of the five million small and medium companies in UK will be benefited from the already government plan action implemented as described below: committed to reduce small profits rate of corporation tax to 20% (from April 2011) helped new businesses grow in areas most needing an enterprise boost, through the introduction of an employer National Insurance Contributions holiday for new businesses in target regions asked the Office of Tax Simplification to recommend how small business tax can be simplified introduced a one year temporary increase in the level of small business rate relief (from October 2010) pledged that regulation will be the last resort not the first; and where the case for regulation has been made, any that deem SMEs to be in scope must have a compelling case for their inclusion Moreover, other further actions that ministers from Department for Business, Cabinet Office, Treasury and Communities and Local Government have announced in order to support small businesses are: Improving access to finance Opening up government procurement and ensuring prompt payment Making sure our competition framework helps new companies access existing markets Providing targeted support to those that have high-growth potential Ensuring that Government is deliberately reoriented towards their needs (BIS, 2010). 1.9 Threats Threats are part of our life, so special attention needs to be given on family nature business as they are not exempted of threats. Example: Family feuding, letting emotions run the Business, Nepotism and no succession plan. Family businesses as well as any other organisation are faced with internal conflict which usually arises from the incapability to divide business and personal lives. Being Salfordia a family business is more likely that could face this sort of problem. Occasionally the feuding is due to the varied interests of each family member, personal egos or personal rivalries that spill into the business environment. This is a negative fact for any family business as they not share common goals, therefore it is important to eradicate such sort of behaviour. However, another common threat in family business is when business is running by emotions. This aspects could be perfectly facing Salfordia, as separate emotions from the business are not an easy task; being fou r out of six from the same family becomes a complicated situation as it is difficult to receive critical feedback from families. Therefore, a balance is required in order to control emotions. On one hand, if emotions interfere with the business, it can make the organisation appear weak to clients, and severely affect the ability to make sound business decisions. On the other hand, if people in charge are insensitive, it may appear cold and unfriendly. Yet, lack of sensitivity with family employees can also cause problems at home if people in charge are not careful. Therefore, it is required to determine the right balance of emotion needed based on the dynamics of your business environment. To conclude one of the reasons that many family business fails are due to the lack of no succession Plan. For instance if someone retires, leaves, or perhaps passes away it is vital to have a plan, otherwise the business fails (Indalecio, 2010). 2. The proposal This section consists on the elaboration of a proposal for how Salfordias organisation and culture could be changed, by identifying key strategies and drivers to enable it to become a more efficient, effective and collaborative organisation. Therefore, the follow fragments address important issues to do with the structuring of organizations and the resourcing of strategies, both important in effecting strategic change. However, Gerry et al. (2008) counter that designing a structure and putting in place appropriate resources do not ensure that people will make a strategy happen as managers report indicates that major problem with managing change the tendency of organizations are towards inertia and resistance to change because people tend to hold on to existing ways of doing things. Nevertheless, Cameron and Green, (2004) argue that changes occur in an organization as no organization is static. Those changes are influenced by factors either internal or external. So in order to change the organization and culture, it is required to adjust its current management. The change management is fundamental in a decline organisation such as Salfordia, as this is the process which continually would renew the organisations direction, structure and capabilities in order to serve the ever-changing needs of external and internal customers (Moran and Brightman, 2001). On the other hand, Al-Mashari and Zairi (1999) disputed that change management does not only deal with the renewing of organizations direction as it also involves the introduction of newly-designed processes and structures into existing practice through techniques that impact changes on human and socio-cultural issues. These factors described above highlighted the significance of the people component in making changes. This confirms that a successful change management is a function of the ability to manage people through the introduced changes. However, Burnes (1991) explained that such changes should b e taken gradually as fast changes, rather than sustaining the organization, can lead to a disintegration of the common goals and ways of working which have previously existed in the organization. In addition, Buch and Wetzel (2001) concluded that most processes designed to change organisational culture are said to take 10 years or longer. In this particular case, it is clear demonstrated that Salfordia needs a radical change within the organization in order for them to react to the survival threat that it encounters in its business environment. Yet, these changes could either be facilitated or impeded by the existing culture. This demonstrates the cause why determined effort has been focussed towards managing changes in an organization (Lewin, 1951; Bullock and Batten, 1985; Kotter, 1996 cited in Cameron and Green, 2004) Due to the organization facing immediate decline in turnover or profits, a big bang approach to change might be needed on this occasion, as Salfordia faces cr isis or needs to change direction fast. However, in terms of how Salfordias organisation and culture could be changed, the key strategies and drivers to enable it should combine these two types of strategic change: On one hand, revolution is a strategic that would require rapid and major strategic change and also culture change. Usually this is applied in circumstances where the strategy has been so bounded by the existing culture that, even when environmental or competitive pressures might require fundamental change, the organization has failed to respond. This might have occurred over many years and resulted in circumstances where pressures for change are extreme-for example, a takeover threatens the continued existence of a firm. On the other hand, evolution is another approach appropriate to apply to Salfordia as this strategy requires also culture change, but over time. Since the company has pointed a Business Development Manager, this anticipates the need for transformat ional change. The organisation may then be in a position of planned evolutionary change, with time in which to achieve it (Gerry et al., 2008). 2.1 Change Management Process Establishing a Sense of Urgency is a key factor in the change management process in an organization, as Kotter (2002) counter the first key to successful execution of change in an organization is to certify that sufficient people act with adequate urgency to generate a prolonged seismic surge towards the identification of the need to make changes. Moreover, Hayes (2007) states that this is needed as culture and organization structures are occasionally unexpected which makes them ingrained in an organizations activities, making it complicated to see the need to change particularly when such ways have yielded success. When establishing the sense of urgency, the staff of Salfordia must be prepared to recognize the need for change. The capability to impress this need on the staff would dictate the rate of sense of urgency created. This would be the core driving the people through the following stages of change process. In order to achieve that Kotter (2002) suggested mediums which i mpacts on both the intellects and emotional feelings of the employees to stir up the sense of urgency. Therefore, the following methods could be adopted to establish a sense of urgency in the change management process of Salfordia. Create an awareness of the companys vision of the synergy to be created through the acquisition process. Create an awareness of the new culture and structure and how it will help to sustain the proposed strategy of the company. Stress the dependence of the company on the effort of every staff of Salfordia towards achieving this goal. The process of change management starts with the elaboration of change management portfolio which oversees the evolution from the present condition to the intentional condition. The points encountered in the first stage can be communicated through a well organized integration workshop. The adoption of multimedia helps to encourage facts and works best on emotions, as they are not easily forgotten. After establi shing a Sense of Urgency the next step is creating guiding coalition. This step becomes vital in the comprehension of the integration process as it rapidly capitalizes on the outcome of the first step. In order to achieve the course of the change, it would be required to form teams comprising of highly motivated members, because this would serve as model to others in the company of what the organization want them to be. However, the composition of the team must be such that the roles ordinary of a team are sufficiently covered and in the right proportion. According to Belbin (1993) nine main roles are essential in a team and the criteria for satisfying the role. In addition he identified the coordinator and shaper role as a significant role as the role player drives other members of the team. These role players facilitate to connect the synergy of the team member and give the team direction towards achieving its goals. 2.3 Strategic leadership The leadership role in the guiding team is very important as a leader gives motivates, coordinates and gives direction to other members of the formed team. The leader in the Salfordia organization must be appointed based on clear vision of the companys direction and ability to influence the members of the team. According to Gerry et al., (2008) leader is not necessarily someone at the top, but rather someone who is in a position to have influence in their organisation. For this scenario as the brief states the role of leader could be undertaken by one of the family board members who has recently completed a Masters degree in Business Administration and is pushing for Salfordia to conduct a review of its business strategies. This action is described by Gerry et al., (2008) as charismatic leaders, who are mainly concerned with building a vision for the organization and energizing people to achieve it. Furthermore, he states that in current situation of Salfordia, these leaders have p articularly beneficial impact on performance when the people who work for them see the organization facing uncertainty. 2.4 Developing a Vision and Strategy A strategy to conduct the course of the company is essential particularly in a post merger condition. Vision may become impractical if there are no resources presented to implement them. The guiding teams assist to divulge the faculty of the firm by tapping into the tacit awareness of the members. The progress and success of the guiding team build trust and commitment on the staff of Salfordia. 2.5 Communicating the Change Vision When companies are going through organizational changes, communication becomes a vital factor to address as it has a close tie with the companys success. The reason of it is because communication is an integral part of human society as it helps in developing and understanding peoples culture. According to Burnes (1991) poor communications is one of the factors why organizations have not been able to implement changes successfully. Since communication in an organization is frequently in a top-down direction, it is important to stress the need for the leaders and top managers to be excellent communicators. Moreover, emphasizing the connection between leadership and communication, Marbin et.al. (2001) assured that communication and strong leadership play a fundamental part in preparing any organisation for change and in guiding the organization through the upheavals that result from changes made. However, Smith (2003) argued that breakdown in leadership, in communication with em ployees and project management failures has the strongest association with failure. As a result, a leader who has the facility to spread the vision of the organizational is needed to execute a successful change. In order to achieve that Dunphy and Stace (1990, p. 154 cited in Abraham et. al 1999, p.113) counter that such leaders create a new powerful and compelling vision for the future, demonstrate personal commitment to the vision, communicate the vision through a variety of strategies and implement it by building an effective top team, reorganizing and building a new culture. Furthermore, Bechtel and Squires (2001) suggested that all disseminated communication should address three components the strategic (what and why we are implementing the change) the tactical (how are we implementing the change) and the personal (what is in it for me). This gives an idea of what the component of communication may be in an organization undergoing change. 2.6 Collaborative contractual arrangement (partnering Route) Since the establishment of Salfordia the company has been using the traditional procurement, as a procurement system. The traditional system as any other procurement provides advantages and disadvantages. However, in the midst of the global credit crunch, it is required to stress on the risk that this procurement route is presenting to Salfordia. Such risks are: The overall programme may be longer due to the need to produce a fully detailed design before the project goes out to competitive tender and work starts on site The Client must have the resources and access to the expertise necessary to administer the contracts of consultants and the main contactor The consecutive timing of design and construction results in a lack of continuity between the designer and the builder (and hence less input on buildability) Claims for delay and disruption can arise if the design is not fully detailed prior to agreeing the contract sum or if the Client varies the design afterwards Yet, in order to successful implement the Change Management Process to Salfordia, it is recommended to explore alternatives procurement. By analysing the current culture of the organisation and the market itself it is advised that Salfordia should embrace the implementation of Partnering route. The reason of that is due to the Partnering route being a collaborative approach which benefits all parties involved, as it focuses on the needs of the customer. In addition, this system would improve performance through collaborative business relationships based on best value rather than lowest cost. This management approach is usually used by two or more organisations to achieve specific business objectives by maximising the effectiveness of each participants resources. However, it requires that Salfordia and the other parties work together in an open and trusting relationship based on mutual objectives, an agreed method of problem resolution and an active search for continuous measurab le improvements. Nevertheless, in order to make this change possible it is required considerable effort to set up and hard work to maintain it. Therefore, before embarking on the search for partners, Salfordia need to understand their own readiness for the journey including: Have we determined what we want to partner and why? Is our management structure appropriate and Do we have the right skills? Have we recognised our cultural attitude? Are we communicating our intentions and listening to the concerns of our people? Is the organisation sufficiently flexible and prepared to respond to change? By answer these questions the benefits that the Partnering procurement could offer to Salfordia organization are: Increased customer satisfaction Better value for the client Recognition and protection of profit margin for contractors and suppliers Staff development and satisfaction Creation of an environment that encourages innovation and technical developme nt Better understanding between partners and driving down of real costs Design integration with specialists in the supply chain Improved buildability through early involvement of the contractors Duplication eliminated Better predictability of time and cost Shorter overall delivery period Stability which provides more confidence for better planning and investment in staff and resources Staff training Staff training development is an indispensable preliminary strategy to steer clear of problems through proactive planning. However, implementing successful behavioral interventions require that all those involved in the intervention are thoroughly knowledgeable about and competent in the use of specific intervention techniques. Advertising Advertising plays an important role in the 5 years strategy plan for Salfordia as this is the most important tool in the marketing of products and services. The expenses on advertising are considered to be a profitable  investment that reaps profits both in the long and short run. Businesses that keep on advertising regardless of rise or fall in the economic times get a reasonable advantage over those that cut their ad budgets. Advertising offers many benefits: Information to the customer Improves the sale of product Alters the attitudes of people Direct communication Increase employment Economic progress 3. Conclusion Change is an important aspect in an organization life. The change management activity is an integral part of the change strategic plan for Salfordia. This task becomes more demanding based on the socio cultural differences of the organizations. The fact that each organisation has its own culture, it affects their organizational structure. Therefore, the importance to have a leadership who plays a vital role in an organisation, as he o her can influence their staff in order to improve the good performance of organisations. With the creation of mutual trust, communication, and technology innovation, it is expected that the goal behind the strategic plan for Salfordia will be achieved.

Communication Channels Paper - Free Essay Example

Sample details Pages: 4 Words: 1153 Downloads: 6 Date added: 2017/09/19 Category Industry Essay Type Argumentative essay Tags: Communication Essay Information Essay Did you like this example? Communication Channels Paper HCS/320 Judd Shank Erin Griffin August 23, 2010 Communication is split into two parts one being the message or content and the channel it’s transmitted on. For example, you may want to communicate something about your emotional state, let’s say you are happy. You can communicate that over a variety of channels. They are writing a letter, sending an email, communicate it non-verbally or para-verbally, tape recording, etc. , of how excited you are. The way health care organizations disseminated health information internally are in a variety of ways. The varieties of ways are memos, emails, letters, and telephone, and person to person. Health care organizations also disseminate health information externally as well. The varieties of ways externally are telephones, letters, email and memos, and person to person. What is important is that the different communication channels have different strengths and weaknesses (Bascal Associates, 2 008). The ways health care organizations disseminate health information internally are in a variety of ways. Internally in an organization there are many different ways each member of staff is disseminating health information to patients and other staff members. A staff member would not speak to a patient the same way they would another staff member. A patient might not understand some of the medical terminology as another staff member would. The key to finding the joy in practicing medicine lies in communicating with patients about their whole being rather than just focusing on their ailments, says dermatologist Steve Shama, M. D. (Gagnon, 2004). Staff in health care organizations also communicates via email, memos, and letters and on tape. Doctors would more than likely send emails and on tape as well to other doctors about patients’ diagnosis and prognosis. Memos are generally used from higher department heads to lower department staffing for a reminder about meeting s or any other information from department to department. The success of health care delivery depends greatly upon open channels of communication between the health care provider and the patient (Diaz-Duque, 1989). To compare and contrast the variety of channels communication is passed internally and externally. Health care organizations use technology a lot to dispense their communication internally and externally. Clinics and hospitals use the intra-net which is the internet through only that organization for some of the employees. Certain computers do not have internet but are able to use the intra- net through the organization. Clinics and hospitals use this type of communication to pass on reminders, memos, letters, directions and etc. to other employees within the organization. Communications can be facilitated by technology. Healthcare providers organize practices, hospitals, and nursing homes have tremendous needs to effectively communicate their organizations and betw een their organizations. The focus on electronic medical records comes not only from the need to communicate but also from a desire to reduce administrative costs and to improve services and quality of care to patients. Frustration with the inadequacies of a paper chart-filing system drives providers in all delivery venues toward technology at an increase rate. Implementation barriers to technology adoption in medical practices can be overcome by incremental approaches and knowledge- transfer assistance from affiliated community healthcare partners such as hospitals (Nelson, 2005). | Using the intra-net or even the internet throughout organizations is more beneficial then mailing their correspondence because the intra-net or internet is there within minutes compared to a regular letter or other type of correspondence from one organization or person to the next that could take days or even weeks depending on where it is being sent to. Another channel organizations use internall y and externally is a telephone. Clinics and hospitals use telephones by receiving and calling patients, pharmacies, other medical staff, and the general public for other reasons. Using this type of channel clinics and organizations could run into the problem that the phone number is disconnected or change of number of the other business or person they are calling. Fax machines are another channel of communication through many organizations of health care. Nursing homes use ax machines a lot to pass communication to pharmacies, physicians, and labs. Mainly fax machines are used for their own business purposes and not to fax other patient information over to other places. Faxes are another form of communication that is instantly received and sent to the respondent. Is there room for improvements for communication within organizations? Yes, there is room for improvements for communication within organizations. I believe that all hospitals, nursing homes, and clinics should go to the E lectronic Medical Records. They are more beneficial to the staff and even the patients. I feel they are more beneficial to the staff because all the information they need for the patients they are tending too are right there in one spot instead of a bunch of papers in a chart. EMR charts are just a click there and there is the information for the staff. Also the EMR is beneficial to the patients because a paper could be lost in translation and on the EMR their information can be saved in the observation room right then and there. Electronic medical records can send prescriptions to the pharmacy of the patient’s choice right there at the appointment of that patient. The computer also gives the staff information of what type of medication that patient can have if they are expecting a child and more medical situations. It is informational for the staff instead of having to leave the patient until the end of the appointment. Communication is split into two parts one being t he message or content and the channel it’s transmitted on. For example, you may want to communicate something about your emotional state, let’s say you are happy. You can communicate that over a variety of channels. They are writing a letter, sending an email, communicate it non-verbally or para-verbally, tape recording, etc. , of how excited you are. The way health care organizations disseminated health information internally are in a variety of ways. The varieties of ways are memos, emails, letters, and telephone, and person to person. Health care organizations also disseminate health information externally as well. The varieties of ways externally are telephones, letters, email and memos, and person to person. Communication has many channels of how it is dispensed to and from other organizations and people in general. It is all how it is used and received. References Bascal Associates. (2008-2010). Communication channels are important, what are communication channels and why are they important. Retrieved on August 17, 2010 from https://www. work911. com Diaz-Duque, O. (1989). Communication barriers in medical settings: Hispanics in the United States. International Journal of the Sociology of Language, 7993. Retrieved from SocINDEX with Full Text database. Gagnon, L. (2004). Listening, hearing, being in the moment leads to success, satisfaction. Dermatology Times, 25(11), 78. Retrieved from MasterFILE Premier Database. Rosemarie Nelson. (2005). Connecting the Providers in Your Healthcare Community: One Step at a Time. Frontiers of Health Services Management,  22(2),  13-28. Retrieved August 22, 2010, from ABI/INFORM Global. Don’t waste time! Our writers will create an original "Communication Channels Paper" essay for you Create order

Understanding Creative Capitalism And The Free Market

Module 5 Understanding Creative Capitalism According to http://financial-dictionary.thefreedictionary.com/Free-market+capitalism, free market capitalism is a system of economics that minimizes government intervention and maximizes the role of the market. According to the theory of the free market, rational economic actors acting in their own self-interest deal with information and price goods and services the most efficiently. Government regulations, trade barriers, and labor laws are generally thought to distort the market. Proponents of the free market argue that it provides the most opportunities for both consumers and producers by creating more jobs and allowing competition to decide what businesses are successful. Critics maintain that an unfettered free market concentrates wealth in the hands of a few, which is unsustainable in the long term. In practice, no country or jurisdiction has a completely free market. ((n.d). 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Dimensions of Cultures in Business

Question: Discuss about theDimensions of Cultures in Business. Answer: Introduction This paper discusses several dimensions of culture in business by analysing 5 articles discussing cross cultural management. In doing so, the paper will make use of several examples of dimensions of culture by looking at different application of cross cultural theories. In doing so the paper will mainly discuss issues around cross cultural diversity and how various companies or organisations will be able to incorporate this into their organisational culture. The paper will also discuss the 7 dimensions of culture in business by looking at Trompenaars cultural dimensions and that of Hofstede theory on cultural change. At this the paper will give example of different cultural dimension from various countries and businesses with regard to the 5 magazine articles. The report thus discuses cultural challenges that managers face as they try to get in line with the internationalisation of their human resource practices as part of cross cultural management. The report will also discuss the a spects of corporate culture within the company by exploring Hofstede theory on cultural change and how it can best define cultural entry for a company. Knowledge According to Enterprise Magazine (2001), the more interconnected the world becoms, the closer our cultutres come together for empowerment.Thus it becomes important for organisations to conduct cultural assessment of the host country before entering or establishing grounds there. This will be analysed in relation to the economic environment, laws, eventual suppliers, market competitors and the culture of the area. Cultural background of the host country and its people is very vital to be analysed as in this this way the company products and services offers will be tailored in a design that will be embraced in the country so as to sell efficiently The Trompenaars 7 dimensions theory has been well utilized all around the world as a way of helping organisations understand and blend with different cultures. This makes it the perfect choice for making an entry in to the new country; if cultural is not analysed well then the organisation is bound to fail in the new market. Green, et al. (2002) adds that cross cultural dimensions are beneficial to both the employer and employee. Even through employers and stakeholders are interdependent in the workplace. Cultural dimension allow workers and employers to respect each others differences. This means that when organisation are able to understand and practice cross cultural dimensions then more lawsuits will be reduced and flexibility and creativity will be realized for these organisation. When it comes to the first dimension of relation to nature, it is found that companies which follow such culture are compared to outer-directed. In this regard, such companies will feel responsible for the greatness of the nature. However, this does not always mean that they will treat nature as being equal to God or the way that he would have desired. When discussing Trompenaars second element, relation to time, it usually looks that the past, present and the future. However, as they years pass by and the infrastructural and economic development continue to grow. The country as experienced an influx of people meaning that their cultural vision has also been affected. When an organisation decides to enter in to this market and introduced different cultures for their managers, it will be necessary to be understand and beware of ways that people manage their time and the host country and find ways of adjusting. The third dimension of universalism and particularism looks at ways that each ground is defined and how the culture in the organisation will be incorporated. For most organisations, this will be difficult to define since, if for example one takes the western people, they will view Islamic culture as being more particular to the Arabic world, however the Arabic world will find the western culture as more universal. The fourth d imension on universalism will discuss situations where organisation enters a new business areas, they will go in with a new cultural background, it is very important that as they do this, they are able to know them population of this country. This is because, by knowing the people orientation, it will enable the management to prevent issues like acting on everything in a collective population or rewarding one person in the same community, all of the two areas will have a negative result. The fourth dimension in relationship to the inner and outer environment Different countries have different internal or external locus of control, this is mainly to do with their cultural strands. On the fifth dimension, neutral vs affective relationships, Different countries exercise either the neutral or affective relationships. According to gulf news (Shehhi, 2011), the specific vs diffuse relationship will look at the difference between the two areas is in specific cultures and the boss, this dra stically affect work ethics and the way people communicate business in the different industries. One boss will treat his subordinates with a particular management style, however when they meet the boss outside working hours, he will tend to act differently and may not really show higher level over the person in the workplace. Application With regard to the above articles such actions will not be considered as being a danger to the nature. In addition, if is a culture that is inner directed also believes that people are closely related to nature. However this fact does not meant that they are more responsible to this nature, but it is due to the fact that they believe nature is the reason for their actions. This also means that such actions will not be considered as being a danger to the organisation. It is also very important for recognize they kind of materials that are used when creating managerial products. This can be done when discussing the cultural background of organisations since it says a lot about the company. For Swedish based company like IKEA, it is important to understand the UAE customers and find out whether they prefer natural elements for their furniture or they would rather have it built with other materials. By knowing this, the company will be able to fit well in the new cultural environment and sell their products more effectively. In the second dimension, For example, when a country like Dubai was being developed, people preferred keeping the Islamic culture and were more interested on ways that they will be able to pass this culture to the coming generations. With regard to the third dimension, an Arabic culture will find the Islamic culture more universal when practiced in their country, however, for an organisation moving to invest in the Arabic country, they will try to introduce the universal culture of their organisation in the host country. It is important thus for managers assigned in the new areas to consider ways that they can adjust to the people who have a particular or universal culture. With regard to the fourth dimension, for a country like the UAE as general, the population is supposed to be more collective oriented due to its Islamic background. It is also important to note that there are times in the UAE where organisations can people in different countries with different backgrounds of culture. With regard to the fifth dimension. For example, in Islamic countries, Allah is the one who decides on their fate in business. At this when thing happen positively it is due to the good deed of the individual however of one does awfully bad, it is considered to be a punishment from Allah. However, it western countries, this can be considered as an external force; this is because for an individual with an internal locus of control cannot believe that it is Gods punishment but that there could have been something he did wrong (Enterprise, 2001). Even with this mix of cultures, people everywhere believe that fate lies in their own efforts. According to gulf magazine, (Shehhi, 2011) the Islamic culture is very emotional and is usually expressed as compared to other western cultures. When one looks at the European culture for example, they are usually emotional at a very high degree. However this does not usually mean that they emotions they express will be in the same way. Even when particular culture are stated as being emotional, when going northwards or southwards, there is a different way that organisation express their emotions. With regard to this fact, when looking at the emotional culture for example, it may not show everything as there are feelings that people hide, however, at the same time they can be open minded and friendly. In addition, it is in a diffuse culture that the boss may stay the boss regardless of where his subordinates happen to meet him or her. It is however important to note that from the difference coming from all these cultures, in a different country it could be met with people from diffuse and specific cultures at the same time. It is therefore important to note that the American, European or Chinese managers for example, will have to specify with the kind of people they expect to deal with in their business environment and be wary of it. Also according to Hofstede theories on cultural change, issues such as power distance, uncertainty avoidance, individualism and collectivism, masculinity and feminity will affect the cultural practice of the business. Evaluation While looking at the article from gulf news (Shehhi, 2011), it is realized that there are a lot of challenges in organisations when entering new markets. For example, the issues of power distance as expressed by Hofstede, will express the type of inequality that is found in making up and management of organisations. It calls for people from foreign organisations to be agree and considered ways that power can be equally shared in the organisation. According to Hofstede, power distance is meant to show the evidence of inequality, it however looks at this from the bottom and not from the top. It will also describe ways that inequality in the society is going to be transferred by managers as well as the workers. This dimension of culture enlightens all members of the society as being unequal, however, others are more equal than the rest. Under situations of high power distances, managers are put at the top level in the organisation. The issues raised on (Enterprise, 2001) shows that employees tend to abide with the policies, rules, and corporate laws especially in situations that they try to avoid uncertainty. This will look at issue such as the future methods of managements as a way of encouraging or enhancing the society. This dimension is also important in telling people that there is mutual approval of authority or regulation by accepting the risks so as to make the most important decisions in the organisation. Employees and members in the organisation with a low uncertainty avoidance will also experience fearless feeling with regard to the future. In an environment that has high uncertainty avoidance, managers will come up with a high planning as a way of forming protective barriers and reduce the risk that is related to the events of the future (court, 2013). For example, a country like Singapore and Jamaica, there is a low case of uncertainty avoidance as compared to a country like Guatemala and Japan tha t has high uncertainly avoidance. Also court, (2013) discusses individualsim in way that people would prefer to work in one cultural region as compared to another. At this, ambitions and abilities of the person are the ones that determine how well they will be in line with other employees. This means that individuals will rather go with their own opinions and regards. Individuals with this kind of trait are a bit opposite as compared to the individualistic culture. For countries like the United Kingdom or the United states, there are many case of individualism ratings. This will be different for countries like India, Brazil or Islamic countries where there is low individualism ratings. For example, employees who are above eighteen years are regard as mature people and care able to make independent decisions in some countries, however, this will be different for other countries where it is believed that they will still need some supervision in organisation management. Team work thus becomes essential to cultural manag ement of this group. According to gulf news (Shehhi, 2011), it was also openly expressed that the issue of Masculinity is a great determinant to employment differences. It also looks at issues that employees values like wealth, self-achievements, honesty, trust, dignity and maintaining a pleasant environment of the society will affect the organisation culture. People always have different views on this dimension with regard to the sexes in the society. The culture thus specifies that there are different roles for both the woman and the man in regard to bigger as being essential. The feminine culture for example, will look at the simple and short as wonderful and views the nature of relations and life as being more vital that material things. For countries like Korea, Japan and United States, it will show high masculinity rate as compared to counties like Belgium and Denmark. This is why one will find muscle jobs allocated for men and simple office secretarial jobs allocated for women. How Organisations can Benefit from Understanding Cultural Issues While cultural dimension shape up organisations, being able to understand their issues will help in the making of the organisation structures and choosing strategic directions for the organisation. Cultural dimension thus are important as they clarifies that individuals in organisation should have a flexible and futuristic approach to employees. They should not usually rely on the ordinary ways of doing thingsy. It also proves that dealing with the moral righteous irrespective truth is more important that the past. The effect of high organisation performance rating in the long term cultural dimension is the main area, and will discuss relationship with regard to this order. On the other hand, it calls for recurrent training to build employee firmness and stability. Some of the Asian countries for example, are said to have a high rating with regard to long term orientation list. However, for most European countries, they seem to be under the short term orientation index. Values that a re concerned with the long term orientation will also be reluctant as compared to those in the short term orientation with belief of saving self-image in the society. Challenges in Managing Cultural Dimensions According to Bing (2003), organisation cultural management is said to qualify to be a science as it involves the process of making individuals to be more effective. This posse a challenge for many organisations as it requires application of difference scientific principles At this, the practice of management can on be around organisation, directing and monitoring. The value of any manager in any business thus is screened through the increase in output from the time they were employed. The value will be seen from the increase of production and performance the organisation exhibit due to a certain change of management or culture in this sense. At this, the people who will be involved have the challenge of accomplishing the desired product in the organisation. Here all the stakeholders are also consulted to ensure everything runs according to the way it is expected to run. Also People who will be involved in doing the job must be prepared to make sure that they can perform all their duties and responsibilities. At this time, a manager is bound to face some challenges, this is because, and unlike in the management of machine, managing people will require the implementation of various expertise. This is because human beings are social beings and have different and unique orientation to life and different cultural background. It is also inevitable for the management in the organisation to ensure that three dimensions of man management organisation structure is enhanced for their importance in the management of organisation culture. These will include the overall relationship among employees and their relationship with the organisation, the vertical or horizontal authority system which defines the subordinates and the main supervisors and lastly, the general outlook of the organisation staff with regard to the organisations destiny, purposes and goals in addition to their places in the workplace. It is important that the management needs to have a deal with the organisations cross cultural issues with regard to the fact that people in their workplaces do come from different cultural upbringing. Cross cultural dimensions thus looks at the various forms of interaction that is present among people who come from different cultural groups. It is the main discourse that is closely concerned with interactivity of culture. For example, with the increase of immigrants of employees will call for a cross cultural approach to the organisations management. There is also a basic need for organisations to exercise social cohesion in their workplace as international and national cultural diversities are respected in the organisation (Bing, 2003). The companys management needs to also provide employees with a multicultural environment that all the employees will be presented with an equal opportunity to be able to related and work effectively within cultural diversity without having to be sub ject to other dominant cultures. Conclusion In conclusion thus, with regard to the above cultural dimensions of Hofstede. It can be concluded that his dimension on individualism and collectivism can be associated with cultural dimensions of universalism and particularism. This is because the dimension discusses ways that organisations are able to relate to the new cultural environment. For a company like IKEA, universalism will relate to the way employees in a new cultural environment will work together to meet organisation objectives. Individualism will also define the way that employee work to increase productivity in the organisation. For example, people may prefer to go with the taking care of people in their individual group under one team. Organisation should ensure that people behave in a manner that they will be able to meet organisation objectives and also serve the needs of the society. References Bing, J. W. (2003). Hofstede's consequences: The impact of his work on consulting and business practices . Retrieved November 11, 2016, from https://www.itapintl.com/about-us/articles/hofstedes-consequences court, R. (2013). Tackling workplace cultural issues. Retrieved November 11, 2016, from https://www.nzherald.co.nz/business/news/article.cfm?c_id=3objectid=10881394 Enterprise, B. (2001). Managing a Multicultural Workforce. Retrieved November 14, 2016, from https://black-enterprise.vlex.com/vid/managing-multicultural-workforce-52853963 Green, K., Lpez, M., Wysocki, A., Kepner, K., Farnsworth, D., Clark, J. (2002). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved November 14, 2016, from https://edis.ifas.ufl.edu/hr022 Shehhi, J. A. (2011). UAE's identity crisis is a growing concern. Retrieved November 11, 2016, from https://gulfnews.com/opinion/thinkers/uae-s-identity-crisis-is-a-growing-concern-1.806970