A Fair View of Research Proposal Purpose

A Fair View of Research Proposal Purpose Research Proposal Purpose - the Story If you're applying for research funding, you will likely also need to incorporate a comprehensive budget that shows how much each region of the undertaking will cost. You must demonstrate that you've got a plan for your work and your project will be prosperous. Even now, in the fields of company and science, it's still true that you have to earn project proposals. For example, it explains how you will finish your project and includes all the activities that will take place. Key to the maturation of a research paper is a suitable research proposal that sets out the tone of the true paper. Yes, it's required so you can create a productive research paper. The previous page of your research proposal ought to be the bibliography. Quantitative research employs numerical data. A research proposal sample will reveal to you the parts that ought to be included. Your research proposal is going to be a var iation of these basic structure. If you use any of the next formats, the professor is going to be satisfied. All About Research Proposal Purpose The grade of the research proposal conveys a good deal about your undertaking. Now you know how to structure a research proposal, it's time to start the job. Your research is like your idea. The purpose of someone research project is part of the research design. The Fundamentals of Research Proposal Purpose Revealed If you're applying for financial funding then you have to elaborate on reasons which justify financial assistance. Make certain that you identify what you're going to be working on so that you've got an objective. Internal proposals could be written to suggest a new concept to upper management or maybe to suggest a remedy to a current organizational issue. A research proposal should begin with the definition of the issue. What Is So Fascinating About Research Proposal Purpose? After that, every research proposal d emands an abstract. As a student, you may need to compose a research proposal to receive your thesis or dissertation plan approved. Every research proposal needs to have a title. A bad and low-quality research proposal might be the reason your research won't ever start. Aim of the research proposal is a really important component that should be clearly assessed by the author. Writing a research proposal engages numerous skills. It is as much of a vital task as it is doing the survey itself, so be extremely attentive. Writing a research proposal is a lot simpler than you think and moreover it does not need any research results before you begin writing. It's important to demonstrate that you're acquainted with the main research on your topic. Naturally, it's important to pick a topic which you like to write about. Select a topic that is argumentative. The topic needs to be interesting and original. Up in Arms About Research Proposal Purpose? There are lots of possible reasons for dropping a specific paper, and research proposal can help you establish them early on. When writing your discussion, remember that you want to get excited about what you aspire to accomplish and have confidence your project will be helpful to the reader. Specify the question your research will answer, establish the reason it is a considerable question, show how you're likely to answer the question, and indicate what you expect we'll learn. So essentially, you will be writing your proposal and receiving the research stage of your writing process from the way! The Little-Known Secrets to Research Proposal Purpose It's also useful to supply a timeline for your research so the audience can ascertain if your study can be run within the allotted time period. Some people believe any literate person has the ability to write a great academic research proposal. By finding the right research questions, you are going to convince the audience of the significance of your resear ch. A number of the research topics are simple (you are able to locate them at the start of each list), whereas others are very complicated. The End of Research Proposal Purpose An effective research proposal which serves the aim of justifying the research topic should begin with an effective outline. The statement should include not just the immediate goal of the research, but in addition any larger, eventual function. You should convince the evaluation board of the significance of your work, and the way the more study will add to the area. The very first objective is to explain what you plan to do. Research Proposal Purpose - What Is It? Always try to remember that every paragraph ought to be at least seven sentences. A superb thesis proposal hinges on a great idea. The function of the proposal is to be certain that The proposal isn't a fixed blueprint. The goal of proposal writing is to persuade others your topic has to be investigated. Be sure that the relationship between the research objectives and the research technique is evident. It is hard to take a research finding and apply it to the true world. For instance, if your research is all about the usage of social media to earn political arguments, while it's a fact that social media is a relatively recent phenomenon, there's been other research conducted about persuasion utilizing social media, together with other research involving political arguments. Generally speaking, social science research, a scientific research, applies similar research methodologies the very same as other forms of research like marketing research that's inherent with both quantitative strategy and qualitative strategy, clinical research that is emphasized on specific areas like pharmaceutical, chemical, health care research, and so forth.

Physician Assisted Suicide Can Be Deceiving - 3626 Words

Heather Campbell Mrs. Del Giorno English 12 28 April 2015 Physician Assisted Suicide can be Deceiving A college student, Erica, who has many things going for her such as a future career in law and business, has been recently diagnosed with a devastating illness: glioblastoma. Until she contracted this type of brain cancer, Erica was always a happy individual but when she was diagnosed with glioblastoma she fell into despair. The doctors told her that even if she decided to undergo treatment, she would only have a minimum of six months to live. The doctors also explained to her that her symptoms would worsen as the cancer progresses and she would eventually reach a point of being in extreme, constant pain and loss of mobility. Now, Erica’s only options are to let the cancer run its course on her, or to choose to end her life in a peaceful and painless manner with the assistance of a physician. Millions of people suffer from terminal illnesses and diseases everyday. Many of those people, especially those living in uncomfortable facilit ies and those deteriorating, have a strong desire to die with dignity. The subject of physician assisted suicide goes hand in hand with self induced suicide and euthanasia. The issue with physician assisted suicide is that society is not willing to help the issue because a majority of society views it as unethical and morally wrong. The subject is more so focused on the practice of the doctor rather than the pain and the suffering of theShow MoreRelatedEuthanasi Euthanasia And Involuntary Euthanasia1825 Words   |  8 Pagessuffering gets to be too much, the severely ill have the choice of euthanasia. Euthanasia is the practice of ending an organism’s life as an act of mercy to relieve them from their agony. Even though this practice which is commonly referred to as an assisted suicide seems harmless in the grand scheme of life, it has caused a lot of controversy surrounding it. That is what makes euthanasia so interesting. There are countless different categorizations, meth ods, and tiny details to account for. EuthanizingRead MoreEssay about Euthanasia2829 Words   |  12 Pages Euthanasia and Physician-Assisted Suicide nbsp;nbsp;nbsp;nbsp;nbsp; Individual cases presented to justify legalizing physician assisted suicide fail to deal with underlying medical failures to control pain, creating an illusion of control over death, and not acknowledging the thousands of patients murdered inappropriately. This is an interesting and a very controversial issue in today’s society. Euthanasia has negative sides, it can hurt society, and everyone needs to learn more bout it. nbsp;nbsp;nbsp;nbsp;nbsp;TheRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesProcesses 25 †¢ Outcomes 25 Summary and Implications for Managers 30 S A L Self-Assessment Library How Much Do I Know About Organizational Behavior? 4 Myth or Science? â€Å"Most Acts of Workplace Bullying Are Men Attacking Women† 12 An Ethical Choice Can You Learn from Failure? 24 glOBalization! Does National Culture Affect Organizational Practices? 30 Point/Counterpoint Lost in Translation? 31 Questions for Review 32 Experiential Exercise Workforce Diversity 32 Ethical Dilemma Jekyll and Hyde 33 CaseRead MoreDeveloping Management Skills404131 Words   |  1617 PagesConflict 410 SSS Software Management Problems 410 Exercises for Selecting an Appropriate Conflict Management Strategy Bradley’s Barn 419 Avocado Computers 419 Phelps, Inc. 420 Exercises for Resolving Interpersonal Disputes 420 Freida Mae Jones 421 Can Larry Fit In? 423 Meeting at Hartford Manufacturing Company 424 SKILL APPLICATION 431 Activities for Improving Managing Conflict Skills Suggested Assignments 431 Application Plan and Evaluation 432 390 418 431 SCORING KEYS AND COMPARISON

Analysis the Culture of 3M Company-Free-Samples for Students

Question: Discuss about the Culture of 3M Company. Answer: Background of the Company 3M Company is a major multinational conglomerate corporation of United States of America. The former name of the company was Minnesota Mining and Manufacturing Company. The company was founded in 13 June 1902. 3M Company is considered as one of the major global innovation company (3m.com, 2017). 3M Company has a large variety of products that include adhesive, abrasives, laminates, passive fire protection, personal protective equipments, dental and orthoclase products, various electronic materials, medical products, car-care products, electronic circuit and many others (3m.com, 2017). 3M Company is well-known all over the world for their continuous thrust for innovation and invention. For this reason, with the help of their innovative products, 3M Company has been able to change daily life of threads of people. It can be seen that 3M Company is driven by some specific values that provide the company with necessary direction (3m.com, 2017). As per the values, 3M Company maintains honesty and integrity in all of their business operations (3m.com, 2017). 3M Company always tries to fulfill the demands of their customers with innovative technology and superior quality of products that have the ability to add value to their customers. In the year 2015, 3M Company had global sales of $30.2 billion that includes the sales of America worth $18.23 billion (3m.com, 2017). The company has its business operations spread over 70 countries and the products of 3M Company are sold over 200 countries around the globe (3m.com, 2017). 3M Company has an employee base of 89,446 all over the world. Innovation and invention can be seen in the business environment of the company (3m.com, 2017). The main objective of the company is to satisfy the needs of their customers with the help of quality products and high level of technology. Practice in 3M Company The focus of this part is to evaluate the business practices that make 3M Company a learning organization. As per the above discussion, 3M Company believes in innovation and inventions. With the help of some major practices, 3M Company has been able to develop learning environment in their organization (hbr.org, 2017). 3M Company provides their employees with the opportunity to pursue their chances. For this reason, 3M Company arranges various kinds of forums and centers that help their employees to take full advantage of their opportunities and provides them with all necessary resources. Apart from this, the employees of 3M Company attend different kinds of technical council so that their technical abilities can be developed and increased (victorhrconsultant.com, 2017). According to 3M Company, performance of the employees is the main success factor of the company. For this reason, 3M Company has adopted the strategy to provide the employee with bonus as per their performance of the employees. In 3M Company, scientists are provided with the same respect, compensation and prestige like the corporate managers. As per the policy of the company, the scientists can get the promotions without becoming managers. The performance measurement and reward system of 3M Company tolerates the mistakes of their employees and encourages them. 3M Company uses to honor top three scientists who develop the most innovative product and they are awarded with cash price (news.3m.com, 2017). 3M Company tells the stories of famous failures to their employees so that they can learn from those mistakes and this is one of the major strategies of 3M Company to retain innovation in their business culture. 3M Company has an effective research and development unit for the invention of innovative products. This research and development department has significant contribution to develop new industries for the company (linkedin.com, 2017). Comparison of Theoretical Framework In order to analyze the cultural aspects of 3M Company, two of the major theoretical framework has been taken into consideration and they are Schein Model and Hofstede Dimensions. Both the theories have their own importance for the analysis and evaluation of business culture of the companies. Schein Model: As per the Schein Model, organizational culture has three layers. They are Artifacts and Behaviors, Espoused Values and Assumptions (Zohar Hofmann, 2012). Figure 1: Schein Model (Source: Hogan Coote, 2014) Hofstede Dimensions: According to Hofstede model, there are six dimensions of culture. They are Power Distance, Individualism vs. Collectivism, Masculinity vs. Femininity, Uncertainty Avoidance, Pragmatic vs. Normative and Indulgence vs. Restraint (Minkov Hofstede, 2012). Figure 2: Hofstede Dimensions (Source: Taras, Steel Kirkman, 2012) The step or dimension of Schein model is artifacts that are visible elements of the companies like logo, architecture, structure, process and others. At the same time, the first three dimensions of Hofstede model are similar to the first step of Schein model. The second step in Schein model is espoused values that are organizational standards, values, rules, regulations and others. This step is similar with the last two dimensions of Hofsted model. The third step of Schein model is assumptions that have similarity with the fourth dimension of Hofstedes model. It can be seen hat Schein model covers all the dimensions of Hofsteds model. Apart from this, there are only three dimensions or layer in Schein model and for this reason; this process is less complicated than Hofsteds model. In case of Schein model, it is possible to analyze all the cultural factors of the companies with the help of three layers while companies need to use six factors for cultural analysis in case of Hofsteds model (Gray Massimino, 2014). Thus, it is more appropriate to analyze the culture of 3M Company with the help of Schein Model. Schein Model Organization culture refers to certain values and believes of the organizations. Organizational culture consists of certain principles, ideologies and policies. The organizational culture directs the employees how to behave with the people inside and outside the organizations. In the year 1980, American management professor Edgar Schein introduced a model that is helpful to analyze and evaluate the organizational culture. Edgar Schein believed that it is not possible for the business organizations to adopt the culture in one day. The employees of the organizations have to go through various changes and they have to adopt the organizational cultures. In addition, the new employees have to try hard in order to adjust with the organizational culture. According to Edgar Schein, there are three major levels in the organizational culture (Mihaela Bratianu, 2012). They are Artifacts and Behaviours, Espoused Values and Assumptions. All three aspects are discussed below: Artifacts: Artifacts refers to the surface of the organizations. On a more precise note, artifacts can be referred as the visible objectives of the organizations like physical environment, language, technological products, style, clothing, rituals and others. Among all these aspects, climate is considered as the artifacts of the organizations. As per most of the culturists, climate of the organizations can be considered as the culture. Observed behaviour of the employees can also be considered as the artifacts of the companies. Apart from this, various structural elements like formal descriptions of the organizational working process, organizational charts and others come under the category of artifacts. The most important characteristics of artifacts are that they are easy to observe and difficult to convert into normal languages. Apart from the organizational people, all these aspects are visible by the external parties of the organization. With the help of deep observations, these artifacts become clearer (Schaubroeck et al., 2012). Espoused Values: Espoused values refer to the standards, values, rules and code of conducts of the business organizations. This is the next level in the Schein model. Schein believed that the value of the employees help to develop the culture of the business organizations. Thus, the value of each employee has a significant role to play in constituting the organizational culture. The attitudes and thought process of the organizational employees have a major impact on the organizational cultural aspects. The organizational cultured is developed based on the modest of the employees. Thus, it can be said that espoused values can be referred as the ideology and philosophy of the companies. Only organizational people can see and feel them. The outsides are not able to see and feel the espoused values of the business organizations. Espoused values have utmost importance for the analysis of organizational cultures (Hogan Coote, 2014). Assumptions: This is the third step of Scheins model. This level is considered as assumed values of the organizations that cannot be measured, but they have major impacts on the culture of the organizations. In the business organizations, some values and beliefs are there that stays hidden but have significant importance on the culture of the organizations. The main aim of this part is to analyze the inner aspect of the human nature in the organizations. These assumptions are considered as the foundation of organizational culture. The underlying assumptions of the organizations are hard to describe and they are intangible in nature. As these assumptions are invisible in nature, they are not written in any of the documents of the companies. It can be seen that organizational people do not want to talk about these assumption but they have to comply with these assumptions while working in the organizations. Thus, it can be said that assumptions are one of the major components of organiz ational culture (Mihaela Bratianu, 2012). Analysis of Practices From the above analysis, it can be seen that there are three major factors in Schein Model; they are Artefacts, Espoused values and Assumptions. These three aspects are the most crucial factors are Schein model as they massively help in the analysis of organizational culture. There is not any exception of this fact in case of 3M Company. For the analysis and evaluation of organisational culture of 3M Company, the assistance of Schein Model is required. Various cultural aspects of the company need to be divided among these aspects of Schein Model so that effective analysis can be done (news.3m.com, 2017). The analysis of practice, issues, events and sub units of 3M Company is shown below based on Schein framework. Artefacts and Creation Norms are considered as the crucial factors in the principles and standards of the companies. Norms refer to the informal guidelines of the organizations that guide the behaviour of the employees in the organizations. Norms have their importance in the development collection expectations among the members or employees of the business organizations (Dauber, Fink Yolles, 2012). In a shorter note, norms can be considered as the way to do things in the organizations. From this analysis, the importance of norms in the business organizations can be understood. According to Schein Model, norms are the artefacts of the organizations that the outside people can see. The norms of 3M are the integral part of the organizational culture. According to the norms of the company, the employees of the company need to act with honesty and integrity. As per the norms of the company, the culture of 3M has build on satisfying the needs of the customers with the help of technology and quality products. 3M is always ready for the development of their employees with the help of various talent development programs. These are the major norms of 3M and they are the major parts of its culture (Fink, Dauber Yolles, 2012). From the above discussion, it can be said that norms have an important role to play in making 3M a learning organization. The management of the company has been successful to develop collaboration among various departments in the organizations. As a result, the employees have become able to learn from different business units of the company. Another major aspect of artefacts is the rites and ceremonies of the organizational culture. Rites and ceremonies refer to the integral part of the business organizations as they contribute hugely towards the operating procedures of the companies. In addition, rites and ceremonies have symbolic connection with the values and ethic of the companies. Different types of rites and ceremonies are the major part of the organizational culture of 3M. These rites and ceremonies include various recognition ceremonies, annual off-site conferences, Christmas parties, employee welcome parties, retirement parties and others (Baumgartner, 2012). All the rites and ceremonies make the employees enthusiastic to their works. Rites and ceremonies play an important role to make 3M a learning organization. In the daily lives of the employees, these rites and ceremonies bring happiness. It can be seen that as a part of the rites and ceremonies, 3M rewards their employees. This is a major performance booste r for the employees of the company. As the employees are rewarded in front of everyone, their thrust for leering becomes higher. It helps 3M to become a learning organization. Apart from these, there are many artefacts factors in the cultures of 3M. They are the logo of the company, building and infrastructure of the company, various machineries and equipments of the company and others. All these factors have deep impact on the culture of the companies. As per Schein model, these factors have great impact on the cultures of the companies. Thus, at the time of analysing the organizational culture, all these aspects need to be taken into consideration (Maximini, 2015). Values and Beliefs According to Schein Model, espoused values and beliefs refer to the code of conducts, rules, regulations, principles and standards of the organizations and the people outside the organizations are not able to see all the values and beliefs. Trust can be considered as important factors in the aspects of espoused values and beliefs. Trust is a major component of organizational culture. Trust helps to build respect and loyalty among the people of the organizations (Gimenez-Espin, Jimnez-Jimnez Martnez-Costa, 2013). As per the analysis of Schein model, it can be seen that 3M has a high trust workplace culture. 3M gets major benefits from the trust factors in the organizational as the company is getting some major tangible benefits from it. As there is trust among the employees of the company across all departments, they use to share valuable information among them. As a result of this, the employee of a particular department can now the work procedures of another department. This proces s helps them to learn multitasks. This is a major way of learning in the company. Apart from this, 3M has been able to create a cordial work place in the organization. With the help of trust factors in the organization, 3M has been able to implement the strategy of shared vision in the workplace. In the presence of trust factors in the organization, the employees of 3M have become able to build understanding and commitment among themselves that provides massive benefits to the company. Due to the presence of trust factors in the workplace, the employees of the company feel themselves as valuable and they become more enthusiastic in the learning process. As the employees, make difference in the workplace, the organizations start to value them. Efforts refer to the attempt of the organizations in order to do good of the companies like effort to implement a strategy, effort to better the financial performance of the company and others. Thus, it can be said that the organizations need to put efforts for the performance development. This same theory is also applicable in case of 3M. It can be seen that 3M has been putting some major efforts in order to strengthen the technological capabilities of the company and to improve the business portfolio and cost structure of the company. As per the recent years strategy of the company, 3M is putting efforts to increase the amount of investment for the growth opportunities (Taylor, 2014). Individual efforts of the employees help them to learn many important aspects apart from their own business units. This is a major progress for the company and this process helps 3M to become a learning organization. Apart from trust and effort, some other cultural values and beliefs are there in 3M. According to the culture of the company, the brand of the companies should be reflected from the culture of the organizations. Over the years, 3M has been celebrating, encouraging and retaining the most relevant parts of their business culture. At the same time, 3M is continuously developing the ways to make the organizational culture more effective and relevant. In 3M, the employees are provided with the opportunities to increase their potentials and to become more effective. In this process, 3M provides all the necessary resources to them. Thus, it can be seen that 3M is always ready to take efforts in order to make the organizational people more effective. This is one of the major characteristics of their business culture. All these aspects together have been successful to make 3M a learning organization where the employees are always provided with the opportunity to develop themselves (Korte Lin , 2013). Assumptions Assumptions refer to the underlying facts of the organizational that are deeply embedded with the organizational cultures. From the cultural analysis of 3M, some basic assumptions can be made. As per the above discussions, it can be said that some of the major business practices of 3M have made the company as the learning organization. From the above discussion, it can be assumed that 3M has been successful to implement the concept of system thinking in the organization. As a result, the organizational people of 3M have been able to see interrelations and patterns of the organizational changes (Conole, 2012). In addition, with the help of organizational culture, the employees of the company have developed personal mastery. With the help of personal mastery, the 3M employees are able to increase their abilities to create their desired results (Maden, 2012). Another major assumption is the development of team learning mentality among the employees of the company. There is a positive in terrelation between team learning and personal mastery as both team learning develops on the principles and standards of personal mastery. Team learning is an important factor for the business success of 3M (Parmelee et al., 2012). Conclusion The main objective of this report is to analyze and evaluate the business practices of 3M Company that make it a learning organization. For the analysis of business practices, two learning models are taken into consideration. They are Schein Model and Hofstede Dimension Model. Schein model has three dimensions while Hofstede Model has six dimensions. After the analysis of both the models, it has been concluded that Schein model is more appropriate than Hofstede model for the analysis of organizational culture of 3M. The three dimensions of Schein model covers all the six dimensions of Hofstetde model. There are three major dimensions in Schein model; they are Artefacts, Espoused values and Assumptions. There are some specific artefacts in the organizations. The employees of the organization have to comply with the norms and standards and the employees act with honesty and integrity for these rules and regulations. In addition, 3M has several major rites and ceremonies in the organiza tion like Christmas parties, conferences, employee recognition programs and others. All these rites and ceremonies play important part in developing enthusiasm within the employees towards their jobs. These are the major artefacts of the company. Various codes of conducts, principles, regulations are others are seen as the espoused values. Trust and efforts are two of the major factors of espoused values and believes of the company. In the third part of the model, some assumptions are provided. It is assumed that the company has been successful for the development of some major aspects like system thinking, team learning, share vision and personal mastery. References 3M Annual Meeting Highlights 2016 Achievements | 3M News | United States. (2017).News.3m.com. Retrieved 8 August 2017, from https://news.3m.com/press-release/company-english/3m-annual-meeting-highlights-2016-achievements 3M Business Groups - 3M US Company Information. (2017).Solutions.3m.com. Retrieved 8 August 2017, from https://solutions.3m.com/wps/portal/3M/en_US/3M-Company/Information/AboutUs/Businesses/ 3M Performance - 3M US Company Information. (2017).Solutions.3m.com. Retrieved 8 August 2017, from https://solutions.3m.com/wps/portal/3M/en_US/3M-Company/Information/Profile/Performance/ 3M Positioned for a Successful 2017 and Beyond | 3M News | United States. (2017).News.3m.com. Retrieved 8 August 2017, from https://news.3m.com/press-release/company-english/3m-positioned-successful-2017-and-beyond 3M US Company Information. (2017).Solutions.3m.com. Retrieved 8 August 2017, from https://solutions.3m.com/wps/portal/3M/en_US/3M-Company/Information/ About 3M| 3M United States. (2017).3m.com. Retrieved 8 August 2017, from https://www.3m.com/3M/en_US/company-us/about-3m/ Baumgartner, R. J. (2012). Organizational culturean essential factor for sustainable industry management. InInstitute of Systems Sciences, Innovation Sustainability Research University of Graz, Greening of Industry conference, Linkping. Conole, G. (2012).Designing for learning in an open world(Vol. 4). Springer Science Business Media. Corporate Responsibility - 3M US Company Information. (2017).Solutions.3m.com. Retrieved 8 August 2017, from https://solutions.3m.com/wps/portal/3M/en_US/3M-Company/Information/AboutUs/CorporateResponsibility/ Dauber, D., Fink, G., Yolles, M. (2012). A configuration model of organizational culture.Sage Open,2(1), 2158244012441482. Fink, G., Dauber, D., Yolles, M. (2012). Understanding organisational culture as a trait theory.European Journal of International Management,6(2), 199-220. Gimenez-Espin, J. A., Jimnez-Jimnez, D., Martnez-Costa, M. (2013). Organizational culture for total quality management.Total Quality Management Business Excellence,24(5-6), 678-692. Gray, J. V., Massimino, B. (2014). The effect of language differences and national culture on operational process compliance.Production and Operations Management,23(6), 1042-1056. History - 3M US Company Information. (2017).Solutions.3m.com. Retrieved 8 August 2017, from https://solutions.3m.com/wps/portal/3M/en_US/3M-Company/Information/Resources/History/ Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), 1609-1621. Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), 1609-1621. Korte, R., Lin, S. (2013). Getting on board: Organizational socialization and the contribution of social capital.Human Relations,66(3), 407-428. Maden, C. (2012). Transforming public organizations into learning organizations: a conceptual model.Public Organization Review,12(1), 71-84. Maximini, D. (2015). Organizational Culture Models. InThe Scrum Culture(pp. 9-25). Springer International Publishing. Mihaela, V., Bratianu, C. (2012). Organizational culture modeling.Management Marketing,7(2), 257. Minkov, M., Hofstede, G. (2012). Hofstedes fifth dimension: New evidence from the World Values Survey.Journal of cross-cultural psychology,43(1), 3-14. Old Fashion Collaboration Still Powers Innovation at 3M!. (2017).Victor Assad Strategic Human Resources Consulting. Retrieved 8 August 2017, from https://victorhrconsultant.com/2016/06/19/old-fashion-collaboration-still-powers-innovation-at-3m/ Old Fashion Collaboration Still Powers Innovation at 3M!. (2017).linkedin.com. Retrieved 8 August 2017, from https://www.linkedin.com/pulse/old-fashion-collaboration-still-powers-innovation-3m-victor-assad Parmelee, D., Michaelsen, L. K., Cook, S., Hudes, P. D. (2012). Team-based learning: a practical guide: AMEE guide no. 65.Medical teacher,34(5), e275-e287. Schaubroeck, J. M., Hannah, S. T., Avolio, B. J., Kozlowski, S. W., Lord, R. G., Trevio, L. K., ... Peng, A. C. (2012). Embedding ethical leadership within and across organization levels.Academy of Management Journal,55(5), 1053-1078. Taras, V., Steel, P., Kirkman, B. L. (2012). 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Job Stress Essays - Economic Ideologies, Working Time,

Job Stress The official working week is being reduced to 35 hours a week. In most countries in the world, it is limited to 45 hours a week. The trend during the last century seems to be less work, more play. Yet, what may be true for blue-collar workers or state employees is not necessarily so for white-collar employees. It is not rare for these people lawyers, accountants, consultants, managers, academics to put in 80 hour weeks. This trend is so widespread and its social consequences so known that it acquired the unflattering nickname workaholism, a combination of the words work and alcoholism. Family life is disrupted, intellectual horizons narrow, the consequences to the workaholics health are severe: fat, lack of exercise, stress take their toll. Classified as alpha types, workaholics suffer three times as many heart attacks as their peers. But what are the social and economic roots of this phenomenon ? Put briefly, it is the result of the blurring borders and differences between work and leisure. The distinction between these two types of time the one dedicated to labor and the one spent in the pursuit of ones interests was so clear for thousands of years that its gradual disappearance is one of the most important and profound social changes in human history. A host of other shifts in the character of the work and domestic environments of humans converged to produce this momentous change. Arguably the most important was the increase in labor mobility in the workplace. The transitions from agricultural to industrial, then to the services and now to the information age. and knowledge societies, each, in turn, increased the mobility of the workforce. A farmer is the least mobile. His means of production are fixed, his produce was mostly consumed locally because of lack of proper refrigeration, preservation and transportation methods. A marginal group of people became nomad-traders. This group exploded in size with the advent of the industrial revolution. True, the bulk of the workforce was still immobile and affixed to the production floor. But raw materials and the finished products traveled long distances to faraway markets. Professional services were needed and the professional manager, the lawyer, the accountant, the consultant, the trader, the broker all emerged as both the parasites of the production processes and the indispensable components to any enterprise. Then came the services industry. Its protagonists were no longer geographically dependent. They rendered their services to a host of employers in a variety of ways and geographically spread. This trend accelerated today, at the beginning of the information and knowledge revolution. Knowledge is not locale-bound. It is easily transferable across boundaries. Its short-lived quality gives it a-temporal and non-spatial qualities. The location of the participants in the economic interactions of this new age are geographically transparent. These trends converged with an increase of mobility of people, goods and data (voice, visual, textual and other). The twin revolutions of transportation and of telecommunications really reduced the world to a global village(Idea stolen from Mrs. Clinton). Phenomena like commuting to work and multinationals were first made possible. Facsimile messages, electronic mail, other modem data transfers, the Internet broke not only physical barriers, but also temporal ones. Today, virtual offices are not only spatially virtual, but also temporally so. This means that workers can collaborate not only across continents but also across time zones. They can leave their work for someone else to continue in an electronic mailbox, for instance. These last technological advances precipitated the fragmentation of the very concepts of work and workplace. No longer the three Aristotelian dramatic unities. Work could be carried out in different places, not simultaneously, by workers who worked part time whenever it suited them best, Flextime and work from home are quickly replacing commuting as the preferred venue of the workplace. This fits exactly into the social fragmentation, which characterizes todays world. The disintegration of previously cohesive social structures, such as the nuclear (not to mention the extended) family. This was all neatly wrapped in the ideology of individualism which was presented as a private case of capitalism and liberalism. People were encouraged to feel and behave as distinct, autonomous units.