Critique Love and Cinderella - 1268 Words

W131 8 October 2013 Critique of â€Å"Cinderella: Not So Morally Superior† Elisabeth Panttaja, teacher at Tufts University, analyzes the true morality of Grimm’s well known fairytale, â€Å"Cinderella†, in her critique, â€Å"Cinderella: Not So Morally Superior.† Cinderella is usually characterized as an innocent and â€Å"motherless† girl who is trying to find true love, such as Disney’s version of â€Å"Cinderella†. However, Panttaja claims that Cinderella is not motherless and Cinderella is trying to gain power by using magic instead of finding true love (Panttaja 289). Panttaja’s validity throughout her article is at best when describing how Cinderella actually has a power thirsty and magical mother, but her legitimacy begins to lack through her analysis†¦show more content†¦Panttaja shows how the mother’s magic changed the way Cinderella looked so she was able to go to the ball and meet the prince, ultimately leading to marriag e (Panttaja 288). The mother’s magic is not just for Cinderella’s day to day issues. The magic focuses on one goal which is obtaining a powerful position for Cinderella (Panttaja 287). Panttaja points out a pattern with the text, which shows that Cinderella’s mother’s magic fights against all the forces that challenge Cinderella’s power, such as getting rid of her evil stepsisters or setting her up with the prince (Panttaja 287). These examples are shown when her mother provides her with clothes, or in the end when the mother takes revenge on the stepsisters and, â€Å"†¦punished them with blindness† (Grimm 633). Another way that Cinderella’s mom uses magic to help Cinderella is when her mother assists Cinderella with all of the chores she has to complete before going to the ball (Grimm 630). The pattern of the type of chores that were completed show that the mother is trying to help Cinderella be ready in time to go to the vario us balls in order to meet the prince. Other than giving Cinderella solace, the mother focuses her assistance on all the issues that are causing conflict for Cinderella and being able to go to the prince. Finally, when the mother completes all these tasks using her magical powers, Cinderella is able toShow MoreRelatedMovie Critique : Cinderella Man1529 Words   |  7 PagesFilm Critique: Cinderella Man Set during the Great Depression, Ron Howard’s Cinderella Man follows the life story of James J. â€Å"Cinderella Man† Braddock, a supposedly washed-up boxer who came back to become a champion and inspiration that represented the hopes and aspirations of the American public in the 1930s. Despite the conditions Braddock and his family were forced to live through during this difficult time, Braddock’s love and devotion to his family fueled his desire to keep his family togetherRead MoreChronicles The Author s Journey Through America s Princess Culture With Her Young Daughter, Daisy1665 Words   |  7 Pagesfamily’s ambitions. 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She has an adoring relationship with her father and a closeness with nature. There isRead MoreThe Discourse on Disney Princess Culture Essay1771 Words   |  8 Pagesidentity, and how popular culture discourse is beginning to fight back against the empire. Children become consumers of the Disney brand at a young age, even without parental encouragement. Peggy Orenstein’s New York Times article, â€Å"What’s Wrong with Cinderella,† describes the experience of having a daughter in a princess culture/Disney world. Orenstein is not shy about proclaiming her opposition to the Princess brand and what it teaches girls. Orenstein also shows her helplessness in shielding her ownRead MoreThe Intersection Of Race And Sex1329 Words   |  6 Pagesan overlap, which has consequently created a system of discrimination and disadvantages (English Oxford Living Dictionary, 2016). 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This divid es the consciousness of women to alwaysRead MoreAnalysis Of Angela Carter s The Bloody Chamber 1756 Words   |  8 Pagesdepictions of femininity. Angela Carter manipulates old-fashioned fairy tales in order to subvert conformist gender roles like submissive wives and male dominance. (Makinen, 1992) While Carter receives commendation for her work, Patricia Duncker critiques her as well, for maintaining traditionally told tales that female relationships are doomed to rivalry and competition. Duncker basically analyses the story, ‘The Snow Child’ and then promptly states that Carter does not explore the masculine desireRead More The Negative Portrayal of Women in Breakfast of Champions Essay1329 Words   |  6 Pagespeople have put into my head, at any rate, do not fit together nicely, are often useless and ugly (5).   Though Vonnegut wrote this book over twenty years after Simone de Beauvoir made her assessment of womens place in the world, his searing social critiq ue shows that the position of women has not changed much, that they are still the Others in relation to men.   A flawed society contributes to the situation, but Vonnegut shows that misplaced priorities, foolish behavior, and shallow ways of thinkingRead MoreThe Dichotomy Of Good Vs Evil2036 Words   |  9 PagesMythologies create constructs by which a population s morals and ethics are formed, they also establish standards of women’s behavior and appearance. 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Legal Rules Of Evidence And The Concept Of Privileges,...

The Federal Rules of Evidence and the concept of Privileges, Presumptions and Judicial Notice. Deanna C. Walsh Kaplan University, 2014 April 2014 This paper was prepared for CJ508P-01N: Evidentiary Issues in Criminal Cases: Professor Cloud Miller Abstract: The criminal justice system is a system build of rules and guidelines that provide the citizens of the United States a place to life free and without fear. The rules and guidelines set into place are to provide structure and repercussions for inappropriate behavior that is deemed dangerous to the individual themselves and the public as a whole. Federal and State guidelines are similar in concepts, as well as specific counties, cities and towns. Most rules have exception to†¦show more content†¦Within this answer discuss why privileges exist and argue for or against the end for privileges and societies interest in these rules of evidence. Discuss a minimum of two different privileges within your answer. The criminal justice system would not exist unfortunately without the individuals who refuse to follow the guidelines set forth by Law Enforcement officials as well as government agencies. Publications from the Harvard School of Law state that, â€Å"The evidentiary privileges are the most important set of rules that operate to exclude relevant no prejudicial, and no confusing evidence for reasons completely unrelated to the truth-promoting principle. â€Å" â€Å"Without access to specific facts a criminal prosecution may be totally frustrate.† â€Å"On the other hand, the allowance of the privilege to withhold evidence that is demonstrably relevant in a criminal trial would cut deep into the guarantee of due process of law and gravely impair the basic function of the courts.† (Harvard Law, 2014) The Federal Rules of Evidence outlines specific Rules that are described as privileges. The Federal Rules of Evidence; Rule 501; is known as, â€Å"Privilege in General† which is defined as the common law- as interpreted by United States courts in the light of reason and experience- governs a claim of privilege unless any of the following provides otherwise: †¢ The United States Constitution; †¢ A

Organizational Behaviour and Design

Question: Discuss about theOrganizational Behaviour and Design. Answer: Introduction The focus of the assignment is to compare and contrast the organizational behavior and trajectory of Baby Boomers and Millennial in the recent epoch. At the same time, the paper assesses the leadership styles and approaches adopted by these two organizations. Baby boomers represent the statistical order of population that developed during the aftermath of the Second World War. The phase includes people ranging from the age between 52 and 70 years old in 2016. The word Baby boomers is used from the cultural perspective, in a sense it is difficult to grasp the definition of Baby boomers. The moot point is what the term Baby boomers actually mean, both culturally and technically. It is baffling to ascribe generic attributes to a particular generation. Many people aim to guide their cultural impression. At the same time, the term has assumed a popular currency. Baby boomers are inextricably associated with a refutation. It attempts to redefine traditional elements. There is a hot bed of controversy regarding the purview of the definition. In the regions of Europe and North America, the boomers resembled privilege. Many boomers appeared in a time, when government subsidies increased in the sphere of war housing and education (Auerbach et al., 2015). Discussion The Baby boomers manifest the most affluent and extravagant class that appeared in a particular period. They envisioned that the world would grow exponentially along with them. They also stood for the generation that contributed high levels of income. Consequently, they procured the benefits of food, retirement programs and middle life crisis items. During this time, slavery of consumerism and utilization of economic goods permeated the international terrain. Therefore, many scholars severely criticized the period for the massive utilization of products (Bennett Alliex, 2014) A significant feature of Baby boomers was that they consider themselves a bunch of special generation, isolated from the rest. In the 1960s, a large number of people spawned a kind of rhetoric and it brought about changes in the end. The rhetoric bore a significant impression in the economic sphere. The Baby boomers is regarded as a shockwave and other variegated terms. The term Generation Jones mentions about the period that aims to differ people born from 1956 to 1964 from the earlier baby boomers (Feldmann et al., 2014). Millennial (regarded as Generation Y or Generation Z) represents demographic order that follows Generation X. At the same time, there is no comprehensive date that explains about the advent of the Millennial. The scholars and researchers maintain the date 1980s as the incepting point of the group and it spanned until 2000s. Authors William Strauss and Neil Howe coined the term Millennial. The scholars introduced the concept in the year 1987. In 1982, the children emerged from the pre-schools and the media identified the liaison between the high school graduating students and the kindergarten toddlers. They mentioned about their outfit in the book entitled Generations: The History of Americas Future, 1584 to 2069 and Millennial Rising: The Next Great Generation (2000). In August 1993, the editorial unit of Ad Age conceived the phrase Generation Y that refers to the people belonging to age 11 or younger. At the same time, the teenagers are often labeled as Generation X (Hess, 2012). It is said that the company has used 1982 as the initiating phase. Horvitz claims that that the Millennial is relatively better than Gen Y. Millennial is also known as Echo Boomers, inasmuch there is an exponential rise in the margin of birth rate that span from early 1980s to mid 1990s. In the region of United States, 1990 witnessed the high growth of birth rates and also the trend of nuclear families came in vogue in the mid 20th century. The author Elwood Carlson, in his book The Lucky Few: Between the Greatest Generation, claimed that grouping is the New Boomers. Psychologist Jean Twenge explained that the Millennial is Generation Me in the book that was published in 2006. Coming to the main angle, the scholars and the experts have to identify the reasons behind the recruitment of Baby boomers. The premise holds that the organizations hire baby boomers because they maintain a lucrative business. It is sensible to hire Baby boomers that are highly profitable in the sphere. The experts claim that the financial benefits maintain clarity, particularly for the companies and the wider economy. The Australian Human Rights Commission maintains that by enhancing the employment rate of Australia by a staggering 5%, the national economy would increase by $ 48 billion. Historically speaking, Baby boomers created a phenomenon and the recent research outlines The Great Generational Paradigm that complicates the scene. The Baby boomers persist to score greatly, centering the traits and other attributes of the traditional leadership. The elements of traditional leadership such as persuasion, motivation and decisive strategy maintain the level of Baby boomers. At the s ame time, the Baby boomers filters down the traditional values and help the companies imbibe them. The research-based statistics reveal that Baby boomers score 34% that is relatively higher in the particular area of personality trait. The personal trait of Baby boomers is comparatively higher than the Generation Y (Horvitz, 2012). The Baby Boomers occupies a significant position in terms of decision-making and motivation. At the same time, it maintains a good score, in relation to strategic orientation and persuasive method. Baby boomers stood as the pioneering figure for the maintenance of traditional leadership styles. At the other end of the spectrum, the Gen X approaches 50 years of age and assumes an old character. With the changing pace of technology, the culture of workplace and the mode of communication witness a paradigm shift from the traditional leadership styles. The new style and approach paved the way for the metaphysical thought and pragmatic thinking. The experts began to envision intellectual discourse and engage in the conceptualization of theoretical writings. The experts and the managers assume a far-sighted character. The veritable question is whether organizations loose, if the traditional boomer traits disappear from the current job market topography. In order to expand the horizon of the corporate organizations, the traits of Baby boomers are crucial. They play a pivotal role in maintaining the profit rate of the company. The basic elements of Baby boomers help the company to leap forward. At the same time, the Baby boomers give the new and upcoming organizations an ideal opportunity to meld the new style of leadership with the traditional sort. Therefore, it gives them a vital scope to develop a practical concept of working strategy and decision-making schemes. The main function of Baby boomers is to guide and train younger colleagues. The research of Hudson maintains that Baby boomers gained an edge over the new ones and develop inclination towards critical decision-making strategies. Baby boomers maintain the crucial points of strength, irrespective of cultural and technological moves and developments in the workplace. Any corporation requires intensive research-based finding to maintain the legacy of the critical thinking. In a competitive market, every individual should maintain a confident milieu, in a sense to jump into the bandwagon of success and cope with the growing crises. In the prolonged phase of reform and resolution, Baby boomers gain emotional stability and resurrection. At the same time, the Baby boomers fare relatively better than Generation Y in terms of personality feature of stress-combat. Baby boomers maintain a confident position in the workplace during the time of crisis. At the same time, they have the characteristics of dedication and fidelity. Unlike the stated levels of ambition of Gen Y, the Baby boomers assume the reins of stability and loyalty. The younger employees exhibit the inclination of progress and furtherance of the career. Conversely, the Baby boomers could not avail themselves of the advantages of the workplace and the employers give them less scope to raise the apex (Schiffman, 2013). In the era of technological advancement, the Millennial developed a new space in the economic sphere. The Generation Y maintains certain precepts to enhance the scope of research. The main features of the Generation Y such as Optimism, Confidence, and Ambition. The scholars claim that Generation Y emphasizes on career pursuits and deliberates on the making of future. The crux of the matter is that they are not sure about the scale of achievement. The generation would derive assistance from the efficient management and other technicalities. According to Gen Y, the brand name of an organization carries a wider currency, in a sense it makes the organization efficient. After a comprehensive research conducted on the Gen Y, it is found that Gen Y is career-driven and they anticipate high trends of progress in the workplace. They venerate the elements of honesty and want to sustain the process of learning and development. The scholars opine that 72% of Generation Y would not apply for a certain role that deems unfit for them. Therefore, nine out of ten candidates of Gen Y prioritize on the significance and stature of the organization. At the same time, 25 % of the remaining workforce rarely does such things. However, the Gen Y mainly works for the uplift of the brands name. The research explicates that Gen Y greatly emphasized their career values. For a significant part of the employees, the career consideration comes first, rather than health issues. About 60% of the employees consider risk an important part of their career growth. Gen Y strongly focus on the fact that career is the main determinant for the maintenance of freedom (Koch et al., 2015) It is believed that two percent of the people Gen Y view career as a job for life, rather than the rest of the workforce. The Gen Y people put an emphasis on the career goals and remain with the employer for the maximum period of 6 to 7 years (Simmons, 2016). Gen Y comprehends the dynamic of work/life balance. It is the responsibility of the employer to provide continuous learning and development. Learning helps the employees to carry on with the essence of the career and employment. The group (Gen Y) focuses on the high rate of salary. The Gen Y has a massive divergence (Majeed, 2015). Apart from that, the people of Gen Y shares similarity with the remainder of todays workforce. The employers of the Gen Y have set goals. They retain their level of flexibility and fidelity. Training and development determine the course of the Gen Y. The innovative technology, coupled with flexible training form the important aspect of the Gen Y. However, the workforce of Gen Y believes in the changin g mold of market and research. The people of Gen Y want to reap the benefit of the market. At the same time, the case of frictional unemployment is common for them, as they reject the jobs that give no perquisites (McShane, 2015). Conclusion Concluding the piece, the Baby boomers had the proclivity to work diligently and consider their career above everything. The Gen X and Gen Y designate them as workaholic and they show dedication towards their service. The main features of dedication, fidelity and diligence influence the work culture of the employees (Winefield, 2016). They have set skills and ken that determine the course of their work. Baby boomers remain in the profession for a long period. Unlike the later generation, Baby boomers remain in the set frame and hardly change their employment (Ng, 2012). At the same time, they work strenuously for the project (Mitchell, 2013). The experts believe that Gen X carve out a unique position and maintain the work/life equilibrium with ease. Gen X has the required qualification that helps them to succeed in the end. With the growing technological changes, the people of Gen X become acquainted with the internet communication (Robinson, 2012). The workforce maintains the virtua l space. The workforce of Gen Y has a complicated work culture and countenances problems in striking the balance (Meola, 2016). The people of Gen Y aim to communicate and pass on the message through the virtual medium. They are prone to creativity and exercise their cognitive faculties to improve their career goals. The essay mentions about the paradigm shift from Baby boomers to Gen X and subsequently, to Gen Y. Reference Auerbach, D. I., Buerhaus, P. I., Staiger, D. O. (2015). Will the RN Workforce Weather the Retirement of the Baby Boomers?.Medical care,53(10), 850-856. Bennett, E., Alliex, S. (2014). A workforce development strategy for nursing in early parenting services in Australia: Solutions for the'baby boomer'exit from the nursing workforce.Australian Journal of Child and Family Health Nursing,11(1), 10. Feldmann, D., Hosea, J., Wall, M., Dashnaw, C., Banker, L., Ponce, J. (2014). Inspiring the Next Generation Workforce: The 2014 Millennial Impact Report. Hess, J. P. (2012).Exploring the Challenges of Training and Developing Millennials in the Business Environment. Northcentral University. Horovitz, B. (2012). After Gen X, Millennials, what should next generation be.USA Today,4. Koch, A., Speer, A., Penney, C., Van Balkom, D., Munding, E., Bishop, H., Marsh, K. (2015). Beyond Boomer Benefits: Examining How Millennial Identity Influences Career Benefit Expectations. Majeed, T., Forder, P., Mishra, G., Kendig, H., Byles, J. (2015). A gendered approach to workforce participation patterns over the life course for an Australian baby boom cohort.Journal of Vocational Behavior,87, 108-122. McShane, S., Olekalns, M., Newman, A., Travaglione, T. (2015).Organisational Behaviour 5e; Emerging Knowledge. Global Insights. McGraw-Hill Education Australia. Meola, C. C. (2016). Addressing the needs of the Millennial workforce through equine assisted learning.Journal of Management Development,35(3), 294-303. Mitchell, A. (2013). The Rise of the Millennial Workforce.Wired. August. Ng, E., Lyons, S. T., Schweitzer, L. (Eds.). (2012).Managing the new workforce: International perspectives on the millennial generation. Edward Elgar Publishing. Robinson, S., Stubberud, H. A. (2012). Millennial workforce: Communicating and multitasking.International Journal of Management Information Systems (Online),16(4), 307. Schiffman, L., O'Cass, A., Paladino, A., Carlson, J. (2013).Consumer behaviour. Pearson Higher Education AU. Simmons, A. (2016). Exploring Millennial Retention Strategies and Methods in the Workplace. Winefield, H., O'Dwyer, L., Taylor, A. (2016). Understanding baby boomer workers' well?being in Australia.Australasian journal on ageing.

Knowledge Networks Social Capital

Introduction It can be said that the most important resource of the organization is the knowledge and skills that are possessed by the workforce. This knowledge keeps on increasing since the employees keep on learning new things everyday.Advertising We will write a custom essay sample on Knowledge Networks Social Capital specifically for you for only $16.05 $11/page Learn More In this regard, it can be said that teamwork is preferred since it allows for the enhancement of the learning process among the employees. The teams or the social networks that are used to enhance the knowledge acquisition process of the employees are referred to as the knowledge networks (Ahmadi Eskandari 2011). There are two types of knowledge networks namely-communities of practice and communities of interest. According to Inkpen Tsang (2005), community of practice refers to a group of individuals that have a desire for learning and share the same goals. The interactions of t he members in the community of practice can be enhanced by making use of the technology. Community of interest is considered to consist of more members than a community of practice and it is very instrumental in facilitating the learning process of the members. The outcome of the community of interest can be enhanced by putting in place discussion forums and by making use of technology. These will facilitate meaningful interactions between the members. On the other hand, social capital refers to the institution’s norms or cultures that influence the extent of interactions in an organization. This is based on the premise that social interactions are very critical in enhancing the economic development of the society. It has been postulated that horizontal associations have a tendency for reducing the cost that is associated with doing a business in a particular place. This can be attributed to the fact that social networks facilitate coordination and cooperation. However, it mu st be mentioned that social networks that are parochial have a tendency for working against the societal interests. For example, cartels can have the effect of impeding economic and social development. Role of community of practice According to Verburg Andriessen (2011), a community of practice refers of group of people that are interested in the learning process and who share common goals. However, to enhance the efficiency of the community of practice, it is critical to have a moderator to provide guidance and support.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Community of practice allows for the unlocking of the knowledge that may be latent in the minds of the participants. This allows the organization to take advantage of that knowledge to improve on its processes. Knowledge management Linh-Chi (2012), argues that knowledge management refers to the process through which the organ ization promotes the learning process among its employees. This enables the sharing of skills and knowledge among the employees, which has a very great bearing on the performance of the employees and the productivity of the organization. Most of the large organization set aside some resources to specifically cater for knowledge management. In fact, knowledge management is taken to be part and parcel of business strategy. In addition, the department of human resource management is charged with the responsibility of knowledge management. Shannak et al. (2012) is of the view that the major purpose of knowledge management is to enhance the performance of the organization. Additionally, it can be used to provide the organization with the competitive advantage. More importantly, knowledge management is very essential in promoting innovation among the employees in the organization. Some of the areas in which the knowledge in the organization can be used include: product development, new te chnologies, markets and customers. It must also be mentioned that knowledge is also concerned with processes and operations of the concerned organization. Furthermore, knowledge and information are required for new business strategies, production and logistics. There are two types of knowledge that are found in an organization namely; tacit knowledge and explicit knowledge. Tacit knowledge is that type of information that cannot be codified, but which influences the manner in which the members of the organization carry out their duties. It must be appreciated that tacit knowledge can be found in the organizational values, practices and norms. On the other hand, explicit knowledge can be stored in the manner that is appropriate for the organization.Advertising We will write a custom essay sample on Knowledge Networks Social Capital specifically for you for only $16.05 $11/page Learn More At the heart of knowledge management is the desire to manage the i ntangible knowledge assets in the organization. The reason for this is that knowledge is a very important element in an organization as it enhances its competitive advantage. For this reason, the organization would want its employees to learn new ways of doing things. Additionally, most organizations are of the view that new knowledge facilitates product development, which in turn creates new business opportunities. This makes the organizations to be wary of any knowledge losses. To achieve this, the organization would want to minimize the risks that are associated with outsourcing, downsizing and resignations (Keh-Luh, Chi Chiu-Mei 2012). Furthermore, the organizations would also want to take advantage of the latent knowledge that can be realized from the organization and the employees. Some of the strategies that are employed to unearth that hidden knowledge include: enhancing the personnel information systems, developing mentoring services, and aligning the organization culture to be supportive of the learning process. For this reason, it can be said that knowledge management is concerned with the unraveling of the necessary knowledge and the dissemination of that knowledge throughout the organization. This knowledge is very important as it helps in activities such as problem solving, strategic planning, and decision making. Others are of the opinion that knowledge management is concerned with the creation of new knowledge, sharing of that knowledge, and the strategies that are used to enhance the acquisition and dissemination of knowledge. Knowledge sharing is a term that is used to denote the sharing of knowledge, as well as the transference of knowledge between the individuals and the groups in an organization. Some of the factors that enable knowledge sharing include the organization culture and values that tend to enhance the process of knowledge sharing. These factors are instrumental in facilitating individual knowledge development as well as dealin g with the obstacles that tends to impede the process of knowledge development. In addition to that, the factors also promote the sharing of the knowledge within the organization. This is the only way in which knowledge can be converted from individual knowledge to organizational knowledge.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Knowledge networking According to Plum Hassink (2011), knowledge networking has the potential to facilitate capacity development in an organization. In addition, it must be noted that knowledge networks promote the idea of learning together. This can have a tremendous influence on the performance of the entire team and that of the entire organization in general. It has also been adduced that learning is very instrumental in influencing the performance of the organization. This is based on the premise that knowledge is very essential for any organization in this fast changing business environment. The major thrust of the knowledge networking is the human collaboration and not the technology that is used to enhance it. Part of the reason as to why there has been this trend towards knowledge network is that there has been a diminished need to approach an expert to solve the organization’s challenges. In addition, there has been advancement in technology which has facilitated ef ficient communication. This allows individuals to share ideas and knowledge. It can also be said that technology has also facilitated both informal and formal means of communication. The net effect of this is that there is a widened platform though which exchange of information can take place. In the modern era it can be said that most of the networks are supported by technology. Moreover, the traditional form of networking such as alumni are being facilitated by the electronic platforms. There are various types of networks that can be classified as small or large or even spontaneous or pre-determined. Nonetheless, the main aim of these networks is to facilitate the horizontal flow of information to the concerned parties. According to some organizations there are two classes of networks that are used namely-delivery networks and enabling networks. It has been postulated that delivery networks are intent on delivering value to the organization (Lassen 2009). On the other hand, delive ring networks are keen on enhancing the capacity of the employees to perform even better. To ensure that those knowledge networks are effective, it is critical that they should have the driving force that will enhance the sustainability of the same. In addition, there are three aspects that are considered to be the hallmarks of effective knowledge networks namely- a community of people that co-operate, a shared topic, and organizational practices that are supportive of those networks. It can also be said that a knowledge networks consists of people who interact with each other and are committed to the learning process in a bid to acquire more knowledge. They also agree on the methods that work best for them during the learning process. In addition, the members of the group decide on common approaches to issues that could be facing them. Again, knowledge networks emphasizes on the need for sharing knowledge. The efficiency of the knowledge network hinges on the platform that is used as the medium of communication by the members of the team (Magnusson 2004). Dimensions of knowledge network It must be appreciated that a knowledge network consists of a group of people who interact with each other, learn together, and also build relationships that facilitate mutual commitment. Another aspect of the networks is that they are very dynamic, and for this reason they keep on changing in terms of membership from time to time. Moreover, the external environment provides pressures on the network, which in turn influences the response of the network. There are some attributes that apply to all the networks namely-diversity, reciprocity and trust (Expà ³sito-Langa Molina-Morales 2010). Diversity is a very key component of the network in that it enhances the diversity of the ideas that are availed to the network. However, it is important to realize that too much diversity can have the effect of affecting the operations of the network due to lack of shared values and princip les. Diversity also facilitates each member of the organization to aid in the exchange of information. Additionally, there is no one who is coerced to participate in the affairs of the network. According to Huggins Johnston (2009), the outcome of the network is heavily dependent on the level of trust of the members. If the members do not develop adequate level of trust, they are not likely to open up to each other. This might impede the process of development of knowledge. The level of trust can be enhanced by increasing the opportunities for interactions in the network. It must also be appreciated that in situations in which the supervisor is present during deliberations, the members will be reluctant to open up to each other. This can be supported by the postulate that the flow of knowledge is likely to be better among peers. Reciprocity arises in situations in which all the members expect to be appreciated for their efforts in the network. Towards this end, members make tremendo us sacrifice in terms of time and resources in order to attain the goals of the network. One of the key pillars of any organization is its social capital, and its takes considerable amount of time to put up. However, this social capital can crumble due to inept management. The contribution of the members of the organization is at its best when they feel as part and parcel of the network. This sense of belonging brings down any inhibition that may hold back the members from expressing themselves freely. Care should also be taken to ensure that the members are not held back from giving their ideas by some other members who have a tendency to dominate the discussions forums. Additionally, the moderator for the discussion should ensure that the queries by the members are addressed in a timely fashion. This will tend to motivate the participants to express themselves freely. When the members of the networks work collaboratively, there is always a high chance that the solution will be fou nd much faster than would be case for individuals working in isolation on the same issue. How to enhance the outcome of knowledge networks The topic that is being considered by the network should be such that it is not too broad and impenetrable (Carlsson 2003). This will enhance the possibility that all the members will work together to unravel the solution to the issue at hand, the earliest forms of networks arose among the craftsmen. These were in form of guilds where members of a particular profession worked collaboratively so as to discover new and better ways of carrying out their trades. At the same time, they jealously guarded the knowledge acquired, but shared it freely among themselves. This had the effect of widening the knowledge base for the concerned vocations. The topic being studied should be such that it is focused on a particular issue. Therefore, the members of the network have the duty of keeping track of the current stock of knowledge and also acting as the cust odians of that knowledge. In this regard, the members should keep both the tacit knowledge as well as the explicit knowledge, and to ensure that is passed on to the other members of the network. This acts as the base upon which the acquisition of future knowledge is founded. This ensures that the knowledge possessed by the members keeps on growing as time goes by. Carlsson (2004) contends that the network must put in place measures that are meant to enhance knowledge sharing among the members. This will act as the catalyst for the development of knowledge. To enhance the outcome of the deliberations of the networks it is important to have the main themes that need to be tackled. This would in turn bring about finer themes that are meant to address specific issues that may arise. Consequently, this would guide the members in determining the relevance of the solutions that they might proposed. It is also important for the members of the networks to identify those areas in which they a re weak with a view to building capacity in those areas. To facilitate the identification of the areas in which the members of the network can build capacity, it is important o make use of self assessment framework. Additionally, the use of self assessment framework also facilitates in the creation of the common focus and language that can be used in the discussions by the members of the network. Networks are also critical in the identification of the knowledge that is already known by its members. This knowledge is also augmented by the collective experience of the members of the network. Since the members have both the tacit and the explicit knowledge coupled with the experience in its application, they are usually in a better position to determine whether the information should be shared or not. Social capital According to Felà ­cio, Couto Caiado (2012), social capital is very essential in helping the company to innovate and retain its competitive edge. Social capital can be co nsidered ass the set of skills and knowledge that are embedded in the relationships that are forged in the organizations. It has also been said that those individuals who perform well are invariably connected to others who also perform well. For this reason, social capital is considered to be an asset in an organization. Members of a social group help each other in the acquisition of knowledge, and they are obligated to support each other in their endeavors. It can also be noted that those organization that perform well are known for the manner in which they utilize the skills and knowledge that are inherent in their workforces. However, in order to take advantage of the networks in the organization, there is a need to eliminate structural holes. This arises when individuals in different groups tends to concentrate on their activities without extending assistance to others that may belong to different groups. For this reason, these structural holes may have the effect of slowing dow n the dissemination of knowledge in the organization. This can be supported by the assertion that the people in different structural holes tend to disseminate different information. Thus the structural holes should be viewed as the weak links in the organization, which hinder the free flow of information in the organization. Social capital is characterized by three dimensions namely- the structural dimension, the cognitive dimension and the relational dimension. The structural dimension refers to the ties that exist in the network and which affects the ease with which members are able to bond with each other. On the other hand, cognitive dimension is concerned with the shared narratives and language that is used by the members in the group. The relational dimension refers to the values, norms and the roles that each member of the network is expected to play. When all these dimensions come into play they help in the growth of the intellectual capital in the organization. There are di fferent types of social capital that are appropriate for different goals. In this regard, there are three different characteristics that are associated with social capital. The first characteristic deals with the benefits of relevance, timeliness, and trustworthiness that are accrued by making use of the networks. Secondly social capital facilitates the means through which the members in the network can be influenced and controlled, as well as freeing them up from that control. The other characteristic is the social solidarity. This arises when members of the group repetitively participate in the activities of the network. This brings about mutual trust and obligation. Individual learning Traditional human management practices emphasizes on individual learning as a means of enhancing the capacity of the organization. Due to the fact that knowledge is taken to be one of the important prerequisites of the success of the organization, it is important to adopt the right approaches to le arning. Individual learning can also be considered as means of effecting organizational leaning. Towards this end, it has been postulated that the individual learning should be continuous so as to enable the organization to respond to the changes in the environment. This is the only way in which the individual can remain relevant at the workplace (Aslam et al. 2011). It can be said that individual learning takes into account the needs of the individual students. Individual learning usually takes place on a one-on-one basis, whereby the trainer takes an individual through a particular lesson. Some of the factors that the trainer will need to take in consideration during training include: the learning environment, attitude, maturity, motivation, interests, and the pace of learning for the individual learners. Some of the advantages that are associated with individual learning include the fact that the learning process can be customized to respond to the needs of the different learners . Additionally, the learners are allowed to learn at a pace that is convenient for them. The learners can also determine the method and the information that they can learn. Organizational Learning Organizational learning can be considered to be the hallmark of an organization that is continuously adapting to respond to changes in the environment (Wan, Compeau Haggerty 2012). A learning organization is characterized by identification, storage and dissemination of knowledge throughout the organization. This learning is facilitated by the interactions that are forged in the organization. However, the learning process should not be a by-product of the normal activities of the organization. Instead, it should be part of a deliberate process that is intended to widen the knowledge base of the organization. Again, it must be realized that for the knowledge to benefit the entire organization, it must be stored in convenient manner and disseminated to the other members of the organization. In addition, knowledge will need to be transferred in a manner that is convenient and which enhances the understanding of the recipients. Another very important feature of learning organizations is that they learn from their mistakes. The organization must continuously learn to be able to respond to the challenges that are presented by changes. Failure to embrace learning will have the effect of rendering an organization obsolete as time goes by. Organization learning is a social process whereby interactions play a major role in the development of knowledge. Towards this end, the organization must have a culture and a set of values that are supportive of these interactions. A major difference between organizational learning and individual learning is that individual learning is intended to empower individuals while organizational learning is intended to benefit the entire organization. Organizational learning and adaptation from a systems perspective According to Yanow (2000), the s ystem approach advocates for cohesiveness and independency to permeate through out the structures of the organization. In such a scenario member of the organization will be in a position to work on common goals and achieve results by being committed. In addition, during the process of working on the goals, the members will continuously monitor the efficiency of the approach adopted. Moreover, the learning process should embrace diversity in that everybody in the organization should be committed to the realization of the goals of the organization. System approach investigates how our actions influence others and the learning process in general. This implies that human beings are interdependent on each other. Additional, the system approach has it that one should view the big picture in the problem solving process. This is contrary to the conventional approach whereby the problem is broken down into smaller pieces to facilitate easier problem solving. Failure to look at the big pictur e could have the effect of implementing solutions that could have negative effects on others as well as on the entire organization. KM related HR implications According to Pastor, Santana Sierra (2010), knowledge management is concerned with the identification, storage and the sharing of knowledge. On the other hand, human resource management is concerned with aspects such as recruitment training and hiring of employees. For this reason, knowledge management can have an impact on the training that is provided to the employees by the human resource department. Additionally, knowledge management challenges human resources management in aspects such as intellectual property, unit boundaries and professional identity. Consequently, the perception of the human resources on the issue of human resource development is shifted from that of capacity development to that of nurturing the necessary interactions within the organization, with a view to widening the knowledge base of the organizat ion. In addition, knowledge management helps the human resource management to organize training that is based on the identified areas in which the employees will need to be coached on. According to the knowledge based view, knowledge is the most important resource for the organization. Therefore, knowledge influences the competitiveness of the organization relative to that of the other organizations in the same industry. Moreover, knowledge is a key resource as well as a major basis for the sustainability of the organization. To ensure sustainability of the organization, there is need to adopt management practices that are sustainable. Therefore, it is apparent that knowledge management can play major role in enhancing the ability of the human resource management to adopt practices that are consistent with the sustainability issue. It must also be acknowledged that knowledge is very essential in enhancing innovation and creativity in the organization. According to the human resource management practices, a lot of emphasis is placed on the identification of the facilitators and the inhibitors of innovation in the organization. For this reason, some of the aspects that have been highlighted include: people, structure, organization size and the availability of resources. However, other approaches on the same issue have identified other factors that can influence the ability of the organization to innovate. Some of those other factors include: organizational environment, strategic type, and organizational climate and culture. This has major impact on the strategies employed by the human resources management to promote innovation within the organization as knowledge management advocates for the use of networking in the organization. Networking is very critical since it plays a major role in widening the knowledge base of the organization, which is very instrumental in enhancing the ability of the organization to innovate. Alternatively, the organization should enco urage the employees to have differing perceptions of the challenges posed to the organization. Conclusion Knowledge can be viewed as a very important asset that can determine the success or failure of the organization. This is particularly acute for the organizations in this fast changing business environment. An organization that embraces new knowledge and uses it for its advantage will be in a position to succeed. This implies that the right strategies need to be adopted to help in the accumulation and dissemination of the relevant knowledge. To facilitate the acquisition of knowledge the organization should encourage interactions among the members. These interactions can be facilitated by the use of technology and the adoption of the right values within the organization. Additionally, the organization should encourage the strengthening of the networks since they are more efficient that working individually. Reference List Ahmadi, F, Eskandari, E 2011, ‘knowledge management and social capital of organizational networks’, Interdisciplinary Journal Of Contemporary Research In Business, 3, 7, pp. 933-943, Business Source Complete, EBSCOhost. Aslam, H, Javaid, T, Tanveer, A, Khan, M, Shabbir, F 2011, ‘a journey from individual to organizational learning.(Exploring the linking bridge: Team Learning)’, International Journal Of Academic Research, 3, 3, pp. 738-745, Academic Search Complete, EBSCOhost. Carlsson, SA 2003, ‘Knowledge managing and knowledge management systems in inter-organizational networks’, Knowledge Process Management, 10, 3, p. 194, Publisher Provided Full Text Searching File, EBSCOhost. Carlsson, SA 2004, ‘Strategic Knowledge Managing within the Context of Networks’, Handbook On Knowledge Management 1: Knowledge Matters, p. 623, Publisher Provided Full Text Searching File, EBSCOhost. Expà ³sito-Langa, M, Molina-Morales, F 2010, ‘How Relational Dimensions Affect Knowledge Redundancy in Industrial Clusters’, European Planning Studies, 18, 12, pp. 1975-1992, Business Source Complete, EBSCOhost. Felà ­cio, J, Couto, E, Caiado, J 2012, ‘Human capital and social capital in entrepreneurs and managers of small and medium enterprises’, Journal Of Business Economics Management, 13, 3, pp. 395-420, Business Source Complete, EBSCOhost. Huggins, R, Johnston, A 2009, ‘Knowledge Networks in an Uncompetitive Region: SME Innovation and Growth’, Growth Change, 40, 2, pp. 227-259, Academic Search Complete, EBSCOhost. Inkpen, A, Tsang, E 2005, ‘social capital, networks, and knowledge transfer’, Academy Of Management Review, 30, 1, pp. 146-165, Business Source Complete, EBSCOhost. Keh-Luh, W, Chi, C, Chiu-Mei, T 2012, ‘integrating human resource management and knowledge management: from the viewpoint of core employees and organizational performance’, International Journal Of Organizational Innovation, 5, 1, pp. 109-13 7, Business Source Complete, EBSCOhost. Lassen, C 2009, ‘networking, knowledge organizations and aeromobility’, Geografiska Annaler Series B: Human Geography, 91, 3, pp. 229-243, Academic Search Complete, EBSCOhost. Linh-Chi, V 2012, ‘Pragmatist Perspective on Knowledge and Knowledge Management in Organizations’, International Business Research, 5, 9, pp. 78-88, Business Source Complete, EBSCOhost. Magnusson, MG 2004, ‘Managing the knowledge landscape of an MNC: knowledge networking at Ericsson’, Knowledge Process Management, 11, 4, pp. 261-272, Business Source Complete, EBSCOhost. Pastor, I, Santana, M, Sierra, C 2010, ‘Managing knowledge through human resource practices: empirical examination on the Spanish automotive industry’, International Journal Of Human Resource Management, 21, 13, pp. 2452-2467, Business Source Complete, EBSCOhost. Plum, O, Hassink, R 2011, ‘Comparing knowledge networking in different knowledge ba ses in Germany’, Papers In Regional Science, 90, 2, pp. 355-371, Business Source Complete, EBSCOhost. Shannak, R, Masa’deh, R, Al-Zu’bi, Z, Obeidat, B, Alshurideh, M, Altamony, H 2012, ‘A Theoretical Perspective on the Relationship between Knowledge Management Systems, Customer Knowledge Management, and Firm Competitive Advantage’, European Journal Of Social Science, 32, 4, pp. 520-532, Academic Search Complete, EBSCOhost. Verburg, R, Andriessen, E 2011, ‘A typology of knowledge sharing networks in practice’, Knowledge Process Management, 18, 1, pp. 34-44, Business Source Complete, EBSCOhost. Wan, Z, Compeau, D, Haggerty, N 2012, ‘The Effects of Self-Regulated Learning Processes on E-Learning Outcomes in Organizational Settings’, Journal Of Management Information Systems, 29, 1, pp. 307-340, Business Source Complete, EBSCOhost. Yanow, D 2000, ‘Seeing Organizational Learning: A ‘Cultural’ View’, Organization, 7, 2, p. 247, Publisher Provided Full Text Searching File, EBSCOhost. This essay on Knowledge Networks Social Capital was written and submitted by user Amber K. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Self-reports in psychology Essay Example

Self Self-reports in psychology Paper Self-reports in psychology Paper Using examples, discuss the strengths and weaknesses of the use of self-reports in psychology.  One of the strengths of using self-reports as a method of data collection in psychology is that, if we are to believe the cognitive approach, this is the only way in which we can extract information about the way a person thinks. To clinically interview a person, such as in Ellis’ study on Rational Analysis as a means of treating an affective disorder can provide important information about the individual that otherwise cannot be seen, as the cognitive approach believes that mental processes, or cognitions, are hypothetical constructs and the only way we can establish reasons for behaviour is to ask the individual themselves. Another strength of self-reports in psychology is that you can collect both quantitative and qualitative data from them. With the use of closed questions whereby predetermined answers are provided (multiple choice questionnaires, e.g. a Likert scale), researchers can collect quantified measurements of the number of people who chose a certain answer, like in Holmes Rhe’s study of Life Changing Events, where the majority of participants rated the bereavement of a spouse/partner as the hardest thing to adjust to on the Social Readjustment Rating Scale (SRRS), giving in a collective rating of 100/100. With open questions however, there is room for elaboration, meaning the participants can explain and illustrate reasons behind their decision to, for example, strongly agree/disagree with a statement the questionnaire makes, etc. A weakness of the self report method however is the introduction of social desirability. In almost all studies on medical adherence there is a worry of social desirability affecting the answers. In Becker’s study into providing empirical evidence for the support of his Health Belief Model, he conducted self-reports on the mothers of asthmatic children and whether they stuck to their child’s prescribed regimens. It could be argued here that the mothers may have lied about their adherence to the regimen in order to make themselves appear a responsible mother who, regardless of interferences, gave their child their prescribed regimen of asthma medication. A further weakness of self-reports in psychology is that there is no real way of making self-reports ecologically valid as answering questionnaires about psychological research is not something humans regularly involve themselves with. In almost all studies, but particularly studies like Farrington, et al.’s into delinquent development, where ecological validity can be considered relatively high, the use of self-reports interviews during the participants development into an adult reduce the ecological validity as the participants had to be contacted and visited to conduct the interview, thus making self-reports’ ecological validity a limitation in psychology.

Berlin Diaries Vs Survival In Auschwitz Essay

Berlin Diaries Vs. Survival In Auschwitz Essay, Research Paper Berlin Diaries V. Survival in Auschwitz The two books Berlin Diaries by Marie Vassiltchikov and Survival in Auschwitz by Primo Levi both chronicle World War II from two different positions. They are both personal histories from each writer # 8217 ; s existent experiences. The two books have different formats, points, facts, and actualities. For illustration, Berlin Diaries is in existent diary format, and Survival in Auschwitz is in narrative format. I found that Berlin Diaries was harder to read because of the format, where Survival in Auschwitz was easier to follow. Besides both narratives were taken from two really different points of position. Marie Vassiltchikov was a Russian blue blood that fled Russia and was seeking safety in Germany. Primo Levi was an Italian Jew who was captured by the Nazis and taken to a concentration cantonment. Vassiltchikov was free, she lived a restricted life, but she still had her freedom. Levi was a captive ; he lived a prisoner slave life and had no autonomies or freedoms. This difference seems to be the most eventful. They led such different lives. Levi was the absolute curse of the Nazi being, as they were to him. In contrast, Vassiltchikov really worked for the Nazis ; granted to hold the freedom that she did, that # 8217 ; s where she had to work. But still, Vassiltchikov had freedom, how much more different could one get from being a Judaic captive in a Nazi concentration cantonment, as Levi was. There are so many points to this major contrast that it about encompasses the full construct of comparing and contrasting he two. While there could non be anything more opposite than holding freedom and being a captive, there were still other differences that had no respect to Vassiltchikov and Levi # 8217 ; s existent life conditions. Missy ( Vassiltchikov ) originally was flying the Russian ground forces. They would hold killed her for being an blue blood. Primo # 8217 ; s danger was ever from the Nazis. His Judaic # 8220 ; race # 8221 ; was his grade of decease. As mentioned above, Missy was a Russian blue blood ; Primo was from the working category of Italy. Generally their demographic backgrounds could non acquire much different either. Religion was besides a major and blinding difference. Besides as mentioned above Primo was a Jew and Missy was Christian. This difference is what separated them further in Missy # 8217 ; s freedom and Primo # 8217 ; s imprisonment. Another difference that played a immense function in each book was the existent placing of each narrative. Missy wrote her journals as she traveled through out Germany and Europe. She experienced bombardment, metropoliss being destroyed and the existent war right in forepart of her. Primo on the other manus, may hold been right in the center of the war # 8217 ; s causes, but he neer saw the combat and the bombs like Missy did. Girl may hold had freedom, but she was out in the center of the battleground. It is a difficult realisation to hold that Primo could be in a immense Nazi labour cantonment and non of all time truly experience World War II from the existent war position. He was the war, but neer truly saw it. He lived a war but it was a different war ; his was internal, unsafe and merely as life threatening as being on the forepart lines, but it was about like all the other combat was non-existent to his day-to-day conflict of life. Another enormous difference was the format of each book. Berlin Diaries was merely that, a diary. Missy wrote what was go oning as it was go oning. She had no clip to reflect on her experiences, she merely took history for things as they happened. Survival in Auschwitz was written in retrospect to the war. Primo wrote it as a memoir and had old ages to reflect on his experiences. He wrote it to read like a narrative. One can follow his day-to-day life and acquire a image of what this snake pit on Earth called Auschwi tz was truly similar. It gives a graphic history of what life, as a Judaic captive in a Nazi labour cantonment, would be like. Berlin Diaries, since it was a diary, makes it harder to acquire that image of life. Missy is frequently concerned with her ideas and personal life while she is right in the center of acquiring bombed. It might look really petty at times, but those bombs were her life. She was non seeking to do a narrative out of it. She was merely composing how she lived. If one were to populate in the center of the battleground during a war, one would still populate their life. She could non hold realized at the clip that she was right in the center of something that was altering the universe as she knew it. How could anyone cognize that what is go oning to him or her right now is history? To them, it is merely their life. If Primo were to compose Survival in Auschwitz as it were go oning, the book would be wholly different. The differences between these two books that are about the same war have many differences ; nevertheless they have some analogues and similarities every bit good. The first major similarity is that they are about the same war. They have the same causes and the same factors set uping the same period in clip. The Nazis are present in both books, and are viewed negatively in both. Their lives were drastically changed by the same war. They may hold been in different state of affairss, but the same grounds put them in those state of affairss. They were from such different backgrounds, but brought down by the same thing. Everything was comparative. Both Primo and Missy were populating out of necessity ; they had nil of their former lives. Their personal properties and loved 1s were gone. Their lives were brought down to desolation and bare endurance. They were missing the agencies to populate as they had ever known. They had no control over their environment or how they lived. They struggled to populate each twenty-four hours. One major analogue for them was nutrient. They were both hungering, Primo was hungering as a signifier of anguish, and Missy was merely being badly rationed ; but none the lupus erythematosus they were both hungering. Both of them wrote about nutrient invariably, they obsessed over it. Food or any sort of nutriment was the chief concern of both Missy and Primo # 8217 ; s lives. Besides they both lived each twenty-four hours in fright of their lives. Primo was in changeless fright of acquiring selected to travel to the gas chamber or merely death of famishment. Missy feared acquiring caught by the Soviet ground forces, acquiring killed by bombing and the Nazis. She was involved in some things that if she were caught, she would decidedly be killed. Both Missy and Primo spent their lives in changeless passage from one life agreement to another every bit good. Primo was ever being shifted from one barracks to another to the infirmary to another barracks. Missy was ever go forthing one little flat to another bantam flat, from metropolis to metropolis. They both had to cover with holding no place, no individuality and no topographic point of comfort. While everything that happened to Primo may hold been a signifier of anguish inflicted on him by the Nazis, and Missy # 8217 ; s desolation was merely due to the war ramping along, both still suffered. As one can see, these two books about World War II can be looked at on different degrees of comparing and contrast. It may look at first that they are merely similar on the surface, but one time one looks deeper into each narrative they have a figure of similarities. They have analogues on every degree of human life and endurance when faced with despair and desolation. To look at World War II through these two positions gives the reader a much more accurate and realistic image of the war than any history book of all time could. Both Survival in Auschwitz and Berlin Diaries give a complete existent life sense to a war that can frequently look unreal or incredible in modern times.

139 quail wk3 Essay Example | Topics and Well Written Essays - 250 words

139 quail wk3 - Essay Example The high quality of the product accompanied affordable cost attracts and win massive customers. Brother Bernard McCoy exhibits the following entrepreneurial characteristics, vision and flexibility (Agbim et al., 253). He had identified income generation from a new source of income as the primary goal. He identified an opportunity in the market before making a decision on the company’s final product line. Brother Bernard shifted from the initial business alternatives to venture in a different product line. The initial options were either opening a shitake mushroom farm or constructing an 18 hole golf course in western Wisconsin. Market gap determined the final decision of a product line the company offers. Brother McCoy and the other monks no longer handle the company’s operations an indication that they delegated their duties to other staffs as managers. However, they coordinate and affect decision-making processes that transpire within their company, an indication that they still exercise control over their business. Managers should be team players, delegation of roles is an indication that they are team players involving others in the management of their company. Agbim, Kenneth Chukwujioke, Godday Orziemgbe Oriarewo, and Tor Aondoaver Zever. "Moderating Effects Of Individual Entrepreneur And Enterprise Characteristics On The Relationship Between Business Environmental Scanning Behaviour And Entrepreneurial Performance." Journal Of Business Studies Quarterly 6.1 (2014): 248-268. Business Source Complete. Web. 27 Jan.