...Reflections on The Cultural Value of Film Statistics can be used to show that Britain’s film industry is now the third biggest in the world and a prime destination for inward investment. This success story was heralded by James Purnell, new Minister for the Creative Industries, in a speech to the Institute of Public Policy Research in June this year.[1] But what is the relation of this economic success to the vibrancy and breadth of our film culture? A further look at the statistics provided by the UK Film Council for 2004 shows that last year domestic production fell from 44 films to 27, where domestic is taken to be films made by a UK production company shot wholly or partly in the UK. In 1997, the year when the government set up the Department of Culture, Media and Sport, UK production had been at a record high, and 84 domestic productions were registered. In terms of what UK audiences could see in 2004, beyond American features and American co-productions, the rest of the world share of the market in UK and Ireland was just 2.7%, a figure which betrays the failure of film policy to encourage interest and understanding in the stories of what goes on beyond our shores. Last year also saw the consolidation of companies operating in the exhibition sector and a series of momentous deals which changed the landscape of UK exhibition. In August 2004, Terra Firma acquired both the Odeon and UCI cinema circuits for a total of 580 million pounds, acquiring a 35% share of...
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...American Culture Values Keith Byrd University of Phoenix Ann Fongheiser 1-25-10 American Culture Values American Culture is a combination of history, traditions, holidays, customs, religious beliefs and values. It also encompasses spirits, arts - to include visual, musical, and dance, cinema, literature and food. American Culture has been heavily influenced by the Europeans, British, and other Eastern World Civilizations. Our National holidays, sporting events, military and even our government all have been influenced by Eastern World Civilization. Our architectural designs, cars, fashion, and firearms all have Eastern influences. Calendars are a major influence on holidays and US history and religious traditions. National patriarchs, US history and Religious traditions are all a part of the reason that the United States observes holidays and traditions. National holidays like Washington’s Birthday, Independence Day and Christmas are just a few of the traditions and holidays that are influenced by Religion, National patriarchs and US history. In 1879, Washington's Birthday was declared a National holiday by an act of Congress. In 1968, the Uniform Holiday Act started to commemorate Washington's birthday from February 22 to the third Monday in February, which is now know in the American Culture as "President's Day." Independence Day, also known as the fourth of July, is the day that we celebrate in commemoration of the...
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...American Political Culture & Values According to the text book, political culture is a set of beliefs broadly shared, value, and norms regarding on how the political and economic life should be done. The political cultures determine the relationship of citizens to government, to one another, and to the economy. American political culture may share beliefs, values and norms, with other countries, but the amount of configuration of each political culture is unique. No matter how extensive the consensus organization, culture contains values that overlap and conflict; the American political culture is no exception. The values of American political culture are based in the XVIII century philosophy that should heavily influence the founders. In recent years, the values has also been added, some support the original, some conflicts: Liberty is the value of freedom can be the most important source of stimulation for the American Revolution, and it is still a core value today. Freedom is one of the natural rights first cited by John Locke and later by Thomas Jefferson “that among these rights are life, liberty, and pursuit of happiness”; Equality- once again, Thomas Jefferson refers to the basic values of the Declaration of Independence “We hold these truth to be self-evident, that all people are created equal” Although most Americans do not believe that people are equal in every sense of the word, the fundamental belief in equality of opportunity and equal treatment...
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...Unit 4003 INTRODUCING ORGANISATIONAL CULTURE, VALUES AND BEHAVIOUR 1.1. Determine a framework for analysing organisational culture. The contemporary definition of organizational culture includes what is valued, the dominant leadership style, the language and symbols, the procedures and routines, and the definitions of success that characterizes an organization. Organisational Culture represents the values, underlying assumptions, expectations, collective memories, and definitions present in an organization (Schein, 1992; Cameron & Quinn, 1999). Cameron and Quinn (1999) have developed an organizational culture framework built upon a theoretical model called the "Competing Values Framework." This framework refers to whether an organization has a predominant internal or external focus and whether it strives for flexibility and individuality or stability and control. The framework is also based on six organizational culture dimensions and four dominant culture types (i.e., clan, adhocracy, market, and hierarchy). In addition the framework authors generated an "Organizational Culture Assessment Instrument (OCAI)" which is used to identify the organizational culture profile based on the core values, assumptions, interpretations, and approaches that characterize organizations (Cameron & Quinn, 1999). The central issue associated with organizational culture is its linkage with organizational performance. Connections between OC and performance have been established....
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...Article Discussion Title of Article: Ghosn Creating Value across Cultures ___________________________________________________________________ ___ 1. What is the author’s/authors’ purpose in writing this article? The author, presenting the alliance between Renault and Nissan, wants to make perfectly clear that partnering globally is an opportunity. An equal relationship with two winners. He explains the benefits which are produced by the relationship between the two at a corporate level, and the positive effects at the workforce as well. Learning through differences is essential is the send message. Moreover, the author is warning us of the hidden risks. Losing the corporate identity will have as consequence a lack employees’ motivation. Lastly, the author states that motivation is the engine of performance. 2. Name and discuss three major points on which the author(s) focus in their discussion of their primary purpose. Learning through differences: The author describes the different skills of the French, the Japanese and the Americans. The combination of these skills can disentangle difficult situations more easily and multiplies the possibilities of having Eureka Moments. I find this cross cultural consociation remarkable, people from the two edges of the world, coming from different cultures, having different expertise and knowledge, working together, creating a harmonious relationship, allowing to achieve things which differently would need much more time,...
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...The Differences of Family Values in Chinese and American Cultures ABSTRACT This paper aims to make a contrastive study on family values in Chinese and American cultures from the three parts: the attitude to the family members and their relationships, marriage and family education. As the pace of the global economy integration accelerates, cross-cultural communication between China and America is becoming more and more frequent and important,and the research can undoubtedly help Chinese people and American people to further understand with each other and their family values and to avoid the unnecessary conflict caused by the misunderstanding and mistakes in cross-cultural communication. Key words: the differences of family values, filial piety, marriage, family education Table of Contents 1 Introduction 1 2 Literature Review 2 3 The Definitions of Family, Values and Family Values 3 3.1 The Definition of Family 3 3.2 The Definition of Values 3 3.2.1 The Decisive Values in Chinese Culture: Collectivism 3 3.2.2 The Decisive Values in American Culture: Individualism 4 3.3 The Definition of Family Values 4 3.4 The Meaning of Family to Chinese and Americans 5 4 Differences Between Chinese and Americans Family Values 5 4.1 The Attitude to the Family Members and Their Relationships 6 4.1.1 The Attitude to the Family Members and...
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...Analysis American culture value through the film The Pursuit of Happiness The reason why the Hollywood films are popular, besides its wonderful plots, the characters in the films could always reflect the special American cultural values to audiences. The American spirit such as individualism, heroism, religious and pursuit of freedom are all reflect in the Hollywood films. However, the American dream is a unique American culture and has inspired many Americans to rely on personal struggle to make their dreams come true. Films from different culture have their different cultural values, in turn, the different cultures have reflect and strengthen their own culture values in their films, so that audiences could get to know the mainstream American culture values from Hollywood films. Hollywood as the largest American film media has created many motivation films to express the importance values of American dreams to the world. The film The Pursuit of Happiness (2006) by Gabriele Muccino is a very classical Hollywood biographical film which is based on Chris Gardner’s life story. The film talks about how a homeless man success from the hardship and finally became a famous investment expert through his struggle step by step. The narrative of the main character Chris’s story refers to the key aspect of American Dream which is the equity opportunity of everyone in the society. It has showed the thought that happiness will come to everyone as long as we do not give up and make unremitting...
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...organisational culture To get Achievement in implementing plans or running in right path manager must first understand the values and culture of organisation.Managers should only try to implement the strategies which are favarouble with the organizations culture and value otherwise it is very likely to he may not succeed. As change in culture and value the manager should constantly be up dated with organization current atmosphere. Organizational culture can be better understood by observing the basic day to day life activity of employees within in the office building or within the organisation. Observing activity should include the relationship between employees themselves between higher authority and junior staff. How senior managers treat their junior. Organisational culture can also be understood by knowing how employees behave with their customers and suppliers. And one should also notice that how formally or informally people behave within the organization and weather there is abusing going within the staff from any superior staff to their junior staff. One can also analyse the organization culture by inquiring with customers about the treatment given to them by organization and also by having close look about team work and do’s and don’ts around and within the organization. These are just the few ways to analyse the organizational values from many other possible ways. 1.2 Explain internal and external factors that could influence organisational culture...
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...Tashonia Roney Dr. Patricia Jones-Lewis HUM 101 Cultures and Values 27 May 2014 Unit 1: Familial Culture- Tradition and Change Out of all 26 years of my life have severed one devastating blow, which in my opinion, ruined the structure of my family and made it nearly impossible to pass down tradition and values within our used-to-be close knit family. This catastrophe wouldn’t be as devastating to someone who has never experienced the joy of a family home. I would always be so proud of the fact that I had a family home that I moved into since the day I was born. When I was young I crawled and stumbled through those hallways and as I grew older I learned which stairs squeaked and how far to open the door so that I wouldn’t get caught as I left out, unbeknownst to my grandmother. I now realize after all the years of wanting to escape so badly that’s where I learned the most in regards to family traditions and the values that were instilled in me from a young child. That’s where I learned to say my first prayer, after countless Sundays of sitting in the pews with my grandmother. Its so many countless things that I have learned that now my kids will never get to experience, such as waking up at twelve o’ clock in the morning by my uncle on Christmas morning and Thanksgiving cooking by my mom and her siblings, which as their children automatically signed you up for the clean-up crew. I also feel like in the short story “Save me Mickey” you have to find your comfortable...
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...embraced as the religion of dissent against the expanding Roman Empire. In the 4th century AD however the Ethiopian King Ezana made Christianity the kingdom's official religion. Eventually, in the 15th century, Christianity came to Sub-Saharan Africa with the arrival of the Portuguese and has since remained an agent of great change in Africa. By definition, Christian values are those ideals or principles which Christianity as a religion cherishes. They refer to the values derived from the teachings of Jesus and taught by Christians throughout the history of the religion. Following the emergence of Christianity on the Nigerian scene in the 15th century, there has been a strong transference of the ideals of the faith on local lives resulting in changes in attitude, moral, social and marital behaviours. The Igbo culture of the Eastern part of Nigeria as a recipient of the Christian faith bears the weight of the religion’s values, thus, reflecting in her own cultural values. In an attempt to fathom the extent of the influence of the Western culture/Christian values on the African culture (specifically the Igbo culture of Nigeria) some historical and sociological perspectives becomes necessary to mirror this influence where it exists. Going down memory lane, the missionaries came to Igbo land in 1857, where they met...
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...Outline and critically evaluate the corporate culture and values that the Starbucks Corporation has developed as an international company. Corporate culture is the shared values, traditions, customs, philosophy, and policies of a corporation. This influences the professional atmosphere that grows from this and affects employee behaviour and performance, it determines how employees think, act and feel. Every organisation has a different concept about the kind of culture that it should have, Howard Shultz CEO of Starbucks worked to instil key values and guiding principles into the Starbucks culture. The fundamental value was “to build a company with a soul,” to achieve this Shultz came up with a philosophy for Starbucks to “never stop pursuing the perfect cup of coffee.” This meant Starbucks had to control the quality of its products across all stores with Shultz strongly opposed to franchising in order to achieve this. Using high quality beans with no chemicals or additives was also central to the core values; this is even true in today’s Starbucks coffee. Following on from Shultz’s keystone value and it is the staff who are central to the soul of the company. The employee’s were selected for their character, personality and skills “to deliver consistent pleasing customer service.” Employee’s adopted Shultz’s core values to provide not just a perfect coffee but to provide an experience to Starbucks customers which led to the success of Starbucks and making...
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...ORGANISATIONAL CULTURE AND VALUES GOOGLE INC. Executive Summary This report investigates the literature findings of incongruence between organisational values and individual values in reflection to how this can affect organisational culture. These are identified as espoused and enacted values of the organisation. Researches for this report draws attention to ways leading companies, such as ‘Google Inc’, manage these common issues through organisational conduct and procedures. Google’s Organisational culture is well known and famous for their innovation, success, creativity and strong value for human resources. This investigation also reveals additional incongruence within the workplace which results in unsatisfied employees and quitting jobs. Nonetheless there is very little known incongruence within their workplace that affects the overall performance as they have a number of mechanisms and ‘lifestyle’ activities to promote the company’s values for individual value. There are a number of recommendations highlighting procedures and practices that organisations can use to reduce the gap between espoused and enacted values. Recommendations feature some of the following: - Defining clear and concise organisational values - Organisational values should reflect beliefs and values of both the organisation and stakeholders - Ensure the work environment reflects those values - Recruit staff who shares similar beliefs and values to the organisation. Introduction Value is a...
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...Daniela Klaus VALUE OF CHILDREN IN SIX CULTURES Pp. 244-245 PROCEEDINGS OF THE SYMPOZIUM ORGANISED BY FACULTY OF SOCIAL STUDIES MASARYK UNIVERSITY BRNO (19-21 SEPT. 2002) 1) Psychological-emotional value of children 2) Economic-utilitarian value of children 3) Social-normative value of children. Psychological-emotional reasons for getting children are for instance; 'to have someone to love and care for', 'because of the pleasure you get from watching children grow' and 'because it's fun to have young children around the house'. Statements such as 'because a child helps around the house', 'to have one more person to help the family economically' or 'children can help when you're old' illustrate the economic-utilitarian dimension. The dimension of social-normative value of children is expressed by items such as 'to carry on the family name' or 'because parenthood improves your standing and betters your reputation among your kin'. The decision for or against children is embedded in different context levels. Certain institutional conditions, the structures of opportunity, the relational and social network and the individual characteristics of the (potential) parents determine the value of children for the parents...
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...An evaluation of the relationship between Organisational Culture defined using The Competing Values Framework (1988) and Allen and Meyer’s (2000) Organisational Commitment types. Introduction to culture Organisational Culture is a topic that has been addressed by many theorists and defined in numerous different ways (Ostroff, Kinicki, & Tamkins 2003), with the most famous definition being “the way we do things around here” (M Bower 1966). However a more comprehensive, inclusive definition of culture would be: “the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments” (Schein 1996). With this in mind, it is widely accepted that organisational culture not only has an impact on performance (Brown 2008; Andersen et al 2009) but has been described as one of the most powerful and stable forces operating in organizations (Lamond 2003). The Competing Values Framework This paper will use the Competing Values Framework (CVF, Figure 1) to address the aforementioned topic of corporate culture’s effect on organisational commitment, as it is regarded as the most popular approach for assessing the performance of a company (Gregory et al, 2009). The model itself is comprised of two main axis, the first reflecting the dimensions of change and stability within an organizations’ culture. One end of this axis represents a prominence towards flexibility and spontaneity, whereas...
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...International ISSN: 1367-8868 (Print) 1469-8374 (Online) Journal homepage: http://www.tandfonline.com/loi/rhrd20 Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation Maria S. Plakhotnik, Tonette S. Rocco, Joshua C. Collins & Hilary Landorf To cite this article: Maria S. Plakhotnik, Tonette S. Rocco, Joshua C. Collins & Hilary Landorf (2015) Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation, Human Resource Development International, 18:1, 39-57, DOI: 10.1080/13678868.2014.979009 To link to this article: http://dx.doi.org/10.1080/13678868.2014.979009 Published online: 11 Dec 2014. Submit your article to this journal Article views: 288 View related articles View Crossmark data Full Terms & Conditions of access and use can be found at http://www.tandfonline.com/action/journalInformation?journalCode=rhrd20 Download by: [University of Exeter] Date: 12 December 2015, At: 14:41 Human Resource Development International, 2015 Vol. 18, No. 1, 39–57, http://dx.doi.org/10.1080/13678868.2014.979009 Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation Maria S. Plakhotnika, Tonette S. Roccob*, Joshua C. Collinsb and Hilary Landorf c School of Social Sciences...
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