This study was undertaken around the following problem statement: As a result of erratic pastoral care for the ministers' corps of the Dutch Reformed Church (DRC) by the denomination, ministers are often left to their own resources (to fend for themselves?) and consequently experience solitude. Because of developments in society and the church, they exist and function more and more on the periphery of the lives of people and of society. With some ministers, this results in an alienation from their calling and uncertainty about how this calling should be realised in specific circumstances and contexts. From this, the following research hypothesis was formulated: When the DRC appoints pastors pastorum as an essential component of a comprehensive and holistic approach to the pastoral care of the minister, ministers will fulfil their calling with renewed self-confidence, improved competence and greater authority. This study was approached from the methodological question: Who does what, regarding who, how, where, when, why? The DRC functions according to the presbyterial synodal system of church government. Each pastor and congregation is, although selfreliant, also part of the DRC and the Church of Christ in general. The presbyterial synodal church government system is not the only way in which the church can be managed and is also not infallible. The weaknesses in the system have a negative effect especially on pastors who have attained an exceptionally important position in the system. The system of corporate episcopes is inadequate in current circumstances.</p. Concerning episcope. The service of episcope is scripturally defined, but the nature thereof depends on place, time and circumstances. In churches with an episcopal character, the episcope are the function of the bishop and possess an individual character. A general consensus exists that these episcope can be executed in a synodal-collegial manner, OR in an episcopal-personal manner. It is not necessary to apply the service in the figure of the bishop exclusively. It is essential to supplement the system of corporative episcope in the DRC with a system of personal episcope. The function of episcope must be applied to all levels of church life. Concerning the pastor. The term pastor is preferred to that of minister or preacher. No definition is given for a pastor, but the profile of the pastor is described in terms of the triangle: person, office and profession. The calling of the pastor is considered to be fundamental to this triangle. The pastoral care of pastors comprises the totality of activities provided by the entire church in order to, by means of a personal episcope (thus officially), communicate the gospel to the pastor in all facets of his humanity and, by utilizing all possible aids, to enable the pastor to fulfill his calling with renewed self-confidence (security of identity), authority (security of office) and competence (security of profession). On the strength of this description, the following resposibility is assigned to each church assembly in the process of pastoral care of pastors: The synod functions on the level of profession and office with favourable results on the personal level of the pastor. The circuit functions on the level of mutual care among pastors. The church council and congregation function on the level of the general priesthood of believers. The pastor pastorum The ministry of the pastor pastorum should be founded upon the metaphor of the shepherd. To be able to use this nowadays, the metaphor should be deconstructed first in order to look past the various romantic portrayals thereof. Then it has to be reconstructed in order to be applicable to current circumstances. The position and profile of the pastor pastorum is pointed out. Special attention is paid to the pastor pastorum as shepherd and as person who should be able to think systemically. Empirical research <lo>The empirical investigation attempts to connect the who and the what to the where and the when.<ol> <lo><li>The empirical investigation confirms the supposition that a need exists for pastoral care among pastors.</li> <li>The pastor prefers to be pastorally cared for by the church.</li> <li>For the pastor, the receiver of the pastoral care, it is not really important which church assembly the care emanates (comes?) from. Care from a major assembly which is removed further than the regional synod from the pastor, would, however, not be effective. </li> <li>It seems that lack of a vision on the whole is a serious problem, especially in churches from the reformed tradition.</li> <li>Solutions concerning pastoral care of pastors should be directed towards the person of the pastor as well as towards the structure in which the pastor works.</li></ol> The church can and must learn from other church traditions. / Thesis (PhD)--University of Pretoria, 2008. / Practical Theology / PhD / Unrestricted

The Marchamalo salt flats, built in the 18th century, are located near Cabo de Palos, Murcia (Spain), in a hot spot area with constant pressures of tourism and urban speculation. The salt flats are currently abandoned, but its landscape and ecological value still subsist. This Thesis aims to develop a low impact lighting Master plan for Marchamalo salt flats in which a comprehensive analysis is relevant for the design project. A holistic analysis method is employed which considers three agents: “Space”, “Humans” and “Light” to which the factor “Flora &amp; Fauna” was added since the original method was developed for an urban context while the salt flats are located in a natural protected area. Each agent is studied in depth, separately and the interrelations between them. Applying the interpretation of facts and data developed in the analysis and by means of alternative urban lighting solutions like phosphorescence, portable lamps and smart controls; a customised urban lighting design is proposed based on the salt flats identity, preservation of darkness, multi-sensorial experience of the realm and the reconnection with the sky and nature. The lighting proposal will also be the guiding thread to raise awareness about the importance of protecting the heritage in the Region of Murcia in general, taking as a particular example the case of Marchamalo salt flat.

The purpose of this study is to explore the idea and method of holistic education and if traces of these can be found in four preschool teachers’ statements about their practices in two private preschools located in the state of Tamil Nadu in India. Working holistically is something which UNESCO (Marope &amp; Kaga, 2015) recommends when it comes to early childhood care and education. In a developing country like India primary education is important to growth and development. It is one of the main sustainable development goals and early childhood education is considered a means to reach this goal. This study aims to provide some insight into what a holistic approach to early childhood education can entail. In this study I have explored literature to gain a theoretical knowledge of the idea and working methods of holistic education through a literature review. I then conducted a qualitative interview study where I traced the ideas and methods found in the literature in four preschool teachers’ statements about their practices to gain an understanding of what ideas and methods found in a preschool setting can be considered to lead to holistic outcomes. The results show that the idea and methods of holistic education, as I understand it through the literature review, were evident in the teachers’ statements to various extent, and that that inclusion, balance and connections lead to holistic education. Even though the teachers do not explicitly work with holistic education as Miller (2007, 2010) describes it, this study found that the practices of the teachers, as described by them, promote similar ideas and the same methods could be found. This study can provide a concrete understanding of what a holistic approach to early childhood education can and should involve.

Esta tese teve como objetivos identificar indícios de uma abordagem holística nas práticas gerenciais das empresas, contribuir para a construção de um modelo com características holísticas para orientar o delineamento de práticas gerenciais, e classificar as empresas pesquisadas quanto ao estágio de institucionalização da utilização de elementos da abordagem holística em suas práticas. O holismo, já conhecido na Antiguidade, teve um significado moderno dado pelo pensador e estadista sul-africano J. C. Smuts, através da obra Holism and Evolution, de 1926. Para ele, holismo é um fator que orienta a evolução de todo o Universo, com a formação de estruturas que só podem ser devidamente tratadas como totalidades, numa sequência que começa com a matéria e a vida, passando pela personalidade humana, até chegar às organizações supra-individuais e aos sistemas de valores humanos. Epistemologicamente, o holismo é contraposto ao reducionismo, quer seja nas Ciências Naturais (atomismo), quanto nas Ciências Sociais (individualismo). Após Smuts, vários autores trataram do holismo, com diferentes propósitos, entre eles Quine (1951), Weil (1991), Esfeld (2001) e Descombes (2014). Em relação à Administração, Savory (1999), aborda o holismo com foco na questão ambiental. No Brasil, Almada et al (2004), Aligleri et al (2008), Cunha e Corrêa (2010), entre outros, com focos em atividades administrativas diversas, fizeram considerações que remetem à visão holística por parte da gestão, que consiste em enxergar totalidades, dentre as quais a própria empresa é uma delas, bem como as conexões que ligam estas totalidades. A pesquisa, qualitativa, exploratória e descritiva, utilizou a abordagem interpretativista, pela qual o pesquisador busca compreender uma realidade, que possui aspectos objetivos e subjetivos. As 20 empresas pesquisadas foram retiradas de amostra aleatória entre as empresas pertencentes do Novo Mercado da BM&FBovespa, que possuem requisitos mais rígidos quanto às práticas de Governança Corporativa. Os dados foram retirados dos relatórios anuais de atuação e de outros documentos disponibilizados nos sites das empresas, sendo constituídos por informações gerais, mais as práticas gerenciais orientadas para a sustentabilidade e a responsabilidade social corporativa. A Teoria da Institucionalização forneceu critérios para classificar as empresas nos vários estágios de institucionalização do uso de elementos da abordagem holísticas em suas práticas. Para esta classificação, foi necessário construir um primeiro modelo, ou protótipo, para avaliação holística, visto não ser encontrado, nas teorias analisadas, modelo que pudesse ser utilizado. Este protótipo, o primeiro resultado da pesquisa, foi elaborado contrastando princípios holísticos, deduzidos da obra de Smuts, com a Teoria dos Sistemas, Teoria da Complexidade e Cibernética, mais a Teoria dos Stakeholders. Feitas as análises das práticas e as considerações finais para as empresas, observou-se uma alocação com grande homogeneidade pelos estágios citados, permitindo que se coloque como hipótese a ser testada em futuros estudos, que as empresas apresentam, no seu conjunto, uma trajetória de evolução no que concerne à visão holística de suas atividades e atuações na sociedade. Também foram observados mecanismos de evolução diferenciados e fatores limitantes para esta evolução. Finalmente, foi possível apresentar, através de deduções baseadas nos dados e nas teorias, também como hipótese a ser testada, que as empresas podem alcançar ganhos em diversas dimensões, ao utilizar uma abordagem holística nas suas práticas. Este estudo ajuda a cobrir uma lacuna importante das teorias administrativas modernas, qual seja, lidar com um mundo complexo, com ferramentais racionais, sem destruir o que caracteriza esta complexidade, a natureza holística da realidade. / This thesis aimed to identify evidence of a holistic approach in the managerial practices of companies, contribute to the construction of a model with holistic characteristics to guide the design of managerial practices, and classify companies in regards to the the institutionalization stage of the use of elements of holistic approach in their practices. Holism has ancient roots, but its modern meaning was defined by South African thinker and statesman J.C. Smuts, in his book Holism and Evolution, published in 1926. Smuts considers holism as a factor that guides the evolution of the entire universe, with the formation of structures that can only be properly treated as wholes , in a sequence which starts with matter and life, continues through human personality, and finally reaches supra-individual organizations and human value systems. In epistemological terms, holism opposes reductionism, be it in Natural Sciences (atomism), and in Social Sciences (individualism). After Smuts, several authors explored holism, such as Quine (1951), Weil (1991), Esfeld (2001) and Descombes (2014). In regards to Administration, Savory (1999) approaches holism with particular focus on environmental issues. In Brazil, Almada et al (2004), Aligleri et al (2008), Cunha e Corrêa (2010), among others, with focus in different administrative activities, have made allusions which explore holistic approaches in management, such as viewing the companies as totalities, as well as the connections between those totalities. This qualitative, exploratory and descriptive research utilized an interpretative approach, which helped the researcher understand a reality which contains objective as well as subjective aspects. Twenty companies were researched, chosen randomly among companies within the Novo Mercado segment of the BM&F Bovespa (São Paulo Stock Exchange), which has strict corporate rules. Data was collected in the companies\' annual reports and other documents available in the companies\' websites. Information collected was not restricted to general data about the companies, but also included managerial practices, sustainability and corporate and social responsibility. The Theory of Institutionalization provided criteria to classify companies, in various stages of institutionalization, in regards to the use of holistic approach in their practices. In order to obtain this classification, it was necessary to build a model, or prototype for holistic evaluation, as no such model had been found in previous studies. This prototype, the first result of the research, was built through comparisons between holistic principles, taken from the work of Smuts, with the Theory of Systems, the Theory of Cybernetics and Complexity, and the Theory of Stakeholders. After careful analysis of the companies\' practices, the research suggests that future studies should include an evaluation of the companies\' holistic approach of their activities and social endeavors. Also observed were different evolution mechanisms and factors that could limit this evolution. Finally, it was possible to present, based on deductions on data and theories, a hypothesis to be tested that companies can benefit by utilizing holistic approach in their practices. This study fills an important void in modern business theories, helping companies deal with a complex world using rational tools, which do not harm the complexity of the holistic nature of reality.

An individual´s health is an important quality and asset to the individual, as well as to organizations and communities. The health of a human being is affected by the whole life situation, where the work place forms a significant part. The work place is an arena that can contribute to creating ill-health. In the light of increasing work- related ill-health in our society, it is important today to work with health-promoting initiatives in order to improve the well-being of people. It is advisable that an appointed key person at the work place works with health-promoting efforts. This person could very well be a health inspirer. The aim of this study was to make a closer examination and analysis of how health inspirers within the Social Services in Umeå identify themselves with their assignment . Ten health inspirers took part in a qualitative interview study. The result showed that the assignment of the health inspires was to work with conveying knowledge and motivating their co-workers to a healthy behavior which in turn would lead to well-being and good health. The support and feedback by the manager and co-workers were important factors in motivating the health inspirers for the assignment. More distinct frameworks and guidelines proved to be factors that very well could have facilitated the work of the health inspirers.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Considering contemporary lifestyle and possibility of travelling imported infections accrued and some illnesses come back that have not occurred nearly at us more. Not only haemorrhagic fevers and other highly infectious illnesses but also hospital multiresistant bacterial strains that mean high risk for patients constitute a threat. The number of nosocomial infectious grows still. The patient is in the case of suspicion or already diagnosed infectious illness isolated and treated in the infectious department or in the tribal department in the room with increased hygienic-epidemiologic regime. The patient is saved in a single room, the possibility of visits is reduced and the staff uses personal protective equipment. The man is holistic being and it can come due to isolation to lack of satisfaction of his/her bio-psycho-social needs. The aim of this thesis is to identify unsatisfied bio-psycho-social needs of patients in increased hygienic-epidemiologic regime and to describe changes in needs of the patient depending on the time of hospitalisation. The theoretic part describes the problematics of infectious illnesses, system of the care for the patient with infectious illness and changes in human needs in the period of the illness. The empiric part of the thesis deals with unsatisfied bio-psycho-social needs of isolated individual through quantitative research. The research suite was made up of 10 patients who were hospitalised in the room with increased hygienic-epidemiologic regime. The survey was carried out in the Hospital Jihlava by semistructured interview and the results of the survey were processed by opened coding by method paper and pencil. It is emphasized that the most needs of the patient have biological, psychical, social and even spiritual aspects. The rate of satisfaction with caregiving depends on the health condition and personality of the patient. Not small influence has the length of the hospitalisation, too. It was found out during the survey that the patients have not enough information about specifics of the care in the infectious department and that is why there is often a misunderstanding of necessity of barrier measures. It is possible to avoid useless misunderstanding through timely and suitable education. It was created an educational material with the title "Guide for patients hospitalised in the infectious department of Hospital Jihlava" for this purpose. Employees of the infectious department of Hospital Jihlava were informed with results of the research during a workshop, too.

The dissertation deals with holistic approach of nursing staff of the Rescue Service by providing pszchosicial support and crisis communication to the survivors or direct sudden death participants from nurse´s }member of the Rescue Service team]perspective. The goal of the dissertation has been 1. To detect problems which nursing staff members of the Rescue Service are prepared for communication with the survivors.

Esta tese teve como objetivos identificar indícios de uma abordagem holística nas práticas gerenciais das empresas, contribuir para a construção de um modelo com características holísticas para orientar o delineamento de práticas gerenciais, e classificar as empresas pesquisadas quanto ao estágio de institucionalização da utilização de elementos da abordagem holística em suas práticas. O holismo, já conhecido na Antiguidade, teve um significado moderno dado pelo pensador e estadista sul-africano J. C. Smuts, através da obra Holism and Evolution, de 1926. Para ele, holismo é um fator que orienta a evolução de todo o Universo, com a formação de estruturas que só podem ser devidamente tratadas como totalidades, numa sequência que começa com a matéria e a vida, passando pela personalidade humana, até chegar às organizações supra-individuais e aos sistemas de valores humanos. Epistemologicamente, o holismo é contraposto ao reducionismo, quer seja nas Ciências Naturais (atomismo), quanto nas Ciências Sociais (individualismo). Após Smuts, vários autores trataram do holismo, com diferentes propósitos, entre eles Quine (1951), Weil (1991), Esfeld (2001) e Descombes (2014). Em relação à Administração, Savory (1999), aborda o holismo com foco na questão ambiental. No Brasil, Almada et al (2004), Aligleri et al (2008), Cunha e Corrêa (2010), entre outros, com focos em atividades administrativas diversas, fizeram considerações que remetem à visão holística por parte da gestão, que consiste em enxergar totalidades, dentre as quais a própria empresa é uma delas, bem como as conexões que ligam estas totalidades. A pesquisa, qualitativa, exploratória e descritiva, utilizou a abordagem interpretativista, pela qual o pesquisador busca compreender uma realidade, que possui aspectos objetivos e subjetivos. As 20 empresas pesquisadas foram retiradas de amostra aleatória entre as empresas pertencentes do Novo Mercado da BM&FBovespa, que possuem requisitos mais rígidos quanto às práticas de Governança Corporativa. Os dados foram retirados dos relatórios anuais de atuação e de outros documentos disponibilizados nos sites das empresas, sendo constituídos por informações gerais, mais as práticas gerenciais orientadas para a sustentabilidade e a responsabilidade social corporativa. A Teoria da Institucionalização forneceu critérios para classificar as empresas nos vários estágios de institucionalização do uso de elementos da abordagem holísticas em suas práticas. Para esta classificação, foi necessário construir um primeiro modelo, ou protótipo, para avaliação holística, visto não ser encontrado, nas teorias analisadas, modelo que pudesse ser utilizado. Este protótipo, o primeiro resultado da pesquisa, foi elaborado contrastando princípios holísticos, deduzidos da obra de Smuts, com a Teoria dos Sistemas, Teoria da Complexidade e Cibernética, mais a Teoria dos Stakeholders. Feitas as análises das práticas e as considerações finais para as empresas, observou-se uma alocação com grande homogeneidade pelos estágios citados, permitindo que se coloque como hipótese a ser testada em futuros estudos, que as empresas apresentam, no seu conjunto, uma trajetória de evolução no que concerne à visão holística de suas atividades e atuações na sociedade. Também foram observados mecanismos de evolução diferenciados e fatores limitantes para esta evolução. Finalmente, foi possível apresentar, através de deduções baseadas nos dados e nas teorias, também como hipótese a ser testada, que as empresas podem alcançar ganhos em diversas dimensões, ao utilizar uma abordagem holística nas suas práticas. Este estudo ajuda a cobrir uma lacuna importante das teorias administrativas modernas, qual seja, lidar com um mundo complexo, com ferramentais racionais, sem destruir o que caracteriza esta complexidade, a natureza holística da realidade. / This thesis aimed to identify evidence of a holistic approach in the managerial practices of companies, contribute to the construction of a model with holistic characteristics to guide the design of managerial practices, and classify companies in regards to the the institutionalization stage of the use of elements of holistic approach in their practices. Holism has ancient roots, but its modern meaning was defined by South African thinker and statesman J.C. Smuts, in his book Holism and Evolution, published in 1926. Smuts considers holism as a factor that guides the evolution of the entire universe, with the formation of structures that can only be properly treated as wholes , in a sequence which starts with matter and life, continues through human personality, and finally reaches supra-individual organizations and human value systems. In epistemological terms, holism opposes reductionism, be it in Natural Sciences (atomism), and in Social Sciences (individualism). After Smuts, several authors explored holism, such as Quine (1951), Weil (1991), Esfeld (2001) and Descombes (2014). In regards to Administration, Savory (1999) approaches holism with particular focus on environmental issues. In Brazil, Almada et al (2004), Aligleri et al (2008), Cunha e Corrêa (2010), among others, with focus in different administrative activities, have made allusions which explore holistic approaches in management, such as viewing the companies as totalities, as well as the connections between those totalities. This qualitative, exploratory and descriptive research utilized an interpretative approach, which helped the researcher understand a reality which contains objective as well as subjective aspects. Twenty companies were researched, chosen randomly among companies within the Novo Mercado segment of the BM&F Bovespa (São Paulo Stock Exchange), which has strict corporate rules. Data was collected in the companies\' annual reports and other documents available in the companies\' websites. Information collected was not restricted to general data about the companies, but also included managerial practices, sustainability and corporate and social responsibility. The Theory of Institutionalization provided criteria to classify companies, in various stages of institutionalization, in regards to the use of holistic approach in their practices. In order to obtain this classification, it was necessary to build a model, or prototype for holistic evaluation, as no such model had been found in previous studies. This prototype, the first result of the research, was built through comparisons between holistic principles, taken from the work of Smuts, with the Theory of Systems, the Theory of Cybernetics and Complexity, and the Theory of Stakeholders. After careful analysis of the companies\' practices, the research suggests that future studies should include an evaluation of the companies\' holistic approach of their activities and social endeavors. Also observed were different evolution mechanisms and factors that could limit this evolution. Finally, it was possible to present, based on deductions on data and theories, a hypothesis to be tested that companies can benefit by utilizing holistic approach in their practices. This study fills an important void in modern business theories, helping companies deal with a complex world using rational tools, which do not harm the complexity of the holistic nature of reality.