The Study and Analysis of Hospital Organizational Culture: A Medical Center¡¦s Research Abstract This study tries to research hospital organization culture of a private medical center in Taiwan region and tries to provide a reference data when this hospital wants to do their organization¡¦s diagnosis. This research¡¦s analysis has been finished by one case study and quality research method. About interview data totality are twenty-one cases, among which six cases are to be part of group¡¦s interview; the other fifteen cases are individual¡¦s interview. The analysis tools of this study according to Schein¡¦s read method of organization culture research and then to obtain below conclusions, including: (1) The nature of human activity named hospital¡¦s orientation, its basic assumption is ¡§being-in-becoming¡¨ orientation, and its values include two types: self-reliance and morality of medical matters. (2) The nature of human nature named management orientation, its basic assumption is human are thought to be motivated by monetary considerations, while in others employees are thought to be motivated by need for social approval or the potential for self-actualizations; and its values include also two types: permissive management and esteem one¡¦s own master in medicine matters. (3) The basic assumption of nature of reality and truth is that who own power and he also can to make decision, its value is authority center. (4) The basis assumption of the nature of time is past-time orientation, its values is to cherish past feelings. (5) The basic assumption of the nature of space is to strengthen one¡¦s territory, its values seems castle style. (6) The basic assumption of the nature of human relationship is simulate-familism, it values include the deep-seated feelings of employee toward to their organization, personal friendships, employee to comply with the preceding generation and leaders concern about their employees. Furthermore, the propositions are as follows: Proposition 1: If one who don¡¦t have some kind of relationship or don¡¦t support by authority group, employee can¡¦t do what he want to do in his professional field in simulate-familism organization. Proposition 2: In simulate-familism organization, personal friendship within sectors will more obvious than being between different departments. Proposition 3: When organization functions have been to divide more diversity, its managers of each unit will display his personal leadership. Key words: Organization Culture; Hospital Culture and Organization Culture values.

Master of Science / Department of Journalism and Mass Communications / Thomas Gould / The consumer value of user generated content was investigated between culture groups. Two groups of survey participants and three groups of interview respondents were utilized to identify the culture value’s influence on people’s reliance and preference in consumption-related UGC information. The behavior pattern of Chinese students and American students on UGC were identified and connected with dimensions of culture value. Some difference in preference and attitude between Chinese users and American users were found in this research. Power distance, individualism, and uncertainty avoidance are considered important cultural factors that influence the consumer-value of UGC in each culture group. Several potential areas for future quantitative and qualitative study as well as suggestions for UGC platform providers were also identified.

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The Ministry of Education of Turkey changed the national education programs in accordance with recent approaches in education as part of the educational reform that covers basic and secondary levels of schooling in 2005-2006 academic year. This educational reform that was proposed to change the formerly traditional, behaviorist, and teacher-centered programs into constructivist and student-centered programs will obviously have effects on millions of students, educators and families. Its long-term influence is expected to be seen on the whole society in coming years. The purpose of this study is to describe how school culture, values on professionalism, perceptions on the new programs, and organizational structure and leadership of schools will ease or impede with the implementation of the new national educational programs. A pure qualitative research design was used to study this problem. Multiple case study was carried out with semi-structured, face-to-face interviews as the method of data collection. The data sources for the interviews were teachers and administrators from four schools of different socio economic regions in Istanbul, one of which was a private school. Some of the official documents of the Ministry of Education were also used as supportive evidence to the data collected through the interviews.

Leisure as a Cultural Phenomenon Věra Patočková: Obecná teorie a dějiny umění a kultury - kulturologie PhD Thesis Abstract The main aim of the PhD. thesis is to provide the complex view of leisure from the culture studies perspective. It is expected that leisure behaviour takes always place within the framework of the specific sociocultural system. In accordance with Kelly (1987) an attempt is made to prove that leisure is always in and of its particular culture. The thesis focuses on three main topics. After introductory explanation of the main terms "culture" and "leisure" attention is focused on discussion about their relation. This discussion is based on theoretical analysis of studies that concern of leisure and approach it from the perspective of cultural studies, sociology or anthropology. Value system is an important part of all cultures. Also leisure can be seen as a part of the value system of specific society. After brief introduction to approaches of leisure and work in historical perspective, attention is focused on the explanation of the position of leisure in the value system of the Czech society and its changes. The third part is devoted to leisure in the Czech society, while the Czech society is seen as a specific sociocultural system and attempt is made to explore leisure in a complex way...

This research study looked at the cultural value preferences in Western management practice for African manager and non-manager employees exemplified by Nigerian cement industries. The study specifically focused on management practice of leadership, motivation, recruitment and promotion around which their cultural values, the meaning of their work-world and their coping strategies are structured. From management and culture theory perspectives, managerial practices are affected both by Western factors, such as education, money, challenging tasks, and by traditional factors, such as family, ethnicity, social connections etc. The theoretical bases for this study drew largely from three streams of literature. The first theoretical base for the study relates to traditional African environment of management, especially the cultural perspectives. The second drew largely from the theoretical discourse on culture, management and organisation perspectives. The mainstream schools of management discourse on management theories and models as proposed by Western management theorists represent the third stream. As a methodology, the study used a quantitative questionnaire survey and qualitative open-ended interviews to collect data on the manager and non-manager employees in the organisations. The quantitative questionnaires and open-ended interviews centered national dimensions of cultures and on these Western and traditional factors of: leadership styles, motivation, dedication, satisfaction, ethnicity, family and social connections. The survey confirms that the dimension of national cultures of Nigeria as measured by the work-values and desires of the employees population are somehow different from those obtained by Hofstede’s study for the West African Region. Nigeria is still more collectivistic, although at least Nigeria has become relatively more individualist since Hofstede’s study. Over the years between Hofstede’ IBM study and the present study, there has been no change in the difference in Power Distance. Power Distance is much higher in Nigeria, like elsewhere in Africa, and this is unlikely to change for the foreseeable future. The large Power Distance in Nigeria means that the ideal manager is benevolent paternalistic. On recruitment and promotion, one major point made is that the traditional factors are generally felt by the respondents as influencing employees’ recruitment and promotion more than the modern (intrinsic) factors. The employees however, generally felt that the modern (intrinsic) factors should or ought to have greater influence. Building on the premises that every society is unique and its trajectory is shaped by its unique historical events, cultural norms and values, it can be argued that since the history of Western management concept in Africa is short, Africa then has a unique opportunity to develop its own unique management values based on its unique traditions. However, the increasing globalisation of market economies suggests that management values in Nigeria in particular and Africa in general can hardly be realised without proactively contributing to the Western management concepts in its unique ways. As the intensity of interaction between Western management practices and African traditional values increases, we can anticipate the increase in the importance of a new form of management concepts and practices in various African countries. Based on others and this study, the study proposes a “management heterogeneity” concept that reflects this new and unique perspective. Management heterogeneity perspective endorses the view that the practice of leadership, motivation, recruitment and promotion are developed differently in different cultural societies and organisations. But it adopts a pragmatic position on the mounting social and economic challenges now facing African organisations and argues further that management techniques, skills and behaviours practiced in different cultures and organisations can be brought together in a positive synergistic blend to address the needs of a given society and organisation and improve its ability to deliver effective and relevant values to its actors. It is the ability to judiciously select and combine the Western and traditional values and practices into new practices that fit the managerial requirements of a given group of organisational members that provides management its competitive edge in a culturally dynamic management environment.

In this thesis I explore the relationship between characteristics of the society culture in Bosnia, the organizational culture of Bosnian enterprises and characteristics of the expected leadership in Bosnian companies of three branches of industry (food processing, telecommunications, and financial services). Much of the inspiration for this thesis comes from the Global Leadership and Organizational Behaviour Effectiveness (GLOBE) project. The main idea of GLOBE is to advance an empirically established theory, to comprehend and envisage the effect of particular cultural variables on leadership and organizational processes and the effectiveness of these processes. The research instruments build up on both quantitative and selected qualitative GLOBE research methods in order to supply descriptive and scientifically valid data of cultural influences on leadership expectations and organizational practices in Bosnian society. The background theory guiding this thesis is the culturally endorsed implicit theory of leadership (CLT) developed for the GLOBE project. Empirical findings reveal that historically, religiously and politically impacted models of thinking are still predominant features of Bosnian society. Even though internationalization opens Bosnian market for business interactions, various conventional patterns of behaviour seem to be maintained. On the other hand, Bosnian managers expect positive change in the Bosnian society. The existing cultural profiles of organizations in three sectors are rather divergent and shaped under the influence of the industry in which they function. In contrast, organizational culture value profiles of the industries investigated have equalizing effects, which indicates the impact of Bosnian societal culture on the desired cultural profile of Bosnian organizations. Charismatic/value based, team oriented and participative leadership dimensions are accounted to be the most significant dimensions for effective leadership in Bosnia. Furthermore, empirical findings suggest that leadership dimensions are connected with culture in a unique way. It was found that society and organizational culture influence the way people perceive effective leaders, as well as status, influence and privileges granted to leaders. Individual perceptions of effective leadership in Bosnian society and organizations are dependent of society and organizational culture. Furthermore, it was found that organizational culture values were more frequently predictive of leadership dimensions than societal cultural values.

The purpose of this study was to investigate the misconduct of learners in secondary schools in the Ntoane village. It served to determine the • extent to which teenage fall pregnant; • the intensity in which teachers tackle gender violence in schools; • the manner in which the parents’ culture and values are enforced by the teachers. Recommendations are made on how to overcome these barriers and to improve the level of misconduct. A literature study was carried out to gain an understanding of misconduct, and covered the following issues: • What is misconduct? • The causes of misconduct. • An overview of learner misconduct. • The origins of learner misconduct. • Manifestations of learner misconduct in the classroom. • The factors which cause learner misconduct. A qualitative research method was used in this research. The targeted population groups are teenagers in grades 9 and 10 in the Ntoane village. v Interviews were conducted at two schools in the Ntoane village where educators, the school governing bodies and members of the representative council of learners were interviewed. The findings were discussed at length to determine the research objectives. Conclusions were drawn after analysing these findings, and recommendations were formulated. / Education Management / M. Ed. (Education Management)

The purpose of this study was to investigate the misconduct of learners in secondary schools in the Ntoane village. It served to determine the • extent to which teenage fall pregnant; • the intensity in which teachers tackle gender violence in schools; • the manner in which the parents’ culture and values are enforced by the teachers. Recommendations are made on how to overcome these barriers and to improve the level of misconduct. A literature study was carried out to gain an understanding of misconduct, and covered the following issues: • What is misconduct? • The causes of misconduct. • An overview of learner misconduct. • The origins of learner misconduct. • Manifestations of learner misconduct in the classroom. • The factors which cause learner misconduct. A qualitative research method was used in this research. The targeted population groups are teenagers in grades 9 and 10 in the Ntoane village. v Interviews were conducted at two schools in the Ntoane village where educators, the school governing bodies and members of the representative council of learners were interviewed. The findings were discussed at length to determine the research objectives. Conclusions were drawn after analysing these findings, and recommendations were formulated. / Education Management / M. Ed. (Education Management)