The purpose of this thesis is to explore the relations between F. Scott Fitzgerald and his novel The Great Gatsby, with emphasis on 1920s¡¦ American society as portrayed in this novel. Since the novel is one of the greatest literary documents of this period, it is necessary to discuss the novel in relation to the historical background. Therefore, in this thesis, I focus on the main themes of the novel with a view to better understanding its contexts. This thesis falls into five parts. In the introduction, I points out why the novel seems to be an autobiographical one and give an outline of the whole thesis. In the first chapter, I explore the novel in association with the author¡¦s real life. In the second chapter, I examine the author¡¦s narrative strategies, including characterization, imagery, and symbolism. In the third chapter, I discuss the value systems with reference to the social and economic situation of the 1920s as presented in the novel. In the fourth chapter, I aim to delineate the development of the American Dream in the novel¡Xthe initial pursuit and the later corruption. Furthermore, taking Gatsby as an example, I conclude the chapter by arguing that it is the continuous progress that matters, instead of the success, whether it be material, or spiritual.

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The main purpose of this research is to identify the value systems and decision-making styles of Iranian managers. The relationships between their value systems and decision styles, and between their value systems and certain demographic variables (such as level of education, social group, etc.) and organizational variables (such as company size, kind of ownership, etc.) are also investigated. Both quantitative and qualitative methods are applied in this study and the following analyses are undertaken:a one-way univariate and multivariate analysis of variance (ANOVA and MANOVA) are used to test the hypotheses developed in Chapter 1.Mean differences are examined, using multiple discriminant analysis (MDA), when significant results are obtained.Pearson Partial Correlation analysis is performed to elucidate the relationships between the managerial value systems and their status of individualism/collectivism.Case study analysis is conducted for an in-depth investigation into the data.In the quantitative portion of the study, a sample of 768 managers in various organizations was surveyed. Statistical analysis of the survey data classified managerial value systems into tribalistic, egocentric, conformist, manipulative, sociocentric, and existential. This classification was conducted in accordance with the framework developed by Flowers et al. (1975). Furthermore, following Ali's questionnaire (1993), managerial decision-making styles were classified into autocratic, pseudo-consultative, consultative, participative, pseudo-participative, and delegative.The findings indicate that an average Iranian manager represents a mix of all six value systems in roughly equal proportions. The data suggests that a conformist orientation is the dominant value system of Iranian managers followed by sociocentric values, with egocentric values the least dominant. As for the decision styles, ++ / more than one half of Iranian managers (55%) practice consultative means of decision-making, followed by 21 % who are proponents of participative style, and 15% who are pseudo-participative. Delegative, autocratic and pseudo-consultative decision styles are the least preferred in Iran. The relationship between value systems and decision-making styles revealed that highly collectivist managers are more participative while highly individualistic managers are more autocratic in their decision-making style. The results also suggest that the higher their level within the hierarchy, the more likely managers are to be delegative and autocratic, and the less likely they are to be participative and consultative than their colleagues in the lower levels of managerial hierarchy.A comparative cross-cultural analysis of the managerial value systems and decision-making styles of Iranian managers with their counterparts in other Middle Eastern countries was also undertaken. The results indicate that overall the dominant value systems of managers from the Middle East are conformist, sociocentric and existential, with egocentric and manipulative being the least prevalent. Furthermore, their dominant decision-making style is consultative, with autocratic and delegative styles being the least prevalent. Compared with the other Middle Eastern managers, Iranian managers are more conformist and tribalistic and less sociocentric and existential. Furthermore, Iranian managers are more consultative, more delegative, more participative, and significantly less pseudo-consultative, compared with managers from other Middle Eastern countries.The qualitative portion of this study comprises two extensive case studies of exemplary Iranian organizations, i.e., Tehran Municipality and Watt Meter Company of Iran. The main objective of these case studies is to provide in-depth data as a supplement to ++ / the broad based analysis of the questionnaire survey. They also give a different perspective, resulting from a multidisciplinary integrative inquiry. The required data for writing the cases was collected through the companies' records, field observations, and one-to-one and focus group interviews with various levels of their management team, as well as their employees and customers. Both primary and secondary data were then used in writing the case studies. Qualitative analysis of the case studies suggests that advanced management practices like decentralization, delegation of authority, out-sourcing, detailed planning, total quality management, effective human resource management and strategic management, which are more widely used in the industrialized countries, could be used with effectiveness in Iran despite its cultural differences. This finding supports Ralston et al. (1993) and both "convergence" and "divergence" views toward management practices and suggests that advanced management practices and continuous attention to human resource management may, as the case of the Watt Meter Company implies, create an effective corporate culture that fosters change.The leader's role is a very important variable in the issue of the cross-cultural transmission of management practices - especially in collectivistic societies like Iran and the rest of the Middle Eastern countries. In these societies, individuals and organizations identify strongly with their leaders. This is mainly due to their historical, socio-cultural and Islamic traditions and values. The case studies suggest that in traditional, hierarchical, and collectivistic societies like Iran, to be effective, organizational change should start from the very top. The vital common variables for success are visionary leadership with clear direction, effective human resource management, and empowerment of the ++ / workforce. All these seem to be essential for building the required corporate culture that fosters change.As the first study to measure the value systems and decision-making styles of Iranian managers, it contributes to the management literature in Iran and the Middle East. It builds upon:Flowers' et al (1975) contentions regarding the construct of managerial value systems;Hofstede's (1980) theory of national culture, which attempts to identify the cultural characteristics of members of various countries;Ronen and Shankar's (1985) principles for grouping countries based on their religion, language, and geography; andThe convergence versus divergence controversy regarding the cross-cultural transmission of management practices.This research is among the very few studies which investigates the characteristics of Iranian managers, i.e., their value systems and decision styles. It is widely believed that the business philosophy of any country depends, to a large degree, upon the values held by those in management. The present study is, thus, a detailed introduction to contemporary Iran and the way it is managed.

MA (eSiswati) / Sikhungo I-MER Mathivha Sefitwilimi Tendzabu, Buciko Nemasiko

The purpose of this thesis was to determine if the Value Systems (Tribalistic, Egocentric, Absolutistic, Achievist, Sociocentric, and Individualistic) based on the "Levels of Psychological Existence" developed by Clare W. Graves, could be applied to analysis of a role in a play script. Characters in four scripts were analyzed: The -Rainmaker, by N. Richard Nash; The Lark, by Jean Anouilh, adapted by Lillian Hellman; Fiddler on the Roof, book by Joseph Stein, music by Jerry Bock, lyrics by Sheldon Harnick; and The Taming off the Shrew, by Shakespeare. The results showed that the system could be applied practically and effectively.

Sammanfattning Denna studie syftar till att undersöka hur enhetschefer inom äldreomsorgen resonerar kring begreppet värdighet hos äldre personer som bor på särskilt boende, samt hur de ser till att deras personal omsätter värdighet i det praktiska arbetet. Värdighetsbegreppet diskuteras främst i förhållande till komponenterna bemötande och självbestämmande. Studien genomfördes med en kvalitativ forskningsmetod i form av semisstrukturerade intervjuer med fem enhetschefer inom äldreomsorgen. I analysen användes fyra olika teorier om värdighet, nämligen (I) meritvärdighet, (II) värdighet som moralisk resning, (III) identitetsvärdighet samt (IV) människovärde. Studien visar att begreppet värdighet rymmer en mängd olika beståndsdelar enligt enhetschefer för äldreomsorgen. Bland annat nämns individualitet, god omvårdnad, respektfullhet och gott bemötande som viktiga delar av värdigheten. Enhetschefer inom äldreomsorgen lägger också mycket vikt vid sin personal och huruvida de uppfyller dessa komponenter i sitt praktiska arbete kring äldre. Studien indikerar även att begreppet identitetsvärdighet bör uppmärksammas och lämnas mer utrymme inom verksamheter som rör äldre. / Abstract This study aims to examine how unit managers in eldercare reason about the concept of the dignity of older people living in residential care, and how they ensure that their staff turnover of dignity in the practical work. Dignity concept is discussed mainly in relation to the components of treatment and self-determination. The study was a qualitative research in the form of semi-structured interviews with five heads of units in elderly care. The analysis used four different theories of dignity, namely (I) merit dignity, (II) dignity as moral stature, (III) the identity and dignity and (IV) human dignity. The study shows that the concept of dignity can accommodate a variety of ingredients according to unit managers for their care. Among others mentioned individuality, good care, respectfulness and good treatment as essential elements of dignity. Heads of Unit in elderly care also places much emphasis on their staff and their compliance with these components in the practical work around the elderly. The study also indicates that the concept of dignity as identity should be recognized and given more space in the activities related to the elderly.

The purpose of this study was to determine the various values that influence police officers within law enforcement organizations. The value systems (Tribalistic, Egocentric, Conformist, Manipulative, Sociocentric, and Existential) were based on the "Levels of Psychological Existence" developed by Clare W. Graves. A values test instrument was administered to 297 police officers. Specific hypotheses regarding value differences in law enforcement groups were tested. The results were significant in the areas of Existentialism and higher personal education; Sociocentrism and older age, male sex, detective rank group; Manipulation and younger age, male sex, officer rank group; Conformitism and longer police service, female sex, married officers; and, Tribalism and longer police service, female sex, less personal education.

The purpose of this study was to determine the various values that may be contaminating the military's communication and to describe the predominant levels of psychological existence. The design of the study involved a National Guard battalion that was composed of 432 personnel. The sample drawn was 280. Data was collected through the use of a values test. Comparisons of the differing scores of demographic variables formed the bases of the conclusions drawn in the study. The results were highly significant at the .0001 level. The data indicate much support to the past research done in the field of Value System Analysis. Much research is yet needed to fully describe the value levels in all military organizations. This investigation is the beginning.

Diss. (sammanfattning) Uppsala : Sveriges lantbruksuniv., 2009. / Härtill 4 uppsatser.