The Emergency Price Control Act of 1942: Basic Authority and Sanctions

Fast pace of change in the business of technology is the reality of many organizations today. The software development industry is one example where this nature is prominent. Companies need to adapt in ways that eases the persistence against change from external forces. Companies need to turn into Learning Organizations as these help people and organizations embrace change. Two key components of the Learning Organization are the teams, as they are considered to be the fundamental units of organizations, and managers, as they have the biggest impact on facilitating learning in the organization. Therefore, this study has investigated how managers could act to create conditions for encouraging team learning of a software development company to become a Learning Organization.   This has been done by conducting a case study at the company Ericsson in Kista, Sweden, who is market leaders within the software development industry. The case design consisted of a two phase method that included both a quantitative and qualitative data collection method.   The results indicate that Ericsson could be classified as a Learning Organization and in addition display promising characteristics when it comes to having team learning capabilities. Furthermore, the findings suggest that in order for managers to encourage team learning they should take on a coaching and supporting role to understand the need of the teams; challenge the status quo; empower teams through giving them mandate; allocate time for learning as an integral part of the daily work; and reward learning in teams.   The findings of this study have implications both in a theoretical aspect and a sustainability aspect. From the theoretical aspect, the findings provide with further empirical data in a field that is currently dominated by theoretical literature. Furthermore, the findings display a practical example of how managers of a market leading company with promising characteristics of team learning capabilities have acted to create such conditions. From a sustainability aspect, the results of this study give firms a sustainable competitive advantage through increased business performance, healthy labor conditions that are a result of healthy team dynamics and possible encouragement to future attention towards emphasis on environmental aspects

Merleau-Ponty’s implicit critique of the new mechanists

I argue (1) that what (ontic) New Mechanistic philosophers of science call mechanisms would be material Gestalten, and (2) that Merleau-Ponty’s engagement with Gestalt theory can help us frame a standing challenge against ontic conceptions of mechanisms. In short, until the (ontic) New Mechanist can provide us with a plausible account of the organization of mechanisms as an objective feature of mind-independent ontic structures in the world which we might discover – and no ontic Mechanist has done so – it is more conservative to claim that mechanistic organization is instead a mind-dependent aspect of our epistemic strategies of mechanistic explanation

Inside the Womb: Interpreting the Ferguson Case

Abstract The rise of globalization has made ​​the sustainability aspect emerged as a sign that peoples’ actions must change. Tourism is now one of the fastest growing industries in the world that has an impact on people, nature and cultures. The purpose of this study is to gain a better understanding how different tourism actors use and express the concept of sustainable tourism development in the co-operation organization Kiruna Lapland. One of the most visited places in the north of Sweden. The thesis was made by using a qualitative approach which included seven interviews with both experience and accommodation actors within the tourism industry to gain different perspectives. The result shows that there are some complications what sustainable tourism is, that it’s a complex concept. The tourism actors show mostly knowledge regarding the environmental part which they also show different thoughts and strategies to accomplish their company sustainable. Sustainable tourism is an interesting aspect that is important to adopt in every operation which needs consideration and responsibility. Keywords: Sustainable development, sustainable tourism, co-operation organization Kiruna Lapland, qualitative study, tourism actors

MULTI LEVEL MARKETING INTEGRATION PROCESS MANAGEMENT

The paper’s intention is to deal with the issues of the comprehensive multu level marketing integration. It is a conceptual view over the different aspect of the integration process on different levels. The author presents some basic principles of internal and external integration of the marketing inside and outside the business systems. In this regard the business organization network (BON) is also an object of approaching. It is suggested an integration methodology to be used for the conceptualization and development of the -integration process. Another aspect of the paper is the presentation of models for vertical and horizontal markets and marketing integration beyond the boundary of the business systems. Some of the problems of marketing networking process are also discussed in the article.Business organization network; Marketization process; Marketing networks;

Customer service : giving your best

This is a report on the presentation "Customer service: giving your best" that took place at the Saskatchewan Library Association/Saskatchewan Association of Library Trustees Conference, North Battleford, SK, April 25-28, 1996. This session was given by Val Solash from Edmonton Public Library and was designed to help make librarians better customer service providers. Tips included realizing that that everyone in an organization has customers ("inside" and "outside" customers) and that customers have "moments of truth" when they come into contact with any aspect of the organization. In addition, a Total Product Concept model for customer service was presented, which describes "core", "expected", and "exceeded" services

The Role of Pragmatics in Cross-cultural

We here try to find out the role of pragmatics in the cross-cultural contexts. Pragmatics is the way we convey meaning through communication (Deda, 2013). Other factors beyond competence are the adjustments between contexts and situations that can change the ordinary meaning of elements/sentences according to the language situation. The culture of an organization decides the way employees behave amongst themselves as well as the people outside the organization. Pragmatic culture more emphasis is placed on the clients and the external parties. Customer satisfaction is the main motive of the employees in a pragmatic culture. In linguistics, pragmatic competence is the ability to use language effectively in a contextually appropriate fashion. Pragmatic competence is a fundamental aspect of a more general communicative competence

UNELE ASPECTE PRIVIND ETICA MANAGERIALA

One important challenge is managing an organization in which members conduct their business in an ethical manner. In our paper are two aspects important. One aspect of this challenge is having knowledge of environmental and organizational conditions that increase the likelihood of unethical behaviour. A second aspect for top managers is providing ethical leadership to the rest of the organizations through such methods as hiring the right people setting standards more than rules, not letting them selves get isolated, and making sure that their ethical example is impeccable et all times.managerial ethics, moral issues in management

Promoting Cultural Humility: LGBTQIA+ Education for Healthcare Providers

Abstract: Purpose: LGBTQIA+ patients experience devastating mental health and substance abuse disparities. While our organization has a broad non-discrimination statement that includes gender identity and sexual orientation, there is no guidance for how to best serve these patients. Evidence suggests training sessions are a successful means of increasing LGBTQIA+ cultural competency, with “Safe Zone” identified as being especially successful on college campuses. The Healthcare Equality Index also calls for education to demonstrate healthcare organizations’ commitment to LGBTQIA+ patients. Intervention: We developed an educational workshop - Safe Zone – with university psychologists. This workshop included interactive exercises that focused on increasing empathy and cultural humility. Implementation: A formal pilot was completed with inpatient psychiatric nurses. Results demonstrated increased comfort interacting with and advocating for LGBTQIA+ patients, as well as increased knowledge of health disparities and terminology. The workshop, along with pre-and post-education survey data, was presented to key stakeholders in the organization. Outcomes: Safe Zone is now in the early stages of dissemination across the organization. This will give all staff the opportunity to increase their knowledge of LGBTQIA+ patients. We are consulting on clinical information changes happening within our organization. These include creating specific education bulletins to assist staff with asking patients about their LGBTQIA+ identity. Future Implications: We will examine if and how Safe Zone improves experiences for LGBTQIA+ patients. Safe Zone will inspire staff to advocate for their organization to be more inclusive of LGBTQIA+ patients. Education is one aspect of the Healthcare Equality Index, but also a critical step to creating an equitable LGBTQIA+ environment

Human Resource Management: The Consequences of Changes in Government Management

Employees as human resources (HR) are a central factor in an organization. Managing people in management is closely related to organizing management itself. Increasing benefits in the aspect of workability within the organization is a major consideration for HRD policies. The HRD policy is closely related to the HRM aspect, namely investing in people and developing the organization's human capital. To get employees who are efficient in the organization, then placing the humanitarian aspect as the basis for employee development. Through reforms at the organizational level both for individual employees in particular and the organization in general, a human power based perspective is offered. There is a new trend of organizations that are more consumer-oriented, and involve them in strategic planning processes that do not interest most of them. This can apply to public sector organizations