The Stele of Hammurabi Essay Example | Topics and Well Written Essays - 1000 words

The Stele of Hammurabi - Essay Example It is obvious from the investigation that the Stele of Hammurabi made by the Babylonians is similar to a constitution, which goes about as incomparable archive that states how a nation is administered. As a constitution is printed and duplicates gave to general society to acclimate with the arrangements in that, he made the figure and set it at an open spot so everybody could see. This implies on the off chance that you conflict with the law, at that point it is out of obliviousness, and hence merits discipline. The etchers didn't envision the creative estimation of the figure content, their psyches were focused on the useful part of the compositions in that, Stele examination finished on the substance of the law expressed. It was not set in the open as a sculpture or image speaking to people or articles, yet was set transparently so the general population can understand it and disguise the laws. In the extract from The Philosophy of Art History by Arnold Hauser, the window is given two qualities; first, it is an initial that interfaces the individual inside a fenced in area to the outside condition. Others individuals will take a gander at it and welcome the masterful worth it communicates, from the sheet configuration, kinds of glasses utilized, and nature of work utilized in the edge. Work of art at that point goes about as a mediator among people and encounters, which contrast in kind and force. The straightforward window goes about as an opening to the remainder of the world, craftsmen would then be able to keep gazing at windows while valuing its plans, yet their actual capacity stays giving an outside view. Babylonians utilized the Stele of Hammurabi as a format for etching decisions, in right now; a constitution is composed in a PC and printed. They at that point utilize various structures of paper and ink to give it the official look. The figure was not acknowledged aesthetically, they couldn't see the fine Hammurabi carvings, and the very much orchest rated engraved law articulations. The setting of Stele of Hammurabi The setting in time was eighteenth Century BC, during King Hammurabi’s multi year rule of Babylon. Not long after getting into power, he combined his military and took them to fight with neighboring adversary powers. He extended Babylonian outskirts from Tigris, to Persian Gulf in the south. He was likewise attributed with acquainting request with business exchanges for instance, law of agreements which ensured the privileges of the two gatherings when they go into an agreement of any structure. The Code of Hammurabi was

Counselor Confidentiality and Disclosure

The advising procedure comprises fundamentally of self-revelation and self-encounter with respect to the customer, encouraged by communication with the instructor. With the end goal for advising to occur, the customer must reveal individual material to the advocate, who thus attempts to comprehend the client’s world in a setting of what the person thinks about how individuals react to life circumstances. Instructors know about their persuasive situations as for customers, and they abstain from abusing the trust and reliance of clients.Everyone has an essential commitment to keep up the protection of both present and previous customers, in the case of living or perished, and to keep up the secrecy of material that has been transmitted to them in any of their expert jobs. Sensible contrasts of feeling can and do exist among guides as for the manners by which esteems, moral standards, and moral gauges ought to be rank arranged when they conflict.Ethical dynamic in a given circums tance must apply the educated judgment regarding the individual advocate and ought to likewise consider how the issues would be decided in a companion audit process where the moral norms of the calling would be applied. This paper receives the fundamental postulation that the clients’ classification positions number one in this moral issue. By building up a pledge of classification, moral contemplations are not consigned to an optional status, after business matters nor are they noted as afterthoughts.Without a reasonable order, moral oversight of the activities picked through the vital arranging process come up short on this information. Advising Values are persevering. They persuade conduct. Decisions about good and bad or great and terrible are good decisions dependent on values. Throughout human connections, there are numerous circumstances where it is hard to settle on a choice since values clash. Qualities must be explained if moral choices are to be reached.These value s are effortlessly observed during the advising action. While customers may uncover noteworthy individual materials in their non-verbal conduct, the essential mechanism for directing correspondence is verbal. Customers uncover their contemplations and emotions to an insightful advisor by what they state, the effect with which they state it and by what they decide to darken in their verbal material. The more completely self-divulgence happens, the more completely the advocate can serve to enable the customer to find better approaches for coping.Ethical practice might be characterized as giving a helping administration, for which one has been suitably prepared, with care and scrupulous exertion, Unethical practice happens under three conditions: when the expert partner gets engaged with customers whose issues are past the extent of his or preparing; when the assistant endeavors their situation to gather expenses or compensation for inept assistance; and when the aide neglects to get t heir commitment to regard a client’s rights to security and to free decision. It is key for guides to give skilled advising administration to clients.It is this trust permits the customer to share their own interests in a manner that goes past easygoing discussion and which makes powerful helping conceivable. Similarly as with all callings, it is an infringement of trust to offer an assistance wherein one is bumbling to convey or to abuse the general population by offering not exactly the administration one realizes the youngsters need. A portion of the more handy arrangements in keeping up privacy of the client’s foundation by the instructor are the accompanying: I. ) Limiting Personal Information from Client’s FilesRespecting a client’s rights to security incorporates the support of a private relationship inside which the customer is allowed to uncover significant individual data as the individual is prepared to do as such. The customer who hears their private considerations uncovered to another by their instructor has been sold out, except if the idea of the words proposes a believable danger to life or appendage. A kid or the guardians who is controlled by an advisor to uncover data the individual isn't yet prepared to uncover has likewise been the survivor of an intrusion of privacy.The line between facilitative driving by the guide and getting into individual issues can be a fine one, and the differentiation is regularly regarding courses of events and setting. Regarding a client’s option to pick uninhibitedly is likewise inconvenient to certain instructors. On the off chance that one starts with the presumption that judicious people will at last show up at a similar arrangement of decisions about a given issue or condition, it is anything but difficult to infer that the customer who doesn't show up at an answer that the guide esteems is thinking irrationally.At times that might be valid, and the difference fills in as proof that help has not yet been conveyed to a fitting end. In different cases, the difference may imply that the customer has values that vary from the counselor’s own arrangement of qualities, and maybe from those of the general public on the loose. In such occurrences, the instructor can assist the customer with understanding the sensible outcomes of the view he holds to be sure. On account of data that is promptly accessible, there must likewise be a breaking point to the data about the customer that would be made accessible to counselors.There is a need to implement a vow of privacy. At the Children’s Aid Society in Canada, there isn't generally a council to choose matters with respect to morals. In this way, the center ground approach must be taken. This includes the prerequisite that a guide signs a promise of privacy. The organization’s reasoning explanation may not be sufficiently explicit to control the everyday creation forms. The utilization of a con solidated strategic articulation can prompt this issue. On the other hand, a composed pledge of secrecy could be quite certain yet spread a constrained extent of potential circumstances.Indeed, each calling comprises of people or people with destinations or objectives for the fulfillment of explicit purposes. These reasons may either be close to home, benefit arranged, or instilled with some open intrigue. In the fulfillment of each profession’s targets, certain measures are watched, to guarantee that the people play reasonably and act with legit and sound free judgment. Principles are likewise seen to ensure that the individuals inside a calling watch appropriate morals as far as conduct, both in accomplishing their work and in managing others, over the span of the presentation of their job.However, notwithstanding the unbending measures, set by law or guidelines of the associations where these callings are drilled, certain exploitative practices are appeared by different ad visors. In an article entitled Clergy’s Image Recovering since Scandals, distributed last December 4, 2003, a study uncovers that in 23 distinct callings, the attendants were positioned high or high as to genuineness and moral norms. Specialists, veterinarians and drug specialists were close to the medical attendants, in said request, as the experts who exemplified moral conduct in the act of profession.Those who were positioned most reduced were the vehicle sales reps, HMO supervisors protection sales reps and publicizing professionals. The individuals from the ministry positioned higher than the earlier years, yet behind police officers and designers, however in front of specialists and brokers. What could be the purpose for the aftereffects of the reviews? It is the kind of moral or unscrupulous conduct, which the experts represent in their training that prompts the consequences of the reviews (Denenberg, T. et al. ). Critical thinking processAs the conditions for treatmen t are set up, an agreeable critical thinking process is led which brings about progressively self-upgrading perspectives and standards of conduct and the advancement of the fundamental social abilities expected to manufacture and keep up helpful connections (Johnson and Matross, 1977). Objectivity alludes to one’s capacity to survey a circumstance dependent on its own legitimacy and not founded on close to home inclinations or different impacts outside to the circumstance. Thinking and acting impartially present difficulties in light of the fact that assumptions impact a person’s judgment.In expansion, people are more passionate than they are sound in following up on some random circumstance. Even more, a decent viewpoint of privacy should be finished by the instructor. What is privacy? Secrecy includes the assurance of touchy data given by one individual to another. It depends on shared trust between the supplier and beneficiary of data. Securing data about an individ ual is significant in light of the fact that its exposure can make that individual vulnerable.Because of this touchy duty with respect to guides, they should ensure that delicate information isn't wildly uncover except if the patient permits the divulgence or if there is a need that this information be uncovered to serve the customer (Code of Ethics). Responsibility implies being liable to outcomes of one’s activity or inaction. This isn't constrained to large obligations however a day by day event that occurs in everyday circumstances at whatever point one is offered obligations to perform. Guides must accept this view as they embrace advising meetings, regardless of whether humble or complicated.These errands are significant segments of a bigger procedure. Guides must take responsibility for they do and don't give to others this important however classified data (Code of Ethics). Strengthening in directing circumstances Empowerment, as an advising idea, is viewed as a signi ficant apparatus to cause an individual or gathering to adjust to social change. It includes the standards of cooperation with individuals and their entitlement to self-assurance. Strengthening necessitates that partner recognize an individual’s qualities, share force and control with him, and persuade him

Blog Archive MBA Career Advice Before You Leave That Job Part 1

Blog Archive MBA Career Advice Before You Leave That Job Part 1 In this weekly series, “MBA Career Advice,” our friends at MBA Career Coaches will be dispensing invaluable advice to help you actively manage your career. Topics include building your network, learning from mistakes and setbacks, perfecting your written communication, and mastering even the toughest interviews. For more information or to sign up for a free career consultation, visit  www.mbacareercoaches.com. If you are headed to business school this fall, your life is about to change in a big way. Right now you are surrounded by professional colleagues, mentors, and champions, people who have supported you throughout your career and have helped you get to where you are. You are embedded within the network of your company. Will those connections diminish while you are in business school? You are going to be very busy and it won’t be easy to keep in touch, no matter how well-intentioned you are. But, you have an opportunity to nurture these connections now so that they persist even after you are in a different city doing different work. This is important even if you plan to transition into a different industry in a different geography. The world is round; you never know which relationships will come back around to be important. Before you leave, seek to establish meaningful contact with everyone you have known in your job to date so that the relationships you have built will last. Make a list of all the people who fit into one of these categories: Supervisors, mentors, champions, and advocates Collaborators, peers, and colleagues Subordinates, people you managed Important clients and external service providers People you didn’t work with directly but who helped you out at some point People you wish you had gotten to know better Anyone else who comes to mind as someone you want to stay connected to Give those people your personal email address and let them know how to reach you in the future. Connecting on LinkedIn is also a good idea. But these small steps are not enough. They won’t deepen the relationship. Real relationships require a personal touch. So for the most important people on your list, schedule appointments to meet with each of them, preferably outside of the office. Why outside? Well, the professional aspect of your relationship is ending, and if you are going to keep the connection alive, you will have to create a personal connection. It will be harder to do so, if you are in a “strictly business,” setting. So, get them into a new environment. Share ThisTweet MBA Career Advice

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Galileo was the Greatest Innovator and Scientific Mind of...

â€Å"I decided to stand alone on the throne of the world, because I believe all good philosophers fly alone like eagles.†(Axelrod 9 ) . Galileo is one of the greatest scientific minds and innovators of his time. Many questioned his methods of discovery, reasons for why something was happening in experiments he conducted. Galileo’s reasoning is the focal point to his research and helps with the idea of understanding how he thought. Galileo’s inventions were the most innovative and advanced in his field at the time. Most importantly Galileo was just trying to find truth , â€Å"Galileo was honest when he said that if the bible seemed to say something different from what science said, then one had just misinterpreted the bible†,(Axelrod 8 ). Provided the research and experiments Galileo had done his theories and ideas are correct for his time. As a scientist, Galileo experimented with many theories on how the universe was structured and found the copernican theory to be the most sensible but had trouble proving his system to be true. Galileo’s commitment to explanation as the basis for justification for his research is stronger than most of his other methods for explaining the environment around him. How Galileo found his truths are thorough his research. Galileo started to reason the tides and the flow of the waves of the ocean,How the waves relate to the motion of the earth and it’s motion in relation to Copernican theory of the universe â€Å"the timing and magnitude of specificShow MoreRelatedUnderstanding the Scientific Revolution Essay1579 Words   |  7 PagesUnderstanding the Scientific Revolution The Scientific Revolution was a time of change and new thinking. Many innovators had new ideas about the earth and many other things, but most challenged the Church in thinking of these new concepts. This revolution was so important to the development of mankind that modern historians honor the phrase with initial capital letters. This change of thought took almost two centuries to become established in western Europe; today this prolonged crisis is knownRead MoreEssay on The European Renaissance2182 Words   |  9 Pagesof darkness. Within it, learning was suppressed and knowledge didn’t advance. However, by a turn into the 1400’s, there was a â€Å"rebirth† of learning: the Renaissance. The Renaissance was marked by an intense awaking in the visible world and in the knowledge derived from the experiences rather than religion and wise tales. It turned away from the abstract speculations and interest in life after death which is characterized in the Middle Ages. Although Christianity was not forgotten completely, the holyRead MoreThe Enlightenment Philosophers: What Was Their Main Idea2373 Words   |  10 PagesLiterature Network  » Literary Periods  » The Enlightenment 57 The Enlightenment The Enlightenment, sometimes referred to as the Age of Reason, was a confluence of ideas and activities that took place throughout the eighteenth century in Western Europe, England, and the American colonies. Scientific rationalism, exemplified by the scientific method, was the hallmark of everything related to the Enlightenment. Following close on the heels of the Renaissance, Enlightenment thinkers believed that theRead MoreManaging Information Technology (7th Edition)239873 Words   |  960 PagesAppliances, Inc.: Deciding on a New Information Technology Platform CASE STUDY I-7 Midsouth Chamber of Commerce (B): Cleaning Up an Information Systems Debacle CASE STUDY II-1 Vendor-Managed Inventory at NIBCO CASE STUDY II-2 Real-Time Business Intelligence at Continental Airlines CASE STUDY II-3 Norfolk Southern Railway: The Business Intelligence Journey CASE STUDY II-4 Mining Data to Increase State Tax Revenues in California CASE STUDY II-5 The Cliptomaniaâ„ ¢ WebRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pageswill normally be a prerequisite that some type of analysis of the strategic position is undertaken, using the case material. When planning the use of these cases within programmes, care needs to be taken to balance the time taken on such strategic analysis so as to allow the time required to analyse the main issues for which the case has been chosen. Where the text and cases are being used as the framework for a strategy programme (as we hope they will), it is essential that students are requiredRead MoreCase Study148348 Words   |  594 Pageswith Strategy The Global Pharmaceutical Industry: Swallowing a Bitter Pill Vodafone: Developing a Total Communications Strategy in the UK Market European Tour Operators: Confronting Competition in the Tourism Industry Evolution and Revolution in the Hi-Fi Sector Amazon.com ï £ ©2007 - Early 2009 The Formula 1 Constructors Web Reservations Inte rnational: Challenging Industry Norms Manchester United FC: Continuing Success but at What Cost? Hermes Fund Management, Total and Premier Oil: The Responsibility

Leadership and Cross Cultural Analysis of Australian Organizations

Question: Discuss about theLeadership and Cross Cultural Analysis of Australian Organizations. Answer: Introduction The match of globalization and internalization is growing each day. Presently, the successful business entities must work across cultures. Therefore, leaders have to, listen to the people's voice, and understand what the voices may be telling them. Globalization has given birth to the multi-cultural organization where employees from more than one country are working together. Companies are finding multicultural employee engagement as lucrative but managing a multinational organization is tougher than a locally based company is. Human resources in this organization are required to perform at all operational levels in the entity both locally and internationally. In such situation, the risk of cultural differences is inevitable. In countries such as Australia, cultural diversity is a valuable asset to the Australian industries as pointed out by Shwalb, Shwalb, Lamb (2013). Therefore, it is essential for Australian business to acknowledge the economic and social contribution of a culturally diverse workforce. The Australian industries and organizations should take advantage of the cultural diversity so as to effectively improve the level of competitiveness in customer service. The aim of this paper is to identify and critically analyse communication strategies a leader should counter inherent to cultural diversity in Australia. Also, the paper will critically examine how leaders can address ethical issues inherent to Australian Multinational Companies (MNCs). The paper will then conclude with a critical analysis of an optimal leadership mix that should be aligned with multicultural workplaces in Australia organizations. Communication Challenges a Leader would Expect about Cultural Diversity in Australia Bochner (2013) assert that, communication is a key factor towards the success of an organization. In addition, effective communication in multi-cultural Australian organizations faces a myriad of challenges. Overcoming communication barriers in organizations is an essential aspect. Communication is more than trading word; it incorporates emotions and people intentions. Leaders in Australian entities have to be taken through proper training interventions such as the program to build listening, writing, and conversational skill (Chhokaret al.2013). Additionally, leaders should make sure that they learn verbal and nonverbal communication and negotiation skills. Leaders in Australian organizations have a challenge in acknowledging and celebrating cultural differences, ethnicity, faith, and language among the workforce. Therefore, leaders are likely to face communication hurdles when managing cross-cultural differences as denoted below. High and Low Context Communication Levels This communication barrier was brought forward by Edward Hall, a cross-cultural researcher and an anthropologist. He studied the cross-cultural aspects of the world, and thus came up with a set of behaviours known as the high and low context communication processes. Communication using high and low means relates to the background and the nature of events happening. Low and high context communication processes are one critical theory in cross-cultural researchers (Greenfield Cocking, 2014). These principles apply to multinational institutions in Australia. High-context communication can be very sensitive when a manager is dealing with human resources. In high-context communication, information cannot be efficiently transmitted as the managers encounter human resources that communicate more implicitly. Therefore, the intended message is heavily interpreted basing on the overall situation and may lead to the information being considered as ambiguous. On the other hand, low context comm unication culture asserts that the communication culture tends to be individualized and fragmented. In Australia, some human resources prefer individualized communication. In this communication channel, the content of the messages is clearly spelled out. Significantly, the message is transmitted directly and clearly to the receiver. Communication is direct, dramatic, open and based on real intentions. Although this communication channel seems to be open phased, the; leaders may fail to get the comprehensive details regarding the subject matter. When leaders in Australian industries are communicating with nationals from Asia (Korea, Japan, and China), they are likely to face high context communication barrier. Asian societies are homogenous in aspects of information and work experience as denoted by Huesmann Eron (2013). Also, most messages are not necessarily in the form of words. Information is mostly transmitted through gestures, space use or even silence. Leaders in Australia o rganizations may not be favoured by this type of communication because it may be hard to decode the details of the information. Verbal Communication This type of language occurs when the sender intends to communicate feelings through words and language. Leaders are faced with language barriers as a diverse workforce is characterised by different cultures and background. Language fluency is an essential social aspect that is vital in helping managers to improve the organizational effectiveness and enhance their negotiation skill. Leaders are faced with the hurdles of getting the meaning of a context when the other person fails to express him/herself fully. In Australia, some staff from China, Japan, and Korea lack effective command of English, whereas English is the most commonly used language for intermediaries in Australia. Good command of English helps to reduce and avoid misunderstanding and communication failures (Lefcourt, 2013). Poor Interpretation Skills Leaders in Australian corporations cannot fully understand the feelings and expression of staff under them. Junior staff needs to have knowledge of another language but also be familiar with nonverbal cues, cultural practices, values and customs of the language of operation. Leaders who may not possess value and norms of a country may have communication difficulties during their earlier stage of operations. Additionally, Australian leaders may face problems in trying to understand the nonverbal cues used by junior staff in their entities. Some nonverbal cues include kinetics such as facial expressions and eye contacts that enables the actual communication to be carried successfully or smoothly. Leaders in Australia should have the complete knowledge of nonverbal cues among various staff. For instance, in Thailand silence is a sign of respect. The Dutch workers only use gestures from the upper part of the body. Managers who fail to understand some of these nonverbal cues face difficul ties in understanding the message communicated as denoted by Marsella et al. (2013) Management Style A management style is a form of communication channel that link the leaders and subordinates decisions. The organizational culture is a factor that influences management style. For instance, Australian managers are faced with the hurdle of solving problems when dealing with Chinese and American employees. As the American problem-solving skills advocate for competing for a form of problem-solving, the Chinese prefer the centralized orientation style approach. Moreover, the Chinese staffs are not used to listen to their superiors as they tend to despise a team perspective (Kupper et al., 2013). Therefore, management behaviors of different leaders majorly affect the process of communication and essentially require a clear understanding of how to deal with staff from different cultural backgrounds. Staff Behaviour For any organization, the subordinate staff is a valuable asset. This is because the success or subsequent failure of any organization depends on the employees. Each employee brings knowledge skills and experiences into the body. Therefore, employee satisfaction is a form of communication regarding Australian MNCs progress. Leaders in Australia MNCs face instances of employee dissatisfaction, which is detrimental to the wellbeing of an entity (Lamb, 2013). Therefore, managers should ensure staff productivity through staff empowerment within an organization, which will elicit staff satisfaction. Ways leaders can address ethical issues related to cultural diversity in Australia To effectively manage the ethical issues affecting the operation of an organization, a good leader needs to have a clear understating of the organizational design that can effectively shape the culture of the organization. In his study, Edwards et al. (2013) denote that a perfect organizational design helps in ensuring productivity, effective communication, and long-term innovations in an organization. To address an ethical issue such as cultural integration, the MNCs leaders have to create a perfect environment where people can work effectively and efficiently (Alcntara et al., 2013). Most of the entity ethical issues can be tracked to a perfect organizational design. For instance, Australian MNCs system sales and production department ethically work in harmony as two separate units. In such a system, the work done through information sharing and the provision of incentives determines the performance of the whole entity. The perfect performance design has been the main drive towards the growth in performance with an ethical working environment in many Australian MNCs. Without moral planning or intervention programs, Australian MNCs leaders can find it difficult to align its objectives towards their growth strategy. As a result, these leaders have adopted a hierarchical ethical culture within their organizational design as pointed out by (Englis, 2013). Hierarchical culture has proved to be essential to Australian MNCs management in maintaining regulatory control. Additionally, many Australian organizations use rotations in their operation such that there is flexibility in the administration of duties. In this manner, the employees feel respected and in their duties as equality in job performance is embraced resulting to unity in the successful performance of the organizations. In their study, Beugelsdijk et al. (2014) point out those leaders of different Australian business organizations embrace innovation in the process of addressing some of the pertinent ethical issues affecting the organizations business strategy. To address an ethical issue such as efficiency in production, Innovation forms one of the core strategies in an organization. Based on this, the production managers are hired after every three years so that they can inject some fresh, innovative ideas into the improvement of strategic business processes (Norton et al., 2014). Therefore, Australian MNCs embrace high volume delivery with a rigid culture combined with tight controls that avoid excess. Entities that have expanded into a global brand experience large economies of scale. Therefore, the companies have maintained functionally distinct department and teams that are pivotal to decentralized ethical decision-making to ensure the ideas and opinions of both the employees and the customers are as well given priority (Holgersson et al. 2016). Organizations operate in a volatile market, where the unpredictability of events is evident according to Bochner (2013). Development teams have hence come up with a flexible work plan that reacts to customer ideas and calls for improvement in the services offered by these organizations. Incentives and rewards are aligned with business purpose and strategy, and each department is paid according to the value it has brought into the entity. For instance, the sales teams can be rewarded for customer retention. Australian MNCs adoption of flexible controls in its organizational design can be attributed to the successful adoption of cultural diverse ethical strategies that promotes different skills and ideas that are a characteristic of a culturally diverse workplace. Various Australian organizations also train their leaders to embrace corporate ethical organizational culture and strategies that embrace diversity in every workplace. Corporate culture has strengthened clear leadership ability for delivery of solutions to mid markets, enterprises, and strategic service providers according to Edwards, Marginson, and Ferner (2013). Failure of organizations to embrace ethical, cultural diversity may cause institutional ethnocentrism. The negative consequences brought by institutional ethnocentrism include lack of motivation and slump in organizational productivity. Leaders of organizations faced with institutional ethnocentrism hence develop an ethical, cultural competence action plan to solve these management mentalities (Olwig Gullov, 2013). With the aim of promoting diversity in the workplace, many Australia MNCs outsource employees and other subsidiaries from cross borders (Singapore and Taiwan) through ethically monitored induction processes whil e inculcating their culture as the newly acquired partners. This induction minimizes the culture gap that may exist after amalgamation and promote diversity in the operational and behavioral skills of the employees. Australian firms have adopted a system that also surveys the ethical procedures and standards for the induction approaches for every organization that encompasses the perfect knowledge of the market culture. The induction approach encompasses macro concerns of quality, culture commitment, and values of an entity as pointed out by Holgersson (2016). Organizations corporate cultures endeavor to power a diverse working environment where society, people, and business applications are ethically accessible and securely connected. Embracing corporate culture has thus been one of the forefronts in addressing ethical issues that exist in Australian MNCs. Leadership styles and behaviours that align with managing a culturally diverse workplace According to Karin et al. (2014), leaders can utilize cross-cultural leadership theories to maintain strategic change within the organizations they manage. Specifically, Australian MNCs have used the Integrated Cultural framework leadership theory proposed by Hofstede in the process of their operations. Managers have used this leadership theory to analyze culture across companies and industrial (Lcke et al., 2014). Precisely the theory has been reliable and valid with the following precepts according to Reeve et al. (2014); Capability to influence - Members of an organization can affect decision-making in the organization to some extent. Managers are poised to reduce marginal regard to inputs to increase motivation and performance among the staff. Comfort with Uncertainty It denotes the extent to which members are comfortable while taking any risk about their responsibilities in the organization. Achievement positioning- It indicates the extent to which members are assertive, goal oriented, and achievement assertive Collectivism Vs individualism- It is the extent to which individual is compared with the group loyalty as effective in the organizational performance is a united effort. Impartiality- It is the extent when equal chance exists for advancement Time Orientation- It illustrates the extent to which organizational goals and missions of an organization are focused on the present, the past and the future. Company employees should not be focused doing on the future strategic plan for the enterprise. Space Orientation. This represents the extent of the physical layout of an organization, whether private or a mix of both aspects. Hofstede proposed that the leaders should establish strategic management groups that will address Australian MNCs problems and find common ground of building trust among the employees in the diverse workplace. As a result, a good leader ought to give the suppliers, employees, and customers voice to increase their corporate matters affecting the operation and service provision of their organizations (Kupper et al., 2013). Additionally, such organisations can create a cross-cultural and strategic problem solving ideas situation by creating an electronic comment box for employees and customers to comment regarding the operation of the organization (Takahashi, 2012). Moreover, they may implement surveys on customer satisfaction and supplier engagement. Such platforms encourage efficient management team established on the vision and mission entity that encourages a sense of ownership among employees in the cross-cultural environments (Wang et al., 2014). Moreover, they should incorporate branch groups in making vital decisions in an entity. Further, an organization ought to promote teamwork among them members of the facility. The baseline of trust is created by having a better understanding of collaborative efforts of every employee within the organization despite the cultural differences among them according to Lefcourt (2013). Hofstede grouped 100,000 IBM employees from different 40 countries for analysis. He came up with four key aspects in which cultures would emerge (Shwalb et al., 2013). Specifically, he asserted that Power, Individualism, Masculinity/Feminist, indulgence, pragmatism, and tolerance were some issues that affected organizational culture. Presently, the concept of cultural dimension and cultural distance has remained pertinent (Thomas Peterson, 2014). However, if the management applies them simplistically, they may be problematic. On the other hand, Shalom Schwartz, an Israeli Sociologist, claims that some cultural aspects such as behavioural effectiveness overlap Hofstede dimension. His leadership theory was known as behavioural effectiveness and it included gender balance and performance orientation as some of the cultural issues affecting organizational culture. In addition, Shalom leadership theory denoted that self-indulgence is a pertinent issue affecting corporate cultures. Specif ically, in some ways, the whole enterprise of business culture relies on the assumption that identifiable dimensions such as self-indulgence. Studies from business psychologist Oded Shankar denoted that there is a need to move away from the traditional notion of cultural distance. Managers should run away from dealing with pre-existing cultural pole differences and embrace on cultural friction, which focuses on peoples interaction with a different culture (Lamb, 2013). When the managers embrace the frictional culture, they may realize that culture plays a significant role in Australian MNCs success. Even though determining the cultural impact in an organization is challenging, it is clear that the drivers of the global workforce are the culture portrayed by the internal factors affecting an organization (Cullen Parboteeah, 2013). The labour force in an organization should thus subscribe to the organizational culture of so as to remain competitive in the current global management system (Marsella Pedersen, 2013). Multinational companies who have the global presence are poised to soar in profitability resulting to employee s from different cultural backgrounds bringing in innovation and creativity to the organization. As a result, the diverse cultures from various employees form the core of the MNCs cultural background. Many foreign engagements fail at the interaction levels. Additionally, many suggest that failure of negotiations at the primary level can be accredited to employ dissatisfaction. An organization that fails to embrace cultural diversity have witnessed fall in market share. For instance, the automotive industry has seen a break in promising links. Promising ties between Daimler and Chrysler and between Volvo and Renault subsidiaries in Australia has broken off due to cultural differences (Culbertson Chen, 2014). The managers in the automotive industries failed to embrace different cultural differences, therefore, blending mistrust between workforces in this auto industry. Reeve et al. (2014) denoted that analysis have revealed that managers of Daimler ad Chrysler and between Volvo and Renault had excessive stronger central control which felt like culture imperialism thus bringing out developmental problems especially for junior employees. Given the cultural differences in different co untries, it may be difficult for HR to set a common factor towards all cultural differences. Organizational cultures can be confined in external manifestations rather than an inside force that shapes an individual expression in life. Conclusion Many Australian multinational companies and organizations have different corporate cultures tailored to different business situations. What matters most is the overall design alignment with the market, which the company operates. Hierarchical organization culture has incorporated the right flexibility, right incentives, the right resources, and the right people. Moreover, entities have embraced the core cultures and functions that operate its strategic business. The flexibility of this organizational culture enables an objective system to adapt to any market with ease. Therefore, leaders have to listen to the peoples voice and embrace cultural diversity of all stakeholders in within the organizations so as to embrace a culture of respect, trust, and effective long-term performance. References Alcntara, P., Pilar, J. M., Del Barrio, K., Garca, S., Porcu, L. (2013). A cross-cultural analysis of the effect of language on perceived risk online.Computers in Human Behavior,29(3), 596-603. Ang, S., Van Dyne, L. (2015).Handbook of cultural intelligence. Routledge. Beugelsdijk, S., Slangen, A., Maseland, R., Onrust, M. (2014). The impact of homehost cultural distance on foreign affiliate sales: The moderating role of cultural variation within host countries.Journal of Business Research,67(8), 1638-1646. Bochner, S. (Ed.). 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