Complexity Theory Dominates The Narrative In Strategy Today Essay

Complexity Theory Dominates The Narrative In Strategy Today - Essay Example Thus, it is clear that organisations cannot carry on with preset strategies, and instead has to keep tab of all the happenings in its external environment and accordingly come up with strategies and reorient its organizational processes. This form of strategic management, where the organisation will keep on initiating new strategies according to its external environment, only comes under the Complexity theory. This theory views organisation mainly as part of a collection of structures, in which the organization could share some or maximum properties with other composite and adaptive environmental systems or structures. As the organisations share properties with these environmental systems, they will be able to adapt to that environment, reorient its strategies accordingly and emerge successful. So, this paper will critically discuss the strategic management view that Complexity theory dominates the narrative in strategy today, by first providing the background of the Complexity theor y. Then, the paper will analyse with case examples how the theory is practiced in an organization and how the strategist or leader or manager will play a role in that practice. The paper will also provide counter perspectives, before drawing to a conclusion. When the Complexity theory is viewed from an overall perspective, or when one focuses on the science of complexity, it emerges that it is the study of an evolving and adapting order in an otherwise orderly systems. That is, certain action is carried out, or naturally carries out in a specific order, without changing of set patterns, for example, flocking and large scale migration of birds. However, even that set pattern have to be changed according to the constantly changing environment. So, the key is, the actions has to be operated at the vicinity of ‘edge’, without deeply getting involved in preset practices. That is, one has to be fully prepared for any changes that might occur in their action path, and so they should operate in that path of ‘prepared’ or ‘ready to adapt’ state. According to McElory (2000), the systems that operate in the vicinity of the edge or even chaos mainly exhibits strong bursts of creativity, thereby coming up with i nnovative behaviours and new patterns. These new patterns which enhances the ability of a system to â€Å"adapt successfully to its environment are stabilized and repeated† while those that performs below expectations and leads to failures â€Å"are rejected in favor of radically new ones, almost as if a cosmic game of trial-and-error were being played.† (McElory 2000, p.196). Many concepts of the Complexity theory got originated and were researched at the Sante Fe Institute, located in New Mexico, USA. The institute was found in 1984 by George A. Cowan as an independent research centre, where scientists from different disciplines including maths, physics, biology, information technology, psychology, physiology, etc, etc with their computing expertise, conducted â€Å"interdisciplinary work on the behaviour of complex adaptive systems†, coming up with various postulations of the Complexity theory. (Rosenhead 2008). The basic concept that resulted from this resea rch under the Complexity theory is that, any collection of components as well as systems will evolve as well as organize itself, on the basis of changes in its external environment. The application of this concept in the field of business started

Summary of Metamorphosis :: Gregor Samsa

Gregor Samsa awakes one morning to find that he has been inexplicably transformed into a giant insect. He has also slept late. His parents and his sister Grete try to rouse him so he can make it to his dreary job as a traveling salesman. The family depends on him for its livelihood. Gregor, however, is now a bug. When a clerk from his company comes to demand an explanation for his absence, Gregor makes a great effort to open the bedroom door and show himself. This sends the terrified clerk tearing down the stairwell and Gregor's family into shock. Grete, more than his father or mother, handles the situation practically. Gregor is fed, and his room is cleaned. Before long, however, economic reality requires all three to find work, and less attention is paid to Gregor--except when he gets out of his room. No one in the family is fully able to reconcile him- or herself to the insect Gregor, and Gregor is unable to express himself to his family. The fear and disgust his presence inspires (the irrational fear of the mammoth cockroach) is a detriment to his mother's health and incites his father to brief fits of violence. One such fit, a bombardment of fruit, deals Gregor a deep and crippling wound. Hobbled and neglected, Gregor begins to waste away in his room. The family takes in three carping lodgers, using Gregor's room to store excess furniture and other miscellanea--adding insult to injury. Yet the family does leave Gregor's door slightly open in the evenings, so that he may take part in the household in a small way. One evening, the lodgers hear Grete practicing her violin. They call her into the parlor for a concert. She obliges, and the music so moves Gregor that he creeps out into the parlor towards her, wanting to convey that he understands her gift and will help it to blossom. The lodgers see Gregor and immediately give notice. This is the breaking point for the family. Grete declares that they must abandon the notion that this hideous bug is their dear Gregor. All sadly agree. Gregor slinks back into his room. He dies that night. A great weight has been lifted from the family. After a moment of mourning, the father demands that the lodgers leave immediately. The family takes a trolley out of the city and into the countryside. It is a beautiful, sunny day, and as Grete stretches out her limbs in the trolley car, her parents' thoughts turn to finding her a husband.

Disease and Conditions of the Reproductive System

Unit Seven Workbook Assignment Chapter 12: Diseases and Conditions of the Reproductive System Assignment: For each scenario below, outline the appropriate patient teaching you would perform. First, review the â€Å"Guidelines for Patient-Teaching Exercises† found on page iv in the â€Å"Introduction†. 1. SYPHILIS A patient has been diagnosed with syphilis. The practice has printed instructions for patients diagnosed with this condition. The physician has instructed you to provide the patient with the printed information and to review it with her.How do you approach this patient-teaching opportunity? First, I would sit down with the patient and read the printed instructions to the patient. I would emphasize the importance of finishing the coarse of medication, even if the symptoms improve. I would also urge the patient to inform all sexual partners so they can also seek treatment if needed. I would also instruct the patient to avoid all risk factors for STDs. Finally, I would ask the patient if they have any questions. 2. ORCHITIS A young male patient has just been diagnosed with orchitis.The physician requests you provide the patient with the printed information concerning this condition. How do you approach this patient-teaching opportunity? ? First, I would sit down with the patient and read the printed instructions to the patient. I would emphasize the importance of finishing the entire coarse of antibiotics. Suggest comfort measures, such as scrotal support and the use of ice packs. Explain the importance of follow-up appointments for urologic care. Finally, I would ask the patient if they have any questions. 3.PREMENSTRUAL SYNDROME (PMS) A female patient complains of typical premenstrual syndrome symptoms. The office has printed information for patient teaching about this condition. The physician requests you to provide the information sheets to the patient and review them with her. How do you approach this patient-teaching opportunity? First , I would sit down with the patient and read the printed instructions to the patient. Inform the patient that women benefit from stress-reduction program or counseling to better cope with the symptoms.Assure th patient that 50% of menstruating women experience PMS in some form. Finally, ask the patient if they have any questions. 4. ENDOMETRIOSIS A young female patient has been complaining of intolerable menstrual cramps and other pelvic pain. The diagnosis of endometriosis has been made. The physician has written instructions for this condition. You are instructed to provide the patient with the printed material and review it with her. How do you approach this patient-teaching opportunity? ? First, I would sit down with the patient and read the printed instructions to the patient.I would review with the patient the issues surrounding the disease and that it can progress or even regress over time. Discuss treatment options such as: hormonal contraception or surgery. Also have the pa tient take and finish the prescribed medication. Finally, I would ask the patient if they have any questions. 5. PREECLAMPSIA (TOXEMIA) A pregnant patient has been experiencing elevated blood pressure and sudden weight gain. She has been diagnosed with preeclampsia. The physician has printed instructions for this condition.You are instructed to provide this information to the patient and her family. How do you approach this patient-teaching opportunity? I would teach the patient of early and regular prenatal care to monitor weight, blood pressure, and urinalysis. If the patient is pregnant and is considered at risk for eclampsia, teach the warning signs to report: sudden weight gain, edema, headache, and increased blood pressure. Early signs can be managed to help prevent hospitalization and the onset of complications. Finally, I would ask the patient if they have any questions.

The History Of Cross Culture Training Business Essay - Free Essay Example

Sample details Pages: 7 Words: 2130 Downloads: 10 Date added: 2017/06/26 Category Business Essay Type Argumentative essay Did you like this example? With globalization in full swing, cross-cultural training is a necessity in the modern day world. The aspect of diverse culture in the business environment ought to be taken as a serious issue. Inability to understand and contain diverse culture in a business environment is critical as it can result into a diminishing business environment. Don’t waste time! Our writers will create an original "The History Of Cross Culture Training Business Essay" essay for you Create order Qualified decisions must be made as to the best cross-cultural training programs that an organization should adopt. There is no adequate research on this. This research study aims at establishing the adequacy of cross-cultural training by outside institutions such as universities in Chinese business environment rather than in-house cross-cultural training programs. To get the results, a comprehensive literature review was conducted. It was foun that cross-cultural training offered by outside institutions in Chinese business environment is common. This is due to the fact that China has unique cultures and in-house training on culture does not present sufficient opportunities for success. This study is essential as it serves to provide information to businesses not only in China but in other parts of the world regarding the best way to offer cross-cultural training to reap the benefits of the presence of diverse cultures in a business environment. Cross-Culture Training Cross-cul tural training is a phrase commonly used to define a form of training that is offered with an aim of highlighting the difficulties and problems faced in working in a cross-cultural context. In addition, cross-cultural training teaches both skills and methodologies necessary to overcome such difficulties. With globalization in full effect, cross-cultural training in businesses is indispensable. Since globalization took effect, the traditional way of business operation and communication in businesses has been dispensed. Indeed, in the modern day world, it has become exceedingly common for staff in a particular country to regularly deal with clients, colleagues or even suppliers in another country over such communication mediums as emails, telephones or even video conferencing. While people from different regions in the world may work for one organization, possess same knowledge and skills or even work in the same industry, the manner in which each individual works, interacts and does business may be characterized by vast differences. Therefore, when working in a multicultural context, having the appropriate professional skills and understanding personal and colleagues cultural make-up is indispensable as it helps avoid business failure and misunderstandings given rise by inadequate cultural sensitivity and competence. In the Middle East, especially China, businesses have increasingly realized the need for cross-cultural training. This follows after research identified that doing business in the Middle East presents formidable cultural challenges. Therefore, businesses in the region engage themselves rigorously in this aspect to ensure that their businesses operate effectively. A significant number of businesses in China tend to use outside institutions such as universities to conduct such training. Therefore, this paper aims at establishing the extent to which Chinese businesses use outside institutions cross-cultural training. Literature Review In a review of 228 multinational companies in China, Solomon (1994) found out that all the companies had well-designed cross-cultural programs for expatriates, which were administered not only before but also after the individuals left their home countries, if they wanted their expatriates perform successively oversees. In addition to this, Solomon (1994) established that out of the 228 multinational companies studied in China, 167 offered cross-cultural training to their expatriates through expatriates. Most of the companies studied used outside institutions such as higher educational facilities where professors, especially those specializing in business fields, offered cross-cultural training to the expatriates of the respective companies. In his study, Adler (2001) identified that cultural differences in the Middle East are too essential to be ignored or even denied. Adler and Bartholomew (1992) assert that the use of outside institutions by businesses with an aim of helping employees learn about different cultures is very essential. They further contend that higher education facility educators, who in most cases, have a high level of knowledge and skills in handling cultures owing to their education levels and experiences, facilitate and diffuse cultural synergies. Indeed, facilitation and diffusion of cultural synergies is considered to be an essential and a critical economic success factor. Forster (2000) supports this by indicating that employing the use of higher education faculties in a business organizations cross-cultural program is very essential as it serves to assist business expatriates adapt to living, as well as, working conditions in their host countries. Brewster (1995) sampled a total of 24 multinational companies in China. In the sample, 12 of those companies exercised cross-cultural training on their own while 12 of them employed the use outside institutions such as University professors to facilitate cross-cultural training. The r esearcher found out that the multinational companies that conducted cultural training on their own was insufficient, incomplete or simply non-existent. On the other hand, those that utilized the services of outside institutions were better placed in terms of business success since such aspects as misunderstandings within the business had been eliminated and thus an improved performance. Shumsky (1992) identifies that those companies that fail to provide cross-cultural training in their businesses through outside institutions often do so since they have no international experience. In addition, such businesses assume that offering such training through such institutions is a waste of business financial resources and not a necessity. Such businesses opt to offer cross-cultural training on their own without employing the use of other people with adequate knowledge and experience on the field. This is indeed, suicidal for a business since in-house training cannot render adequate cros s-cultural training, considering that it is a very broad issue and thus requires professionals to offer training on it. The culture and behavior in China is unique and many researchers identify it as an integral aspect of the Chinese language. For a business to be a success in the Chinese business environment, it is a mandate that a business first understands the customs and the context of the Chinese business. The requirement for this is adequate knowledge of the business culture in China. The Chinese higher education board has introduced a system where the curriculum addresses the diverse needs of cultures in China. This means that the educators who offer education on cultures are well versed with cultural knowledge, skills and experience. In Chinese educational facilities, students come from different backgrounds and thus diversified cultures. To ensure that there is no conflicting nature of education, the students are offered education on the best way to live and study as a u nit irrespective of the cultural differences. This is done by cultural training versed professors. The business environment in China is no different from educational facilities. Therefore, since higher education facility professors are well versed with knowledge, skills and experiences on cultural differences and coupling with their levels of education, they are seen as the best people to offer cultural education in the business environment. In his study, Tung (2002) suggested that the best and the most effective cross-cultural training in the Chinese business environment need to be specific and one that puts a stern focus on a particular population and situation. This can only be offered by outside institutions. The researcher further indicates that it is for this reason that it is logical that multinational companies, as well as, organizations in China provides their employees with specific cross-cultural training, which deals in important details about the Chinese population, as well as, project management issues by employing the services of outside cross-cultural training facilitators. Cross-cultural programs offered by outside institutions tends to put an exclusive focus on the specific culture, religion, as well as, on the manner in which laws, leadership and ethics can be covered. Main Thesis The reviewed literature in the literature review section highlights the practice of cross-cultural training in Chinese businesses. The common characteristic of the reviewed literature is that they endorse the essentialness and the need for outside facilitated cross-cultural training in Chinese businesses. However, the literature has served to reveal the inconsistency attributable to approaches adopted by prior researchers to access the extent to which businesses in China use outside organizations in offering cross-cultural training to employees. This section aims at presenting the essential logic of utilizing outside institutions in offering cross-cultural training in Chinese business environment with an aim of permitting empirical research with accord to stable criteria. The presence of diverse cultures can exist to affect the manner in which employees perform in a company owing to the difficulties evident in attempting to adjust to the new business environment. Indeed, this affects them both psychologically and emotionally. The presence of diversified cultures in a business environment especially in China, whose cultures are unique, can surface conflicts between employees. As a result, employee performance worsens and ultimately, the business underperforms. The strategic observation that cross-cultural training should be offered by outside institutions is well informed. As it is affirmed in the reviewed literature, incorporating the use of training services from outside sources promotes the formulation of customized strategies necessary to help in responding to the challenge emanating from the presence of diverse cultures in business environments. The Chinese business environment is perceived to be a complex one and this implies that calculative strategies, mostly offered by outside institutions, are necessary if at all there is a need for employees to become empowered. The development placed on employees to enable them thrive in contrasting cultural setting in a business environment is necessary considering the dynamics of the modern-day world. Simply put, while the current wave of globalization is on an increase, diverse cultures persist. This affirms the need for employees to have multicultural knowledge. This is not a matter of simply cross-cultural training but one offered by outside institutions, which are better versed with the cultural developments. Organizations in cultural diverse environments such as China cannot manage to distance themselves from this aspect. Therefore, it is necessary to incorporate such form of training into its management strategy. Recommendations The following recommendations are advanced by the paper as a way of increasing the managements role of providing cross-cultural training within organizations in China. Make cross-cultural training a priority. The management should ensure that it cultivates the culture of multi-cultural training, whether offered by outside institutions or not. This will empower the employees and give them knowledge regarding how to be successful in inter-cultural business environments. Liaise with higher education facilities offering business related courses and arrange for a session where the employees of the company can go and learn on cross-cultural training. This is particularly advantageous as the employees will have the chance to interact with the institutions professors who will offer exclusive education and training on understanding, interacting and working in diverse cultures in a business environment. Ensure that outside institutions cross-cultural training facilitators are fully supported by the company. A company ought to give support to the facilitator by way of allocating adequate staff, financial and time resources in order to ensure that the program is run successfully. In addition, all the required materials for training should be availed. Periodic training sessions at the convenience of the outside cultural-training facilitator ought to be organized. The aspect of culture is characterized by a significant range of dynamics, which serve to give a business a new shape on almost a daily basis. In other worlds, attributes of culture keeps on changing regularly and this affects a business on a daily basis. Therefore, periodic cross-cultural training offered by outside institutions is necessary to make good of these changes. In summary, cross-cultural training by outside institutions should be an integral aspect of the top management of businesses in areas characterized by diverse cultures. This is particularly necessary to ensure survival and succes s of a business. In reality, an in-house cultural-training program is not adequate and does not help. Indeed, it may make an organization become a chaotic system thus resulting into severe repercussions to the business. Discussion This paper reported a pattern of cross-cultural training in Chinese business environment and attempted to address the pattern from the managerial perspective. In the process of doing so, the bodies of science of cross-cultural trainings concept were reviewed. The objective was to provide a coherent view of the extent to which the outside institutions are better placed to offer cross-cultural training to employees in the Chinese business environment. Going into the future, adequate research on cross-cultural training by outside institutions should be conducted to enable businesses in diverse cultural business settings establish the best practice when it comes to cross-cultural training. This might be perceived as an unnecessary task. However, given the current wave of globalization, such research is necessary for the survival of businesses. However, these research studies ought to further examine the models used in cross-cultural training in relation to the habits of an indivi dual when introduced to foreign business environments. If this is done, knowledge of effective strategies for cross-cultural training would lead to an increased business performance.