What Were the Old Names for the Months in Japanese

My Family Definition - 1396 Words

In my family, our interpretation of what family means is not your typical dictionary definition. When I think of family I think of the unity we have, our unity brings us all together and doesn’t just consist of people in our house hold. Anyone who needed a family knew that they had it in our house hold. Friends became family even though they weren’t blood related. We never had a reason not to care for someone just because they were blood family. I would personally define my family as an airplane. My mother is the body of the plane, my father the pilot, my brother the wings, the passengers are the people that become family, and I am the navigation system. I define my family as an airplane, because each of us have an important part in the†¦show more content†¦He is one of the biggest guidance in my life. He has helped my family and I financially, emotionally, physically, with all our problems. My father united our family, when my parents were still together he wo uld have everyone come over to our house, and if anyone was not getting along he would make sure that by the end of the night everyone was united. He taught my family and I to always help one another. He helped me learn the meaning of responsibilities, even if he was not around. At the age of 17 my father gave me a credit card. He taught me the true meaning of responsibility and how to be aware of my financial situation. He showed me the importance of paying bills on time, and how credit cards have interest rates. He also taught me how not paying bills can lower your credit score. At that age I was unconcerned about my responsibilities, but as I got older I realized the value of knowing these qualities. He always makes sure to keep the family calm through a storm and always makes sure we are safe even at the hardest time. My brother is the wings in the family. He is strong and holds the family together. He has helped our family come together and guide us through emotional times in o ur life. He has uplifted our family through the strongest winds. Just like the wings on the plane he is always on the side watching and guiding, steering our family and liftingShow MoreRelatedFamily Definition with Classification Essay1322 Words   |  6 Pagesï » ¿My Definition of Family with Classification The definition of â€Å"family† may differ from one person to the next. Even the various dictionaries have multiple definitions for the simple yet ever so complex word. The Oxford English Dictionary’s etymology of the word family comes from the Middle French famile, beginning in 1337 with family being defined as a group of people living under the same roof, household, in 1442-44 included a group of people related by blood, 1580 a group of people relatedRead MoreThe American Dream996 Words   |  4 PagesMy definition of American Dream If we ask most Americans what is the American Dream? the common answers are to become successful, rich, owning houses, cars and etc. In other countries, many people see America as a land of opportunities for a better life and that is the reason why they come here. Every individual who come to America have their goals or dreams that they want to fulfill in life that they can not fulfill in their own country. 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According to Mary Patricia Treuthart, author of â€Å"Adopting a more realistic definition of family† in the 1990’s the appropriate definition of family was  "a breadwinner-husband and a homemaker-wife who live with their biologicalRead MoreThe Perfect Family Is Not Always The Case For Everyone Essay1045 Words   |  5 PagesHow can a definition be given to a phrase that has a different meaning for everyone? When someone thinks of what a perfect family is, chances are it looks like a mother, father, and kids all living together. This ideal scenario is not always the case for everyone. There are many circumstances that people are placed in, which would limit them from being able to fit in this stereotypical connotation. A perfect family is normally defined as a group with two parents and their kids, but for anyone whoRead More Why There is no Model Family? Essay1291 Words   |  6 Pagesâ€Å"Family Aint Shit†: Why There is no Model Family A picture that pops into mind when one thinks of the term â€Å"family†: Mother prepares dinner, Father comes home from a hard day’s work, and the children walk into the house from school. The group sits at the dinner table and discusses the day’s activities with a genuine smile on their faces. Everything for this family is perfect. This example is just a traditional family portrait and is far from the reality of many modern families. It is so far fromRead MoreFamily And Family Development Perspectives Essay749 Words   |  3 PagesEnduring Families Over the past few decades the rapidly growing trend has been a debate between whether families are declining or enduring. In my opinion families are enduring through massive changes they go through based on influences such as ecological and family development perspectives. The interactions between the nuclear family and the extended family have grown over the years. Most people that I know, their families have â€Å"family reunions† in order to re connect with distant loved ones andRead MoreMental Illness : An Element Of Human Nature1040 Words   |  5 Pagesexperience, predisposition, etc.) each individual encounters. For me, my viewpoint of mental illness developed over time and has changed drastically over the years. As my interactions with those suffering from a mental illness have increased, the biases I had about mental illness have dissolved. New anxieties have formed, with these changes, in my perception around working with individuals with a mental illness. For the sake of my career and personal health, I will overcome these anxieties or learnRead MoreNotes On Autism Spectrum Disorder1656 Words   |  7 Pages1943 described children who shared high intelligence, a preference for being alone, and an â€Å"obsessive insistence on the preservation of sameness† (New England Journal). In 1944, Hans Asperger, a Viennese child psychologist, published the first definition of Asperger syndrome. He did so by identifying patterns of behaviors and abilities that he called, autistic psychopathy.† The pattern included â€Å"a lack of empathy,† little ability to form relationships, one sided conversations, intense absorptionRead MoreValue and Meaning in Rober Nozick ´s The Examined Life Essay1411 Words   |  6 Pageswords in his chapter titled Value and Meaning and how we use their definitions in the dimension we know to be as reality. Value, defined by Nozick, is a word that gives an object meaning to a person or something that has one’s own intrinsic specialty. Meaning on the other hand, is defined to be having a connection beyond the boundaries of value. Both words can relate to each other and yet still have much more meaning than the definitions that are provided. Looking further into Nozick’s observations of

Communication and Mannerism Samples †MyAssignmenthelp.com

Question: Discuss about the Communication and Mannerism. Answer: The method of interaction, communication and mannerism among people who are in a group can be referred to as organizational behavior. It is usually a study that is conducted to encourage and increase the efficiency of an organization. Organizational behavior is studied to analyze and understand and implement the tactics while managing the resources of the organization so that there is an increase in motivation and productivity (Wood 2016). There are several concepts in organizational behavior in human resource that is used to increase the efficiency of the individuals in a group. Some of the topics which are studies in organizational behavior have a direct influence on increasing productivity and performance of the resource, improving the level of job satisfaction, promoting leadership and encouraging creativity along with innovation. Organizational behaviors have two fold to the concept first the nature of an individual and second the nature of an institution (Christina et al. 2014) . Various concepts are applied by the management of the organization so that the desired result of the policies can be achieved. Some of the approaches and policies include restructuring the members of the groups, modifying and implementing a resource friendly method of performance evaluation and upgrading compensation policies and many more (Shafritz, Ott and Jang 2015). Management and the executives of an organization along with the human resource department can take decisions and policies to make the work culture more efficient for the employees. Organizational behavior helps the management understand the culture of the business and paves the way to find out the facilities or hindrances in the productivity of the resources of the origination. It also influences the hiring process of the enterprise as it helps the human resource department to clearly state the prerequisites of the vacancy. Organizational behavior helps the management lay down guidelines for the smooth operation on a daily basis (Pinder 2014). Some of the importances of organizational behavior are: it provides a set of guidelines for the management to operate. Study and analysis of organizational behavior have a major influence on significant organizational events, it can also help to predict future events and take precautionary measure when and if necessary. Motivation is one of the key factors in organizational behavior theory; it helps the managers of the human resource to inspire and to understand the challenges and grievances faced by the staff. It also helps in maintaining pleasant relation with third parties and customers of the organization. It is very important for an organization to develop goodwill both with the customers and the people of the industry in order to do that (Demirtas and Akdogan 2015). Attitude is the emotional and behavioral pattern of an individual or a group of people to reciprocate towards any object, incident, idea or any other people or person. It is generally a persistent propensity to behave in a certain manner. The ABC model of attitude explains that there are three basic components of attitude: Affective, behavioral and cognitive. Affective attitude is can be referred to as the way one is affected by a situation, circumstance, idea or any other person. For example: Sally is scared of dogs. In this example we discuss about how dogs affect sally. Behavioral component is the tendency if an individual to act towards an attitude. For example: if sally is scared of dogs she will run away from it. Cognitive Component is the thought that is associated with an attitude (Demirtas and Akdogan 2015). Formation of attitude is due to the influences of various kinds in the lives of an individual like family and friends, colleagues at workplace, socio economic state of t he person, religious and cultural background of the person and many more. Attitude does not predict the behavioral outcome of a person unless there are specific circumstances like when attitude is observed on behalf of the behavior of a third person (van Harreveld, Nohlen and Schneider 2015). As attitude may have positive or negative influence in a situation, Commitment, content, friendliness are some of the positive attitude of an individual at work place which reflects in the way they behave like talking in polite manner, not loosing temper easily, enjoying work and encouraging people around. On the other hand, boredom, irritation and discontentment leads to negative behavior of like losing temper and screaming at people, lack of dedication and negatively influencing people. Attitude and behavior are two different aspect of a human being. Attitude is the inner conception and ideas he or she has about something. Behavior on the other hand is the outer portrayal of the attitude he or she has (Biggs, Brough and Barbour 2014). At the work place there are certain circumstances where attitude determines the behavioral pattern of an individual like: when there is a change in some policies of the company. If a person has a cynical attitude towards everything he or she will defiantly not be able to implement changes in the organization in a welcoming way. For example: the management has taken a decision to change the shift timings, a person with poor attitude will discourage this decision and at the same time discourage others who are considering the shift timings change in a positive way. Many times poor attitude and negative outlook towards organizational decisions give rise to internal conflict which in turn decreases productivity (Gin Choi, Kwon and Kim 2013). Attitude is important and useful for a person when the attitude of positive in nature it drives a person to work better and ensures high performance without any external push or influence. A resource with positive attitude will also make others around him or her gather a positive outlook towards any situation in the organization (Baldonado 2015). Attitude helps an employee adapt to the policies and the environment of the company he or she is working in, it makes the adjustment process way easier for both the parties. Attitude is also important because it helps an individual build and maintains a self-image which in turn helps in promoting the process of growth of an individual in the organization. Values are another significant aspect of attitude a person with values will counteract with a person who has no value and that may be productive or harmful for the organization based on the hierarchy of the people involved (Hlsheger et al. 2013). Job satisfaction is the level of content that a person has achieved while working for an organization, it is the degree of optimistic attitudes that an individuals have towards their jobs. It is the one of the main reasons as to why a resource is retained or is leaving his or her job. Some of the factors that affect job satisfaction are as follows: organizational factors- remuneration and incentive plans, growth and developmental scope and the decisions and the policies that are made by the company. Work environment- peers and colleagues, relation with the seniors as well as the juniors, physical and mental conditions of that are required by the employee. Nature of the job- if the work that the employee is engaged in is not pleasing him or her; or doesnt cater to his or her forte then it may be difficult for him to continue with the job. Lastly personal reasons- there can be a lot of reasons why a certain job does not satisfy an individual like mental stress, physical stress, age of the person and many more. Hence, there is a lot of scope to gather knowledge about the factors that determine a persons job satisfaction or organizational commitment level of a person (Braun et al. 2013). It is very important for the managers to ensure that the employees are committed towards the institution where they are working. If the attitude of an individual does not reflect positivity towards organizational commitment then motivational and inspirational events has to be arranged for the improvement and betterment of the morale of the employee. The managers have to understand and research about the reasons as to why an employee is unsatisfied with the work which factor in the above list is absent form that particular employee (Wong and Laschinger 2013). Job satisfaction or organizational commitment is a positive attitude of an employee that manifests in the better productivity, improved adjustments, and enhanced motivational outlook of the employee along with encouraging others towards positivity. Usually in an organization an individual works in a team that is lead by one or more managers a positive attitude is very essential to be a team player and to be on the same page as the management of the organization so that there is a mutual benefit from the equilibrium situation. Organization behavior study allows the managers to understand and get an insight about the level of job satisfaction and the way to bring out the positive attitude of an employee so that there is better productivity form the resource. References: Baldonado, A.M., 2015. Workplace fun: Learning from google, southwest airlines, and facebook.International Journal,15. Biggs, A., Brough, P. and Barbour, J.P., 2014. Enhancing work-related attitudes and work engagement: A quasi-experimental study of the impact of an organizational intervention.International Journal of Stress Management,21(1), p.43. Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), pp.270-283. Christina, S., Dainty, A., Daniels, K. and Waterson, P., 2014. How organisational behaviour and attitudes can impact building energy use in the UK retail environment: a theoretical framework.Architectural Engineering and Design Management,10(1-2), pp.164-179. Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment.Journal of Business Ethics,130(1), pp.59-67. Gin Choi, Y., Kwon, J. and Kim, W., 2013. Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry.International Journal of Contemporary Hospitality Management,25(3), pp.410-427. Hlsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction.Journal of Applied Psychology,98(2), p.310. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015.Classics of organization theory. Cengage Learning. van Harreveld, F., Nohlen, H.U. and Schneider, I.K., 2015. Chapter Five-The ABC of Ambivalence: Affective, Behavioral, and Cognitive Consequences of Attitudinal Conflict.Advances in experimental social psychology,52, pp.285-324. Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), pp.947-959. Wood, J.M., Zeffane, R.M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., McKeown, T., Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2016.Organisational behaviour: Core concepts and applications. John Wiley Sons Australia, Ltd.

Case Study on BHP Billiton †Myassignmenthelp.com

Question: Case Study on BHP Billiton. Answer: Introduction: In order to sustain growth in the competitive global market, it has become necessary for the companies to think of certain market strategies. These strategies are greatly depended on the internal and external environment in which the company operates. Thus, it becomes really vital to analyze the internal and external situation of the company prior setting the strategic plans. It is only after understanding the needs and demands of the consumers of the market, a company would be able to design their product or services aligned to the same requirement (Cardeal Antonio, 2012). The discussion is based on the analysis of the strategic issues and strategic options available to BHP Billiton. This would be done on the basis on evaluating the resources of the company. An analysis of the resources on the basis of resources, acceptability, and coherent, effective and sustainable framework of the company will be done. Among the various strategic options available to the company, the best choice of the available strategies will also be analysed. It has become important for the company bring strategic changes in their operation to meet the demand of the dynamic environment. Contemporary situation of BHP Billiton: BHP Billiton is a leading global resource company. It is an Australian company dealing associate with mining and petroleum products. It is headquartered in Melbourne. BHP Billiton is the largest mining company in the globe. The company operates in a diverse market with a rich quality asset portfolio. It deals with both conventional and non-conventional resources such as coal and uranium, and oil and natural gas to mention a few products. This can be regarded as the core competency of the firm. This diverse nature of the business along with low expenditure helps the company to keep their financial position strong. It is one of the advantages that the company takes benefit of this. However, the company is facing recent challenges due to the growing competition in the market is creating threat for the company. Again, the company is facing competitive issues and fall in demand in the market of China, which is an important market for the company to operate (BHP Billiton, 2016). Strategic issues of BHP Billiton: BHP Billitons strategies are based on the diversification of the resources and commodities available to the company. The company has a diverse market operating in wide geographical region. The company operates under a fixed strategic framework. The company focuses in satisfying the need of the customers. They focus greatly towards the quality of the materials that they use. The company has a low cost, expandable and diverse nature of commodities that makes the company a successful one in the market (Fullan, 2014). However, in the contemporary situation, due to increasing number of competition and certain uncertainty as well, the company has to confront with certain strategic issues. These can be discussed as under: Reduction in per unit cost: In the current situation, there has been reduction in the labour cost per unit in the market. Due to this, the company had to suffer great loss in the market because of the reduction of the expected business of the company (Knott, 2015). Continuous optimization reduced expected share: With continuous optimization of a number of competitors and new entrants in the market, the share of the company has been observed to get reduced (Hay Marsh, 2016). This has created inefficiency in the strategic planning of the management of the company. Market volatility: There has been standard reduction in the return of the product in the market. On one side, there has been considerable rise of the price of the raw materials but on the other hand there has been no such valuable return from the market. This has also resulted in the strategic issues of the company (Lestari, Ismail Mansur, 2014). Geopolitical instability: The world is witnessing the instability of the geo political condition. There has been regular interventions and creation of chaotic condition among the government of various countries. As a result of which, many companies have to suffer in their business. Same kind of scenario has been witnessed by BHP Billiton as well (Morrison Sacchetto, 2014). This has also become one of the crucial issues in framing the strategy of the company. Other issues: Apart from these issues, the company also faces certain internal issues regarding the employees management. It has been pointed out that it is due to the lack of proper training that the skills of the labour are not rectified properly (Jeppesen et al., 2015). The probable outcome of the effective production from the employees is not achieved for the same reason. Strategic option available: In order to understand the strategic options available to a company understanding the internal and external environment is important. Internal analysis is done to explore the competencies of an organization on the basis of its cost position and competitive viability in the market of operation (Scott, 2013). When an internal environmental analysis is done, the company is able to understand its strengths and weaknesses along with the opportunities and strengths available for the company. The data and information gathered from the analysis help the company to develop the strategic planning to sustain and grow in the operating market (Morrison Sacchetto, 2014). The RACES framework can be evaluated for understanding the strategic options available to the company. Resources: Resources are of two types, tangible and intangible. Tangible resources are the employees and staffs working for the company. The materials available for the company to operate are also the tangible resources. On the other hand, intangible resources are the service and the threats of the competitors that the company has to confront with (Collan et al., 2014). A company is availed with various types of resources that help them to judge their position in the market and their ability to compete with the competitors. At the time of setting the strategies for the company, it is expected that the management should keep a good account of the resources available to them. The resources of BHP Billiton include human resource, capital and financial capabilities, goods and equipments needed for carrying out their business activities. Branding and loyalty are also counted as the resources of the company. The borrowing capacity of the firm, counted as one of the tangible resources also adds benefits to the company (Hay Marsh, 2016). The management is very efficient and uses the intangible resources such as the trademark, trade secrets and copyrights of the materials and equipment available to the company. In fact, motivation and rewarding programs of the employees can also be regarded under the intangible resources of the company. Acceptable: Every organization has a number of stakeholders whose views typically vary from the view point of the management of the organization. The strategies put forwarded by the company would be able to make changes in the thinking of the consumers and make them acceptable among them, is what known as the acceptable or acceptability factor a company. It is more often related to the acceptability of the stakeholders of the company (Hartmann, 2016). In order to gain financial stability and control over the funding of the business, it is much required to get hold of the acceptability factor of the stakeholders. In case of Billiton, it might be bringing to limelight that the relationship with the stakeholders of the company is quiet efficient and the company has been operating under a peaceful and unified condition. The strategies or plans brought by the management of the team are put into operation only when the members are in favour the plan. Coherent: For the sake of continuing with the process of value chain and the culture and architecture of the operation of the business of the company, it is necessary to fix the criteria based on which the job has to be done. Coherent is defined as the fixed strategic options that the companies use to operate in the market. Brand value and reputation plays a vital role in shaping the image of the company or firm (Pieterse, 2015). This factor is also considered as one of the assets of the company. Culture and architecture of the organization also has some part to play in the coherent culture of the organization. It has to be included in this fact that it is also required to understand that a company should not overload itself in the process of value chain. As recommended by Ackermann and Eden, (2010), a company should not be overloaded with the process of manufacturing and positioning of the product of the company. BHP Billiton operates on supply chain. However, the management of the company is capable enough to tackle the situation of the value based and supply chain analysis. The company take active note of the use of technology in the regular operation of their work. All these factors add to the better coherent condition of the company. Effective: As suggested by Eden and Ackermann, (2012), the effectiveness of the strategies applied by the companies, it is expected that all the strategic plans cannot have the same level of effectiveness. Values derived from the knowledge and not from the materials available to the company are regarded as the core competencies of the firm. The strategies undertaken by the company are very effective towards framing a better business model. Effective approaches have been made towards increasing the effectiveness of the employees in the company. For the sake of improving their output, they are given proper training. In fact, to motivate the employees to come out with better results, incentive and better pay options are also offered to them. Sustainable: Sustainability indicates the thinking of an organization towards the betterment of the environment. As stated by Rosenhead and Mingers, (2012), it is a responsibility of the companies operating in the market to think of all the possible ways that they can made to improve the condition of the degrading environment. Sustainability approach is necessary to leave a better planet for the future. Importance of sustainability cannot be neglected in the current situation of degrading condition of the environment. Same kind of sustainability approaches are made by BHP. They keep great focus in the types of materials that they use for the extraction of the resources (Beck, 2015). Apart from this, the company also focus on the health and security of the workers working in the mines for the extraction of the minerals. With the above analysis, it can be easily said that there are lot of strategic options available for the company to use it for the betterment of the function and operation of the company. Using the available strategy, the company can easily serve the prospected customers and the need of the company can be met easily. Strategic choice: BHP Billiton has the capability to fight with the strategic issues faced by the company. Capabilities are seen as the capability of the firm to use the resources available to them efficiently. When a firm is able to use its resources, it shows the potential of the firm to achieve their desired objectives. It depends greatly on the capability of the management team to make use of the resources available to them to achieve their goal and target in the business. As pointed out by Hjorts, (2014), correct integration and interaction of the stake holders of the company will be able to avail ultimate success to the company. It is expected that a firm would use the combination of both tangible and intangible resources for carrying out their business activities to satisfy the need of the customers. The capability of BHP Billiton cannot be declined. The company has been operating for a long time and is one of the reputed and successful companies in its industrial sector. Both human resource and the force and equipment available to the company are used with great efficiency to fight against the increasing competitive nature of the market (Dobrzykowski, Hong Soon Park, 2012). The company ensures to take complete advantage of the tangible and the intangible resources available to them. It can be said that among the various strategic options available to the company, using the human resource and the availability of the capital and financial strength would help the organization to gain better results of the strategic options that the company wants to apply. With the available resources, there is great opportunity for the company to expand in various others markets and not limited to those places where the company is already operating (Liu et al., 2013). Thus, the problems faced by the company in China can be easily neglected if a better market is selected for spreading their wings. Justification of the choice: The company has good reputation in the domestic market and using the same available tangible resource, the company can capture the market much easily than that would be for a new or not established company. Again, in this respect, it can be mentioned that in the age of globalization and open market economy, prosperous approach towards expanding the business in various part of the globe can be easily done (Wilden, Devinney Dowling, 2013). The effectiveness of the management of the company cannot be denied and using the same approach, betterment in the structure and culture of the organization can be checked. It is recommended that a better cultural approach can be made towards shaping the organizational structure. In the era of globalization, quick response from the authority of the company is required. Thus, it can be recommended that the company must not follow a particular hierarchical structure in the management and authority of the company. The employees should be recognised and depending on their capability, they are to be recognized. Focus is to be made towards the use of the materials and other equipment for the working and operation of the company. More approach should be made towards the sustainability of the environment. Apart from that, the companies should make approaches towards carrying out Corporate Social Responsibility and Public Relations. There is no doubt that any kind of approach taken towards CSR and Public relations activities are bound to produce better results for the company. All these activities help to improve the image and reputation of the company. In the age of intense competition, creating a good reputation with the consumers helps the organization to create brand loyalty. In accordance to it, there lay a great opportunity for the company to prosper in the market. Conclusion: The capability of the firm, to fight against the challenges and the strategic issues cannot be declined. A detail analysis has been made of the various approaches made by the company towards strengthening the strategic framework and operates in a competitive and dynamic environment. A detail analysis of the various strategic issues faced by the company in the domestic and in international front as well has been analysed. The options available to the company have been evaluated and then as per understanding, better choice of the available options can be made to use for creating better situation for the company to prosper in the market. To win in a game, planning is worthwhile. To be successful, is to know the talent and resources and take the best advantage from them. For any company, competition and profitability are equally important. Objectives of a firm can easily be fulfilled when the firm evaluate the strategic options and take advantage of them. The internal environmental analysis of the firm helped to understand the availability of the resources of the firm to determine the various approaches that the firm might use to improve the existing strategic options available to them. Reference list: Ackermann, F., Eden, C. (2010). Strategic options development and analysis. InSystems approaches to managing change: A practical guide(pp. 135-190). Springer London. Beck, U. (2015).What is globalization. John Wiley Sons. BHP Billiton. (2016).Bhpbilliton.com. Cardeal, N., Antonio, N. S. (2012). Valuable, rare, inimitable resources and organization (VRIO) resources or valuable, rare, inimitable resources (VRI) capabilities: What leads to competitive advantage?.Cardeal, N., Antnio, (2012), 10159-10170. Collan, M., Freiling, J., Kylheiko, K., Roemer, E. (2014). Entrepreneurship and the art of tackling technological crises: a strategic real options framework.International Journal of Technology Intelligence and Planning,10(2), 166-185. Dobrzykowski, D. D., Hong, P. C., Soon Park, J. (2012). Building procurement capability for firm performance: A service-dominant logic view. Benchmarking: An International Journal,19(4/5), 567-584. Eden, C., Ackermann, F. (2012). Strategic options development and analysis: the principles. Fullan, M. (2014).Leading in a culture of change personal action guide and workbook. John Wiley Sons. Hartmann, A. M. (2016). Strategic Options for MNEs Operating in Emerging Markets. InMultinational Enterprise Management Strategies in Developing Countries(pp. 34-49). IGI Global. Hay, C., Marsh, D. (Eds.). (2016).Demystifying globalization. Springer. Hjorts, C. N. (2014). Enhancing public participation in natural resource management using Soft ORan application of strategic option development and analysis in tactical forest planning.European Journal of Operational Research,152(3), 667-683. Jeppesen, K. K., Carrington, T., Catasus, B., Johnsen, ., Reichborn-Kjennerud, K., Vakkuri, J. (2015). The Strategic Options of Supreme Audit Institutions: The Case of Four Nordic Countries.Financial Accountability Management, Forthcoming. Knott, P. J. (2015). Does VRIO help managers evaluate a firms resources?.Management Decision,53(8), 1806-1822. Lestari, H., Ismail, R., Mansur, A. (2014, April). Organizational Culture in Manufacturing Company: Study Case of Small and Medium Sized Enterprises in Central Java, Indonesia. InApplied Mechanics and Materials(Vol. 493, pp. 486-491). Liu, P., Zhao, R. Y., Wang, W. L., Xiao, J. (2013, July). Information technology capability and firm performance: A meta-analysis. InService Systems and Service Management (ICSSSM), 2013 10th International Conference on(pp. 719-724). IEEE. Morrison, C., Sacchetto, D. (2014). Labour migration between Russia and Italy: from strategic options to geography of needs.Work and the challenges of belonging: Migrants in globalizing economies, Cambridge Scholars Publishing, 28-51. Pieterse, J. N. (2015).Globalization and culture: Global mlange. Rowman Littlefield. Rosenhead, J., Mingers, J. (2012).Rational analysis for a problematic world revisited. John Wiley and Sons. Scott, A. (Ed.). (2013).The limits of globalization. Routledge. Wilden, R., Devinney, T. M., Dowling, G. R. (2013, January). The architecture of dynamic capability research: A scientometric investigation. InAcademy of Management Proceedings(Vol. 2013, No. 1, p. 11807). Academy of Management.