Suchergebnisse

We are living through momentous times as we confront issues surrounding digital cultures and communications about climate change. There is urgency derived from our recognition that climate change is 'here and now'. Inequalities of power and access – in both digital cultures and in a changing climate – disadvantage individuals and communities who seek to take actions in the face of climate threats. Via digital cultures, creativity is expanding rather than retracting from the challenge of meeting people where they are on climate change in the twenty-first century. Amid signs of progress and hope, there is much more work to be done.

The article highlights the realities and dynamics facing researchers researching indigenous African culture. The cultural aspirations, understandings and practices of African indigenous people should position researchers to implement and organise the research process. Suggestions are also made for implementing the Afrocentric method and how to use African indigenous culture as a foundation for the Afrocentric method. The intent of this article is to stimulate enlightened discussion about the definition, mechanisms, and purpose of the Afrocentric method as an appropriate research method for indigenous African culture and how it can be used as a complement to qualitative research methods.

1. Milan, City of Fragments -- 2. Mass Cultures and Popular Cultures in Milan: The 'Boom' and After -- 3. City of Movement: Milan and Mass Immigration, 1950-2000 -- 4. Divided City: Milan and Cinema, 1945-2000 -- 5. Television and the City: The History and Impact of Television in Milan, 1945-2000 --

In July, 2020, Harper's Magazine published a letter signed by 153 prominent authors and thinkers. Signatories included figures such as Noam Chomsky, Gloria Steinem, and J.K. Rowling. Their main contention was that an "illiberal left" has emerged in recent political discourse — a left that allows no room for divergent points of view and that deals with "wrongdoers" swiftly and mercilessly.

Mongols in Northern China fear the end of a distinct cultural identity. Until the late 19th century, cultural differences between Mongols and Han could be seen through differences in each group's traditional way of life. Mongols were nomadic pastoralists. Han were sedentary farmers. Recent economic development, rapid urbanization, and assimilation policies have threatened Mongolian cultural identity. In response to this cultural identity anxiety, Mongols in Inner Mongolia have looked for ways to express their distinct cultural identity. This dissertation analyzes three case studies derived from material cultural productions that represent Mongolian cultural identity. These include pastoralism, the use of Genghis Khan, and the Mongolian language. The analyses of different material cultural artifacts and the application of cultural and political theory come together in this dissertation to demonstrate how Mongolian cultural identity is reimagined through representation. In this dissertation, I also demonstrate how these reimagined identities construct and maintain ethnic boundaries which prevent the total absorption of a distinct Mongolian identity. ; Ph. D.

Strategic culture, in a broader context, can be understood as the relationship between the most important social actors, primarily political and military, concerning force and its use. This paper focuses on the study of the relationship between strategic culture and the violent change of the highest state authorities. The basic hypothesis is that strategic culture, as a part of political and national culture, is one of the sources of the legitimacy for the use of force in the process of violent power takeover. The paper primarily analyzes the following political factors of strategic culture: (1) historical experience, (2) the political system, (3) the beliefs of elites, and (4) military organization and its influence on the decision for the use of force, as well as the choice of method of violent power takeover. An analysis of political factors through an obvious example of the violent power takeover such as the March 27, 1941 coup, shows the connection between strategic culture and the use of force, as well as the legitimacy (legality) of such an act.

The paper is devoted to the analysis of conclusiveness of assertions that national cultural values influence the levels of national and regional economies, firms, and individuals innovative activity. These assertions are based on correlations between societal values and some innovative activity indicators, while presumable mechanisms of that impact are not described and empirically verified. It is shown that national culture representation by societal values is irrelevant, whereby any statements about culture influence on innovations appear unjustified. It means that additional studies relaying on different culture representations are necessary to understand what exactly and how components of national culture affect innovations.

We use a contest framework to investigate the nature of organizational culture. Organization members decide whether to participate in the contest and if they do participate they have two possible modi operandi: be helpful or not. We state sufficient conditions, in terms of contest design, for the existence of various types of organizational culture and we show the possibility (at equilibrium) of a mixed organizational culture, i.e. the coexistence of two subcultures: a helping one and an individualistic one. We find that cooperation emerges only when prize density is sufficiently high. However, in a mixed culture the degree of cooperation decreases in the number of prizes.

В статье представлен вариант изучения управленческой культуры в организации. Показана актуальность разработки методики эмпирического исследования этого феномена. В статье подробно излагается апробированная комплексная методика изучения управленческой культуры организации. Методика в теоретико-методологическом плане основывается на надындивидуальном характере управленческой культуры. В рамках представленной методики, на этапе сбора данных описано применение таких методов как экспертный опрос; массовый анкетный опрос; полуформализованные и глубинный интервью. Важной частью исследования становится расчет агрегированного показателя – «индекса управленческой культуры». Агрегирование данных для получения индекса управленческой культуры осуществляется методом суммарных оценок. Для обеспечения надежности инструмента определения «индекса управленческой культуры», предусмотрено вычисление внутренней согласованности (internal consistency) переменных. Для расчета которой применялся коэффициент Кронбаха (Chronbach). Согласование экспертных оценок проводится с помощью метода расщепленной надежности (split-half reliability). Индексы полученные по результатам измерения управленческой культуры в разные периоды времени делают возможным оценку и интерпретацию ее динамических параметров. Описанная комбинация методов сбора данных представляет наиболее релевантный вариант методики изучения управленческой культуры, позволяющей получать относительно надежные и валидные социологические данные.
The article presents a variant of studying managerial culture in an organization. The relevance of developing a methodology for empirical research of this phenomenon is shown. The article details the proven comprehensive methodology for studying the management culture of an organization. The methodology in theoretical and methodological terms is based on the supra-individual nature of managerial culture. Within the framework of the presented methodology, at the stage of data collection, the use of such methods as an expert survey is described; mass questionnaire survey; semi-formalized and in-depth interviews. An important part of the study is the calculation of an aggregated indicator - the "index of managerial culture". Aggregation of data to obtain an index of managerial culture is carried out by the method of total estimates. To ensure the reliability of the tool for determining the "managerial culture index", the calculation of internal consistency of variables is provided. For the calculation of which the Cronbach coefficient (Chronbach) was used. Coordination of expert assessments is carried out using the split-half reliability method. Indices obtained from the results of measuring managerial culture in different periods of time make it possible to evaluate and interpret its dynamic parameters. The described combination of data collection methods represents the most relevant variant of the methodology for studying managerial culture, which allows obtaining relatively reliable and valid sociological data.

The NSPCC has collated and analysed evidence from serious case reviews over a number of years to identify lessons. This issue we summarise the risk factors and learning for improved practice around culture and faith