Relevant bibliographies by topics / Cultural fit

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Cultural fit'

Author: Grafiati
Published: 4 June 2021
Last updated: 3 February 2022

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Journal articles on the topic "Cultural fit"

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Hendrickson, Sherry Garrett. "Beyond Translation... Cultural Fit." Western Journal of Nursing Research 25, no. 5 (August 2003): 593–608. http://dx.doi.org/10.1177/0193945903253001.

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Lee, Jee Young, and Wonho Jeung. "The Differential Effects of P-O Cultural Fit and P-T Cultural Fit." Academy of Management Proceedings 2016, no. 1 (January 2016): 13447. http://dx.doi.org/10.5465/ambpp.2016.13447abstract.

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Massey, Anne P., Mitzi Montoya-Weiss, Caisy Hung, and V. Ramesh. "Cultural Perceptions of Task-Technology Fit." Communications of the ACM 44, no. 12 (December 2001): 83–84. http://dx.doi.org/10.1145/501317.501353.

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McKinnon, Ashley. "Assessing cultural fit for technical staff." APPEA Journal 48, no. 2 (2008): 448. http://dx.doi.org/10.1071/aj07038.

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Weber, Yaakov, and Ehud Menipaz. "Measuring cultural fit in mergers and acquisitions." International Journal of Business Performance Management 5, no. 1 (2003): 54. http://dx.doi.org/10.1504/ijbpm.2003.002100.

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Rechsteiner, Frank. "Active Sourcing, Content Recruiting & Cultural Fit." Wissensmanagement 1, no. 4 (August 2019): 34–36. http://dx.doi.org/10.1007/s43443-019-0062-1.

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FRIEDMAN, MIKE, W. STEVEN RHOLES, JEFFRY SIMPSON, MICHAEL BOND, ROLONDO DIAZ-LOVING, and CLARE CHAN. "Attachment avoidance and the cultural fit hypothesis: A cross-cultural investigation." Personal Relationships 17, no. 1 (March 2010): 107–26. http://dx.doi.org/10.1111/j.1475-6811.2010.01256.x.

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Lee, Jee Young, and Yumi Seo. "Are There Differences in the Effects of P-O and P-T Cultural Fits on Work Attitudes and Task Performance? The Moderating Effect of Supportive Leadership." Sustainability 11, no. 18 (September 17, 2019): 5079. http://dx.doi.org/10.3390/su11185079.

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Organizational culture and individual employees’ fit with it have been found to be important factors affecting sustainable management. However, the effects of person–team cultural fit (P-T cultural fit) has not been much studied regarding its differential effects compared to other types of person–environment fit (P-E fit). The present study examined how person–organizational cultural fit (P-O cultural fit) and P-T cultural fit have a differential impact on work attitudes and task performance and investigated the moderating role of a team leader’s supportive leadership. Using longitudinal data collected from 1539 employees, the results show that P-O cultural fit and P-T cultural fit had a significant positive relationship with organizational commitment, while P-T cultural fit also showed a significant positive relationship with team commitment and task performance. In addition, supportive leadership had significant moderating and enhancing effects on the impact of P-T cultural fit on both organizational and team commitment. As the most proximal unit of individuals’ work environment, the congruence between individual and team values plays a crucial role in improving individuals’ attitudes and task performance. Our results thus yield practical implications on the importance of team cultural management in the context of sustainable management.
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Smith, Sandra Susan, and Kara Alexis Young. "Want, Need, Fit." Work and Occupations 44, no. 2 (November 4, 2016): 171–209. http://dx.doi.org/10.1177/0730888416676513.

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Drawing from a unique dataset based on 146 in-depth, semistructured interviews with a nonrandom sample of ethnoracially and class diverse workers at one large public sector employer, the authors link job contacts’ patterns of assistance to three distinct cultural logics of job-matching assistance—defensive individualism, particularism, and matchmaking—which differed along three dimensions: (a) the primary criteria upon which help was contingent, (b) the perceived risk faced, and (c) the screening practices contacts used. These findings contribute to a small but growing body of research highlighting the cultural logics that inform where, how much, and to whom job information and influence flows.
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Kim, Soyeon, Izumi Mori, and Abd Rahman Abdul Rahim. "Cultural values matter." International Journal of Cross Cultural Management 18, no. 1 (March 5, 2018): 87–103. http://dx.doi.org/10.1177/1470595818759570.

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As the economic footprint of developing countries increases, talent management grows in importance for foreign multinational companies in emerging markets. Multinational companies, however, face fierce competition for local talent, and competitive recruiting calls for practical knowledge about the personal traits of job applicants. The present study applies a cross-cultural perspective to this issue, exploring how individually held cultural values influence the attractiveness of Japanese companies in Malaysia. Drawing on similarity-attraction theory and person–organization fit theory, the study quantitatively analyses data from a paper-based survey of 245 prospective jobseekers. The findings indicate that an individual cultural value fit with the foreign company’s country of origin is significant predictors of employer attractiveness. Specifically, the study finds that potential Malaysian jobseekers who are lower in power distance and higher in risk aversion and long-term orientation view Japanese companies as attractive future employers and have higher job-pursuit behavior. Based on this finding, the study discusses theoretical and practical contributions to corporate employment strategies.
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Dissertations / Theses on the topic "Cultural fit"

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Mansur, Juliana Arcoverde. "On paternalistic leadership fit: exploring cross-cultural endorsement, leader-follower fit, and the boundary role of organizational culture." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/15580.

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Although cross-cultural leadership research has thrived in international business literature, little attention has been devoted to understanding the effectiveness of non-western theories beyond their original contexts. The purpose of this study is to examine the cross-cultural endorsement of paternalistic leadership, an emerging non-western leadership theory, using data from GLOBE project. Using multigroup confirmatory factor analyses we found measurement equivalence of a scale derived from GLOBE’s data, which enabled us to compare the endorsement of paternalistic leadership dimensions across 10 cultural clusters and 55 societies. Our study revealed that there are significant differences in the importance societies give to each dimension, suggesting that paternalism as leadership style is not universally nor homogeneously endorsed. Furthermore, results suggest that different patterns of endorsement of each of these dimensions give rise to idiosyncratic shades of paternalistic leadership across societies. Implications for theory and future research on international business are discussed.
Paternalistic leadership is a flourishing area in leadership literature, traditionally assumed to be culture bounded. However, empirical evidences have suggested that rather than national cultures, the conditions under which paternalistic leaders are effective can be related to the fit between the style of a leader and that of his or her followers. In the present research, we focus on paternalistic leadership and contrast it with empowering leadership, as two opposite ways on how leaders influence followers, to explore the individual conditions under which both styles can be effective. Adopting a follower-centered approach, we base our arguments on person-supervisor (P-S) fit theory and regulatory focus theory to propose that leadership effectiveness may be contingent to followers’ own values and motivational needs. We expected paternalistic leadership behaviors (e.g, authority, benevolence, support) to supply motivational needs for predominantly prevention-focused followers, and empowering leadership behaviors (e.g. empowerment, encouragement and autonomy) to supply motivational needs for predominantly promotion-focused followers. Using data collected from two experimental studies and a business simulation, we found support for these ideas, showing that fit increased followers’ perception of attitudinal and behavioral outcomes, such as in-role and creative performance.
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Rosales, Mesa Rocio. "Cultura y colegio Latina/o cultural values, acculturation, cultural fit, psychological well-being and academic persistence in Mexican American college students /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5505.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on July 29, 2009) Includes bibliographical references.
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Aderiye, Yetunde Oluwatoyin. "Facilities management 'cultural fit' and the socialisation of external service provider employees in client organisations." Thesis, Liverpool John Moores University, 2015. http://researchonline.ljmu.ac.uk/4384/.

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This thesis’ original contribution to knowledge is creating the awareness that facilities management (FM) departments and organisations do not consciously socialise external service provider staff into the client workplace and the development of a framework that can successfully achieve this integration. To provide a solid theoretical background for this framework, it reviews current literature on FM, outsourcing, organisational culture, and organisational socialisation. The aim of this study was achieved with the development of the ‘Cultural Fit’ framework which should go a long way in solving the research problem and answering the proposed question. The study was conducted as a qualitative multi-method design. This was selected because there were obvious gaps in socialisation especially in the FM industry. Qualitative methods are believed to provide richer data and this was adopted to begin closing those gaps through the provision of literary data. The research was conducted using the ethnographic approach because of the focus on culture and to maximise the qualitative approach. Interviews and focus groups are the qualitative methods used to collect this data. Reliability and validity are not always easy to verify but researchers have proposed several methods to improve them. This study employs the triangulation of more than one method of data collection, peer debriefing with colleagues, member checks by confirming the initial results during subsequent data collection and a rich, thick description. The major findings of this study are that organisational socialisation can be successful in socialising external service provider staff into the client workplace despite a current unawareness of its use. This study has developed a framework and guide that can be used to achieve this integration if client organisations and service providers work together to socialise external service provider staff.
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Backler, Wendi (Wendi Lynn) Carleton University Dissertation Management Studies. "Developing an indigenous model of organizational change: the case of cultural fit in Asia." Ottawa, 1993.

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Edigin, Joseph. "Urban and Suburban Differences in Cultural Identification, Life-Guiding Principles, and Person-Organization Fit." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5460.

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Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.
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Kiddy, Caitlin. "Exploring the tension between adherence and cultural fit when delivering Multsystemic Therapy in England." Thesis, Royal Holloway, University of London, 2014. http://digirep.rhul.ac.uk/items/caafc8b7-003b-37dc-9649-1e3ada7c1059/1/.

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Multisystemic Therapy (MST) provides intensive short-term interventions for young people with antisocial behaviour and the systems that surround them. A wealth of research over the past 30 years has demonstrated the efficacy of MST. Its success has led to it being transported to many countries and this prompted investigations into the need for cultural adaptation. Despite these investigations highlighting the importance of tailoring MST to new countries, when MST was transported to England in 2001, it did not undergo a formal process of cultural tailoring. This study employed a qualitative approach using a Grounded Theory methodology to explore the assumption that all transported programmes require a level of adaptation and aimed to identify the processes and rationale behind informal ‘cultural tailoring' undertaken by therapists. It aimed to explore areas in MST that might benefit from ‘cultural tailoring' to improve the effectiveness of its implementation in England. Eight MST therapists from across three MST teams in England participated in semi-structured interviews. Analysis of the data generated a theoretical model of adherence: the Post Implementation Model of Adherence (PIMA). The PIMA model seeks to explain how therapists in England experience and manage adhering to MST. It proposes that MST therapists strive to adhere to all aspects of the MST model whilst ensuring that it is acceptable and workable for the families and systems they work with. The PIMA model comprised four theoretical codes: Facilitators to therapists staying faithful to the MST model; barriers to therapists implementing MST, overcoming barriers to implementing MST; and the therapist holding the tension. The findings highlight important cultural adjustments to improve MST's ‘fit' in England. Findings also extend Schoenwald's (2008) recommendations for successful transportation of MST, by drawing attention to how a lack of cultural tailoring can be overcome or experienced as stressful by therapists.
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Sasaki-Skopp, Amanda. "Development of a Culturally Responsive PBIS Toolkit." Thesis, University of Oregon, 2018. http://hdl.handle.net/1794/23097.

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The purpose of this grant proposal is to develop a toolkit to support school teams in the development and implementation of culturally responsive Positive Behavioral Interventions and Supports (PBIS). The toolkit is necessary to help school teams address lingering disparities in discipline and to improve school climate. Exclusionary discipline, such as out of school suspensions and expulsion, disproportionately affects ethnically and racially diverse students, and has a devastating effect on student outcomes, including academic achievement, attendance, and graduation. Ethnically and racially diverse students are also more likely to be given a disciplinary consequence for behaviors that require a subjective interpretation of the student’s behavior, which can be influenced by implicit bias. In schools that have implemented PBIS, exclusionary discipline has been shown to decrease overall, but disproportionate discipline persists. The development of a culturally responsive toolkit will support the efforts of school PBIS teams to decrease disproportionate discipline outcomes. The toolkit will assist school teams with the cultural adaptation of core features of PBIS by providing a process for addressing contextual fit of the school and soliciting feedback from the school community. The methodological approach for this project includes both qualitative and quantitative processes. An expert panel will be convened to address the complexities of implementation and cultural adaptation within the context of PBIS. The culturally responsive PBIS toolkit will consist of a comprehensive series of recommended practices, contextual considerations, evaluation tools, and resources, to be used concurrently with analysis of schoolwide data. The toolkit will be piloted in schools in the Pacific Northwest and then disseminated.
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Raj, Ingrid. "The relevance of fit in management styles between managers of Sino-German international joint ventures : an empirical examination of the fit between partners' management styles in Sino-German IJVs." Thesis, University of Bradford, 2007. http://hdl.handle.net/10454/7231.

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As German organisations expand their businesses into China, the potential risks associated with a lack of fit in management styles among International Joint Venture (IJV) partner-firms have become increasingly obvious to academic researchers, human resource professionals and partner-firm managers themselves. The general consensus among researchers and practitioners is that cultural differences in management styles are a major deterrent to the success of IJVs. Limited research has been undertaken to specifically examine and identify how partner-firm managers can overcome this barrier in Sino-German IJVs.
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Herst, David Evan Loran. "Cross-Cultural Measurement Invariance Of Work/Family Conflict Scales Across English-Speaking Samples." [Tampa, Fla.] : University of South Florida, 2003. http://purl.fcla.edu/fcla/etd/SFE0000181.

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Nyambegera, S. M. "The relationship between cultural value orientations, human resource management preferences, person-organisation fit and job involvement in Kenya." Thesis, University of Sheffield, 2000. http://etheses.whiterose.ac.uk/10294/.

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The main purpose of the research was to establish existing cultural value orientations and the extent of their influence on HRM preferences in the Kenyan context. The study undertook analyses of value orientations at the individual level to enable a better understanding of the role of cultural values in predicting HRM preferences. Essentially, the study determined how much variance in individual preference for HR system design can be attributed to the influence of value orientations and examined which values influence which work-related preferences in Kenya. Further, the study explored the extent to which fit between HRM preferences and actual policy practice impact levels of job involvement in a developing country context. The study also focused on the fit of individual values with organisational culture, as represented by the value orientations of others in the organisation. A survey was administered to 500 employees in eight Kenyan organisations. The analyses are based on 274 responses. The questionnaire assessed: a) cultural values using the Cultural Perspectives Questionnaire (CPQ4) based on the conceptualisation of value orientations by Kluckhohn and Strodtbeck (1961); b) HRM policy practice preferences and organisation actual policy practice based on items proposed by Schuler and Jackson (1987); and c) job involvement based on the scale developed by Kanungo (1982). I found evidence that on average, the sample held the following cultural value orientations: activity thinking and doing values characterising Kenyans as rational and goal oriented; relationship values emphasised both collateral and individual values and also to some extent hierarchical values. For HRM preferences Kenyans prefer high involvement/participation, high predictable rewards, performance E RM practices, and high empowerment. Three of these preferences were linked to cultural values. By identifying which HRM preferences are value-free or value-linked, researchers can gain insights into both the efficiency of a local HRM process and the transferability of the process. Ethnicity was also seen to play a role in cultural values as the sample reported significant differences between values such as subjugation and human nature good-evil. V The pervasive value-linked nature of the HRM process was also evident. This study shows one way in which employee preferences for HRM policies and practices could be predicted from cultural value orientations. Further, the study has shown that focusing on individual cultural value orientations can enable more subtle understanding of national cultural values and variance within national cultures. There is a link between job involvement and cultural values and fit. HRM preferencepolicy fit in this sample has a partial impact on job involvement. Also, the interaction between individual values and the values of others in an organisation (person-culture fit) may impact levels of job involvement.
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Books on the topic "Cultural fit"

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Pellet, Lizz. The cultural fit factor: Creating an employment brand that attracts, retains, and repels the right employees. Alexandria, Va: Society for Human Resource Management, 2009.

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Centre de recherche sur les identités nationales et l'interculturalité Nantes. Le fait culturel régional. Nantes: Université de Nantes, faculté des lettres et sciences humaines, 1996.

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Gilman, Sander L. Fat: A cultural history of obesity. Cambridge, UK: Polity, 2008.

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Fat: A cultural history of obesity. Cambridge, UK: Polity, 2008.

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Gilman, Sander L. Fat: A cultural history of obesity. Cambridge, UK: Polity, 2008.

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Louro, Victor. Pseudotsuga: Contribuição para o conhecimento da sua cultura em Portugal. [Lisbon?]: Direcção Geral das Florestas, 1989.

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Billsberry, Jon, and Amy L. Kristof-Brown. Organizational fit: Key issues and new directions. Hoboken, New Jersey: Wiley-Blackwell, 2013.

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Organizational fit: Key issues and new directions. Hoboken, New Jersey: Wiley-Blackwell, 2013.

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Summerson, Elizabeth J. Getting into keep-fit, beauty, modelling, and hairdressing. Richmond, Surrey: Careers Consultants, 1985.

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Farchy, Joëlle. La fin de l'exception culturelle? Paris: CNRS Editions, 1999.

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Book chapters on the topic "Cultural fit"

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Pfefferman, Richard. "Cultural Fit." In Strategic Reinvention in Popular Culture, 47–67. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137373199_4.

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Lee, Yih-Teen, and Aarti Ramaswami. "Fitting Person-Environment Fit Theories into a National Cultural Context." In Organizational Fit, 222–40. Chichester, UK: John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118320853.ch10.

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Drews, Ralf, and Melissa Lamson. "Determining the Organization’s Cultural Fit in the US." In Market Entry into the USA, 55–67. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-17124-1_4.

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Dobson, Geoffrey B., and Kathleen M. Carley. "Cyber-FIT: An Agent-Based Modelling Approach to Simulating Cyber Warfare." In Social, Cultural, and Behavioral Modeling, 139–48. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-60240-0_18.

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Van den Bergh, Joachim, Sara Thijs, and Stijn Viaene. "A Cultural Fit for BPM: An Interview with Alec Sharp." In Transforming Through Processes, 37–39. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-03937-4_10.

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Kuhn, Marc, and Natalie de Jong. "Does One Really Fit All? Cultural Differences Experiencing E-mobility." In Marketing at the Confluence between Entertainment and Analytics, 1565–78. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-47331-4_305.

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Slee, Roger. "It’s a Fit-up! Inclusive Education, Higher Education, Policy and the Discordant Voice." In Policy, Experience and Change: Cross-Cultural Reflections on Inclusive Education, 177–88. Dordrecht: Springer Netherlands, 2008. http://dx.doi.org/10.1007/978-1-4020-5119-7_13.

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Leach, Mark P., and Annie H. Liu. "Applying Conjoint Analysis to International Markets: A Cross-Cultural Comparison of Model Fit." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science, 69–73. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-13141-2_35.

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Soto, José A., Yulia Chentsova-Dutton, and Elizabeth A. Lee. "The role of cultural fit in the connection between health and social relationships." In Health and social relationships: The good, the bad, and the complicated., 189–212. Washington: American Psychological Association, 2013. http://dx.doi.org/10.1037/14036-009.

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Kumar, Raghawendra, Meghna Chhabra, and Rajat Gera. "Cultural Congruence and Shared Mindset Creating a Strategic Fit in Mergers and Acquisitions." In Performance Management, 91–102. Boca Raton : CRC Press, 2020. | Series: Information technology, management and operations research practices: CRC Press, 2020. http://dx.doi.org/10.1201/9781003089308-7.

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Conference papers on the topic "Cultural fit"

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Streiff, Tina Helen. "CULTURAL SPONSORING: HOW IMPORTANT IS FIT FOR THE SPONSEE’S IMAGE?" In Bridging Asia and the World: Globalization of Marketing & Management Theory and Practice. Global Alliance of Marketing & Management Associations, 2014. http://dx.doi.org/10.15444/gmc2014.03.07.05.

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Vijayabanu, C., C. Therasa, V. AkshaySundaram, Deena MariaBonaparte, and R. SaiVidhya. "Cross cultural adjustment of financial sectors in UAE — Model fit using regression equation." In 2017 International Conference on Intelligent Sustainable Systems (ICISS). IEEE, 2017. http://dx.doi.org/10.1109/iss1.2017.8389294.

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Kym, Hyogun, and Won-Woo Park. "The effect of cultural fit/misfit on the productivity and turnover of IS personnel." In the 1992 ACM SIGCPR conference. New York, New York, USA: ACM Press, 1992. http://dx.doi.org/10.1145/144001.144059.

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Doyle, Gabriel, Amir Goldberg, Sameer Srivastava, and Michael Frank. "Alignment at Work: Using Language to Distinguish the Internalization and Self-Regulation Components of Cultural Fit in Organizations." In Proceedings of the 55th Annual Meeting of the Association for Computational Linguistics (Volume 1: Long Papers). Stroudsburg, PA, USA: Association for Computational Linguistics, 2017. http://dx.doi.org/10.18653/v1/p17-1056.

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Fisher, Dara R. "Pedagogy and content evolution in cross-border higher education: Evidence from an American-Singaporean cross-border partnership." In Third International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2017. http://dx.doi.org/10.4995/head17.2017.5284.

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Reflecting larger trends in business, economics, and communications, the field of higher education has undergone a rapid period of globalization and internationalization over the last half century. While much scholarship has been devoted to the policies and practices of cross-border higher education work, little research has examined the mechanisms by which educational practices and approaches are modified and adapted when moved across cultural contexts. This paper addresses this gap by examining the processes by which foreign and local partners adapted and modified American educational approaches to fit the needs of Singaporean students in a large-scale cross-border higher education partnership. Developed based on a year of immersive ethnographic fieldwork at the Singapore University of Technology and Design – a new university established in collaboration with the Massachusetts Institute of Technology – the findings of this paper show that local and foreign partners utilized three distinct strategies to modify American pedagogical and curricular approaches to fit the needs of the Singaporean context: collaborative mentorship and guidance, incremental modification of content and practice, and enabling and facilitating student-driven change. This paper presents an overview of these findings, as well as their implications for future work.
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Setiawan, B., and Sita Rahmani. "Global-Local Dynamics in Urbanization: The transformation of the desa-kota in Bali and the roles of adat institutions." In 55th ISOCARP World Planning Congress, Beyond Metropolis, Jakarta-Bogor, Indonesia. ISOCARP, 2019. http://dx.doi.org/10.47472/jhgm8894.

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For so long, urban studies in developing regions such as Indonesia has been trapped into a single view of global value and capital as the main, powerfull forces of the process. The result is therefore, a global, universal form or urbanization and the production of urban spaces. The fact that cities each have different histories, heritage, and resources show that there are local variations in response to global-economic pressures.With a case study of the transformation of the desa-kota in Bali, Indonesia, this paper shows and argues that in the dynamics process of urbanization, local actors and forces have play a significant roles in the production of urban spaces. Further, it argues that the existing centralized-Indonesia ‘formal/legal’ urban policy and planning system does not fit with the existing dynamics of local-cultural variations of urbanization – the roles of adat institutions and nomrs are significant and therefore should be supported and facilitated.
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Reid, James. "The Change Laboratory in CLIL settings: Foregrounding the Voices of East Asian Students." In GLOCAL Conference on Asian Linguistic Anthropology 2019. The GLOCAL Unit, SOAS University of London, 2019. http://dx.doi.org/10.47298/cala2019.3-7.

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I propose that the Change Laboratory is an underutilized intervention research methodology that can be used to foreground the voices, needs and rights of East Asian students taking English Medium Instruction classes predicated on the Western Socratic learning habitus. In particular, I relate the Change Laboratory methodology to a specific type of EMI pedagogy known as CLIL, Content Language Integrated Learning. What separates CLIL courses from content-based language learning and other forms of EMI, is the planned integration of the ‘4Cs’ of content, cognition, communication and culture into teaching and learning practice (Coyle et al., 2010). CLIL pedagogy aims to motivate and empower students in learner-centered classrooms. However, student voices have not often been foregrounded in research. The Change laboratory (Virkkunen and Newnham, 2013) is an intervention research methodology that can empower students with regard to course design. It applies a “Vygotskyan developmental approach in real-world, collective, organizational settings” (Bligh and Flood, 2015) and is therefore in accordance with CLIL pedagogy underpinned by the constructivist ideas of Bruner, Vygotsky and Piaget. There is much potential for the Change Laboratory to be used in course design as it focuses on how “institutional forms actually unfold locally” (Bligh and Flood, 2015) and has the ability to “develop the transformative agency of marginalized voices in higher education” (Bligh and Flood, 2015). Thus, I argue that Change Laboratory interventions can reduce linguistic imperialism, or perceptions thereof, in English Medium Instruction or CLIL settings in East Asia. They can help investigate the perception of cultural habitus – Confucian and Socratic – that may affect learning dispositions and in doing so redesign courses that better fit the needs of learners.
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Tsai, Hanchung, Yung Y. Liu, and James Shuler. "RFID Technology for Environmental Remediation and Radioactive Waste Management." In ASME 2010 13th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2010. http://dx.doi.org/10.1115/icem2010-40218.

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An advanced Radio Frequency Identification (RFID) system capable of tracking and monitoring a wide range of materials and components—from fissionable stocks to radioactive wastes—has been developed. The system offers a number of advantages, including enhanced safety, security and safeguards, reduced personnel exposure to radiation, and improved inventory control and cost-effectiveness. Using sensors, RFID tags can monitor the state of health of the tracked items and trigger alarms instantly when the normal ranges are violated. Nonvolatile memories in the tags can store sensor data, event records, as well as a contents manifest. Gamma irradiation tests showed that the tag components possess significant radiation resistance. Long-life batteries and smart management circuitries permit the tags to operate for up to 10 years without battery replacement. The tags have a near universal form factor, i.e., they can fit different package types. The read range is up to >100 m with no line-of-sight required. With careful implementation, even a large-size processing or storage facility with a complex configuration can be monitored with a handful of readers in a network. In transportation, by incorporating Global Positioning System (GPS), satellite/cellular communication technology, and secure Internet, situation awareness is assured continuously. The RFID system, when integrated with Geographic Information System (GIS) technology, can promptly provide content- and event-specific information to first responders and emergency management teams in case of incidents. In stand-alone applications, the monitoring and tracking data are contained within the local computer. With a secure Internet, information can be shared within the complex or even globally in real time. As with the deployment of any new technology, overcoming the cultural resistance is part of the developmental process. With a strong institutional support and multiple successful live demonstrations, the cultural resistance has been mostly overcome. As a result, implementation of the RFID technology is taking place at several of U.S. Department of Energy sites and laboratories for processing, storage, and transportation applications.
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Wang, Hongli, and Zhuo Chen. "Does organizational culture or organizational culture fit really matter?" In 2015 12th International Conference on Service Systems and Service Management (ICSSSM). IEEE, 2015. http://dx.doi.org/10.1109/icsssm.2015.7170292.

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Verdejo, Pedro, Lucia Hilario, and Ana Abalos. "Actividades lúdicas para fortalecer el aprendizaje multidisciplinar y el acercamiento intercultural." In INNODOCT 2018. València: Editorial Universitat Politècnica de València, 2018. http://dx.doi.org/10.4995/inn2018.2018.8787.

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El profundo cambio experimentado en estos últimos años tras la internacionalización de los estudios en la Escuela de Arquitectura, ha conllevado la llegada de alumnos con una gran diversidad geográfica y cultural, planteando la necesidad de apostar por un profundo cambio y revisión de las metodologías y planteamientos docentes. Pero más allá de adaptar el canal, medio y contexto al nuevo tipo de alumno sin diluir el mensaje, se ha apreciado un nuevo problema de adaptación, donde la gran diferencia entre sus culturas y tradiciones, hace que se aprecien nuevas barreras para su integración. Para hacer frente a esta nueva problemática, se ha planteado una nueva actividad que fomentara, desde la interconexión horizontal entre asignaturas de primer curso, la comprobación de la aplicabilidad de los contenidos teóricos expuestos en el aula, al mismo tiempo que mediante una participación activa del alumno, se propiciara su acercamiento e integración en su nuevo entorno. Con este fin, se planteó una actividad lúdica que integrara contenidos de las asignaturas de Matemáticas II, Dibujo Arquitectónico II e Introducción a la Arquitectura. Para ello se tomó como excusa la temática de las Fallas, algo puramente autóctono pero que ha permitido mediante el conocimiento de la tradición y cultura local que los nuevos alumnos compartieran sus experiencias y culturas propias. La experiencia ha permitido comprobar que no es necesario excesivos recursos materiales y humanos para fortalecer el aprendizaje de contenidos, la correlación entre asignaturas y favorecer la integración del nuevo alumnado internacional, y como no, acercarlos también a nuestra fiesta más internacional.
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Reports on the topic "Cultural fit"

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Wu, Yingying, and Susan P. Ashdown. A Cross-Cultural Study of Consumer Perceptions of Clothing Fit. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1470.

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Wu, Yingying, and Susan Ashdown. A Cross-Cultural Study of Consumer Perceptions of Clothing Fit. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-415.

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Dougherty, Ronald J. Fit to Fight: Admin or Ethos? Embedding Fitness in Air Force Culture. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada540086.

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Morrison, Dawn, and Adam Smith. Fort Huachuca history of development : existing reports and contexts. Engineer Research and Development Center (U.S.), January 2021. http://dx.doi.org/10.21079/11681/39479.

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The Fort Huachuca Environmental and Natural Resources Division (ENRD) tasked ERDC-CERL to compile a history of the development of Fort Huachuca for use in evaluating existing facilities and how they fit within the larger, overarching history of the fort. Fort Huachuca desires a comprehensive history of the fort for use in better understanding how its various facilities integrate into the overall history and development of the fort and its existing National Historic Landmark (NHL) and proposed existing evaluated, eligible, and listed National Register of Historic Places (NRHP) properties and districts. This comprehensive history will help ENRD in making determinations on how to address future National Register of Historic Places (NRHP) nominations and/or recommendations for adding new historic districts or expanding the existing historic district. ERDC-CERL compiled content from 18 existing historic contexts, building inventory and cultural re-sources reports, NRHP nomination and registration forms, and Historic American Buildings Survey (HABS) forms previously completed for the ENRD, and used these resources to compile the current history.
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Drabczyk, Maria, and Johan Oomen. COVID-19 as a Driver for Change in Audiovisual Archives. International Federation of Television Archives, March 2021. http://dx.doi.org/10.18146/coav2021.

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This report captures the various ways in which the cultural heritage sector is adapting, not only to cope with the uncertainty caused by the COVID-19 pandemic, but also to flourish in the future. It is the result of a joint virtual exchange between members of the International Association of Sound and Audiovisual Archives (IASA) and the International Federation of Television Archives (FIAT/IFTA). The aim was to gather professionals from the global archival community and to discuss how positive changes could be identified and sustained, to share best practices and individual experiences, and to collaboratively think out the best ways forward.
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Amaya Amaya, Mónica, Gigliola Moranti Sánchez, and Anyela Castaño. Propuesta para el fortalecimiento del currículo del Programa de Tecnología en Radiología e Imágenes Diagnósticas de la Universidad Nacional Abierta y a Distancia desarrollando un enfoque en cultura de seguridad del paciente para el periodo académico 2019-. Universidad Nacional Abierta y a Distancia - UNAD, 2021. http://dx.doi.org/10.22490/ecisa.4865.

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Desarrollar el fortalecimiento del currículo del Programa de Tecnología en Radiología e Imágenes Diagnósticas al fomentar un enfoque en cultura de seguridad del paciente de la Universidad Nacional Abierta y a Distancia 2019-2021, a través del diseño de un curso o una asignatura que permita la apropiación de competencias por parte de los estudiosos para desempeñarse en el sistema de prestación de servicios de salud colombiano, es un ejercicio que implica la recopilación de la estructura de los programas ofertados en el país y algunos referentes nacionales en aras de permitir la configuración de escenarios modernos que permitan la creación de nuevas unidades de competencias partiendo de las normas ya establecidas en el país, por parte de la comisión de talento humano en salud. Al mismo tiempo, se busca evaluar el grado de apropiación de los estudiantes frente a los temas del Programa de Tecnología en Radiología e Imágenes Diagnósticas con respecto a la cultura de seguridad del paciente, con el fin de visibilizar la situación actual y la inminente necesidad de fortalecer el currículo con elementos que permitan un mejor desarrollo de los estudiantes en sus campos de desempeño.
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Barómetro da cultura galega II. Consello da Cultura Galega, March 2021. http://dx.doi.org/10.17075/bcg.02.2021.

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A presentación deste documento de traballo, o segundo barómetro da cultura galega, engádese a un conxunto de publicacións impulsadas polo Consello da Cultura Galega dende que o 14 de marzo de 2020 se decretou en España o primeiro estado de alarma tras a aparición do virus SARS-CoV-2 e a enfermidade da COVID-19. A situación epidemiolóxica, o avance da crise sanitaria e o confinamento da sociedade tiveron un forte impacto en todos sectores culturais de Galicia e do conxunto de España. Neste contexto, o Consello da Cultura Galega promoveu a elaboración de diversos informes e documentos de traballo, algúns sectoriais e outros de carácter máis extenso, co fin de analizar as consecuencias que estaba a ter a crise no ámbito cultural galego.
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Informe de gestión 2017-2020. Banco de la República de Colombia, February 2021. http://dx.doi.org/10.32468/inf-gest.a17-20.

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Este documento reseña la gestión del Banco de la República entre 2017 y 2020, un período durante el cual el Banco logró consolidar una inflación baja y estable, con tasas de crecimiento cada vez más cercanas al potencial. A partir de marzo de 2020 se adoptaron políticas novedosas que lograron evitar una crisis profunda en medio de la pandemia del Coronavirus, un choque de enormes dimensiones para la humanidad. De otra parte, se tomaron medidas importantes tendientes a fortalecer la Administración del Banco, con un mayor control de los recursos financieros destinados a los distintos objetivos del Plan de Desarrollo. El Banco continúa siendo la institución estatal independiente que genera mayor confianza entre los colombianos por su transparencia, su ajuste a exigentes metas de resultados macroeconómicos y empresariales, y por el cumplimiento efectivo de las funciones de banca central y culturales encomendadas por la Constitución y la ley. RESUMEN EJECUTIVO La economía colombiana enfrentó en los últimos cuatro años algunos de los eventos que mayor impacto han tenido sobre su desempeño en más de un siglo. El precio internacional del petróleo cayó a menos de la tercera parte entre junio de 2014 y enero de 2016 y, nuevamente, entre septiembre de 2018 y abril de 2020; se presentaron frecuentes choques en el precio local de los alimentos, y la pandemia reciente ocasionó uno de los mayores desastres que ha padecido la humanidad en su historia. El Banco de la República (Banrep), sus directivos y empleados tuvieron que responder rápidamente a las nuevas circunstancias, un proceso que ha implicado grandes cambios en la forma como se han ejecutado y cumplido las funciones de la banca central y las del área cultural a cargo de la organización. De otra parte, el Plan Estratégico 2017-2021 sentó las bases para el nuevo programa de modernización del Banco, y en el presente Informe de gestión 2017-2020 se describen y analizan los retos enfrentados en el período y la forma en que se adaptó y modernizó la institución para hacerles frente. También se mencionan los principales desafíos que se avizoran hacia el futuro, con el fin de contribuir al diseño de los planes de la administración entrante. En este Resumen ejecutivo se presenta una síntesis del documento completo. En la sección II se hace un recuento de la situación económica de Colombia y el mundo en el cuatrienio reciente, y las medidas de política adoptadas por la Junta Directiva del Banco de la República (JDBR) para mantener la inflación baja y estable y contribuir a la recuperación del crecimiento de la economía. En la sección III se registran los avances y logros en los temas estratégicos del Plan Estratégico 2017-2021. En particular, se mencionan la política monetaria y de estabilidad financiera, la política cambiaria, la política de pagos, y otros temas relacionados con la eficiencia y eficacia en el Plan. La sección IV está dedicada a la gestión cultural, y en la sección V se describe la evolución de los temas de apoyo táctico para el logro de los objetivos del Plan: capital humano y cultura organizacional, tecnología e infraestructura; se incluye, además, un resumen de los avances en materia ambiental. En la sección VI se presentan los principales elementos de la respuesta del Banco ante la emergencia sanitaria del COVID-19. En la sección VII se describe el manejo de las reservas internacionales y se analizan el presupuesto y las utilidades del Banco. En la sección VIII se enuncian algunos desafíos futuros.
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