The Key Causes For Tax Evasion - 1587 Words

People can be driven to behave recklessly if an outcome is well supported by incentives. The motivational aspect of an outcome is exactly what pushes companies and individuals alike to perform a task that they would normally not do. Motivation is the key cause for tax evasion, since it helps avoid a massive proportion of expenses that would generally be incurred. As illustrated by the case study that was provided by the Australian Financial Review, a small number of people do heavy tax lifting as opposed to the rest of the population. This means that there are a few people that earn a significant amount of money and due to progressive tax rates, the overall amount of tax that this small group of individuals would have to pay would be†¦show more content†¦This concept has shown prominence through every stage of business evolution and has still remained as an essential factor that every business in the modern generation strives to achieve. Profit not only shows a companyâ€⠄¢s efficient performance, but it also dictates how the company will be accepted within a society. This is supported by Friedman (1962, pp.23), as he mentions that ethical compromises can be made to achieve greater goals. Since the most fundamental goal of every business organisation is to earn profits and succeed amongst their competitors, it can be agreed that companies would be willing to sacrifice a certain amount of ethical decision making. The opportunity cost in this case is preferable for the people that would want to give up a portion of their ethical mindset to earn a larger profit share for their own selfish career oriented desires. (Lincoln, Pressley, Little, 1982, pp.476). Taking the aforementioned fact that profit is main goal of a company into consideration, it is crucial to understand that accounting is the crux of every business organisation. The Conceptual Framework clearly states that all information within financial reports should be free of bias and material error, i.e. the information must be

The Life Of Marie Curie - 1458 Words

The life of Marie Curie and her Einstein Number Marie Curie, born Maria Sklodowska was born in Warsaw, Poland. Gaining her basic education in public schools and some of her scientific training from her father. As a student she became involved in a Student s Revolutionary organization and found it necessary to leave Warsaw. This move helping to give her the means to begin her longstanding career in science. She would eventually become one of the most famous women in science to date, an icon in the scientific community. Achieving many accolades such as scientific awards and tributes for accomplishments for her humanitarian efforts during WWI. The physical and societal aspects of her work contributed to shaping the world of the nineteenth and twentieth centuries. All of this contributed to how her life came to relate to the life of Albert Einstein. In 1891 she decided to go to paris, this marked the beginning of her career in science. Once in paris, she studied at the Sorbonne where she received her Licenciateships in physics and th e Mathematical sciences. Then in 1894 she met a professor by the name of Pierre Curie while searching for larger lab space. Though Pierre didn’t have a large laboratory, he was able to find some space for her to work. It wasn’t long before their mutual interest in science drew them together and they were married a year later. Marie did not accept Pierres first proposal though, as she was still planning on moving back to Poland, still under theShow MoreRelatedThe Life And Accomplishments Of Marie Curie Essay1370 Words   |  6 PagesMarie Curie was born on November 7, 1867 in Warsaw, Poland. Her first few years were very trying on her spirits; her sister died from typhus, and four years later, her mother. Despite her difficult childhood, however, Curie went on to graduate at the top of her high school class at the age of fifteen. Due to her gender and Russian reprisals following the January Uprising, she was prohibited from going to a university, and therefore attended the illegal underground Flying University. In 1891, howeverRead MoreMarie Curie s Life And Accomplishments1583 Words   |  7 PagesMarie Curie is an inspiration to many women because of her dedication to scientific discovery that resulted in her being the first woman to win a Nobel Prize. It was, and still is, difficult for women to establish themselves in the STEM (Science, Technology, Engineering, and Mathematics) field as related professions have historically been male dominated. However, Marie Curie’s work with radiation and the Nobel Prizes in Physics and Chemistry that followed opened the door of possibilities for womenRead MoreThe Life of Marie Curie Essay examples837 Words   |  4 PagesI chose to do my project on Marie Curie, the woman who discovered radium and polonium. She was born Mary Sklodowska on November 7, 1867 in Warsaw, Poland and died July 4, 1934 in Passy, France at the age of 67. In 1895, Marie married a professor named Pierre Curie at the age of 26 . She was the first woman to complete a doctorate in France in MMMM at the age xxx. And in MMMMM, Curie was also the first female professor at the Sorbonne. She was the first person to use the term â€Å"radioactivity†, whichRead MoreWhen Obsession Becomes Deadly: The Life of Marie Curie Essay1472 Words   |  6 PagesWhen Obsession Becomes Deadly: The Life of Marie Curie Marie Curie, a pioneer in her field and Nobel Prize winning Chemist, took a path that few women of her time dared and unfortunately, her passion for Science would be her ultimate demise. From birth to death Marie Curie lived a full life, with love, work, and passion at the center. Maria SkÅ‚odowska was born in Warsaw, Poland, on 7 November 1867, the fifth and youngest child of well-known teachers BronisÅ‚awa and WÅ‚adysÅ‚aw SkÅ‚odowski. MariasRead MoreMarie Curie s Popular Images1424 Words   |  6 PagesAlthough Marie Curie was not the first woman to excel in science or mathematics, she can be considered the first major woman scientist to receive full credit for her scientific work. Considering her Nobel prizes alone, she is ranked at the top of the scientists of the modern period. Despite this, somehow Marie Curie’s popular images, as well as those embedded in some of the scholarly literature, suggest important, but rather modest contributions to society (Pycior, 301). Marie Curie was born MariaRead MoreMarie Curie and The Discobery of Radim and Plonium Essay1047 Words   |  5 Pages Marie Curie... She is best known for her discovery of radium and polonium and her work with radioactivity. She encountered times of adversity in her career just because she was a woman, but she met her challenges and overcame them. Marie Curie exceeded the barriers put on women in her time to become one of the world’s most famous scientists and used her knowledge to the benefit of humanity. Marie Curie was breaking barriers even when she was young. Marya Salomee Sklodowska was born on NovemberRead MoreEssay about Marie Curie851 Words   |  4 Pages Marie Curie LIFE OF MARIE CURIE nbsp;nbsp;nbsp;nbsp;nbsp;Marie Curie(1867-1934) was a French physicist with many accomplishments in both physics and chemistry. Marie and her husband Pierre, who was also a French physicist, are both famous for their work in radioactivity. nbsp;nbsp;nbsp;nbsp;nbsp;Marie Curie, originally named Marja Sklodowska, was born in Warsaw, Poland on Nov.7, 1867. Her first learning of physics came from her father who taught it in high school. Maries father mustRead MoreMarie Curie: Radium Essay521 Words   |  3 Pages‘’Nothing in life is to be feared, it is only to be understood. Now is the time to understand more so that we may fear less.† (Lewis, Jone Johnson). Marie Curie was always one step ahead of herself. She would always say, â€Å"Be less curious about people and more curious about ideas.† (Lewis, Jone Johnson). She wanted to find something no one else had found and make things no one would ever think about making. Marie Curie was the founder of Radium. Radium is the chemical element of atomic number 88Read More Marie Curie Essays1069 Words   |  5 Pages MARIE CURIE AND THE STUDY OF RADIOACTIVITY nbsp;nbsp;nbsp;nbsp;nbsp;Marie Curie was born, Maria Sklodowska on November 7, 1867. She grew up in Warsaw, Poland. She would become famous for her research on radioactivity. Marie Curie was the first woman to ever win a Nobel prize, and the first ever to win two Nobel prizes. She is most famous for the discovery of Radium and Polonium. Her work not only influenced the development of fundamental science, but also began a new era in medical researchRead MoreEssay on Madam Curie1391 Words   |  6 PagesMadame Curie, as the scientist is venerably called, was a true pioneer of her time. Growing up amidst political turmoil and sexual discrimination she was able to persevere with austere determination to make breakthrough scientific findings, while also fighting for humanitarian betterment. In a long list of renowned female scientists Madam Curie stands at the top of the list not only for her findings, but also for her efforts to aid those with the worst afflictions; she is long rememb ered as a pioneer

India and China free essay sample

An analysis of the problems during Colonial times in India and China. Although, certain apologists of colonialism have tried to depict colonial rule and influence as benign and even beneficial for the populations of lesser civilizations, the fact of the matter is that colonization of these countries was done for exploitative (economic), religious and strategic motives. This paper focuses on the problems that the two countries had to endure as a result of the colonial rule or influence, and the similarities and differences between their experiences. Issues such as the transfer of wealth, unfair trade, the opium wars and poverty are covered in the paper. Although poverty is still a shocking sight in India today, it was even worse during the colonial period. There were 31 serious famines during 120 years of direct British rule in India compared to 17 in the 2000 years before the British rule. (Mike Davis quoted in The Colonial Legacy). We will write a custom essay sample on India and China or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If you think this was due to rapid growth in population, you are wrong between 1870 and 1910, Indias population grew by 19% while England and Waless population grew by 58%. Most eyewitness accounts of India before the British colonization describe India as a rich country. (From Trade to?). The region is still struggling to climb out of crippling poverty after 200 years of colonial exploitation.

Organization Structure and Culture

Questions: Task 1. Discuss the relationship between organisational structure and cultureTask 2. Discuss different approaches to management and leadershipTask 3. Discuss ways of using motivational theories in organisationsTask 4. Discuss mechanisms for developing effective teamwork in organisations? Answers: Task 1. Organization Structure and Culture Associations are situated up in particular approaches to perform distinctive objectives, and the structure of an association can help or frustrate its advance toward finishing these objectives. Associations vast and little can accomplish higher deals and other benefit by appropriately coordinating their needs with the structure they use to work. There are three principle sorts of authoritative structure: utilitarian, divisional and grid structure (Islam, Jasimuddin Hasan, 2015). Functional Structure During the stages of operation NISA employed functional structure. It is a structure is situated up so that every part of the association is gathered by reason. In this sort of association, for instance, there is a central coordinating center for all activities. The utilitarian structure lives up to expectations extremely well for little organizations in which every office can depend on the ability and learning of its laborers and bolster itself. Nonetheless, one of the disadvantages to a practical structure is that the coordination and correspondence between offices can be limited by the hierarchical limits of having the different divisions working independently (Hahn, Lee, Lee, 2015). Divisional Structure Divisional structure commonly is utilized as a part of bigger organizations that work in a wide geographic range or that have separate littler associations inside of the umbrella gathering to cover diverse sorts of items or business sector territories. For instance, the M S is sorted out divisionally established stores in sections division and divisions for each geographic territory to handle particular needs. The advantage of this structure is that needs can be met all the more quickly and all the more particularly; nonetheless, correspondence is repressed in light of the fact that representatives in distinctive divisions are not cooperating. Divisional structure is exorbitant on account of its size and degree. Little organizations can utilize a divisional structure on a littler scale, having diverse workplaces in distinctive parts of the city, for instance, or doling out distinctive deals groups to handle distinctive geographic territories. M S culture is that set on They claim to remain true to their founding values of quality, value, service, innovation and trust. At NISA, the culture is begged on protecting the interests of independents of clients against the insurgence. The Impact of organizational Culture and structure in Organizational Performance Organization culture alludes to basic conduct patters inside of the gathering of individuals constituting the association. The culture in the organization implies that individuals inside of the association have a tendency to have comparable convictions and conduct designs (Tong,Tak Wong, 2015). It additionally implies that there is less resilience for conduct that goes amiss from the acknowledged examples. Likewise it bind together the populace of the association and adds to smoother working (Hotho, Lyles Easterby Smith, 2015). The structure in an organization shows the structure of the association, furthermore demonstrates the connections between hierarchical individuals and the positions of every last one of positions in the association. The structure of an association illuminates parts for hierarchical individuals, so that every part recognizes what they should do and who they answer to. The structure additionally manages the measure of control an authoritative part has with respect to his employment in the association (Peretz, Levi Fried, 2015). Factors that Affect Employee Relationship at Workplace Work Culture Representatives need to feel great at work environment for them to stay positive and cheerful. Standards and regulations ought to be same for everybody. Workers should be urged to regard their reporting managers and take after the code of morals (Dey Tripathy, 2015). Work Responsibilities Representatives ought to be requested that do what best they can perform. Powerful Communication Chiefs need to speak successfully with colleagues. The occasion, representatives learn about left, they lose enthusiasm for work. They have to have a say in association's significant choices (Appelbaum et al., 2015). Family and Personal Life It has been watched that people with a beset foundation or risky family life have a tendency to carry on nonsensically at working environment. Representatives who have strained associations with relatives sit late at work and ruin the whole work society (Selvarajan, Slattery Stringer, 2015). Relationship at Work It is important to have companions at the work environment. Not permitting workers to cooperate with kindred laborers prompts disappointment and anxiety at working environment. Abstain from belligerence with colleagues (Dey Tripathy, 2015). Task 2. Leadership style The hypothesis of a transformational style of initiative is where transformational pioneers have a dream of where they need the organization to go and charm and abilities to actualize that vision. MS employ this type of leadership. Transformational authority is additionally identified with the style of initiative, in which the pioneer motivates to a great extent through their own magnetism, and to the visionary style of administration, in which the pioneer sets out his vision for the association and moves others to accomplish that vision. Transformational styles of initiative function admirably in entrepreneurial organizations (Slater, 2015). NISA employs the classic styles. It is a style of initiative portrays the amount of control the pioneer provides for those beneath her. Case in point, in a free enterprise style of initiative (NISA), the supervisor gives little bearing to subordinates and permits them to get on with things. The style works best when workers are profoundly prepared and roused. Conversely, a totalitarian style of initiative is one where pioneers apply control over most parts of the work and give little extension for specialists to make proposals or think for themselves. The participative administration style stresses cooperation and welcomes workers to cooperate to help tackle issues and expand execution (Renko et al., 2015). The Influence of Organizational Theory in Management of Organization Organizational hypothesis is a freely sew group of numerous ways to deal with hierarchical investigation. Its subjects, inquiries, techniques, and informative modes are amazingly diverse. There is specificity of objectives and formalization Goal detail gives rules to particular errands to be finished alongside a controlled path for assets to be distributed. Formalization is an approach to institutionalize authoritative conduct. Thus, there will be stable desires, which make the normal hierarchical framework. The theories empower creation proficiency and efficiency (Guay et al., 2015). Organization Management at M S MS is utilizing a pyramid or progressive system structure has a pioneer who is in charge of and settles on all the choices influencing the association. This pioneer oversees other hierarchical individuals. Pyramids and pecking orders frequently depend on bureaucratic practices, for example, plainly characterized parts and obligations and unbending summon and control structures. Like a physical pyramid, these associations require a strong base with adequate individuals to bolster different levels of administration inside of the general structure so that the association does not miss the mark regarding its objectives. From a business point of view, an order will frequently be partitioned by or topography. For instance, a worldwide retailer may use a geographic chain of importance at the upper level, with each geographic branch making a useful progressive system underneath it. A littler association working in a solitary locale might basically have a practical progressive system (Mathieu et al., 2015). Task 3: Change leadership and the impact on motivation Bond Belong This drive is generally met through an Organizations Culture. Associations who's way of life is one that: grasps collaboration; empowers the advancement of fellowships and holding; one in which workers can rely on upon their companions to help them; a culture that values coordinated effort; a culture that commends and shares; and a culture that is centered around the "representative first" are pivotal to this drive being met (Koryak et al., 2015). Challenge Comprehend This drive is satisfied essentially through Job and Organizational Structure. Associations need to guarantee that the different employment parts inside of the organization give workers incitement that difficulties them or permits them to develop. Work parts that fulfill this drive ought to: be seen as critical in the association; employments ought to give individual significance and satisfaction; parts ought to induce an inclination of commitment to the association; hierarchical structures that give development opportunities inside of the organization; learning offerings (preparing, classes, and so on) that give workers new abilities and information, occupation sharing/rotational open doors that can give new difficulties are the way to satisfying this specific commute (Aarons et al., 2015). Motivation theories Work attributes model Hackman and Oldham The employment qualities model, outlined by Hackman and Oldham, is in light of the thought that the errand itself is vital to representative inspiration. Work enhancement and occupation turn are the two methods for adding mixed bag and test to a vocation and empower working environment inspiration. It expresses that there are five center occupation qualities (expertise assortment, errand personality, assignment noteworthiness, self-sufficiency, and criticism) which affect three discriminating mental states (experienced importance, experienced obligation regarding results, and learning of the real results), thus affecting work results (work fulfillment, non-attendance, working environment inspiration, and so on.). The five center employment qualities can be joined to shape a spurring potential score (MPS) for a vocation, which can be utilized as a record of how likely an occupation is to influence a worker's disposition and practices. Hackman and Oldham's employment qualities inspirat ion hypothesis recommends that high work environment inspiration is identified with encountering three mental states whilst working: importance of work, obligation, and information of result. Motivators are more concerned with the genuine employment itself. Case in point how fascinating the work is and the amount of chance it gives for additional obligation, acknowledgment and advancement. Cleanliness variables are elements which 'encompass the employment' as opposed to the occupation itself. For instance a specialist will just swing up to work if a business has given a sensible level of pay and safe working conditions yet these components won't make him work harder at his employment once he is there. Critically Herzberg saw pay as a cleanliness element which is in immediate difference to Taylor who saw pay, and piece-rate specifically (Pundt et al., 2015). Maslow Hierarchy of Needs Maslow set forward a hypothesis that there are five levels of human needs which workers need to have satisfied at work. The greater part of the needs are organized into a chain of command (see beneath) and just once a lower level of need has been completely met, would a laborer be spurred by the chance of having the following need up in the order fulfilled. Case in point a man who is biting the dust of yearning will be propelled to accomplish an essential wage so as to purchase nourishment before agonizing over having a safe occupation contract or the admiration of others. A business ought to thusly offer distinctive motivators to laborers so as to help them satisfy every need thus and advance up the progression (see beneath). Chiefs ought to additionally perceive that specialists are not all inspired in the same way and don't all climb the pecking order at the same pace. They might consequently bring to the table a marginally diverse arrangement of motivators from laborer to special ist (Lee Hanna, 2015). Task 4. MS Different types of Groups Command Groups Charge gatherings are determined by the authoritative diagram and regularly comprise of a director and the subordinates that answer to that administrator. A case of an order gathering is a scholarly office director and the employees in that division. Task Groups Errand gatherings comprise of individuals who cooperate to accomplish a typical assignment. Individuals are united to finish a tight scope of objectives inside of a predetermined time period. Errand gatherings are additionally regularly alluded to as teams. The association designates individuals and allots the objectives and undertakings to be finished. Samples of allocated assignments are the advancement of another item, the change of a creation process, or the proposition of a motivational challenge. Other regular undertaking gatherings are specially appointed panels, task gatherings, and standing boards. Specially appointed boards of trustees are transitory gatherings made to determine a particular grievance or add to a procedure. Undertaking gatherings are like impromptu advisory groups and ordinarily disband after the gathering finishes the alloted errand. Standing advisory groups are more lasting than impromptu councils and venture bunches. They keep up more life compasses by t urning individuals into the gathering. Functional Groups A practical gathering is made by the association to finish particular objectives inside of an unspecified time allotment. Utilitarian gatherings stay in presence after accomplishment of current objectives and destinations. Illustrations of practical gatherings would be a showcasing office, a client administration division, or a bookkeeping division. As opposed to formal gatherings, casual gatherings are framed actually and in light of the basic intrigues and shared estimations of people. They are made for purposes other than the achievement of authoritative objectives and don't have a predetermined timeline. Casual gatherings are not named by the association and individuals can welcome others to join occasionally. Casual gatherings can have an in number impact in associations that can either be certain or negative. For instance, workers who structure a casual gathering can either talk about how to enhance a creation procedure or how to make alternate ways that risk quality. Casual gatherings can take the type of vested parties, fellowship gatherings, or reference bunches. Interest Groups Vested parties more often than not proceed over the long run and may last more than general casual gatherings. Individuals from vested parties may not be a piece of the same hierarchical office but rather they are bound together by some other basic hobby. The objectives and destinations of gathering hobbies are particular to every gathering and may not be identified with hierarchical objectives and targets. A case of a vested party would be understudies who meet up to shape a study bunch for a particular class. Fellowship Groups Fellowship gatherings are framed by individuals who appreciate comparative social exercises, political convictions, religious qualities, or other regular bonds. Individuals appreciate one another's conversation and frequently meet after work to take an interest in these exercises. For instance, a gathering of workers who structure a fellowship gathering may have an activity aggregate, a softball group, or a potluck lunch once every month. Reference Groups A reference gathering is a kind of gathering that individuals utilization to assess themselves. The primary purposes of reference gatherings are social approval and social correlation. Social acceptance permits people to legitimize their demeanor and qualities while social examination helps people assess their own particular activities by contrasting themselves with others. Reference gatherings have an in number impact on individuals' conduct. By contrasting themselves and different individuals, people have the capacity to survey whether their conduct is worthy and whether their mentality and qualities are correct or off-base. Reference gatherings are unique in relation to the beforehand examined gatherings on the grounds that they may not really meet or frame deliberately. For instance, the reference bunch for another representative of an association may be a gathering of workers that work in an alternate office or even an alternate association. Family, companions, and religious aff iliations are solid reference bunches for most people. Group Structure Gathering structure is an example of connections among individuals that hold the gathering together and help it accomplish relegated objectives. Structure can be depicted in a mixed bag of ways. Among the more basic contemplations are gathering size, bunch parts, bunch standards, and gathering cohesiveness. Factors that Promote the Development Effective Team and Teamwork at MS Diversity Compelling groups grasp and are constituted by a differing qualities of societies, gifts and identities. Assorted qualities can advance inventiveness and advancement, and bring issues to light of and appreciation for contrasts, which will bolster successful cooperation. By differentiation, groups that need differing qualities can think that it hard to tackle specific issues; it is much harder to discover creative arrangements when the majority of the colleagues consider issues in the same path, draw on comparable encounters for bolster and arrive at the same conclusions. The benefits of assorted qualities noted, contrast additionally raises the potential for clash inside of groups, which can be destructive if not oversaw appropriately (Caligiuri Lundby, 2015). Communication Compelling collaboration is encouraged by clear and open correspondence. All colleagues ought to be in agreement concerning targets, obligations and courses of events. This attachment is encouraged by successful correspondence. All colleagues ought to feel good making inquiries with respect to the elucidation of occupations and obligations, and they ought to don't hesitate to make proposals when they feel they can propel the team's destinations. At the point when a test or clash emerges, viable groups will connect with and overcome it with successful correspondence, instead of maintaining a strategic distance from the issues or partaking in tattle (Lyons et al., 2015). Leadership Collaboration is bolstered by compelling initiative. All groups advantage from one or a few wellsprings of motivation and course; pioneers can bolster coordinated effort by facilitating the endeavors of colleagues and urging colleagues to talk their psyches amid group gatherings. They can guarantee the groups ventures keep focused by weighing in with distinctive donors and measuring every day/week by week progress against general timetables and goals. Furthermore, they can work to rouse and order colleagues to guarantee that everybody is performing to their most elevated potential (Devece et al., 2015). Team-Building Exercises Powerful collaboration is produced through shared encounters and practice. The utilization or evasion of group building exercises can be a vital figure deciding the advancement of powerful groups; in the time of cutting edge innovation and quick paced business situations, some colleagues would never see each other vis--vis in the event that they didn't make a point to do as such. Group building activities can be focused to enhance specific parts of group execution, for example, correspondence, critical thinking or innovativeness. Amusements and drills are a compelling approach to unite individuals to construct connections, support confidence and advance shared comprehension of intrigues, identities, qualities and shortcomings (Lyons et al., 2015). The impact of new technology on Employees function in the organization Choice backing: A choice emotionally supportive network is an exceedingly adaptable and intelligent IT framework that is intended to bolster choice making when the issue is not organized. A network cooperates with a counterfeit consciousness framework to help the specialist make data through online explanatory procedure to encourage choice trying and investigation (Chen et al., 2015). Workgroup support: Since data innovation encourages in the making a data sharing environment, laborers can undoubtedly counsel one another crosswise over diverse office with no intrusion. They can utilize messages, content visiting administrations to ask something identified with a given undertaking at work (Yamin Mavondo, 2015). Official backing: An official data framework is an intelligent administration data framework joined with choice emotionally supportive networks and man-made brainpower for helping administrators recognize and address issues and opportunities. It permits directors to view data from diverse points. Yet it likewise furnishes chiefs with the adaptability to effortlessly make more perspectives to better comprehend the issue or opportunity within reach (Chen et al., 2015). Information Management: For this situation, workers or administrators can utilize an organization site to get to pertinent organization information by utilization of passwords. This information is not presented to people in general and web indexes (Chen et al., 2015). Correspondence: Information innovation accounts in the improvement of correspondence innovation. Administrations like electronic mail make correspondence inside and outside the association simple and first. Presently days email correspondence is a default correspondence innovation utilized by every association. Correspondence is an awesome device in business creates, with cutting edge specialized apparatuses, workers and administrators can undoubtedly settle on useful choices in the association (Chen et al., 2015). References Aarons, G. A., Ehrhart, M. G., Farahnak, L. R., Hurlburt, M. S. (2015). Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. Implementation Science, 10(1), 11. Appelbaum, S. H., Karasek, R., Lapointe, F., Quelch, K. (2015). Employee Empowerment: Factors affecting the consequent success or failure (Part II). Industrial and Commercial Training, 47(1). Caligiuri, P., Lundby, K. (2015). Developing Cross-Cultural Competencies Through Global Teams. In Leading Global Teams (pp. 123-139). Springer New York. Chen, J., Neubaum, D. O., Reilly, R. R., Lynn, G. S. (2015). The relationship between team autonomy and new product development performance under different levels of technological turbulence. Journal of Operations Management, 33, 83-96. Devece, C., Peris-Ortiz, M., Merig, J. M., Fuster, V. (2015). Linking the Development of Teamwork and Communication Skills in Higher Education. In Sustainable Learning in Higher Education (pp. 63-73). Springer International Publishing. Dey, M., Tripathy, P. (2015). QUALITY OF WORK-LIFE-A FULCRUM TO EMPLOYER EMPLOYEE RELATIONSHIP. Abhinav-International Monthly Refereed Journal Of Research In Management Technology (Online ISSN 2320-0073), 4(1), 13-20. Guay, R. P., Choi, D., Oh, I. S., Mitchell, M. S., Mount, M., Shin, K. H. (2015). Why People Harm the Organization and Its Members: Relationships Among Personality, Organizational Commitment, and Workplace Deviance. Human Performance, Forthcoming. Hahn, M. H., Lee, K. C., Lee, D. S. (2015). Network structure, organizational learning culture, and employee creativity in system integration companies: The mediating effects of exploitation and exploration. Computers in Human Behavior, 42, 167-175. Hotho, J. J., Lyles, M. A., Easterby Smith, M. (2015). The mutual impact of global strategy and organizational learning: current themes and future directions. Global Strategy Journal, 5(2), 85-112. Islam, M. Z., Jasimuddin, S. M., Hasan, I. (2015). Organizational culture, structure, technology infrastructure and knowledge sharing: empirical evidence from MNCs based in Malaysia. VINE, 45(1). Koryak, O., Mole, K. F., Lockett, A., Hayton, J. C., Ucbasaran, D., Hodgkinson, G. P. (2015). Entrepreneurial leadership, capabilities and firm growth. International Small Business Journal, 33(1), 89-105. Lee, J. M., Hanna, S. D. (2015). Savings Goals and Saving Behavior from a Perspective of Maslow's Hierarchy of Needs. Journal of Financial Counseling and Planning, 26(2). Lyons, R., Lazzara, E. H., Benishek, L. E., Zajac, S., Gregory, M., Sonesh, S. C., Salas, E. (2015). Enhancing the Effectiveness of Team Debriefings in Medical Simulation: More Best Practices. Joint Commission Journal on Quality and Patient Safety, 41(3), 115-125. Mathieu, J. E., Tannenbaum, S. I., Kukenberger, M. R., Donsbach, J. S., Alliger, G. M. (2015). Team Role Experience and Orientation A Measure and Tests of Construct Validity. Group Organization Management, 40(1), 6-34. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation. The International Journal of Human Resource Management, (ahead-of-print), 1-29. Pundt, L. M., Whrmann, A. M., Deller, J., Shultz, K. S. (2015). Differential predictors of post-retirement life and work satisfaction. Journal of Managerial Psychology, 30(2), 216-231. Renko, M., El Tarabishy, A., Carsrud, A. L., Brnnback, M. (2015). Understanding and measuring entrepreneurial leadership style. Journal of Small Business Management, 53(1), 54-74. Selvarajan, T. T., Slattery, J., Stringer, D. Y. (2015). Relationship between gender and work related attitudes: a study of temporary agency employees. Journal of Business Research. Slater, S. (2015). LEADERSHIP STYLE STRATEGIC MANAGEMENT: AN ANALYSIS OF HIERARCHICAL INFLUENCE. In Marketing Dynamism Sustainability: Things Change, Things Stay the Same (pp. 135-135). Springer International Publishing. Tong, C., Tak, W. I. W., Wong, A. (2015). The impact of knowledge sharing on the relationship between organizational culture and job satisfaction: the perception of information communication and technology (ICT) practitioners in Hong Kong. International Journal of Human Resource Studies, 5(1), Pages-19. Yamin, S., Mavondo, F. T. (2015, January). Organizational Innovation: Relationship with Functional Strategies and Organizational Performance. In Proceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference (pp. 296-301). Springer International Publishing.