Academic literature on the topic 'Organizational Culture 2'
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Journal articles on the topic "Organizational Culture 2"
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Case, Peter. "Organizational Culture and Identity." Sociological Review 50, no. 2 (2002): 306–8. http://dx.doi.org/10.1111/1467-954x.t01-2-00368.
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Yaniieva, Daria. "Application of tools for effective development of organizational culture in the digital economy." Ukrainian Journal of Applied Economics and Technology 8, no. 2 (2023): 160–64. http://dx.doi.org/10.36887/2415-8453-2023-2-23.
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The emergence of the Internet, the generation of millennials, and the publicity of everyday life in social networks have played a role in changes in organizational culture. The world became a single information space, and business followed the same path. Organizational culture has now become one of the critical pillars of the transformation program of most companies. This is because many organizations have realized that to reach the next level of growth, beyond simply focusing on results, they need to develop influential and courageous leaders supported by a culture that aligns with strategic goals. Organizational culture is an integrated complex of worldview axioms, values, and signs shared by most of the organization's employees, interconnected and hierarchically structured. Each organization identifies itself in the external environment and understands itself and all the events only in the form of ideas of the people who make up this organization. Organizational culture determines practically the entire life of the organization: what motivates people to work, opportunities for corporate development, how the organization is perceived in the external environment, and much more. That is, organizational culture is one of the key factors influencing the effectiveness of the organization's functioning and development. Managing the company's corporate culture is especially relevant in today's unstable, dynamic conditions. Often, organizations must solve problems and tasks related to adaptation to the environment, in fact - the problem of survival, and in this connection, there is a need to mobilize all the resources available in the organization, naturally primarily human. It is only possible to do this with a properly built organizational culture that would meet the organization's and the market's needs. Conversely, a corporate culture that does not correspond to the organization's goals and processes can seriously hinder its development. Organizations must define digital priorities, transform organizational culture using information and communication technologies, and improve the personnel management system. Keywords: tools, technologies, culture, organization, employees.
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Dionisius Ade Gagah Rahayaan, Yupono Bagyo, and Budi Rahayu. "ANALISIS BUDAYA ORGANISASI UNTUK MENYUSUN STRATEGI ORGANISASI." JIMEK : Jurnal Ilmiah Mahasiswa Ekonomi 7, no. 02 (2024): 274–84. https://doi.org/10.30737/jimek.v7i02.6454.
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This research aims to find out the organizational culture of PT. The star of Sentanu Prasodjo that is currently felt and the organizational culture that is expected. This study uses the OCAI method to see the classification of organizational culture. The variable in this study is organizational culture which is divided into four organizational cultures, namely Clan Culture, Adhocracy Culture, Market Culture, and Hierarchy Culture. The results of this study show that (1) the current perceived organizational culture is Hierarchy Culture with a value of 30.87 (2) the expected organizational culture is Market Culture with a value of 29.80.
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Astrina, Fenty. "PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI DAN PENERAPAN PRINSIP-PRINSIP GOOD CORPORATE GOVERNANCE (GCG) TERHADAP KINERJA PERGURUAN TINGGI DENGAN PENDEKATAN BALANCED SCORECARD (BSC)." Jurnal Ilmiah Ekonomi Global Masa Kini 7, no. 1 (2016): 61–78. http://dx.doi.org/10.36982/jiegmk.v7i1.105.
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The purpose of this research are to study and analyze the influence of organizational culture, organizational commitment and implementation good corporate governance principles towards university performance in Muhammadiyah University both simultaneously and partially. This research conducted at 7 faculties in Muhammadiyah University with amount of respondents are 223, from that amount there ara 82 declared complete for analysis. The data collecting was carried out by spreading questionnaires to lecturer and employee . The technical method of simple purpossive sampling. The tool of analyze is path analysis. The result on this research and hypothesis testing show that: (1) there is correlation among organizational culture and organizational commitment but not significant; (2) simultaneously, organizational culture, organizational commitment and good corporate governance had significant influence to university performance; (3) partially, organizational culture and organizational commitment had positive influence but not significant to university performance, good corporate governance had positive influence and significant to university performance.Managerial imlpication of the study is to focus more on increasing lecturer an employee commitment and socialize organization culture among lecturers and employees for increasing university performance.Keyword : Organization Culture, Organization Commitment, Good Corporate Governance, Organizational Performance.
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Sukatin, Sukatin. "Budaya Organisasi STAI YASNI Kabupaten Muaro Bungo Provinsi Jambi." Idarah (Jurnal Pendidikan dan Kependidikan) 2, no. 2 (2018): 55–73. http://dx.doi.org/10.47766/idarah.v2i2.273.
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To achieve the goals of education effectively and efficiently, a pattern of management of the organization's culture is needed The development of organizational culture theory has been very varied and innovative. By knowing the development of the implementation of organizational culture at STAI YASNI, it is expected to present a solution in building a professional culture in educational institutions. The study was conducted at STAI YASNI using a qualitative design with a phenomenology approach. The focus of the study consists of (1) the formation of values, beliefs, and habits within the organization; (2) the form of organizational culture interpreted by members of the organization; (3) organizational culture, climate, and organizational effectiveness; and (4) factors that become obstacles to cultural implementation. The results of the study show that the organizational culture formed through situational leadership is (1) able to improve the community's organizational capacity; (2) organizational culture can improve organizational performance; (3) the innovative culture that is formed covers the fields of academics, human resource development and technology improvement.
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Nemashkalo, Karina, and Miao Jianping. "MECHANISM OF ORGANIZATIONAL CULTURE IN A MULTINATIONAL ORGANIZATION: ESSENCE AND COMPONENTS." Ukrainian Journal of Applied Economics and Technology 8, no. 2 (2023): 31–36. http://dx.doi.org/10.36887/2415-8453-2023-2-4.
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One of the specific characteristics that distinguish modern network-oriented models of multinational organizations is the extreme importance of the human factor in achieving the target level of economic performance, considering the organizational component. That is why the study of the essence and members of the mechanism of the organizational culture of a multinational organization is now highly relevant. The purpose of this study is to determine the nature of the "mechanism of the organizational culture of a multinational organization" and to systematize and analyze all components of the mechanism of the organizational culture of a multinational organization. Based on the results of the morphological analysis of the essence of the concept of "mechanism" and the results of the systematization and analysis of the main elements, factors, and components of the mechanism of organizational culture, it was determined that organizational culture is also a mechanism for setting the behavior of employees on a target course through shared values, norms as critical elements of organizational culture. It is proved that to study the mechanism of organizational culture; it is necessary to use retroduction as a method of inference, in which events are explained by identifying the mechanisms capable of generating them. It was determined that in the process of consciously forming the mechanism of the organizational culture of a multinational organization, the employee fully identifies with the organization, because of which he not only understands the goals of the organization and follows the behavior patterns, but also fully shares all the values of the organization, positively perceives the procedures and artifacts created on their basis. Moreover, the established mechanism of organizational culture will have a positive synergistic effect on the effectiveness of the organization's activities; therefore, in addition to determining the dominant types of organizational culture, it is necessary to decide on the level of their compatibility with the requirements of the national culture of the country in which the multinational organization operates. Key words: mechanism of organizational culture, multinational organization, mechanism of organizational culture of a multinational organization.
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Velez Candelario, Sandra. "Family Organizational Basics, Leadership, Communication, Environment and Culture." Athens Journal of Social Sciences 11, no. 2 (2024): 95–110. http://dx.doi.org/10.30958/ajss.11-2-2.
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Family as a socioeconomic organization have the responsibility to be effective and productive even in bad times like this pandemic era named COVID-19 virus. Families first goal is pursued happiness sharing affectivity within their human capital at home and without food, shelter, air and oxygen that is not possible. This paper is a scientific construction that include the explanation about the basic organizational needs that any organization needs to be productive and functional including the family. Family Organizational Basics: Leadership, Communication, Environment, and Culture, is the first academic document that introduce openly the organizational psychology to the family organization. These four areas according with the organizational and management theories should be functional to receive the best respond from the human capital that is managing in any organization. It is a scientific analysis about how the four areas of the organizational behavior works in the household setting and how those impact the daily lives of the family members increasing or decreasing their daily productivity. Keywords: leadership, communication, environment, culture, organizational, family
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Sobirin, Achmad, and Bambang Tutuko. "The Implementation of Strategy, Organizational Culture and Performance: Finding 'The Best Fit'." GATR Global Journal of Business Social Sciences Review 3, no. 4 (2015): 08–15. http://dx.doi.org/10.35609/gjbssr.2015.3.4(2).
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Objective - The purpose of this empirical study was to examine the degree of alignment between the implementation of strategy and organization's culture, and its implication on company performance. Methodology/Technique - The study is quantitative in nature using survey questionnaires. Total numbers of 201 questionnaires were sent to operational managers of Kimia Farma Pharmacy and 114 questionnaires were returned and analyzed using descriptive analysis with SPSS version 20, and the analysis of Structural Equation Modeling (SEM) with a statistical program AMOS version 7. Findings - The finding of the study shows the implementation of strategy and two types of organizational culture (adhocracy and clan culture) respectively influence the performance of PT Kimia Farma Pharmacy. This study, however, failed to find the best fit between the implementation of strategy and organizational culture in general. Further analysis shows that clan and hierarchy culture become the trigger of the implementation of strategy Novelty - This study proves that clan and hierarchy culture become the trigger of strategy implementation which eventually generate a better performance of the company. Type of Paper - Empirical Keywords: Best Fit; Strategy Implementation; Organizational Culture; Performance.
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Al Tarawneh, Awad, Issa Al Tarawneh, and Jawaher Al Ghoweri. "Organizational Culture and It’s Relation to Administrative Innovation in Private Schools in Jordan from the Point of View of Teachers." International Journal for Quality Assurance 2, no. 2 (2019): 176–89. http://dx.doi.org/10.34028/ijqa/2/2/134.
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The study aims to recognize the relationship between organizational culture and administrative innovation in private schools in Jordan. The study uses the descriptive method through the distribution of two questionnaires: the first is to measure the organizational culture, and the second is to measure administrative innovation. The study sample consists of (197) teacher from private schools during the academic year 2018/2019, Validity and reliability coefficients were ensured for the tool. The results of the study shows that the organizational culture level among the principals of private schools is high, and the level of administrative innovation is moderate. The results of the study show a statistically significant positive correlation relationship between the organizational culture and administrative innovation. The study shows no statistically significant differences in teachers' estimates of the level of organizational culture among school principals due to gender and experience variables.
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Wiseman, Ndlovu, Hlanganipai Ngirande, and Sam Tlou Setati. "Existing organizational culture typologies and organizational commitment at a selected higher education institution in South Africa." Investment Management and Financial Innovations 14, no. 2 (2017): 242–51. http://dx.doi.org/10.21511/imfi.14(2-1).2017.09.
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The study investigates the relationship between organizational culture and organization commitment at a higher education institution in South Africa. Quantitative research approach was used and 30 participants were chosen at random from academic and non-academic employees of the university. Furthermore, in order to gather data, the study used a structured questionnaire regarding the effects of existing organizational culture on organizational commitment. Pearson correlation analysis was used to determine the relationship between existing organizational culture typologies and facets of organizational commitment. The study revealed that different culture typologies bring about different levels of organizational commitment. Moreover, support of culture had a strong significant relationship with normative and continuance commitment. This means that if the organization shows the sense care and support to its employees, they will develop an obligatory sense of belonging and help the organization in attaining its objectives.
Dissertations / Theses on the topic "Organizational Culture 2"
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Niyazoglu, Abdullah Beyazit. "The Impacts Of European Union On Turkish Organizational Culture:a Comparative Study Between Turkish National Agency And State Planning Organization." Master's thesis, METU, 2007. http://etd.lib.metu.edu.tr/upload/2/12608023/index.pdf.
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The rapid developments occurred in the process of Turkey&rsquo<br>s participation movements into European Union brought also with themselves the first signs of the potential impacts which
the European Union will cause to come into existence on the Turkish bureaucracy. The purpose of this study is to ascertain the role the European Union plays as an environmental factor in the formation of organizational culture.
In order to realize the purpose of this thesis, a comparative survey was administered between the State Planning Organization (SPO) and the Turkish National Agency which was
established as a department in SPO in 2002 and attained its autonomous body within the framework of legal arrangements and which is in a direct interaction with the European
Commission in respect of working environment. The study has reached the conclusion that the Turkish National Agency has higher level of cultural characteristics than SPO in the
framework of organizational culture. The reached findings support that the Turkish National Agency, although a state/public institution, is under the impact of EU which bring in differentiation. In addition, questionnaire results were compared with Turkish cultural characteristics in Hofstede&rsquo<br>s national cultural analysis and it was seen that some aspects of
Turkish National Agency were also reflected those characteristics. As a result, the Turkish National Agency developed a &rdquo<br>hybrid&rdquo<br>structure under the impact of EU and Turkish bureaucracy, and this structure, which is the first sample of its own kind, will be a significant
example for similar institutions which will possibly come into being in future.
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WANG, Zhihong. "Effects of ethical context on earnings management, organizational-professional conflict and organizational commitment in Chinese enterprises." Digital Commons @ Lingnan University, 2008. https://commons.ln.edu.hk/acct_etd/2.
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This study investigates the effects of the organizational ethical context (ethical climate and ethical culture) in Chinese enterprises on accounting professionals’ perceptions of earnings management, organizational-professional conflict (OPC) and affective organizational commitment (OC). We also test the effects of Machiavellianism on these factors, and the interactive effects of Machiavellianism and ethical context on OPC and OC. The findings, based on responses from 89 accounting professionals employed by Chinese enterprises at staff, supervisor and manager levels, indicate that in general the perceived ethical context did not affect judgments of the acceptability of earnings management. However, as anticipated, perceptions of a stronger benevolent/cosmopolitan climate (one that places more emphasis on the public interest) were associated with harsher judgments of accounting earnings management. Machiavellianism also had a marginally significant effect on judgments of accounting earnings management and a significant effect on judgments of operating earnings management, with high Machiavellians judging the actions to be more ethical. Two aspects of ethical culture, obedience to authority and ethical norms, were found to be significantly associated with organizational-professional conflict and affective organizational commitment. Contrary to our expectations, high Machiavellians appeared to be more, rather than less, sensitive to the perceived ethical context in their organization. Specifically, the perceived organizational ethical culture had a greater (lesser) impact on affective organizational commitment for high (low) Machiavellians.
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Miller, Victoria Lynn. "An Examination of Contemporary Marketing Practices Used by Organization with Different Culture Types: A Test of the Convergence Theory in the US and Cote d'Ivoire." Digital Archive @ GSU, 2005. http://digitalarchive.gsu.edu/marketing_diss/2.
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A framework for a strategy fit with national and organizational culture holds several implications for multinational business managers. First, culture is a critical variable in the strategy process and it should be explicitly examined as a part of the process. Second, culture might encourage and support organizationally a particular business level strategy and may affect marketing practices. This approach views transactional and relational practices as part of a continuum. This study has examined over 250 firms in the United States and the Cote d’Ivoire on the dimensions of their organizational culture, national culture and contemporary marketing practices. In essence, this is a test of the convergence theory versus cultural specificity debate. The study first establishes a model in the US of the relationship between organizational culture and contemporary marketing practices and then tests it in Cote d’Ivoire. Lisrel is used to examine the goodness of the fit of the model. Results indicate that differences in national cultures call for differences in marketing practices since the US model does not fit in Cote d’Ivoire. The differences between the two models and implications for a new Ivorian model are discussed.
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Zemleckienė, Eivyda. "Naujų darbuotojų socializacijos proceso tobulinimo poreikis (2 organizacijų lyginamoji analizė)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2013~D_20140127_130939-38441.
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Magistro baigiamajame darbe išanalizuotas naujų darbuotojų socializacijos procesas privačioje ir viešojo sektoriaus organizacijose. Darbe nagrinėjama socializacijos samprata, vertinami socializacijos procesai organizacijoje ir socializacijos etapai bei aplinkos veiksniai, turinys įtakos naujų darbuotojų socializacijos procesui: kolektyvinio valdymo ir organizacinės kultūros formavimo svarba, mentoriaus įtaka, valdymo stiliaus reikšmė. Aptariamos socializacijos taktikų organizacijoje naudojimo galimybės. Tiriamojoje dalyje įvertintas socializacijos proceso sėkmingumas bei jo tobulinimo poreikis dviejose organizacijose, iškeltos socializacijos proceso organizavimo problemos bei pateikiamos rekomendacijos, kaip tokias problemas galima išspręsti. Pagrindiniai žodžiai: Organizacinė kultūra, valdymo stilius, išankstinė socializacija, adaptacija, integracija.<br>Socialization process of new employees in private and public sector organizations are analyzed in this master’s work. The paper examines the concept of socialization, socialization processes in organization, socialization stages and environmental factors affecting the socialization process for new employees: the importance of collective management and organizational culture developing, impact of mentor and management style values. Socialization tactics and its development opportunities are discussed in this work. The process of socialization success and its need for improvement in organizations are evaluated in exploratory part. Also there are initiated problems of the process of socialization in organizations and recommendations on how such problems can be resolved are provided. Key words: Organizational culture, management style, anticipatory socialization, adaptation, integration.
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Wenyika, Reggies. "An investigation of the effectiveness of efforts by the leadership of a Christian higher education institution to establish the integration of faith and learning as a norm of its organizational culture /." Free full text is available to ORU patrons only; click to view, 2008. http://proquest.umi.com/pqdweb?did=1543486051&sid=1&Fmt=2&clientId=456&RQT=309&VName=PQD.
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FERNANDES, Patrícia Gomes. "Cultura organizacional como apoio à institucionalização de processos de software." Universidade Federal de Goiás, 2010. http://repositorio.bc.ufg.br/tede/handle/tde/529.
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Dissertacao Patricia Gomes Fernandes.pdf: 860832 bytes, checksum: 989c4ec02ea9287d4f1a913bdb14c251 (MD5)
Previous issue date: 2010-04-09<br>Many organizations are applying efforts to improve their software processes, in face of the
premisse that states that the quality of the processes used to develop and maintain software
has a major influence over the products generated. These efforts are typicaly in the form
of software process improvement (SPI) initiatives, with the general objetive defining
and/or improving software processes, as well as institutionalizing them. Nevertheless,
once it involves changes in the way of work of organizations, SPI provokes changes in
organizational culture, and is impacted by this culture. This is reflected in SPI literature,
that presents organizational culture as a critical success factor in SPI implementation.
The focus of this research is the investigation of the correlation between organizational
culture and the effectiveness of SPI initiatives. In order to do this, two fundamental
questions were considered: (a) how the culture of an organization can influence the
degree of institutionalization of a defined/improved software process, and (b) what can
be done to increase the degree of institutionalization of a defined/improved software
process, once this institutionalization involves a cultural change. To accomplish this,
a case study was conducted in two software organizations (where only one of them
institutionalized its software process) with the purpose of analysing how their cultural
profiles may have influenced in these different outcomes. It was also conducted a search
to identify recommendations for cultural change in Organizational Culture literature.
The application of these recommendations was evaluated in a comparative way in both
organizations. Additionaly, a survey with SPI implementors was also made, in order to
identify the degree of application of these recommendations in the organizations they
have worked. With this research, cultural elements that may have relations whit software
process institutionalization were identified, as well as recommendations that can derive
actions to modify the elements that are considered resistance factor to the adoption of
software processes defined/improved in SPI initiatives.<br>Diversas organizações têm aplicado esforços para melhorar seus processos de software,
diante da premissa de que qualidade dos processos utilizados para desenvolver e manter
software tem grande influência na qualidade dos produtos gerados. Estes esforços tipicamente
tomam a forma de iniciativas de melhoria de processos de software (MPS), cujo
objetivo geralmente é o de definir e/ou aprimorar processos de software, assim como
institucionalizá-los. Todavia, por envolver mudanças no modo de trabalho das organizações,
a MPS provoca mudanças na cultura organizacional, e sofre impacto desta cultura.
Isto é refletido na literatura de MPS que apresenta a cultura organizacional como fator
crítico de sucesso na implementação de MPS. O foco da presente pesquisa é investigar
a correlação entre a cultura organizacional e a efetividade das iniciativas de MPS. Para
isso foram consideradas duas questões fundamentais: (a) como a cultura de uma organização
pode influenciar o grau de institucionalização de um processo de software definido/
melhorado, e (b) o que pode ser feito para aumentar o grau de institucionalização de
um processo de software definido/melhorado, considerando que esta institucionalização
envolve uma mudança cultural. Foi conduzido um estudo de caso em duas organizações de
software (tendo apenas uma conseguido institucionalizar seu processo de software) para
analisar como seus perfis culturais podem ter influenciado nestes diferentes resultados.
Também foi feito um levantamento de recomendações para mudança cultural na literatura
de Cultura Organizacional, cuja aplicação também pôde ser avaliada de forma comparativa
nas duas organizações citadas. Além disso, foi conduzida uma pesquisa de opinião
com implementadores de melhoria de processos sobre a aplicação destas recomendações
nas organizações em que já atuaram. Com isto, foram identificados elementos culturais
que podem ter relação com a institucionalização de processos de software, assim como
recomendações sobre ações que podem modificar elementos que atuam como fatores de
resistência à adoção de processos definidos/melhorados em iniciativas de MPS.
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Tucker, John McKinney Jr. "Technologies of Intelligence and Their Relation to National Security Policy: A Case Study of the U.S. and the V-2 Rocket." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/48056.
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While government intelligence"knowledge to support policy decision making"is often characterized as an art or science, this dissertation suggests it is more akin to what Science and Technology Studies call a "technological system" or a" sociotechnical ensemble". Such a policy support tool is a mechanism socially constructed for the production of policy-relevant knowledge through integration of social and material components. It involves organizational and procedural innovations as much as it does specialized hardware for obtaining, manipulating, and distributing information.
The development and function of American intelligence is illustrated here through a case study of how the United States and its European allies learned about Germany's World War II secret weapons, especially the long-range liquid fueled rocket known to their military as the A4, but better known to the public as the V-2. The colonial British heritage and the unique American experiences of participating in wars taking place in domestic and foreign territories set the cultural stage for both the strengths and weaknesses with which American intelligence approached the rapidly evolving German secret weapon capabilities of World War II.
The unfolding events that American and British intelligence dealt with in building their knowledge evolved through three stages: early speculation about the existence and nature of the secret weapon threat derived from frequently misleading or misunderstood espionage reports, followed by improvements in knowledge from direct access to information sources provided by enabling technologies, and, finally, systematic reflection on the aggregate of earlier knowledge and new data. This allowed government decision makers to build plans and resources with which to counter the new threats and to prepare for post-war management of similar political and technical issues. However, it also illustrated the difficulties that large and complex systems create for stabilization of institutional innovations.<br>Ph. D.
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Raley, Gabrielle. "Between art and advertising the production, organization, and culture of commercial art /." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2023816031&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
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Musnik, Noémie. "La gestion de l’information en contexte : Enquête sur les pratiques informationnelles des ingénieurs-chercheurs d’EDF-R&D." Thesis, Paris, CNAM, 2012. http://www.theses.fr/2012CNAM0845/document.
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La question du contexte occupe une place centrale dans l’observation et l'étude de tout phénomène. Associée à la recherche d’information, la notion de contexte est de plus en plus mobilisée dans les domaines des sciences de l’information, de l’ingénierie des connaissances, des sciences cognitives et de l’informatique. En effet, le sens d'une expression linguistique, la lecture d’un document la stratégie mise en œuvre dans l’activité de recherche d’information, le raisonnement adopté dans l’opération de classement d’un document, le choix d’avoir recours à tel dispositif, varient fortement d'un contexte à l'autre. Mais que faut-il entendre exactement par contexte ? Comment le définir ? Le contexte est-il assimilable à la notion de situation ? À la notion d'usage ? Voici quelques-unes des questions qui sont traitées dans ce travail, qui cherche à appréhender l’environnement informationnel d’un groupe professionnel donné : les ingénieurs-chercheurs d’une équipe d’EDF-R&D. Pour ce faire, nous cherchons à cartographier cet environnement, à le comprendre, en interrogeant notamment la construction du sens en contexte. Notre contribution cherche ainsi à éclairer l’environnement informationnel de ce groupe d’acteurs et propose quelques axes de réflexion pour accompagner la construction d’une démarche instrumentée de gestion de l’information en entreprise. Ce travail associe différents acteurs (chercheurs et ingénieurs) et participe à un projet de recherche appliquée (ANR MIIPA-Doc). Il accompagne ainsi la conception d’une solution logicielle qui explore l’approche de la classification et de la navigation par facettes, et s’inscrit dans la mouvance des outils collaboratifs, dont le principe consiste à impliquer l’acteur dans les opérations de classification et de "marquage" des documents qu’il produit, manipule et classe dans le cadre de ses activités professionnelles<br>Assuming that workplace significantly affects information seeking and information management patterns,this study explores accessibility and management of information sources among a group of research engineers.The study explores how these engineers, who belong to the R&D entity of a major energy group,require, search and manage information sources in given professional contexts. Furthermore, it strives toidentify the contextual factors that shape information practices. This empirical study is based on a qualitativeapproach: following exploratory inquiries, semi-structured interviews and observations were conducted witha small group of actors in their proper workplace. Our integration within the team facilitated the participantobservation stance. The study provides an analytic cartography of the various components of the organizationaland informational environments whereby the activities and tasks of the above mentioned actors takeplace. A wide range of practices has been identified via interviews but also through the activities and workrhythms observed. An appreciative framework has been developed to analyze the practices of access to informationproduced and used in professional contexts; it underlines the contextual factors that may becomedriving dimensions to support an innovative perspective on information management structures. The studyattempts to provide an innovative approach for the analysis of information practices in contexts, orientedtoward the design of a facetted and collaborative information management system
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Rose, Michael C. "INTERNATIONAL STUDENT ADAPTABILITY: THE INFLUENCE OF THE SINO-AMERICAN 1+2+1 DUAL DEGREE PROGRAM." CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/267.
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An increasing reliance on expatriate employees makes it critical that multinational organizations make a concerted effort to facilitate the successful transition of employees from foreign cultures. The parallels between the experience of expatriate employees and international students suggests that the results of research investigating issues of cross‑cultural adaptability that are conducted in academic settings should generalize to the workplace. The current study investigated the influence of the Sino‑American 1+2+1 Dual Degree Program on the cross‑cultural adaptability, acculturation, and withdrawal intentions of international students. It was hypothesized that participants in the 1+2+1 program would demonstrate higher levels of psychological adaptability and socio‑cultural adaptability, while demonstrating lower levels of withdrawal intentions. In addition, it was hypothesized that 1+2+1 participants would be more likely to adopt an acculturation orientation style than 1+2+1 non‑participants. To test the hypotheses, survey responses were obtained from 50 Chinese international students who were currently enrolled at California State University, San Bernardino, Northern Arizona University, and Coastal Carolina University. Results provided partial support for the 1+2+1 program improving the socio‑cultural adaptability of international students, while providing no support for the other three hypotheses. An interpretation of the results is provided that cites past studies which present potential explanations for the findings. Finally, an overview of the limitations of the current study, as well as the theoretical and practical implications of the results are discussed.
Books on the topic "Organizational Culture 2"
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Reisyan, Garo D. Neuro-Organizational Culture. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-22147-2.
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MacQueen, Jim. The Flow of Organizational Culture. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-25685-2.
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Lareau, William. Office kaizen 2: Harnessing leadership, organizations, people, and tools for office excellence. ASQ Quality Press, 2010.
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1960-, Welford Richard, ed. Corporate environmental management 2: Culture and organizations. Earthscan, 1997.
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1939-, Hettne Björn, ed. Human values and global governance: Studies in development, security and culture, volume 2. Palgrave Macmillan, 2008.
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Conference on Transplantation and Clinical Immunology (30th 1998 Lyon, France). Organ allocation: Proceedings of the 30th Conference on Transplantation and Clinical Immunology, 2-4 June, 1998. Kluwer, 1998.
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Conference, Ontario Educational Research Council. [Papers presented at the 30th Annual Conference of the Ontario Educational Research Council, Toronto, Ontario, December 2-3, 1988]. s.n.], 1988.
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Ontario Educational Research Council. Conference. [Papers presented at the 36th Annual Conference of the Ontario Educational Research Council, Toronto, Ontario, December 2-3, 1994]. s.n.], 1994.
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Keyton, Joann. Culture 2. 0: The Intersection of National and Organizational Culture. Lang AG International Academic Publishers, Peter, 2022.
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Keyton, Joann. Culture 2. 0: The Intersection of National and Organizational Culture. Lang AG International Academic Publishers, Peter, 2022.
Find full textBook chapters on the topic "Organizational Culture 2"
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Gisi, Philip J. "Organizational Culture." In Fundamentals of Daily Shop Floor Management. Productivity Press, 2022. http://dx.doi.org/10.4324/b23307-2.
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Syahril. "Organizational Culture." In Proceedings of the 2nd Padang International Conference on Educational Management and Administration 2021 (PICEMA 2021). Atlantis Press SARL, 2022. http://dx.doi.org/10.2991/978-2-494069-11-4_29.
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Robledo, Marco Antonio. "Organizational Culture." In Encyclopedia of Tourism. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-319-01669-6_553-2.
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Alvesson, Mats, and Stefan Sveningsson. "Introduction." In Changing Organizational Culture, 3rd ed. Routledge, 2024. http://dx.doi.org/10.4324/9781003474555-2.
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Collins, David. "Foundations of cultural studies." In Rethinking Organizational Culture. Routledge, 2021. http://dx.doi.org/10.4324/9781003174431-2.
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Bishop, Gulsebnem. "Organizational aspects of cybersecurity culture." In Cybersecurity Culture. CRC Press, 2025. https://doi.org/10.1201/9781003368496-2.
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Ehrhart, Mark G., Benjamin Schneider, and William H. Macey. "History of Organizational Climate Theory and Research." In Organizational Climate and Culture, 2nd ed. Routledge, 2025. https://doi.org/10.4324/9781003322344-2.
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Bakhshandeh, Behnam. "Why Coaching Culture Organizations?" In Building an Organizational Coaching Culture. Routledge, 2023. http://dx.doi.org/10.4324/9781003379577-2.
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Brown, Marilyn J., Camellia Symonowicz, Leticia V. Medina, et al. "Culture of Care: Organizational Responsibilities." In Management of Animal Care and Use Programs in Research, Education, and Testing. CRC Press, 2017. http://dx.doi.org/10.1201/9781315152189-2.
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Beutell, Nicholas, Katherina Kuschel, and Maria-Teresa Lepeley. "Life–Work Continuum." In Human Centered Organizational Culture. Routledge, 2021. http://dx.doi.org/10.4324/9781003092025-2-3.
Full textConference papers on the topic "Organizational Culture 2"
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Conger, Dorian S. "Can Safety Culture Be This Important?" In 2014 22nd International Conference on Nuclear Engineering. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/icone22-31241.
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Organizational culture has been extensively studied since the 1950’s. The research consistently demonstrates that an organization’s culture has a direct and immediate impact on the behaviors of the people working within the organization. For many years, the culture of an organization was not a part of the evaluation process when performance deficiencies or incidents were evaluated. In some instances, organizations were even told specifically that such ‘soft’ issues were not to be considered. Now, it seems that the pendulum has swung completely in the opposite direction. Organizations are encouraged and sometimes even required to consider safety culture contributions to performance problems and accidents/incidents. Few systematic methods exist to evaluate the contributions of safety culture to incident and accidents as part of a root cause analysis. This paper explores several questions related to the importance of safety culture and how it can be evaluated and changed for the betterment of the organization(s) involved. Some of the critical questions are: 1) How is it possible that safety culture has become so important in evaluating the performance of an organization? 2) Whether in terms of deficiencies or accident/incidents — can safety culture be reliably measured, particularly during a root cause analysis? 3) If it can be measured, how can it be changed? 4) Does organizational culture change have to take years to accomplish?
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Ratnasari, Sri Langgeng, Gandhi Sutjahjo, and Adam Adam. "Impact of Organizational Culture and Organizational Commitment to Employee Performance through Job Satisfaction in Digital Era." In Proceedings of the 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba2-18.2019.32.
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Nurhaida, Nurhaida, Susi Evanita, and Dina Patrisia. "The Influence of Organizational Culture, Job Satisfaction and Organizational Commitment on Employee Performance in Padang Panjang City Government." In Proceedings of the 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba2-18.2019.44.
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Stolyarchuk, E. A., N. E. Vodopyanova, G. S. Nikiforov, and N. O. Zaruchnikova. "For corporate culture depending on self-regulation and values." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.645.659.
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The article presents the results of a study of corporate culture preferences depending on self-regulation and values of specialists working in project organizations for the development of complex technical systems (STS). As the methodological basis of the research, we selected R. Barrett’s concept of the levels of personal and organizational consciousness, the compatibility of personal and organizational values as factors that determine the development and effectiveness of companies in the modern business space (Barret, 1997). The purpose of the study: to determine the dependence of the preferred corporate culture of scientific and production associations by specialists of complex technical systems (STS) on their value orientations and self-regulation styles. Research methods: diagnostics of types of real and preferred corporate culture (Cameron, 2001), questionnaire «style of self-regulation of behavior» (Morosanova, 1988), author’s questionnaire of values based on the R. Barrett model (personal and corporate values), questionnaire «life goals and values» (Klyueva, 1997). Sample: 96 specialists of the STS Research and production Association (56 men and 40 women aged 28 to 55 years, with experience in the organization from 2 to 15 years. Conclusions. STS specialists assess the real corporate culture as bureaucratic and market-oriented. They want a clannish corporate culture or an adhocracy one. With a high level of self-regulation, professionals prefer clan and adhocracy cultures. STS specialists with a low level of self-regulation prefer a bureaucratic corporate culture. STS specialists have the predominant values of life, health and personal growth, and religion and fame are the least Their corporate values belong to the third level of consciousness (self-esteem, self-discipline, confidence, friendliness, influence and power, the effectiveness of the organization in business processes and management system). STS specialists have a high level of self-regulation with a predominance of styles for evaluating results, programming and modeling. Styles of self-regulation of planning, programming, and regulatory-personal properties of flexibility have a medium level, and independence-a low level, which is a consequence of the bureaucratic corporate culture. The obtained results served as a justification for the development of an algorithm for changing the corporate culture of an organization.
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Haryono, K., H. Eryanto, and Wibowo. "THE EFFECT OF ORGANIZATIONAL CULTURE AND EMPOWERMENT TO THE SERVICE QUALITY OF GENERAL BUREAU EMPLOYEES AT THE MINISTRY OF STATE SECRETARIAT REPUBLIC OF INDONESIA." In The 7th International Conference on Education 2021. The International Institute of Knowledge Management, 2021. http://dx.doi.org/10.17501/24246700.2021.7139.
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Service quality is very important for every institution, especially the government institutions. However, the service quality of General Bureau employees at the Ministry of State Secretariat was not optimal. This is known by the fact that the services provided are not in accordance with the expectations and the service standard. Therefore, this research was conducted by researchers, to find out what variables can affect service quality. Based on the results of quantitative analysis, it is known that service quality is influenced by several variables, including organizational culture and empowerment. The purpose of this quantitative comparative-correlational research, using survey method, is to reveal the effects of organizational culture and empowerment in correlated to general bureau quality services, directly or indirectly, and to determine appropriate strategies to improve the quality of service. Data was gathered from 76 employees of the General Bureau at the Ministry of State Secretariat Republic of Indonesia. In the result of the research revealed that (1) the culture of an organization has a direct impact towards the quality of a service, (2) empowerment gives a direct positive impact on service quality, (3) culture of an organization also gives a direct impact on empowerment, (4) the culture of an organization through empowerment results a positive impact on service quality. It can be concluded that the variable that directly affects service quality is the variable of organizational culture with a path coefficient of 0.322, it means that an increasement in organizational culture will cause an increase in service quality. This study examines the quality of service and the factors that influence it from the variables of organizational culture dan empowerment that has never been done before both in the sample, research location and the methods used by the researcher. The results showed that a significant model for improving the quality of employee services at the General Bureau was by improving organizational culture, and the empowerment as an intervening variable. Keywords: Organization Culture, Empowerment, Service Quality, Employee Performance, General Bureau
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DOBRIN, Cosmin Octavian, Cristina DIMA, and Ruxandra DINULESCU. "ALTERNATIVES FOR DEVELOPMENT OF ORGANIZATIONAL CULTURE IN PUBLIC ADMINISTRATION." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/02.17.
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Organizational culture is the basis for the harmonious development of unwritten values and norms that guide a good unfolding of services in public administration institutions. The efficiency and effectiveness of public administrations is dependent on the culture agreed by public clerk. However, in the current context, the political problems that public authorities have are increasingly complex and for this reason there is a real need to develop the organizational culture in public institutions. Moreover, we have to consider the pandemic context caused by the infection with the SARS-CoV 2 virus, so the acute need to digitize to a greater extent the public services, implicitly to develop the organizational culture. This research aims to identify and analyze the organizational features and culture in the public service, the relationship between organizational culture and performance and last but not least to propose a set of principles that can significantly contribute to a reform of public administration.
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Zulhelmi, Zulhelmi, Bustari Muchtar, and Abror Abror. "The Impact of Innovative Behavior, Commitment, Organizational Culture, and Ethical Leadership On Performance." In Proceedings of the 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba2-18.2019.74.
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Cirnu, Carmen elena, Vojko Potocan, and Zlatko Nedelko. "ECONOMIC CULTURE AS A NECESSARY BASE FOR DEVELOPMENT OF E-LEARNING IN ENTERPRISES." In eLSE 2014. Editura Universitatii Nationale de Aparare "Carol I", 2014. http://dx.doi.org/10.12753/2066-026x-14-293.
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The challenge of managing in modern organizations is to achieve and sustain mix between the people, technology, knowledge and behavior that organization possesses. In that framework e-learning has become an important way of transferring knowledge in modern society, which importantly influences on operating of all organizations. Creation and implementation of e-learning in organizations is dependent upon set of different interrelated internal and external factors. Recently, researchers and practitioners focus their intention also on behavioral viewpoint of e-learning and in frame of that expose the importance of values, culture, ethics and norms (VCEN). We focused our discussion on culture and economic culture as less developed fields of e-learning. Culture tends to crucially influence development and application of knowledge, skills, talents and other resources in organizations. In the current very competitive and increasingly global economy success of e-learning activities are interdependent with innovative culture. E-learning as special type of knowledge management is also importantly related with culture in general, and especially about economic culture as a base for understanding of efficiently creation and implementation of e-learning in organizations. The contribution discusses two theses: (1) that culture importantly influence on creation and implementation e-learning in organizations; and (2) that e-learning of organization is depend heavily from prevailing economic culture in organizational environment. A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A
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Safitri, Lisa, and Devi Yasmin. "The Effect Of Organizational Culture and Normative Commitment on Organizational Citizenship Behavior (OCB) Of Civil Servants in Pontianak Environmental Agency." In Proceedings of the 1st International Conference on Economics and Business, ICEB 2023, 2-3 August 2023, Padang, Sumatera Barat, Indonesia. EAI, 2024. http://dx.doi.org/10.4108/eai.2-8-2023.2341553.
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Suryaningrum, Dian, Billy Tunas, and Corry Yohana. "Organizational Culture and Leadership, Influence to Employee Engagement in Z Generation." In International Conference on Environmental Awareness for Sustainable Development in conjunction with International Conference on Challenge and Opportunities Sustainable Environmental Development, ICEASD & ICCOSED 2019, 1-2 April 2019, Kendari, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.1-4-2019.2287236.
Full textReports on the topic "Organizational Culture 2"
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Kelley, Allyson, Brighten Crawford, Morgan Witzel, et al. Spirituality in the Workplace: A qualitative study of spiritual practices of a small woman-owned research and evaluation company. Allyson Kelley & Associates PLLC, 2024. http://dx.doi.org/10.62689/cx0hnl.
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Workplace spirituality has been defined as a framework for organizational values that is part of the culture, connection, and future. AKA is a small woman-owned, spirit-led business. Our mission and vision direct us toward programs, research, evaluation, and communities that match our values, theories, and interests. Because spirituality is essential for wellness, well teams, and well communities, we designed this study to explore AKA team member views about spirituality and how they incorporate spirituality in their work. The following research questions to guide this study: 1) What are some spiritual practices of AKA team members? and 2) How do spiritual practices influence the inner self, outer self, and team/clients? Methods: Data for this study were collected from AKA Associates with Zoom interviews from May 2023 to July 2023. Interviews were audio recorded, transcribed using Otter.ai, cleaned, and coded using thematic analysis. Results: The research team contacted twelve AKA associates; nine were eligible to participate. Two were male, and seven were female. The thematic analysis revealed three major workplace spirituality themes: beliefs, practices, and experiences. Spiritual beliefs varied among the team. Many cited a belief in God or a higher power. Others mentioned goodness, altruism, and a Divine connection to the path they are on. Practices have to do with the outer self and what we do, what we see, and what we hear. AKA associates’ practices vary from prayer, journaling, forgiveness, burning sage, being in nature, attending church, having joy, gratitude, and involvement in church/faith communities. AKA associates talked about their varied experiences, including service, generosity, empowerment, grounding, integrity/accountability, advocacy, and authenticity. Discussion: This qualitative study found that beliefs, practices, and experiences create connections and enduring relationships. Within the AKA team, beliefs varied about spirituality. Some believed in a Creator or God; others talked about a higher power, goodness, or nothing. Spirituality in the workplace has the potential to improve the health and well-being of employees and clients served. Spiritual beliefs vary within individuals and organizations; what is most important is the experiences that result from a spiritual orientation. When personal, organizational, and spiritual values align, growth, creativity, and innovation happen.
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Donahue, Madeleine. Concept Paper for Bank Support to Pre-Qualification of Oil and Gas Exploration/Production Blocks Andean/Amazon Basin Countries. Inter-American Development Bank, 2000. http://dx.doi.org/10.18235/0008858.
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This document presents a concept paper, intended to assist the Andean/Amazon Basin countries to develop proposals, in consultation with indigenous organizations, for 1) the financing of consultations with indigenous peoples and 2) the undertaking of a series of environmental, and socio-cultural activities prior to the governments' calls for bids on oil and gas exploration/development blocks. Although the Initiative is restricted to the hydrocarbon sector, it can be applied more broadly to bids on other similar activities such as mining and forestry resource concessions. Accordingly, it can be seen as a model for other activities and government ministries.
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Renshaw, Jonathan. Social Investment Funds and Indigenous Peoples. Inter-American Development Bank, 2001. http://dx.doi.org/10.18235/0008880.
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The aim of this paper is to offer a brief analysis of the social investment funds for indigenous people that have been financed by the Inter-American Development Bank (IDB) and to consider how far they have been effective in meeting the needs of indigenous people. This paper identifies two types of targeting mechanisms: 1) Inclusive funds that do not distinguish indigenous people from other sectors of society based on ethnicity; and 2) Exclusive funds or components intended only for the indigenous or ethnic population. The author discusses the merits of both approaches and identifies four factors that determine their effectiveness in reaching targeting goals: 1) Geographic isolation; 2) Social exclusion based on racial of ethnic prejudice; 3) Social and cultural factors including language, structures of authority and economic values; 4) The capacity of the indigenous organizations.
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Hardner, Jared J., and Richard Rice. Rethinking Forest Resource Use Contracts in Latin America. Inter-American Development Bank, 1999. http://dx.doi.org/10.18235/0011167.
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This study challenges the current design of forest resource use contracts in Latin America. Radical rethinking of forest resource contracts is imperative, due to the constraints that now face the successful achievement of forest policy objectives of economic development and conservation of forest resources. The constraints identified in this study include: 1) financial incentives that favor selective logging rather than management in tropical forests; 2) lack of a technical basis for silviculture in neo-tropical forests; 3) governments that lack the administrative capacity and political will to impose management; 4) cultural and social norms that fail to recognize local users of forest resources. This study is intended to serve as a turning point in forest concession policy and provide useful guidelines for policy analysts, non-governmental organizations, and multilateral lending institutions interested in facilitating this process. A comprehensive rethinking of forest resource contracts will greatly benefit all those relying on the economic development and conservation of forests in Latin America.
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Sánchez-Pájaro, Andrés, Tonatiuh Barrientos-Gutiérrez, and Carolina Pérez-Ferrer. Social and built environment interventions to prevent alcohol, tobacco, and legal cannabis use: a scoping review. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, 2023. http://dx.doi.org/10.37766/inplasy2023.5.0101.
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Eligibility criteria: We will use the following inclusion criteria: 1) Document must mention by name or describe at least one intervention, strategy, program or policy to prevent alcohol, tobacco and legal cannabis use. 2) Document must contain enough information for the researchers to determine if the intervention, strategy, program or policy was aimed at modifying the social and/or built environment. 3) Intervention, strategy, program or policy must have been aimed at modifying the social and/or built environment, using the following definitions: Social environment: “…the immediate physical surroundings, social relationships, and cultural milieus within which defined groups of people function and interact…Social environments can be experienced at multiple scales, often simultaneously, including households, kin networks, neighborhoods, towns and cities, and regions…”; Built environment: “the surroundings or conditions designed and built through human intervention, where a person lives or operates”. 4) Document must mention that intervention/strategy/program/policy has been implemented within the last 30 years (1992-2022), whatever the setting, time frame, or subpopulation. 5) Document must be within the body of scientific literature (peer-reviewed articles, research journal commentaries, editorials, or perspective pieces), be a published book or book chapter, a government, multinational organization or non-profit organization report, or a dissertation/thesis. 6) Document must not be a conference abstract, public letter, speech transcript, budget report, independent website post or blog, or news article. 7) Document must be in English or Spanish. 8) Document must be open-source, publicly available online, or accessible through the INSP’s library services.
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Tipton, Emma, Lauren White, and Paul Higgins. Framework for the Advancement of Inclusion, Equity, and Justice in the Weather, Water, and Climate Enterprise. American Meteorological Society, 2022. http://dx.doi.org/10.1175/framework-for-equity-inclusion-justice-2022.
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Ethics and justice are central to advancing humanity and the human experience. An ethical and just world is the best possible world. Active effort encompassing all aspects of society, including the sciences, is almost certainly needed in order to achieve such a world. Moreover, the rate and breadth of scientific advancement and the societal benefits that result from science also depend on the promotion of inclusion, equity, and justice (IEJ). The framework developed here aims to 1) affirm the need for urgent cultural change toward a more inclusive, equitable, and just community; 2) honor, welcome, and serve all; 3) recognize and dismantle racist and inequitable systems and structures that have excluded, marginalized, or ignored people and communities; 4) promote a shared vision of success in IEJ for the WWC enterprise; 5) promote the inclusion of people from all groups within the enterprise and the equitable sharing of the benefits from science among all people; 6) inspire and enable all members of the enterprise to actively advance IEJ; 7) provide guidance, support, and resources to enable efforts across all levels of organization to advance IEJ; and 8) demonstrate a commitment to progress over the long term.
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Zeba, Mattia, Roberta Medda-Windischer, Andrea Carlà, and Alexandra Cosima Budabin. Civic Education as Preventive Measure and Inclusionary Practice. Glasgow Caledonian University, 2025. https://doi.org/10.59019/ddzh5n65.
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In the framework of the D.Rad project, WP10 – entitled Civic education as preventive measure and inclusionary practice – seeks to prevent youth radicalisation through civic education and to identify new pedagogical methods and interactive, participatory tools for building pro-social resilience to radical ideologies. We consider as ‘civic education programs’ all those initiatives of instruction that aim at affecting “people’s beliefs, commitments, capabilities, and actions as members or prospective members of communities”1, as well as foster critical thinking and promoting “civic engagement and support democratic and participatory governance”2. Such programs have been found “to help shape personal efficacy (i.e., an individual’s belief in their ability to effect change, political participation, and tolerance”3. Furthermore, “educational tools as such have proven to foster individuals' desistance from terrorist groups and ideologies by broadening the scope of their political values, ideals, and concepts (e.g., justice, honor, freedom) and by introducing alternative perspectives and worldviews”4. In D.rad’s WP10, the focus is on civic education programs that adopt a participatory approach. This means involving all participants in expressing their ideas and bringing about change. Specifically, these methods empower marginalized voices, promoting civic engagement, problem-solving, and networking. Using techniques like role-plays and interactive tools, these programs foster critical thinking, empathy, democratic literacy, active citizenship, resilience, and socio-emotional learning. Critical thinking involves making reliable judgments based on sound information. It includes steps like asking questions, gathering relevant data, and considering various perspectives. Research shows a positive link between critical thinking and personal efficacy. Empathy is vital in civic and peace education. It means understanding and resonating with others' emotions. Pedagogical approaches like group work and cooperative tasks nurture empathy, as well as exposure to diverse choices and scenarios. Democratic literacy involves recognizing, valuing, and respecting all individuals as legitimate members of society. Non-formal education, like theatre, is a powerful way to engage communities in raising awareness and fostering democratic literacy. Active citizenship means actively participating in one's local community with values like respect, inclusion, and assistance. Educational programs equip participants with skills and knowledge for resilient societies built on trust. Resilience is the ability to bounce back from challenges, a crucial skill in personal development against extremist ideologies. Research links resilience to pro-social behaviour and life satisfaction. Civic education fosters pro-social behaviour through empathy and voluntary actions that benefit others. Socio-emotional learning (SEL) includes five key components: self-awareness, self-management, responsible decision making, social awareness, and relationship skills. Through SEL, individuals understand and regulate emotions, set positive goals, show empathy, build healthy relationships, and make responsible choices. Effective SEL training leads to improved academic performance and positive attitudes. It reduces disruptive behaviours and disciplinary issues. Educators prioritize SEL through activities that encourage communication, cooperation, emotional regulation, empathy, and self-control. Against this background, the final goal of WP10 was to foster social cohesion, democratic literacy, active citizenship and a shared sense of belonging to counteract tendencies of grievance, alienation and polarisation through the development of a participatory role-play targeting community organizations, youth centres, social/educational workers and interested citizens. WP10 was carried out in three parallel and complementary phases:- project partners involved in the WP (EURAC – Bolzano/Bozen, AUP – Paris, FUB – Berlin, BILGI – Istanbul and PRONI – Brcko) analysed civic education programs implemented in their countries to combat radicalisation and violent extremism in order to highlight approaches, practices and challenges that needed to be taken into account in the development of WP10’s toolkit; EURAC complemented such analysis with an overall recognition of existing programmes at EU level and beyond; - WP partners also contacted experts (academics, practitioners, NGO-leaders, public officers at the Ministry of Justice, social workers) in the field of de-radicalisation, civic-education, cultural mediation and theatrical methods to provide both feedback on challenges faced in past projects and opinions on the role-play developed in the framework of WP10; - EURAC, assisted by project partners and external experts developed a role-play as a preventive tool for youth radicalisation; WP partners then tested the role-play in their respective countries to collect feedback on its implementation and effectiveness. The role-play thus developed, called “In Search of the Lost Past”, is a civic education game encourages participants to reflect on available choices, avoiding adverse and/or violent outcomes. It aims to enhance critical thinking skills in problem-solving and understanding diverse perspectives. Accordingly, it fosters open-mindedness and respect for diversities and alternative worldviews while expanding participants' understanding of values, ideals, and concepts like justice, honour, and freedom. Participants collectively reconstruct stories through backwards journeys, starting from possible endings and envisioning earlier events from assigned character viewpoints. Through embodying diverse profiles and exploring various choice pathways, this reverse storytelling method prompts contemplation on decisions and their nuanced repercussions. Although all stories share a common finale, participants shape unique, parallel narratives based on distinct character perspectives. This imaginative process elucidates how personal experiences shape worldviews and life trajectories. This imaginative process serves to illuminate how personal experiences contribute to the formation of worldviews and life trajectories. Post-activity discussions centre around the decisions made and their far-reaching implications, emphasizing alternative approaches to challenging issues. Stepping into different mindsets not only cultivates empathy but also fortifies critical analysis skills among participants. "In Search of the Lost Past" serves as a dynamic platform for exploring and understanding the complex interplay of choices, perspectives, and outcomes. Reconstructing the past helps us be open to new and diverse futures.