The Ethical Issues in Hamlett by William Shakespeare

Hamlet is one of the most well-known and renown plays in the history of theatrics. It’s known for its ethical issues, gender discrimination and many other themes throughout the play. In fact it’s filled with themes such as Morality, Revenge, Deceit, and Family. Hamlet is such a great play because of how its many themes are intricately woven into the plot creating a fabulous storyline filled with tragedy. Revenge is a dish best served cold, being one of the biggest themes in the play, at its Hamlet’s biggest goal in the play. From the very start Hamlet was out seeking revenge over his father’s death. He wanted to kill Claudius because Claudius killed his father, in an effort to become king himself. Hamlet then becomes obsessed with seeking vengeance, going so far as to fake madness in order to prove that Claudius is truly guilty for his father’s murder†¦ Along with Revenge comes Hamlet’s streak of Madness, He feigns madness almost like a tool at his disposal. Hamlet first uses the illusion of his madness as a way of proving Claudius’s guiltiness. His madness acts as an excuse so that he can get away with strange behavior, and he won’t be held accountable for his actions. He feigns madness for so long that his depression over his father’s death and his mother’s remarriage pushes him into a madness which is not faked but rather quite real. He goes as far as to consider suicide. â€Å"To be or not to be, that is the question: Whether ‘tis nobler in the mind to suffer the slings and

Swot Analysis Woolworths - 2425 Words

COMPANY PROFILE Woolworths Limited REFERENCE CODE: 2FF5536D-6BA6-4CE5-81DF-4EABB0A5A391 PUBLICATION DATE: 8 Jul 2014 www.marketline.com COPYRIGHT MARKETLINE. THIS CONTENT IS A LICENSED PRODUCT AND IS NOT TO BE PHOTOCOPIED OR DISTRIBUTED. Woolworths Limited TABLE OF CONTENTS TABLE OF CONTENTS Company Overview..............................................................................................3 Key Facts...............................................................................................................3 SWOT Analysis.....................................................................................................4 Woolworths Limited  © MarketLine Page 2 Woolworths Limited Company Overview COMPANY OVERVIEW†¦show more content†¦In FY2013, there were 1,355 liquor outlets. During FY2013, to strengthen its presence online, the company implemented ‘click and collect’ in all Dan Murphy’s stores in Australia. The company has been introducing marketing campaigns to enhance its customer base. For instance, in May 2013, it launched ‘More Savings Every Day’ marketing campaign with several prices reduced on branded and own brand products. Wolworths launched ‘Extra Special’ offers in June 2013 which, according to the company, provides savings of up to 50% on more than 1,000 lines exclusively to its Everyday Rewards loyalty program customers. The company has also reinvigorated its specials program targeted at families including buy one get one free, half price specials and ‘Big Family Special’. The company’s strong focus on Australian food and liquor business has helped increasing its comparable store sales by 2.7% in FY2013 on a year-to-year basis. Also, it helps the company in deriving the majority of its revenues (which was about 68% in FY2013) from its largest business segment, Australian food and liquor. Multiple retail formats and banners Woolworths operates its retail business under various banners. Its supermarkets chain operates under Woolworths brand and operates 897 stores in Australia; and under the name of Thomas Dux, a specialty grocer, operating 11 supermarkets in the country. Woolworths offers liquor to itsShow MoreRelatedSwot Analysis Of Woolworths And Woolworths2987 Words   |  12 Pagessector is dominated by Coles and Woolworths (owned by Wesfarmers Group and Woolworths Limited respectively), following a string of acquisitions and expansions by the ‘big two’ parent companies over the past twenty years. Woolworths currently owns 840 supermarkets in Australia as of 2011 (Woolworths Limited, 2011: 86), up 17 from 823 in 2010 (ibid) while Coles owns 741 (Wesfarmers Limited, 2011: 20), down 1 from 742 in 2010 (Wesfarmers Limited, 2010: 20). Woolworths is an Australian based trade groupRead MoreSwot Analysis Of Woolworths Ltd. 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Its products include apparels for men, women and children, gift cards, gift wraps, and tailoringRead MoreEssay about Strategic Analysis of Thorntons2285 Words   |  10 PagesStrategic Analysis of Thorntons and the Confectionary Market This essay will discuss the problems Thornton’s has experienced over the last few years and what challenges they face in current period between 1997-2002, examining the competitive environment and internal analysis as well as external environment (Political, Economical, Sociological, and Technological - PEST). It will also identify and evaluate Thornton’s strategic development from set up to the present time using the relevant frameworkRead MoreAldi Supermarket Company1688 Words   |  7 PagesMarket Performance and Competitors: Since Aldi opens its first store in Australia it shown a rapid growth day by day, and started giving a difficult competition to other two big retail firms eg: Woolworths and Coals of Australia. Aldi currently holds around 10.3% share of current supermarket. Woolworths is maintaining the largest market share of 39% while Coals hold up to 33.5% of market share. In an average four week period over 4.2 million people shops in Aldi and it keeps on increasing which isRead MoreA Report On Woolworths And Woolworths1674 Words   |  7 Pagesmany major grocery chains such as Woolworths, Coles, Aldi, Costco and so on. Especially, Woolworths limited as a largest major grocery chains in Australia. The supermarket industry in Australia is duopoly as Woolworths and Coles are occupying more than 70 per cent market share in Australia (Roy Morgan Research 2016). Woolworths has 961 stores around the Australia and the employees of Woolworths are 111000 who support the operation of Woolworths together (Woolworths Limited 2016). It has 37.3 per centRead MoreAnalysis Of David Jones Limited, The Best And Most Exclusive Goods1074 Words   |  5 PagesWill ensure that all parts of our business work together cohesively to deliver customer-centric outcomes to support the initiatives in our Future Strategic Business Plan. HISTORY: 1. EXTERNAL ANALYSIS 1.1 Industry David Jones Limited is a foreign-owned public company. It is owned by South African Woolworths Holding Limited. The company operates department store in Australia. There are 39 department stores existing across all states and territories in Australia. David Jones department store has a

Night Creature Dark Moon Chapter Thirty-Three Free Essays

The wind suddenly whispered in Lydia’s voice. He’ll do anything to keep me from sharing his secret. I remembered another time, another place, another message. We will write a custom essay sample on Night Creature: Dark Moon Chapter Thirty-Three or any similar topic only for you Order Now Had the voice been Lydia’s? I didn’t think so. How many voices were there? I glanced at Edward, but he was oblivious to any whispers on the wind. Which was probably the entire idea. I opened my mouth to call out to him and the trees murmured: I’ll tell you the truth about your mother. My teeth closed with an audible snap. I knew the truth about my mother. Didn’t I? â€Å"What about Lydia?† I blurted. â€Å"Kill her.† â€Å"Sir?† I blinked. â€Å"She’s a – â€Å" â€Å"Murderer? Witch?† â€Å"We shoot monsters, don’t we?† â€Å"You do not think she is a monster?† I wasn’t sure. â€Å"Shouldn’t we find out what she’s done and how to undo it?† I asked. â€Å"If she’s dead that could be tough.† â€Å"Do what I tell you, Elise. Or must I use that silver bullet I keep solely for you?† Nic made an involuntary movement of denial, which Edward ignored. I kept my gaze on my boss. My eyes narrowed; so did his. I was half-tempted to shift and chase him around the yard; too bad it was daytime. Too bad he’d kill me without so much as a bat of his nearly invisible blond eyelashes. See? said the breeze through the leaves. He doesn’t want you to know. I glanced away. I might be an alpha wolf, but in the human world, Edward was king. Besides, with him hanging around, I’d never find out if what I’d been told about my mother was the truth. If Lydia could be trusted to tell the truth. Probably not. Nevertheless, I found myself sympathizing with Eve in her garden. Ail that knowledge just waiting in a tree – all she had to do was listen to Satan. The wind fluttered the ends of my hair, the silence so loud it pulsed with unanswered questions. When I looked back, both Edward and Nic were gone, so I chose a weapon, shut the trunk of the Cadillac, and headed in the direction of the voice – conveniently in the opposite direction of the others. I had my orders. Despite my unease about killing Lydia, I’d killed people before. Just not with a gun. Besides, who knew? Maybe eliminating Lydia would also eliminate the witchie wolves she’d raised and the coming Armageddon. Two birds, one stone. I’d always loved that. I followed the wind. Every time I hesitated the breeze murmured, drawing me farther and farther away from the cabin and closer and closer to – Coming around a crop of low spruce bushes, I slid to a stop at the edge of the ravine. The scent of wolves washed over me, so strong I could distinguish it even in human form. I paced back and forth until I found an opening big enough for a woman instead of a wolf, then inched through the brambles. Peeking over the rim as I’d done once before, I discovered nearly a dozen ghost wolves lolling on a grassy knoll. The witchie wolves were werewolves, down to the human eyes. No longer shadows, they weren’t solid either, since I could see the grass right through their hides. â€Å"I’ve been waiting.† I spun toward Lydia’s voice, half-expecting to find nothing but the rustle of a nonexistent breeze through the trees. But she stood a few feet away in a flowing skirt and peasant blouse of muted colors – violets beneath a spring rain, the sky just before a storm. All of her bangles – wrists, ankles, feet – were in place. How had she snuck up on me? She must be able to appear as easily as she disappeared. She held a gun in one hand, which looked suspiciously like the one I’d chosen from Edward’s car. Glancing at my holster, I saw she’d disarmed me as easily as she’d snuck up on me. Edward would have a stroke. Lydia tossed my weapon into trees, then lowered two fingers into the valley between her breasts and withdrew the icon, strung on a leather strip around her neck. â€Å"Remember this?† I nodded. â€Å"You hand over the power; I’ll tell you all about your mother. What do you say?† I wasn’t going to agree, especially since I had no idea how I could hand over anything. But if she was inclined to chat, I was inclined to ask questions. â€Å"You made the talisman,† I murmured. â€Å"Why?† â€Å"To steal your magic.† She rolled the icon around in her ringers. â€Å"But you’re stronger than I imagined.† â€Å"How could that thing steal my power when lycan-thropy’s caused by a virus?† â€Å"Is it?† â€Å"Yes.† Her smile was secretive, smug, and I stifled the urge to beat every tidbit of information out of her. All in good time. â€Å"Cora told me I could capture the essence of a werewolf, contain it in the icon and transfer the gift to myself.† â€Å"I never heard of such a thing.† If I had, I’d have bottled up my magic and given it away long ago. â€Å"You’ve been barking up the wrong tree, pardon the pun, for a while now. Concentrating all your efforts on science: tonics, balms, cures. But there’s more than one answer to every question.† â€Å"Is lycanthropy caused by a virus or isn’t it?† â€Å"Both. Mengele manufactured a virus through magic.† Which was interesting, but didn’t really help me much with the cure. â€Å"If you wanted to become a werewolf,† I murmured, â€Å"all you had to do was ask one of your pals.† â€Å"As if I wanted to be insane, ruled by the moon and my rumbling, blood-seeking belly.† Lydia grimaced. â€Å"I want the power without the demon. That’s what the old one promised.† â€Å"And then you killed her?† â€Å"Well, I didn’t need her anymore,† she said matter-of-factly. I had news for Lydia. She was already a stark raving lunatic, even without the demon. â€Å"How was the talisman supposed to capture my power?† â€Å"I don’t know how, only that it would. Cora did some mumbo jumbo, told me to purify the talisman with the blood of a sacrifice, and when you changed the first time after touching the icon, your abilities would leave you and fill it.† She scowled at the plastic wolf. â€Å"The bitch double-crossed me. Instead of stealing the magic, she made you stronger.† Bless the old woman I’d never met, had she given me the ability to defeat her own murderer? I had to think so, if I could only figure out how. â€Å"So now I’ve got to kill you,† Lydia continued. â€Å"Whoa! What? Why?† â€Å"Cora said sacrifice. I didn’t realize she meant you. I should have.† Well, she was delusional. Who knows, maybe she was even right. However, since I’d come to Fairhaven, I kind of liked my power. Even if I didn’t, I certainly wasn’t going to give it to her. â€Å"If you didn’t want me dead in Montana, then who blew up the compound? Who tried to shoot me with silver?† Maybe if we kept talking, I’d stumble over something I could use. â€Å"The idiot werewolves.† She shook her head in disgust. â€Å"Sometimes I swear only morons are bitten. They really do need a leader.† She glanced at the forest as if searching for someone, then gave an impatient huff before turning back tome. â€Å"I sold the information about your true nature before I figured out how I could use it to my advantage. Some ambitious werewolf decided to make everyone happy by eliminating you.† â€Å"What the hell did I do?† â€Å"Who knows when you might stumble onto a cure, and then their fun is over.† She waved her hand. â€Å"But I discovered their plot, and I saved you.† â€Å"Saved me,† I repeated stupidly. â€Å"I knew you’d come outside to check on your wolves, so I upset them.† My eyes narrowed. I opened my mouth, then shut it again, deciding I didn’t want to know what she’d done. â€Å"You came out; the bomb went off – â€Å" â€Å"Then someone took a shot at me.† â€Å"He’d have gotten you, too, but I bumped him.† She winked. â€Å"He never saw me coming.† â€Å"Okay.† This was all making a sick sort of sense. â€Å"Then – â€Å" â€Å"The idiot got spooked by your FBI friend and took off. I heard you say you were going to the shed, so I killed the rabbit, planted the icon – â€Å" â€Å"And the rest is history.† â€Å"Except the damn thing didn’t work.† She stared into the hokey jeweled eyes. â€Å"Yet.† Lydia pocketed the totem. â€Å"Once I figured out Cora had double-crossed me, I headed for Fairhaven so I could regroup before you got here.† â€Å"How did you know I’d come?† â€Å"The compound’s dust; someone’s trying to kill you; traitor in the ranks; strange and bizarre occurrences in Fairhaven.† I started to see where Lydia was headed. This had been a setup from the beginning. How to cite Night Creature: Dark Moon Chapter Thirty-Three, Essay examples

Conceptual Framework of Corporate Culture †MyAssignmenthelp.com

Question: Discuss about the Conceptual Framework of Corporate Culture. Answer: Introduction: Organizational development is crucial for the improvement of firms productivity and profitability. The development of organization is caused due to certain factors, which helps in the improvement of organizational culture. Establishment of effective culture within the organization leads to the improvement of employees behavior and performances. The employee performance is considered to be the main backbone of the organization that helps in effective development. Employees loyalty mostly relies on the awareness and knowledge of the culture existing within the organization. According to Campbell and Gritz, (2014) organizational culture was initially identified by Administrative science quarterly. The norms and values of the employees are set in accord to management culture and practices. This awareness about the quality leads to the improvement of employee and organizational development. Various attributes of culture is arranged according to the attitudes and norms that helps the individuals to differentiate an organization from other. The success of an organization depends upon its established values. This approach makes the firm effective and achieves its desired goals in the long-run. The set of behavior, norms, beliefs and values makes the culture of the organization more effective. The knowledge about the corporate culture is obtained through beliefs and understanding through large groups. According to Fu and Deshpande, (2014) culture is known as the mixture of beliefs, values, behavior and communications that provides guidance to its people. Culture is generated from sharing in the process of learning, which is based upon allocation of resources in a systematic manner. Multifaceted set of values and beliefs helps in presenting different level of culture within the organization in an effective manner. Organizational culture helps in creating the overall effectiveness of the management. As per Tong, Tak and Wong, (2015) business decisions are made in a more improved and systematic manner due to effective organizational culture. Culture within an organization depends upon the national and international culture differentiation that arises in culture management. In the recent times, organizational culture is interrelated to management. The most vital factor that creates positive culture management includes integration of high standard of corporate culture and structural stability (Ramdhani, Ramdhani Ainissyifa, 2017). Organizational culture is varied due to different ethics, backgrounds and racial differences that create positive or negative impacts on the performance. The attraction of management norms, beliefs and values has strong impact upon the sustainability and performance. According to Hameed et al., (2014) employees behavior affects the management of organizational culture and sustainable performance level in the management. This further leads to the attainment of firms profitability. Various kind of culture can be ascertained in the following ways: The beliefs and values of the organization culture that is shared among the various departments of an organization leads to gaining counter culture. The organizational performance of the firm is based on the contribution for strong culture that leads to creating strong association between the management and performance (Hornstein, 2015). Subculture is defined as organizational segments with varied sets of belief and norms as per the job requirements, geographical areas and job requirements (Jalal, 2017). Employee commitment towards the firms is completely based on the perceptions of the employees that affect their organizational culture. The similar types of beliefs and values that employees hold within the organization is known as strong culture. When the employee embraces higher quality of culture then the values and beliefs of the firm is considered to be strong. Strong culture also reduces the existing gap that would affect employee relationship. The organizational rules should be considered with utmost importance by the employees. The policies, objectives and procedures designed by top-level management should influence the employees behavior to gain competitive advantage. According to Bortolotti, Boscari and Danese, (2015) such organization has loosely knit cultures that requires pushing the attitudes, beliefs and thoughts of an individual to be highly innovative. The diversity between organizational culture and personal objectives leads to creation of such management of procedures and rules to create a perfect association between them. Dimensions of Organizational Culture: In order to ascertain the culture present in an organization, it is relevant to analyze the different organizational dimensions. As per Hofstedes, the organizational cultural dimensions can be identified by evaluating the factors. Power Distance: this is known as the degree of management and employee behavior, which is completely set upon the relationship between informal and formal set of planning action. Individualism: this dimension differentiates the self-interest and organizational interest existing within the organization. Uncertainty avoidance: the ambiguity and uncertainty that is entirely based on tolerance facilitates in mitigating the willingness of the people (Liden et al., 2015). Masculinity: this dimension showcases the avoidance of promotion and caring instead of demonstrating success based on ambition and challenges. The organizational culture is affects the personality and performances of the employees within the organization. In addition to this dimensions, there are two other factors that affects the employees behavior. They are identified as affective and individual while the other one as self transcendence and self enhancements. The standards help in displaying a contractual relationship between both the professional and personal life (Firuzjaeyan, Firuzjaeyan Sadeghi, 2015). Such standards describe the perfect association between management and performance. moreover, the various different dimensions of culture has also been known as universalism versus particularize, emotional versus neutral, specific verses diffuse, achievement versus ascription, communication versus individualism and attitude towards environment and attitude to time. The model presented by Hofstedes has seven dimensions that provides in presenting an effective relationship between various set of values and norms. Organizational Performance: Performance is achieved when the employees fulfils the desired mission set by the organization (Lonial Carter, 2015). Various researchers have perceived performance differently but most of the organization has related performance as the measurement of effectiveness of individual towards the organizational goals. As per Jalal (2017) the job of the employees is to build degree of achievement for a particular mission and target that defines the level of performances. According to certain researchers, different thoughts, beliefs and attitudes has been identified as the measurement of output and input efficiency, which leads to transactional association. Organizational strategies should be designed in such a manner that the goals and objectives of the organization should be achieved to create effective organizational performance. As mentioned by Miraglia and Wei, (2017) equity based upon high level of returns leads to effective management of resources so that the organizational performance improves. Impact of Organizational Culture: Organizational culture provides the framework required for the positive and better working environment. As suggested by Liden et al., (2015), depending upon the cultures type created within the management leads to have a negative or positive impact on the employees performance. in an organizational culture, where employees are regarded as the vital part of organizational growth culture leads to fosters the commitment of employees towards the organization. Positive corporate culture leads to aligning the objectives and goals of the organization. It is also responsible for the overall organizational well-being. The efforts of the employees are appreciated in an organization with effective corporate culture. Employees have immense satisfaction towards their job. In such kind of organizational culture, the employees are committed to achieve the desired goals. This further creates a positive impact on the overall performance of the employees. According to Abbas, Hayat and Nisar, (2017) an organization can never be complete without the presence of organizational culture, which shows its significance. Organizational includes flexible learning for environment through which environment changes can be easily made. This also includes workforce that is highly responsible, hardworking, powerful, friendly and well-inspired. Chatterjee, Pereira and Bates, (2018) defined culture as the important life direction for a complete society. Moreover, organizational culture has been documented as a vital aspect for bringing the success in the organization and desired performances outcomes. Organizational culture is a vital factor for the success of an organization. The main danger of weak organizational culture includes low employee motivation, frauds and bad behavior of the employees within the workplace. As suggested by Chadwick and Raver (2015) the companies should focus more on organizational culture existing in their workplace to flourish. Organization culture generally varies from one firm to another that might be difficult to improve. In large organizations, it is often seen that employees at lowest level is not properly managed or controlled by the executive teams. Thus, they do not feel great sense of organizational commitment and does not really connected with the organization and role in the company. Connection of Organizational Culture with Organizational Performance: The performance and culture is interrelated based on the perfect associations between the business processes (Lonial Carter, 2015). Various researches have been made to obtain the impact of culture in the organization. In an organization where the top level managements are not facilitators but taskmasters, then it create a negative work culture. The employees in such organization always live in distrust and fear. The organization with negative culture creates an adverse impact on the organizational performance. When the top-level managements are not involved in achieving the organizational goals the organization is bound to perform poorly. The lower level management is unable to understand the assigned tasks and hence is unable to achieve the desired goal. When in an organization there is no cooperation between the employees, entire organization performance is affected. Organizational culture greatly affects the performances of the employees. Henceforth it is important that organizations eliminate the entire negative or favorable factors that slowdown the performances of employees. This fosters a positive organizational culture or positive workplace environment. Organizational culture defines the process through which employees interact with each and complete their assigned tasks The culture paradigm consists various values, rituals, symbols and beliefs that govern the individuals operating style within an organization (Miraglia Wei, 2017). Moreover, the culture of the company provides a right direction to the company and also binds the workforce together. In the time of changes, the main challenges of the organization can arise due to change in the companys culture. The employees become accustomed to a specified way of doing things. Organizational cultures have various impacts on motivation levels and employee performance. More often it is viewed that employees work harder so that organizational goals can be achieved. Different cultures operating in an organization could also impact the performance of the employees. As mentioned by Miraglia and Wei, (2017) the organization maintains a reserved culture such as, talk when necessary and employees should work accordingly. Moreover, if the organization culture is different in one area, like the sales team is allowed to be outspoken and socially active then the organization can experience rivalries among other areas. Therefore if the culture varies in different areas within the management, the performance of the employees can be affected. It is highly significant for the organization to structure its recruitment process accordingly. Employees should be hired and engaged only if they share same values and beliefs that constitutes the culture of the organization. Organization should also ensure that corporate culture should be aligned with the performance management system (Lonial Carter, 2015). When in the organization, if management system and culture are not aligned, management should redirect them. This measure would result in achieving the goals of the organization. Conclusion: Organizational culture facilitates in internalizing joint relationship, which leads to effectively management of the organizational processes. The culture and productivity that exist within the organization helps in performance improvement. The positive relation between the performance and culture helps in improving the efficiency and productivity of the overall organization. Job performances of the employees also generate strong impact on the firms culture as it enhances productivity. The values and norms of company that is based upon different culture strongly influence the work force management. Organizational culture facilities in providing and improving the competitive edge. The group efficiency and employee commitment also affects culture based on organizational sustainability. Therefore, the power and nature of organizational culture strongly influences the effectiveness and sustainability of businesses. References: Abbas, M. A., Hayat, K., Nisar, Q. A. (2017). Moderating Role of Organizational Culture between the Relationship of Knowledge Management and Organizational Effectiveness.International Journal For Research In Business, Management And Accounting,3(10), 01-10. Bortolotti, T., Boscari, S., Danese, P. (2015). Successful lean implementation: Organizational culture and soft lean practices.International Journal of Production Economics,160, 182-201. Campbell, J. L., Gritz, A. S. (2014). Culture corrupts! A qualitative study of organizational culture in corrupt organizations.Journal of business ethics,120(3), 291-311. Chadwick, I. C., Raver, J. L. (2015). Motivating organizations to learn: Goal orientation and its influence on organizational learning.Journal of management,41(3), 957-986. Chatterjee, A., Pereira, A., Bates, R. (2018). Impact of individual perception of organizational culture on the learning transfer environment.International Journal of Training and Development,22(1), 15-33. Firuzjaeyan, A. A., Firuzjaeyan, M., Sadeghi, B. (2015). A survey of the effect of organizational culture on organizational commitment based on Allen and Meyer model (Case study: High school teachers of Bandpey region).International Journal of Academic Research in Business and Social Sciences,5(1), 1-9. Fu, W., Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a Chinas insurance company.Journal of Business Ethics,124(2), 339-349. Hameed, A., Ibrahim, A., Rafiq, N., Naheed, F. (2014). The Impact of organizational culture and Training on Leadership Development.International Journal of Research in Business and Technology,4(2), 465-471. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. Jalal, A. (2017). Impacts of Organizational Culture on Leaderships Decision-Making.Journal of Advances in Management Sciences Information Systems,3, 1-8. Liden, R. C., Wayne, S. J., Liao, C., Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance.Academy of Management Journal,57(5), 1434-1452. Lonial, S. C., Carter, R. E. (2015). The impact of organizational orientations on medium and small firm performance: A resource?based perspective.Journal of Small Business Management,53(1), 94-113. Miraglia, S., Wei, C. (2017). Organizational culture and knowledge transfer in project-based organizations: Theoretical insights from a Chinese construction firm.International Journal of Project Management,35(4), 571-585. O'Neill, J. W., Beauvais, L. L., Scholl, R. W. (2016). The use of organizational culture and structure to guide strategic behavior: An information processing perspective.Journal of Behavioral and Applied Management,2(2). Ramdhani, A., Ramdhani, M. A., Ainissyifa, H. (2017). Conceptual Framework of Corporate Culture Influenced on Employees Commitment to Organization.International Business Management,11(3), 826-830. 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), 19.