College essay writing

Sunday, August 23, 2020

'Intellectual Property rights have, throughout history, increased in Essay

Friday, August 21, 2020

Break Up of Marks for Formative Assessment

Monday, July 13, 2020

Sustainable Growth 4 Questions for Fast-Growing Companies - Focus

Sustainable Growth 4 Questions for Fast-Growing Companies - Focus When a start-up grows at scale, your leadership strategy will need to grow with it. At MeisterLabs, when we could no longer fit around the same meeting room table, we knew it was time to take stock. Over the past few years, our company has grown from a small start-up to a team of 35. Throughout this process, growing sustainably, rather than rapidly, has been paramount. Weâ€™ve needed a leadership strategy that not only hires top talent but provides our team with the onboarding processes and feedback they need to thrive. To receive a helping hand in this, we rolled up our sleeves and signed up for an external leadership workshop. The training was challenging, but enlightening, and identified a few key areas for improvement, along with strategies on how to get there. These approaches will no doubt apply to other growing tech teams too. In this article, weâ€™ll share the key lessons, in the hope that youâ€™ll be well placed to weather your growth, too: Dealing with Growing Pains As tech companies scale at pace, thereâ€™s a risk that teams will begin to lose direction. Without structure, itâ€™s difficult to continue working together in a strategic way, as bigger picture aims get lost among individual tasks. Without clear team leads, questions over who should onboard new staff members and provide regular feedback can also arise. As a result, in fall 2017, we decided to create a formal company structure. Until this point, MeisterLabs had been almost entirely non-hierarchical. This worked great for fast-paced working and collaboration. However, as we hired lots of new team members over a short period, it became problematic. As new hires joined the team, they would often have no clear line manager. This meant no specific person to onboard them, no one to showcase their work to, and no one to provide regular feedback. To address this, we began by developing a clear company structure, providing each employee with a clear understanding of who they can look to for support and feedback. Next, we needed to ensure that our new leadership team had the skills and confidence to manage their teams. To this end, we reached out to 5P Consulting and brought our team leads and founders together for a 3-day leadership workshop in Vienna. Within the training, we established our own strengths and weaknesses as a leadership team. Then, we looked at how we could improve, particularly in the areas of delegation and providing feedback. Hereâ€™s what we covered and the questions we asked ourselves, in order to make that progress: 4 Essential Questions For Leaders: 1. What drives you as a leader? To know how to improve as a leader, you first need to establish what you could be doing better. To do this, try asking yourself: How would your team describe you as a leader? How does this vary from how you would like to be described? Which leadership situations do you feel youâ€™re really good at? Where would you still like to improve? It might have been a while since you thought about the broader impression of your leadership style. However, aligning where youâ€™re at currently with where youâ€™d like to be is a great first step in identifying how to improve. An element of this is understanding our personal drivers as leaders. These can often be deduced from how we would like to be seen. However, undertaking a questionnaire on our leadership drivers, we found that many of us have drivers that weâ€™re not yet aware of. For example, a number of our leaders found a conclusive drive to please others. Although this can be essential for a happy team, itâ€™s important to remember that you canâ€™t please everyone, all of the time. As long as decisions are made for the greater sake of the team, in line with company strategy, not pleasing everyone is okay. Another we found was the need to be perfect, which was holding some leaders back from delegating. Weâ€™ll come back to this, but in order to move forward, itâ€™s important to first identify these leadership shortcomings. Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask 2. What drives you as a company? Next, focus some thought on drivers within the company as a whole. During our training, we shared on a flipchart what we most appreciate about working at MeisterLabs, as well as where the pain points lie. We asked ourselves: What are the top three things that make us successful right now? What are the top three things that hold us back and if done better, could make us more successful? It became obvious that for many of us, we enjoy elements such as: working with people with a similar mindset an open-door policy for asking for help the active involvement of our knowledgeable founders and the encouragement of team input within our company strategies. All of these factors enable us to trust one another and work well together. However, we established areas for improvement too. As a leadership team, we all agreed that we could be doing a better job of delegating tasks and providing regular, constructive feedback. Both are essential for growing teams, so Iâ€™ll share the strategies weâ€™ve put in place to address them. 3. Where could you delegate better? As leaders, many of us have been there: Youâ€™re facing a never-ending to-do list, but feel hesitant to ask your team members to take on a task. Even as a company working on our own task management solution MeisterTask weâ€™ve faced this problem too. So why is it that we so often face this conundrum? It might be that we feel we could do the task better ourselves. That we think it would require too much time to train a report to do it instead. That it could put too much pressure on a colleague. Or perhaps that weâ€™re simply scared of losing control, in case we become redundant by handing over our work. All of these concerns are valid in their own right. However, companies hire specialist staff for a reason. As long as you feel confident in your team members, we should never feel afraid to entrust them with important tasks. For some of us, resistance to delegation can link back to our inner drivers. For example, if one of your drivers is to complete tasks quickly, this might make you resistant to training a team member to do it. If your driver is to please others, you might be concerned by the pressure youâ€™d be putting on them by delegating. Reflecting on the drivers established in step one will help you in deconstructing any personal resistance to delegating. Once youâ€™re feeling more comfortable to delegate, the key steps we covered in our guide to effective delegation are as follows: Explain why youâ€™re delegating Provide the right instructions Provide the necessary resources and training Delegate responsibility and authority, too Say thank you! Learning to delegate effectively will develop you as a leader and can help motivate your team too. After all, itâ€™s your responsibility to focus on their professional development and this includes challenging them, providing opportunities to grow. As mentioned, at MeisterLabs, we use our own task management tool, MeisterTask, to help delegate. With transparent project boards, we can create and assign tasks to our team, then track these to completion. If team members have any questions, they can voice them simply via the comment section. However, an in-person conversation between the team member and team lead can never go amiss either! 4. Are you providing enough feedback? To help your team members develop further, itâ€™s crucial you provide regular, constructive feedback. This shouldnâ€™t be an annual affair, where all tasks completed over the past year are presented all at once. Instead, you should normalize immediate feedback and create a constant dialogue flow, including praise and points for improvement. The mindset of the leader will play a significant role here. In her book, Radical Candor, leadership expert Kim Scott shared that ideally, every team leader will care personally for their team member. In parallel, they should develop a relationship in which theyâ€™re able to challenge each other directly, without resulting in any upset. Many articles have been written about how to give feedback in the best possible way. Some claim that criticism should always be sandwiched in praise. However, as weâ€™ve shared previously in our best ways to offer effective feedback, this is just undercover bashing and often ineffective. Instead, the most effective way to offer feedback on topics surrounding criticism, recognition and expectations is via the following steps: First, provide a description of the situation Second, provide an objective description of the behavior Next, provide an objective description of the consequences Then, provide a subjective assessment of the situation, outcomes and onward actions Finally, provide a description of future expectations. In order to communicate your feedback in a considered, thoughtful way, itâ€™s important to first structure your thoughts. Below is an example of how you can prepare for feedback sessions with the help of a mind map. In our case, we used MindMeister. Your browser is not able to display frames. Please visit 5 Steps for Effective Feedback on MindMeister. MeisterTip: To use the template feedback mind map, simply sign into MindMeister (or sign up free) and maximize the map via the map actions icon. Once maximized, click again on the map actions icon and choose to clone the map. From there, edit or embellish the topics to make the map suitable for your personal feedback session. Of course, if your feedback is critical, you might need to escalate this to further levels. The first couple of stages will involve explaining, convincing, requesting changes and then holding follow-ups to monitor those changes. However, persistent issues should be dealt with by alerting the employee to the consequences, before, eventually, putting those consequences into practice. Ultimately, your feedback should be a continuum from friendly chat, to direct conversation, to tangible consequences. Ideally, with a focus on regular feedback, you can avoid the latter escalations altogether. Once youâ€™ve been through these processes as a leader, the next step is to disseminate this knowledge internally. By demonstrating the value of the new management processes to your team, you can get them on board with the changes. This way, theyâ€™ll be ready and eager for the 1:1 feedback sessions and to receive some new, challenging tasks. In our case, our Tech Lead for MindMeister, Laura BÃ¢rladeanu, led an internal workshop, leading to positive feedback on the new processes so far. After all, feedback is a two-way street, and we, as leaders, must be open to receiving it too ?? If you like the sound of how we do things at MeisterLabs, thereâ€™s still space in our bustling offices in Vienna and Seattle! Head to our jobs page to check out the positions weâ€™re hiring for. Plus, if you donâ€™t see an opening that fits, get in touch via [emailprotected] to let us know where you see yourself on our team! Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask Sustainable Growth 4 Questions for Fast-Growing Companies - Focus When a start-up grows at scale, your leadership strategy will need to grow with it. At MeisterLabs, when we could no longer fit around the same meeting room table, we knew it was time to take stock. Over the past few years, our company has grown from a small start-up to a team of 35. Throughout this process, growing sustainably, rather than rapidly, has been paramount. Weâ€™ve needed a leadership strategy that not only hires top talent but provides our team with the onboarding processes and feedback they need to thrive. To receive a helping hand in this, we rolled up our sleeves and signed up for an external leadership workshop. The training was challenging, but enlightening, and identified a few key areas for improvement, along with strategies on how to get there. These approaches will no doubt apply to other growing tech teams too. In this article, weâ€™ll share the key lessons, in the hope that youâ€™ll be well placed to weather your growth, too: Dealing with Growing Pains As tech companies scale at pace, thereâ€™s a risk that teams will begin to lose direction. Without structure, itâ€™s difficult to continue working together in a strategic way, as bigger picture aims get lost among individual tasks. Without clear team leads, questions over who should onboard new staff members and provide regular feedback can also arise. As a result, in fall 2017, we decided to create a formal company structure. Until this point, MeisterLabs had been almost entirely non-hierarchical. This worked great for fast-paced working and collaboration. However, as we hired lots of new team members over a short period, it became problematic. As new hires joined the team, they would often have no clear line manager. This meant no specific person to onboard them, no one to showcase their work to, and no one to provide regular feedback. To address this, we began by developing a clear company structure, providing each employee with a clear understanding of who they can look to for support and feedback. Next, we needed to ensure that our new leadership team had the skills and confidence to manage their teams. To this end, we reached out to 5P Consulting and brought our team leads and founders together for a 3-day leadership workshop in Vienna. Within the training, we established our own strengths and weaknesses as a leadership team. Then, we looked at how we could improve, particularly in the areas of delegation and providing feedback. Hereâ€™s what we covered and the questions we asked ourselves, in order to make that progress: 4 Essential Questions For Leaders: 1. What drives you as a leader? To know how to improve as a leader, you first need to establish what you could be doing better. To do this, try asking yourself: How would your team describe you as a leader? How does this vary from how you would like to be described? Which leadership situations do you feel youâ€™re really good at? Where would you still like to improve? It might have been a while since you thought about the broader impression of your leadership style. However, aligning where youâ€™re at currently with where youâ€™d like to be is a great first step in identifying how to improve. An element of this is understanding our personal drivers as leaders. These can often be deduced from how we would like to be seen. However, undertaking a questionnaire on our leadership drivers, we found that many of us have drivers that weâ€™re not yet aware of. For example, a number of our leaders found a conclusive drive to please others. Although this can be essential for a happy team, itâ€™s important to remember that you canâ€™t please everyone, all of the time. As long as decisions are made for the greater sake of the team, in line with company strategy, not pleasing everyone is okay. Another we found was the need to be perfect, which was holding some leaders back from delegating. Weâ€™ll come back to this, but in order to move forward, itâ€™s important to first identify these leadership shortcomings. Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask 2. What drives you as a company? Next, focus some thought on drivers within the company as a whole. During our training, we shared on a flipchart what we most appreciate about working at MeisterLabs, as well as where the pain points lie. We asked ourselves: What are the top three things that make us successful right now? What are the top three things that hold us back and if done better, could make us more successful? It became obvious that for many of us, we enjoy elements such as: working with people with a similar mindset an open-door policy for asking for help the active involvement of our knowledgeable founders and the encouragement of team input within our company strategies. All of these factors enable us to trust one another and work well together. However, we established areas for improvement too. As a leadership team, we all agreed that we could be doing a better job of delegating tasks and providing regular, constructive feedback. Both are essential for growing teams, so Iâ€™ll share the strategies weâ€™ve put in place to address them. 3. Where could you delegate better? As leaders, many of us have been there: Youâ€™re facing a never-ending to-do list, but feel hesitant to ask your team members to take on a task. Even as a company working on our own task management solution MeisterTask weâ€™ve faced this problem too. So why is it that we so often face this conundrum? It might be that we feel we could do the task better ourselves. That we think it would require too much time to train a report to do it instead. That it could put too much pressure on a colleague. Or perhaps that weâ€™re simply scared of losing control, in case we become redundant by handing over our work. All of these concerns are valid in their own right. However, companies hire specialist staff for a reason. As long as you feel confident in your team members, we should never feel afraid to entrust them with important tasks. For some of us, resistance to delegation can link back to our inner drivers. For example, if one of your drivers is to complete tasks quickly, this might make you resistant to training a team member to do it. If your driver is to please others, you might be concerned by the pressure youâ€™d be putting on them by delegating. Reflecting on the drivers established in step one will help you in deconstructing any personal resistance to delegating. Once youâ€™re feeling more comfortable to delegate, the key steps we covered in our guide to effective delegation are as follows: Explain why youâ€™re delegating Provide the right instructions Provide the necessary resources and training Delegate responsibility and authority, too Say thank you! Learning to delegate effectively will develop you as a leader and can help motivate your team too. After all, itâ€™s your responsibility to focus on their professional development and this includes challenging them, providing opportunities to grow. As mentioned, at MeisterLabs, we use our own task management tool, MeisterTask, to help delegate. With transparent project boards, we can create and assign tasks to our team, then track these to completion. If team members have any questions, they can voice them simply via the comment section. However, an in-person conversation between the team member and team lead can never go amiss either! 4. Are you providing enough feedback? To help your team members develop further, itâ€™s crucial you provide regular, constructive feedback. This shouldnâ€™t be an annual affair, where all tasks completed over the past year are presented all at once. Instead, you should normalize immediate feedback and create a constant dialogue flow, including praise and points for improvement. The mindset of the leader will play a significant role here. In her book, Radical Candor, leadership expert Kim Scott shared that ideally, every team leader will care personally for their team member. In parallel, they should develop a relationship in which theyâ€™re able to challenge each other directly, without resulting in any upset. Many articles have been written about how to give feedback in the best possible way. Some claim that criticism should always be sandwiched in praise. However, as weâ€™ve shared previously in our best ways to offer effective feedback, this is just undercover bashing and often ineffective. Instead, the most effective way to offer feedback on topics surrounding criticism, recognition and expectations is via the following steps: First, provide a description of the situation Second, provide an objective description of the behavior Next, provide an objective description of the consequences Then, provide a subjective assessment of the situation, outcomes and onward actions Finally, provide a description of future expectations. In order to communicate your feedback in a considered, thoughtful way, itâ€™s important to first structure your thoughts. Below is an example of how you can prepare for feedback sessions with the help of a mind map. In our case, we used MindMeister. Your browser is not able to display frames. Please visit 5 Steps for Effective Feedback on MindMeister. MeisterTip: To use the template feedback mind map, simply sign into MindMeister (or sign up free) and maximize the map via the map actions icon. Once maximized, click again on the map actions icon and choose to clone the map. From there, edit or embellish the topics to make the map suitable for your personal feedback session. Of course, if your feedback is critical, you might need to escalate this to further levels. The first couple of stages will involve explaining, convincing, requesting changes and then holding follow-ups to monitor those changes. However, persistent issues should be dealt with by alerting the employee to the consequences, before, eventually, putting those consequences into practice. Ultimately, your feedback should be a continuum from friendly chat, to direct conversation, to tangible consequences. Ideally, with a focus on regular feedback, you can avoid the latter escalations altogether. Once youâ€™ve been through these processes as a leader, the next step is to disseminate this knowledge internally. By demonstrating the value of the new management processes to your team, you can get them on board with the changes. This way, theyâ€™ll be ready and eager for the 1:1 feedback sessions and to receive some new, challenging tasks. In our case, our Tech Lead for MindMeister, Laura BÃ¢rladeanu, led an internal workshop, leading to positive feedback on the new processes so far. After all, feedback is a two-way street, and we, as leaders, must be open to receiving it too ?? If you like the sound of how we do things at MeisterLabs, thereâ€™s still space in our bustling offices in Vienna and Seattle! Head to our jobs page to check out the positions weâ€™re hiring for. Plus, if you donâ€™t see an opening that fits, get in touch via [emailprotected] to let us know where you see yourself on our team! Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask

Wednesday, May 20, 2020

A Beginners Guide to Tree Identification

Wednesday, May 6, 2020

The Pros And Cons Of Modern Architecture - 1171 Words

What comes to peopleÃ¢â‚¬â„¢s mind when they hear the word Ã¢â‚¬Å"Modern?Ã¢â‚¬ How about for Modern Ã¢â‚¬ Architecture?Ã¢â‚¬ Based on Merriam-WebsterÃ¢â‚¬â„¢s Ã¢â‚¬Å"ModernÃ¢â‚¬ term, Modern means; Ã¢â‚¬Å"relating to, or characteristic of a period extending from a relevant remote past to the present time.Ã¢â‚¬ On the other hand, Ã¢â‚¬Å"Modern ArchitectureÃ¢â‚¬ article also defines Modern architecture as; Ã¢â‚¬Å"A new architectural style that emerged in many Western countries in the decade after World War I. It was based on the rational use of modern materials, the principles of functionalist planning, and the rejection of historical precedent and ornament.Ã¢â‚¬ There are multiple reasons why Modern architecture is the best of all the architectural styles: itÃ¢â‚¬â„¢s inexpensive and eco-friendly, its interior isÃ¢â‚¬ ¦show more contentÃ¢â‚¬ ¦On Ã¢â‚¬Å"Miraculous Modern Building MaterialsÃ¢â‚¬ article, it states that; Ã¢â‚¬Å"Modern building materials are becoming more l ightweight, cost-effective, durable, energy-efficient and resistant to extreme weather and termites.Ã¢â‚¬ Modern materials are sustainable which means it could last for so many years. Using heavy materials like concrete for the whole building isnÃ¢â‚¬â„¢t really healthy for the environment. It causes pollution and topsoil destruction. This explains why Modern architecture is the best. It is inexpensive and environmental-friendly at the same time. Rather than that, a Modern style also shows simplicity and cleanliness. Modern architecture is being praised for having a clean and simple interior. On Ã¢â‚¬Å"Modern Home Design IdeasÃ¢â‚¬ article, it states that; Ã¢â‚¬Å"Modern houses focus on structural simplicity, order and functionality Ã¢â‚¬â€ monochromatic walls, basic materials and clean architectural lines are the foundationÃ¢â‚¬ ¦ The modern interior design emphasizes strong lines, a lack of ornamentation and minimal texture.Ã¢â‚¬ What this means is that a Modern house interior is Ã¢â‚¬Å"minimalistÃ¢â‚¬ and has less clutter. Unlike the other architectural styles, Modern doesnÃ¢â‚¬â„¢t use too many decorations or colorful materials that will make its interior look more complex and compressed. As a result, a Modern interior could help people relieve stress. People deal with stress and problems every day, and they do that mostly at home. 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All About Essay Topics on Educational Reform in Texas

All About Essay Topics on Educational Reform in Texas Essay Topics on Educational Reform in Texas - Overview They note how schools with high rates of poverty are more inclined to be low-performing in the event the state utilizes test scores as the main measuring stick. California has previously been in a position to entice skilled workers from different states and from different nations, or so the workforce isn't the exact same as the school population. The introduction of charter schools is 1 way in the struggle towards reform. As an issue of fact, different students in various counties undergo various challenges in the academic approach. Real reform isn't possible from within the present conventional school system. There isn't any way that gradual shift in our present schooling system can lead to the sort of educational reform which I am calling real reform. Hey, it isn't essential to do schooling as it's dictated by the traditional schooling system. Public education today is in desperate need of reform. What Everybody Dislikes About Essay Topics on Educational Reform in Texas and Why California has a reasonably great work force regarding skills. Perhaps it does not continue to be the situation, however, as of the high price of living in California, including burdensome tax prices, and as a result of possible restrictions on immigration into the usa. Education in the USA is always likely to be an important topic for discussion because it's something which has a wide-reaching effect on every generation. You thought that war may be coming. Studies have also demonstrated that a state's long-run financial growth is extremely determined by the skills of its workforce. Research the Alamo and compose a concise overview of the battle. Use historical facts to spell out the tension and by what method the growth in troops at the border impacted regular citizens of the region. Most people today agree that we want to produce adjustments to enhance the quality of America's schools, but few can agree on just how to start it. Hence, it's critical to foster policies at all arenas of government to adequately acknowledge the facts that could have a negative influence on the well-being of a community. But a developing minority think differently. If you still don't understand how to prepare an intriguing speech, EssayShark can assist you. Patrick proposed an extremely similar measure in 2013. You ought to know that all stages of speech preparation are important, and not just just choosing the ideal topic. What follows is an extensive collection of the most intriguing research topics to have you started. This video guides you through the procedure for selecting a topic. For instance, the simple fact that computers are naturally great at math contributes to the question of using calculators in math education. There's an emphasis on computers and the Internet in these types of pages, but there's loads of general info, also. Two recent studies using these methods offer evidence that money matters. Research results show that the absolute most efficient learning occurs in a blended format. Type of Essay Topics on Educational Reform in Texas Many educators now think that anything that more precisely meets the requirements of the kid will get the job done better. Education has become the most vital element a man or woman should possess. As a way to add to the success of students, parents also have to be accountable for their youngster's actions. Some parents ought to be held accountable along with school districts in the accomplishment of our youth. Performance of students in California has just improved, but big quantities of students still remain poorly equipped to face a huge automation and financial shift. Individuals will start to understand they have a decision.

Thursday, April 23, 2020

Values- Allport-Vernon Essay Example

Values- Allport-Vernon Essay Define Values. Critically evaluate Ã¢â‚¬Å"Allport-VernonÃ¢â‚¬ classification of values. How valuesÃ‚ affectthe business processes. Values represent basic convictions that Ã¢â‚¬Å"a specific mode ofÃ‚ conduct or end-state ofÃ‚ existence is personally or socially preferable toÃ‚ an opposite or converse mode of conduct orend-state of existenceÃ¢â‚¬ (Rokeach, 1973). When the valuesÃ‚ are ranked in terms ofÃ‚ theirintensity, i. e. , when the value are prioritized in terms of their intensity, it is called valuesystem. Types of values include ethical/moral values, doctrinal/ideological (political,religious) values, social values, and aesthetic values. Values have both content and intensityÃ‚ attributes. The content attribute signifies that amode of conduct or end-state of existence isÃ‚ important. The intensity attribute specifieshow important it is. Ranking an individualÃ¢â‚¬â„¢s values in terms of their intensity equals thatpersonÃ¢â‚¬â„¢s value system. Values build the foundation for the understanding of attitudes and motivation of anindividual, since; value has aÃ‚ great impact on perceptions. Values shape relationships,behaviors, and choices. The more positive our values, more positiveÃ‚ are peopleÃ¢â‚¬â„¢s actions. Asignificant portion of the values an individual holds is established in the early yearsÃ¢â‚¬â€fromparents, teachers, friends, and others. Allport-Vernon classification of values: 1. Theoretical: Interest in the discovery of truth through reasoning andÃ‚ systematicthinking. 2. Economic: Interest in usefulness and practicality, including theÃ‚ accumulation of wealth. 3. Aesthetic: Interest in beauty, form andÃ‚ artistic harmony. 4. Social: Interest in people and humanÃ‚ relationships. 5. Political: Interest in gaining power and influencing other people. 6. Religious: Interest in unity and understanding the cosmos asÃ‚ a whole. Work behavior across cultures andÃ‚ businesses In every culture, there are different setsÃ‚ of attitudes and values which affectÃ‚ behavior. Similarly, every individual has a set of attitudes and beliefs Ã¢â‚¬â€œ filters through which he/sheviews management situations within organizational context. We will write a custom essay sample on Values- Allport-Vernon specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Values- Allport-Vernon specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Values- Allport-Vernon specifically for you FOR ONLY $16.38 $13.9/page Hire Writer ManagerialÃ‚ beliefs, attitudesand values can affect organizations positivelyÃ‚ or negatively. Managers portray trust andrespect in their employees in differentÃ‚ ways in different cultures. This is aÃ‚ function of theirown cultural backgrounds. For example, managers fromÃ‚ specific culturestend to focusonly on the behavior that takes place at work, in contrast to managers from diffusedÃ‚ cultures who focus on wider range of behaviorÃ‚ including employeesÃ¢â‚¬â„¢ private and