Endangered Species Essay Example | Topics and Well Written Essays - 500 words

Endangered Species - Essay Example In an analysis of the changes in the number of species in the threatened category on the Red List over the last decade, it becomes palpable to the observer that there is a gradual but fundamental expansion of the numbers of various endangered species. For the various groups of endangered species such as mammals, birds, reptiles, amphibians, fish, insects, molluscs, and plants, the number of endangered species has generally been greater than that of the critically engendered species, except fish and molluscs. In the case of the endangered mammals, there was a gradual development in the number of critically endangered species from 169 in 1998 to 188 in 2008, except for the period 2004-2007, and in the number of endangered species from 315 in 1998 to 448 in 2008. Similarly, there was a gradual but essential change in the number of critically engendered species in the categories of birds (from 168 in 1998 to 190 in 2008), reptiles (from 41 in 1998 to 86 in 2008), and insects (from 44 in 1998 to 70 in 2008).

Similarities and Differences Between Nazi Germany and Soviet Union Essay

Similarities and Differences Between Nazi Germany and Soviet Union Poster Propaganda in the Twentieth Century - Essay Example Both the Soviet Union and Germany used propaganda posters to incite their citizens to support the cause of their nations during World War II. In comparing their posters, it is clear that the use of fear was one way in which to incite an emotional response towards the causes that the posters represented. The Soviet Union defined their enemy as outside of the nation, while the Nazis created internal threats through providing images that placed Jewish people in a context with invented threats to diminish their humanity. Differences are also evident in the styles and methods with which the posters were created. Through an examination of Soviet and Nazi propaganda posters of World War II, the styles of the work and the identification of threats can be contrasted for differences and similarities. Jowett and O’Donnell write that â€Å"there was little appreciation of the specific social and political conditions that had made World War I propaganda so effective† (228). The natu re of propaganda is to influence, but in order to create effective influence, the imagery and text had to connect to the social conscious of the viewers. An example of a poster that did not connect to the social conscious that was considered brilliant for its intentions and artistry, but was declined by the Soviet Union government was that of El Lissitzky’s â€Å"Beat the Whites with the Red Wedge† (1919) (see Figure 1). ... Figure 1 Beat the Whites with the Red Wedge (1919) El Lissitzky (Wikipedia) Socialist realism existed â€Å"with its reliance on simple classical styles and photographically accurate forms in a modern context, its demand of realism, its glorification of socialist ideals and achievements, and its anticipation of a utopian communist society† (Frucht 260). The active campaign to produce posters that reflected the desires of the government in order to align the views of the people was done through the TASS studio which adapted the style of the ROSTA posters which were stenciled. Different from the traditions of the ROSTA posters, however, was the desire to create fine art while creating important cultural messages. Where the ROSTA used iconic images that were generally graphic, The TASS studio employed the use of realist paintings as models for the work (Zegers, Druick and Akinsha np). As shown in the work of Figure 2 The Motherland will Never Forget the Heroic Deeds of its  Son s (1947) Viktor Koretsky (David Winter Bell Gallery) Viktor Koretsky, the warmth of the colors and the power of the imagery evoke the national emotions towards their sons and to a pride based in their sacrifices as they give of themselves to a belief system (David Winter Bell Gallery). The posters provide a reason for the losses that they were experiencing, placing meaning with what they have given (see Figure 2). The works were bold with their use of color and just as bold in their use of fear that asserted the concept of killing Germans with a sense of pride and national presence As exampled in the work Death to the German Murderers, the works revealed a sense

Asda Stores - Internal communications Assignment

Asda Stores - Internal communications - Assignment Example It does this to build trust in the organization. Townley (1994) and Caruth et al. (1995) both emphasize on the importance of providing stakeholders and staff with enough information in order to avoid cases of mistrust and build staff morale. Benefits of transparent communication in an organisation It gives the staff a clear picture of picture of their tasks and the subsequent outcome. This in turn helps to build their morale and motivation to put more effort to their tasks. Transparent communication makes the staff feel part of the organization or have a sense of ownership. Asda has greatly tapped into this in ensuring that the colleagues feel like the owners of the store. Transparency in communication also ensures that in case of problems at work the manager or owner will be freely informed therefore avoid incidents that can easily be solved. The staff could also bring in their individual suggestions and ideas to foresee the success of the store. The store will therefore be able to enjoy a greater contribution of ideas. Distinction between internal and external communication is another strategy Asda uses in its communication as well as maintaining regular and frequent communication among the staff (Boxall 2003, p. 13). Media Used in Communication in the Organisation 1. Employee Branding Miles and Mangold (2004) define employee branding as the act by which employees of a particular organization internalize the organization’s trademark and project the same to customers and the entire public. Employee branding works well where the employees or colleagues as referred to by Asda willingly make an emotional connection with the store’s products by deciding to be part and parcel of all the store’s ventures. Successful employee branding leads to increase in number of customers and eventually increased sales and profits. Employees need to like a particular brand in order for them to effectively connect with it and decide to be branded using the same . Artain and Schumann (2006) came up with thirteen points that are important to note about employee branding. These are discussed below. The organization’s promise to its employees The organisation has to explain what is in store for the employees. For instance, the benefits could be accumulated by the decision of employees to be part of the organization. This will help the employees to be motivated to work for the organization. Business Strategy Employees must have complete information of the organizations plan of action. They must fully understand the goals, objectives and strategies that the company wishes to adopt. The organizations expectation from its employees is also critical to be known in advance for effective branding. Doing this will help the employees decide whether this is what they want to experience through their professional life (Enz & Siguaw 2000, p. 54). Customers Employees should know how the organization wants them to treat the customers. For example, ma nagers should take lead by example when it comes to treating customers with respect and high esteem. Employees’ tasks: The company should lay down in advance what is expected from the employees for example the mode of action, dressing, and working hours among others. The company should also invest in ensuring that employees fully understand what the brand is all about. Connection of what happens outside the organisation and what happens inside: The organisation must find a way to

Australia Has Regional and Global Links Essay Example for Free

Australia Has Regional and Global Links Essay Australia has regional and global links with other countries for aid. This report will describe the advantages and disadvantages for Australia that result from its Indonesian aid links which includes improving Australia’s reputation and providing employment and training opportunities for people. However country may become too dependent on other countries for support and dishonest leaders may use the money for their own benefits. First and foremost, Australia is popularly known to be ‘champions of the underdog’ who believe in the ‘fair go’ principle. To not have an overseas aid program is thought to be inhumane and even unpatriotic. The Australian Overseas Aid Program argues that most Australians support Indonesian aid simply because they sincerely care about those who are less well off. Aid to Indonesia may then encourage a friendly relationship between them and Australia and the future of positive exchanges of cultural values. Secondly, by providing aid for countries such as Indonesia, it provides employment and training opportunities for Australians. Thousands of full and part-time jobs have been created in government and non-government aid agencies as well as in private firms. Voluntary aid has been said to benefit young people seeking work experience and retirees and unemployed people seeking worthwhile work. The theory is that voluntary work gives them valuable knowledge and work skills and improves cultural links between the two countries. However, when there are positives, there are always negatives. The disadvantage for Australia giving aid is that the receiving country of the aid can become too dependent on receiving that money. Instead of the country using the aid and becoming more independent by implementing programs and policies in their country, they remain dependent on the aid. For example, Australia gives Indonesia approximately 2 billion dollars a year. This is a concern because without Australian aid the people of Indonesia would be very poor. Furthermore, another disadvantage would include dishonest leaders abusing the money. Australian and international aid each year amounts to millions of dollars and unfortunately, must money is used by corrupt leaders who use the funds for their own benefits or to support their private armies. As a result, the aid does not get to the people who need it most. In summation, providing aid to other countries will always have its advantages and disadvantages. As seen from above, Australia benefited from providing aid to countries such as Indonesia because it provided employment and job opportunities for Australians and improved Australia’s reputation. However, providing too much assistant could result in the country becoming too independent or the money could be abused and used for the wrong purposes consequently, those who need it most don’t get the benefits.

evilhod Uncovering Evil in Joseph Conrads Heart of Darkness Essay exa

Uncovering Evil in Heart of Darkness In Heart of Darkness, a novel written by Joseph Conrad, the literary characters are forced into a web of darkness and evil as they enter the heart of the African Congo. However, the Congo itself is not the true evil, but the darkness instead lies within the dimming hearts of mankind. Conrad uses the literal darkness of the African jungle as a contrast to societies "supposed" enlightenment to show how the morals of civilized man are broken down when exposed to what they claim to be "savagery." This contrast is most evident in the different settings, the changes in civilized individuals as they venture deeper into Africa, and the final collapse of white man under the darkness of the innermost Congo. The setting of Heart of Darkness has a profound role in depicting the evil that radiates from the African Congo. Marlow, the protagonist and assumed narrator, presents his story on a boat in the dark of night, as if attempting to create a sense of internal darkness or evil from the black night. This setting serves to foreshadow eve... evilhod Uncovering Evil in Joseph Conrad's Heart of Darkness Essay exa Uncovering Evil in Heart of Darkness In Heart of Darkness, a novel written by Joseph Conrad, the literary characters are forced into a web of darkness and evil as they enter the heart of the African Congo. However, the Congo itself is not the true evil, but the darkness instead lies within the dimming hearts of mankind. Conrad uses the literal darkness of the African jungle as a contrast to societies "supposed" enlightenment to show how the morals of civilized man are broken down when exposed to what they claim to be "savagery." This contrast is most evident in the different settings, the changes in civilized individuals as they venture deeper into Africa, and the final collapse of white man under the darkness of the innermost Congo. The setting of Heart of Darkness has a profound role in depicting the evil that radiates from the African Congo. Marlow, the protagonist and assumed narrator, presents his story on a boat in the dark of night, as if attempting to create a sense of internal darkness or evil from the black night. This setting serves to foreshadow eve...

Determination of the molar mass of magnesium Essay

Introduction: This experiment will be an attempt to determine the molar mass of magnesium. For that we will have an experiment where we dissolve sulphur into hydrochloric acid. Then we measure the amount of gas created during the reaction. To get the molar mass itself we will have to make sure to record the conditions of the experiment such as the temperature or pressure. Material: The material used for the experiment was: 1. eudiometer 2. thermometer 3. barometer 4. measuring cylinder (1000 cm3) 5. Stand with clamp 6. magnesium ribbon 7. hydrochloric acid Method: 1. About 20mm of magnesium ribbon and weight it with the accuracy of 0.001g 2. Pour 5cm3 of HCl into the eudiometer. Then carefully filling the eudiometer with water above the HCl, without mixing the liquids. 3. Wind the magnesium ribbon around a piece of copper wire and let it hang down a little bit into the eudiometer. Make sure there is a hole into the rubber stopper and fill it with water. 4. Place a large measuring cylinder filled with water in the sink. Put a finger over the hole in the stopper and turn the eudiometer upside down into the cylinder. 5. Observe what happens with the hydrochloric acid and magnesium after a little while. When the reaction is complete wait at least 5 minutes so that the eudiometer reaches room temperature. 6. Arrange the eudiometer in the cylinder so that the gas into the eudiometer has the same pressure as the air pressure in the room. Note the air pressure and temperature in the room. 7. Calculate the molar mass of magnesium. Result: Before the experiment the magnesium was carefully weighted on a scale. After turning the eudiometer the HCl started to go down towards the magnesium through the water. Once it reached it a reaction took place creating bubbles of air that went up to the top and pushed the water level down. Once the reaction ended all the magnesium was gone. During the reaction the temperature was read of a thermometer and the pressure of a barometer to get the most accurate values. finally we measured the volume of air inside the eudiometer. Conclusion and Evaluation: When studding the results and comparing them with the book (24.31 ) one can see that the value received from the experiment () is very comparable. Percentage yield: Despite that high percentage the experiment was not accurate enough to have the book value within the error range (≈). The biggest two sources of error in this experiment are the instruments (systematic errors) and of course the human factor (random errors). Also the part of the experiment where one is supposed to turn the eudiometer and put it into water can impossibly be done without bigger or lesser errors since it’s such a complex movement. Then I would like to put extra attention on the thermometer and especially the barometer. The thermometer could only show whole degrees which is a great loss to precision. Then the barometer seemed quite old and unstable and the need to convert the pressure to Pascal and finally reading from it was quite hard which in my opinion was altogether quite hard. Also these where only the conditions in the entire room. One cannot be sure if they where exactly the same in the tube. Especially the temperature of water could have been quite different. Then of course the amount mg could have impossibly been measured accurately and we can’t be sure if exactly all of it reacted. Also the unknown pureness of the reactants and the solvent could justify the error in the result. My suggestions for improvements is to begin with is use of more precise instruments. Then a different method involving a more closed environment and a different method for gathering data. Bibliography: 1. â€Å"Standard Level Chemistry† Pearson Baccalaureate by Catrin Brown and Mike Ford

Business Report of Lenovo Essay

Introduction Lenovo was found in 1984 in Beijing and it is the world’s second-largest PC vendor. According to the last official statistic, Lenovo consolidated turnover of 146.6 billion Yuan and Lenovo employs nearly 40,000 people. Lenovo is a well-known national brand in China and Lenovo is serving customers in more than 160 countries. In order to expand overseas business and access to world-class brand, Lenovo carried out an acquisition of the former IBM Personal Computing Division in 2005. IBM was founded in 1911 in the United States and it is the largest information technology and business solutions company in the world, currently has more than 30 million employees in the world, with operations in over 160 countries and regions. The problems experienced by Lenovo concerns the construction of cross-cultural teams. Most of the merger and acquisition fail in the post-merger cultural integration. Lenovo set up work teams for designing the future of IBM and developing the new view after acquisition. The results had been shown it uneasy and can lead to the failure of the Lenovo’s acquisition strategy. At the beginning of the acquisition, cultural differences had not been enough anticipated in the acquisition process. And Lenovo wants to remedy the problem as soon as possible to make IBM acquisition profitable in the next strategy. The report part of the business plan Summary This report is intended to identify, describe and propose some solutions to Lenovo to solve the problems about teams and groups in the acquisition of the IBM. This report will describe problems associated with team building, provides some possible solutions and evaluates each of these. And, this report will describe the impact of cultural differences on the establishment of work groups. Actually, Lenovo had taken some measures, but it with little success. According to the current state of Lenovo, this report will give some suggestions and solutions to overcome or avoid the conflict caused by cultural differences and set up effective cross-cultural teams. Especially, these solutions are based on literature on the issue. It concludes that it is necessary for the company to establish effective and appropriate measures to eliminate the barriers in cross-cultural teams, as absence of this may threaten the company’s long-term development. To overcome the problem, Lenovo should take the follow action for IBM survival: * Obtain the core values between Chinese employees and American employees through an internal survey. * Design an international training program for all the employees and especially for managers. * Incorporate both corporate cultures of Lenovo and IBM to create a new corporate culture. * Every cross-culture team should organise monthly meeting or weekly meeting to evaluate the progress of communications and work. * Organise some internally non-working activities to create more opportunities for the communication among employees with different cultural context. * Set up the special teams to deal with the problem caused by cultural difference in every cross-cultural team. Introduction This section of business plan will introduce the problems caused by cultural differences in cross-cultural teams and give some suggestions to overcome the problems. In the acquisition of IBM, Lenovo accepted more than 10,000 employees and it also means that Lenovo accepted a very different culture. Lenovo is not only facing the differences between western and eastern culture, but also Lenovo facing the problems of how to integrate the teams with different organisationally cultural context. In this report, the recommendations to overcome the problems in cross-cultural teams and groups are based on the literature on team building and cross-cultural team management. Body At the beginning of the acquisition of IBM, Lenovo had taken some measures. For example, in order to both sides can communicate better, the new Lenovo use the international common language – English as the official language of the company. But cultural integration is a long-term process, which requires companies to devote their time and patience and the communication, compromise between both of high level, and staff in the acquisition. It must not be too hasty. Base on the fact of Lenovo, there are three aspects should be noticed and improved. Firstly, IBM has a long history and IBM has very high brand awareness. In addition to the brand, employees can get the respect for personal values ​​and a comfortable working environment can be provided for employees by the human resources services and the improvement of the system. In contrast, Lenovo has a big gap no matter the position in IT industry and the strength of themselves. If some team members uphold the cultural superiority or group superiority that their own cultural value system better than those members from other cultures or groups, their behavior maybe resulting in the failure of team building because they will be possible to take hate and boycott from other members, even lead to conflict. Because the conflicts caused by cultural differences between team members and individual differences under thus influence, analysis and identification of cultural differences is necessary. Secondly, communication is the process of exchange and transmission of information among people or groups. Because of the multi-cultural background, language and non-language barrier, people lack of understanding of each other’s political, economic, legal, social and cultural environment, and the understanding of the customs, values, etc. are different. They are often based on their own perspective to make an analysis and judgment on each other’s information, and thus the misunderstanding and conflict are often obtained. Because of these, design a multi-cultural training and hold a monthly meeting or weekly meeting is necessary. Thirdly, a company has an acquisition of another company means an integration of two different corporate cultures. When the employees of a cross-cultural group are conscious of the different of personal cultural awareness with others, it will be cause the group lost their purpose. Based on the possibility, establish a common business concept and corporate culture is a good solution to this problem. Establish a new joint management concept and a strong culture based on the environmental requirements and the principle of the company’s strategic development, so that reducing cultural conflict and that each employee’s thinking and behavior can combine with the company’s operations and purpose. Adopting these recommendations and the actions in summary can make internal and external combination of the teams more closely, establish a good reputation in the international market and enhance multinational cultural adaptability. This is the ultimate goal of why Lenovo needs solve the cross-cultural issues of teams and group in the acquisition of IBM. (1077 words) Section 2 1. What the literature says â€Å"teams and groups† The importance of teams and groups for an organisation In modern society, one person’s power, information and resources are limited. Most time people need cooperate with others no matter working or others as Handy (1993) said â€Å"On average, managers spend 50% of their working day in one sort of group or other. Senior managers can spend 80%†. Although there is no clear and single definition of a â€Å"teams and groups†, there is a basic limited definition by Bennett (1991) â€Å"a collection of two or more people who possess a common purpose†. The formation of an organisation groups in order to achieve the purpose of work more efficiently. An organisation can produce some different kinds of groups, for example: formal and informal, LOCO, HICO, teams, etc. An organisation needs to be aware of their differences and use them as efficiently as possible. There are a lot satisfying reasons why an organisation should create work groups. For example, organising effective groups can have some uses for the distribution of work, the management and control of work, problem-solving and decision-making, information processing, information and idea collection, testing and ratifying decisions, co-ordination and liaison, increased commitment and involvement, negotiation and conflict resolution, inquest or inquiry into the past. (Handy, 1993) No matter what kind of a group there is a bottom line is â€Å"A strong group is †¦ usually more powerful than a strong individual and can have a considerable effect on organizational policy and practice.†(Thomson, 2002) This literature review will pay attention on teams mainly. In a team, everyone plays different role and they have specific function and they working with an important principle â€Å"voluntarily co-ordinate their work in order to achieve group objectives†(Bennett, 1991). Building a team People hope they can define their identity through their membership of certain groups like people belong to local political and pressure groups, for example, because they experience a shared set of values with the other people in the group which reinforces their own values. But, according to Thomson (1997), one reason why people belong to group is â€Å"social needs†. As Thomson & Mabey said â€Å"some †¦ groups will be family or friendship groups, which are formed to meet a diverse range of needs such as affection, security, support, belonging or identity. Some may be committees, where members usually represent different interest groups who come together to discuss their differing perspectives on matters of interest†, people should build a team for the work that is highly complex problems, need for consensus decisions and there is uncertainty when a broad range of competences are required. A company is a big group of a lot of people working together, so the managers are responsible to build effective teams or workgroups. After collecting more individual talents, building a team has the ability to use the talents on a united effort and success is very important (Woodcock, 1979). Consequently, the managers should know how to effectively build a team. In general, the managers must have the knowledge about the five development stages (forming, storming, norming, performing and mourning) in a team or workgroup and they should have an appropriate leading method for themselves (Thomson & Mabey, 1994). Of course, this is not enough for managing a team. The managers need realise everyone’s advantages and dis advantages in the team and especially the differences of their culture context. Teams and cross-cultural context In modern society, business environment developed quickly international. Different cultural members mixed in a team so that the team has powerful ability to solve complex problem. But, individuals from different cultural context must show a different behavior and values in the team. This is because the people’s cognition, thinking, needs, values, code of conduct, customs, etc. are formed in the years of life, work and education. The individual differences caused by cultural differences led to the conflict of the team in the cross-cultural context (Sun, 2012). So, how to make a cross-cultural team working effective is the main responsibility of managers. In a cross-cultural team, there is an important factor is a clear understanding of every one culture and values, and a process of acculturation. The acculturation process is a mutual exchange of cultural pattern (Olie, 1995). Related to the case of Lenovo, the best recommendation for acculturation is integration. It different with one culture dominate the others, integration is a process of acculturation (Nahavandi & Malekzadeh, 1995). Interest for Lenovo In the case of Lenovo, Chinese and American must accept each other for working effectively. But the main problem in the cross-cultural groups is communication. The managers of Lenovo must make everyone in the group understands and adapt to the different culture with some training or actions. And more important is design a politic cooperatively cultural pattern. 2. What does the literature say about different cultural contexts and its influence on teams and groups What are culture and its importance According to Hofstede(2003), culture is â€Å"the collective programming of the mind which distinguishes the members of one group or category of people from another†. It related to a group. With a large-scale research study of IBM branches around the world by Geert Hofstede, the culture is considered a compositive project. Geert Hofstede creates a new way to describe culture through five variables: power distance, individualism, masculinity/femininity, uncertainty avoidance and long-term orientation. All theories have limitations. Although this method created by Geert Hofstede is not absolutely right, it does not affect the theory of Hofstede can analyse one country’s culture as a valuable tool. Contract with the case of Lenovo, the most important effect by culture is â€Å"Currently only 25% of international mergers and acquisitions in Europe are successful. The price of failure is high. Cultural misunderstanding lead to loss of face, loss of money and, in extreme case, even loss of life† (Gibson cited in Naysmith, 2006). If managers do not pay enough attention on the culture, it possibly can cause the failure of the acquisition of IBM. Organisational culture Culture is not only exists in the countries, but also culture exists in any organisation constituted by people. Based on Handy (1993) said, â€Å"The role organisation will succeed as long as it can operate in a stable environment†. A steady cultural environment is necessary for an organization get success. At the same time, organisational culture is manageable and it can affects the approach of management, the accepted goals and customer of the society determine and influence that what managers strive for and the rule observed by managers (Stewart cited in Naysmith, 2006). So, the organisation also based on the cultural context of the country. The organisational culture can also measured by the five variables created by Hofstede.(Geert Hofstede, 2001) Influence of culture on â€Å"teams and groups† If a company formed by people comes from different cultural country, this company will own a special energy. It is a competitive advantage from a cross-cultural context. But, exerting the competitive advantage effectively is the most important challenge for the cross-cultural group. Because in a cross-cultural group the members have different working purpose and processes will be revealed. (Maznevski & Peterson, 1997) The effectiveness of work group will be decreased by the ethnocentrism, stereotypes, different expectations and difference in values. And these negative emotions will produce the anxiety and misunderstanding in-group, even diminishing the workers dedication to the company and destroying the group ardor. Interenst for Lenovo Cross-border mergers and acquisitions not only include the corporate cultural differences of both sides, but also include the cultural differences between the countries of the two sides. Organise some activities or cultural training to make more opportunities for every understanding different culture can eliminate the negative affects effectively. 3. Conclusion This literature review introduces some keys briefly for understanding teams and groups in a cross-cultural context. Firstly, teams and groups are particular important for an organisation. But there are some problems should be solved in a cross-cultural group. The managers is not only should know everyone’s skill and talent, but also they should know their difference caused by different cultural context. And some actions can make a good communication between each other for understanding the differences are necessary. Secondly, based on enough knowledge to understand the importance of culture, the managers should eliminate the negative affects of cross-cultural context through some activities or training. And the most important is creating an appropriate organisational culture. It can give the cross-cultural group an approach, so the cross-cultural group can exerts the competitive advantages completely. Bibliography Bennett, R., (1991), Organisational Behavior, London: M&E/Pitman, pp.145, 154. Geert Hofstede, (2001), Culture’s Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations, Second Edition, Thousand Oaks CA: Sage Publications Geert Hofstede, (2003), Cultures and Organisations, Intercultural Cooperation and Its Importance for Survival, Soft ware of the Mind, London: Profile Books Ltd. Handy, C, (1993), Understanding Organisations (4th ed.), London: Penguin, pp.150-2. Maznevski, M. & Peterson, M.F., (1997), Societal Values, Social Interpretation, and Multinational Teams. In C. Skromme Granrose & S. Oskamp (Eds.), Cross-Cultural Work Groups, pp. 61-89, London: Sage Publications Ltd. Nahavandi, A. & Malekzadeh, A.R., (1995), Acculturation in mergers and acquisitions, In Jackson (Ed.), Cross-Cultural Management, pp. 328-341, Oxford: Butterworth-Heinemann Ltd. Olie, R., (1995), Culture and integration problem in international mergers and acquisitions, In T. Jackson (Ed.), Cross-Cultural Management, pp. 308-325, Oxford: Butterworth-Heinemann Ltd. Sun Ziwen, (2012, April 13), Case analysis of the cultural integration in cross-border mergers and acquisitions of Chinese enterprises, People’s Forum, 356(2), 7. Thomson, R., (2002), Managing people (3rd ed.), Oxford: Butterworth-Heinemann, pp.92, 95. Thomson, R. & Mabey, C., (1994), Developing Human Resources, Oxford: Butterworth-Heinemann in association with the Institute of Management, pp.177. Woodcock, M., (1979), Team Development Manual, Aldershot: Gower Press Teakfield Limited, pp.177.