Anthropologists essays

Anthropologists essays Anthropologists trace the origin and evolutionary development of the human race through the study of changing physical characteristics and cultural and social institutions. Anthropological data, including that acquired by archeological techniques, may be applied to solving problems in human relations such as race and ethnic relations and People have always been interested in their past history. Although anthropology dates back to Aristotle, it is a commonly accepted fact that it became an established science during the Victorian era or the era of exploration. Anthropology has developed slowly since then with little real development until the 1930's when the use of applied anthropological research began to be stresssed by a number of various governments. Prior to the 19th century, anthropologists relied primarily on facts gathered from travelers' reports and documents received from other nonprofessional observers. During the early years of this century Scandinavian archaeologists developed a new approach to artifacts. C.J. Thomsen classified the material on the basis of three successive technological ages of stone, bronze, and iron. Then by the 20th century, much stress has been placed on actual exploration by trained anthropologists. Anthropologists constitute the smallest group of social scientists, yet they cover teh widest range of subject matter. Cultural anthropology, the area in which the greatest number of anthropologists specialize, deals with human behavior, both past and present, as well as the beliefs people hold in relation to religion, language, and many other areas. To study this effectively, cultural anthropologists often work with smaller, less complex, and perhaps more easily understood societies including teh tribal societis of Asia. Physical anthropologists are concerned primarily with the biology of human groups. They study the differences between the member...

Revision Checklist for a Descriptive Paragraph

Revision Checklist for a Descriptive Paragraph Developing a paragraph through description is painting a verbal picture, says Esther Baraceros. This means creating impressions and images through words that appeal to the readers senses (Communication Skills I , 2005). After completing one or more drafts of a descriptive paragraph, use this eight-point checklist to guide your revision. Does your paragraph begin with a topic sentenceone that clearly identifies the person, place, or thing youre about to describe?(If youre not sure how to write a topic sentence, see Practice in Composing an Effective Topic Sentence.)In the rest of the paragraph, have you clearly and consistently supported the topic sentence with specific descriptive details?(For examples of how to do this, see Practice in Supporting a Topic Sentence With Descriptive Details.)Have you followed a logical pattern in organizing the supporting sentences in your paragraph?(For examples of organizational patterns commonly used in descriptive paragraphs, see Spatial Order, Model Place Descriptions, and Generals, and Exercises.)Is your paragraph cohesivethat is, have you clearly connected the supporting details in your paragraph and guided readers from one sentence to the next?(Cohesion strategies include the following: Using Pronouns Effectively, Using Transitional Words and Phrases, and Repeating Key Words a nd Structures.) Throughout the paragraph, have you chosen words that clearly, accurately, and specifically show readers what you mean?(For ideas about how to create  word pictures that can make your writing easier to understand and more interesting to read, see these two exercises: Writing With Specific Details and Arranging Specific Details in Sentences.)Have you read your paragraph aloud  (or asked someone to read it to you) to check for trouble spots, such as awkward phrasing or needless repetition?(For advice on polishing the language in your paragraph, see Practice in Cutting the Clutter and the Exercise in Eliminating Deadwood From Our Writing.)Finally, have you carefully  edited and  proofread your paragraph?(For advice on how to edit and proofread effectively, see our Checklist for Editing Paragraphs and Essays and Top 10 Proofreading Tips.) After completing these eight steps, your revised paragraph may look quite different from earlier drafts. Almost always that means you have improved your writing. Congratulations!ReviewHow to Write a Descriptive Paragraph

Share Trading Assignment Essay Example | Topics and Well Written Essays - 2000 words

Share Trading Assignment - Essay Example Trading Activities Buying of Shares with the notional ?100,000 888 Holdings PLC (888.L) ?31.25 as at September 30, 2011 11:07 Prev Close: 32.75 Open: 32.25 Bid: 35.50 Ask: 36.00 1y Target Est: 1.05 Beta: N/A Next Earnings Date: N/A Purchase cost ?54,000.00 1,500 shares times the ask price of ?36.00 per share. Stamp Duty ?270.00 ?32,750 times 0.005 (Note: 0.005 = 0.5%) Brokers commission ?10.00 It is ?10.00 whatever the size of the trade. Total ?54,280.00 Shares of 888 Holdings Plc seemed to be very lucrative hence the desire to buy them. What’s more, there has been an increasing trend in the value of shares of 888 Holdings Plc, which made it even more lucrative. Vodafone Group PLC (VOD.L) ?166.25 as at September 30, 2011 Prev Close: 166.25 Open: 167.15 Bid: 168.30 Ask: 168.35 1y Target Est: 199.14 Beta: N/A Next Earnings Date: N/A Purchase cost ?45,454.50 270 shares times the ask price of ?168.35 per share. Stamp Duty ?227.27 ?13,300 times 0.005 (Note: 0.005 = 0.5%) Brokers co mmission ?10.00 It is ?10.00 whatever the size of the trade. Total ?45,691.77 Despite recent drop in the value of shares, Vodafone Plc shares seemed attractive to invest in given the status of the company. The company has grown considerable thus proving that there is possibility of future prospects. What’s more, there were indications that the firm’s share is very attractive in the market hence trading on the shares may be very easy. The total amount invested in the two firms is given by 1,500 shares of 888 Holdings Plc ?54,280.00 270 shares of Vodafone Plc ?45,691.77 Total ?99,971.77 Selling of Shares 888 Holdings PLC (888.L) ?72.00 3.25(4.73%) 11:07 (April 16, 2012) Prev Close: 68.75 Open: 68.25 Bid: 71.50 Ask: 72.00 1y Target Est: 1.05 Beta: N/A Next Earnings Date: N/A Selling Revenue ?107,250.00 1500 shares times the ask price of ?71.50 per share. Brokers commission ?10.00 It is ?10.00 whatever the size of the trade. Total ?107,240.00 Vodafone Group PLC (VOD.L) 71. 54 2.09(1.23%) 11:12AM (April 16, 2012) Prev Close: 169.45 Open: 169.35 Bid: 171.50 Ask: 171.55 1y Target Est: 199.14 Beta: N/A Next Earnings Date: N/A Purchase cost ?46,305.00 270 shares times the ask price of ?171.50 per share. Brokers commission ?10.00 It is ?10.00 whatever the size of the trade. Total ?46,295.00 Total Revenue obtained from selling the shares 1,500 shares of 888 Holdings Plc ?107,240.00 270 shares of Vodafone Plc ?46,295.00 Total ?153,535.00 Percentage Profit from the Trading * 100 = 53.53% FTSE All-Share index is 5,300 on September 31, 2011 and 5,678 on April 16, 2012 at 1400 hours. = 7.13% Therefore, on the basis of the above calculations on Percentage profit and FTSE All-share index, there is no doubt that the trading was able to beat the FTSE All-share index. Critical diary Trading within the stock exchange market is a tricky and challenging aspect of commerce. Every individual involved in investment or trading within the stock exchange market has to be equip ped with adequate and up to date information on the performance of the various stocks or shares within the stock exchange market. One way of attaining such adequate and up to date information is extensive reading and listening to business news. Consequently, before engaging in this trade, I read many articles, journals, listened to and watched much business news. From the articles, journal

Risk Management and Investment Essay Example | Topics and Well Written Essays - 3750 words - 1

Risk Management and Investment - Essay Example From the report, it is evident that the performance of the firm is better than the performance of other investment funds. Additionally, various risks come along the portfolios. Consequently, the recommendations reside on the basis that adding, modifying, and excluding some of the investment funds in the portfolio with improve the performance of portfolio. The investment portfolio is aimed at maximizing income located in the United Kingdom. The investment fund comprises of Greggs Plc., Tate & Lyle, Domino Printing Services, JD Sports Fashion PLC, Bellway PLC, William Hill PLC, Beazley PLC, RPC, Group PLC, Huntsworth Plc, CSR Plc., and cash worth 5 million pounds. From the stock 10 of them are securities and only one is 5 million pounds on deposit, which will earn, one per cent since the date inception (Markon 2010). The investment fund is a type of income whose main purpose is to maximize return with very low risk. Therefore, the investment fund needs to invest in securities having stable income like fixed income securities, blue chips, and deposit receipts. Although the growth of the securities is not stable, they are not exposed to various risks. The report discusses the past performance of the investment fund. Thereafter, the paper analyses the risk of the investment fund, which may hinder the fund from achieving income maximization (Fama 1970). Finally, the paper outline crucial and helpful recommendation for the investment portfolio to make sure that the aim of the fund is satisfied. Before the third section, it is assumed that the date of inception is 1st January 2012 and cut off date is 3rd Februrary. Secondly, the paper ignores the changes effect, inflation rate, trade cost, and commission, which the factors will be nil. Thereafter, the return of the investment fund will be lower that the return of the investment fund. Consequently, the inter-bank lending rate of one year represents FTSE

Bush Dynasty Essay Example for Free

Bush Dynasty Essay With American Dynasty: Aristocracy, Fortune, and the Politics of Deceit in the House of Bush Kevin Phillips looks at the Bush-Walker family going back four generations. Phillips uses the term dynasty advisedly to mean a fact, not a political theory. He claims that dynasties tend to show continuities of policy and interest-group bias and there is a consistency in their behavior (Phillips 2-5). This dynastic tendency need not be a negative thing. This is not unique to the Bush-Walker family nor to the Republican Party; similar claims against the Kennedy family that has had political influence throughout the twentieth century; the Roosevelts, Harrisons and Adams had similar power structures that lead to each family having two family members as President of the United States. The problem, Philip writes with the Walker-Bush family is the type of behavior it has engaged in to achieve its goals and the effects this behavior has had on the United States. The author begins his book by looking at the pattern of behavior that has developed within the extended Walker-Bush family. Phillips claims there is a history use of family influence in arranging or smoothing over difficulties in the military service of George W. , George H. W. , and Prescott Bush, grandfather of the current President. However he fails to mention what any of these difficulties were. He claims that the familys interest in the petroleum dates back nearly a hundred years when Samuel Bush had financial connections with Standard Oil. This interest spans the twentieth century and continues until today. This interest has included a relationship with the now defunct Houston-based oil company Enron since the mid-1980s. This time period included time when George H. W. Bush was Vice-President and President. Phillips contends that the Bush-Walker family has long been involved with the United States public policy and has a vested interest to promote five areas to enhance their wealth and power: involvement in the United States investment banking, the increasing size of the military-industrial complex, the ballooning of the CIA, the attempts to have the United States control the worlds oils supplies, and a close alliance between the United States and Great Britain (Phillips 2). In fairness to Phillips he does point out that affiliations should not be transformed into a latter-day conspiracy theory. Phillips provides a long list of behavior by the Bush family that smacks of impropriety. The family has engaged in eight decades of involvement with the petroleum industry. Throughout this time they used their influence and wealth to further their economic and political aspirations (Phillips 246). Prescott Bush engaged in business that included selling of arms to Germany as late as 1938. In 1942 his corporate directorships had strong links to Germany even though we were at war with Germany, were publicly exposed. George W. H. Bush has a history of covert activity that includes support of the Bay of Pigs, as Vice-President he engaged in clandestine arms operations that included Nicaragua, Iran, Iraq, Israel, Pakistan, and Afghanistan. He is alleged to have been instrumental in negotiations with Iran that led to an agreement that Iran would not release the American hostages until after the November presidential election. He was heavily involved in the Iran-Contra Scandal and secretly armed the Iraq army from 1984 until 1990 when he abruptly changed sides when Hussein invaded Kuwait. George W. Bush has followed in his fathers footsteps. His first 2000 election was disputed when he won by a handful of votes in Florida where his younger brother was governor. He has invaded both Afghanistan and Iraq, and willingly denied Constitutional rights of individuals in favor of his own agenda. His accumulation of presidential powers actions has threatened the very fabric of the United States Constitution with his challenges to the separation of powers. Phillips has extensive experience and qualifications to be examining this issue. He received an undergraduate degree from Colgate University, studied at Edinburgh University, and studied law at Harvard Law School. He served as an adviser to Richard Nixon during the 1968 campaign and later served as a White House strategist. He has been a political and economic commentator for more than thirty years and has written nine books on politics and economics in the United States. He is a regular contributor to NPR, PBS, The Los Angeles, and The Wall Street Journal. During his youth he was a member of the Republican Party but became an Independent when he became aware of the direction the United States was taking in the late 1970s and 1980s (Phillips flyleaf; Kevin Phillips). One wonders what effects Phillips decision to leave the Republican Party has had on his political beliefs. It is easy to imagine that someone who loses faith in an institution would strike out against the institution with fanaticism. However Philips does not appear to do this. The combination of playing an important role in the Republican Party and his subsequent withdrawal from the Republican Party appears to have put Phillips in a neutral position. Instead of having an agenda to promote he appears to be interested in the truth. Phillips writes in a simple, clear, and readable style. He provides extensive endnotes and an index. What he does not provide is a bibliography; this would be a useful tool for the student, reader of popular political science, and anyone who is trying to make sense of current United States politics. At times American Dynasty does read like a conspiracy theory. One is overwhelmed not by the nature of the activities, but by the sheer volume of activities and the consistent manner members of this family have behaved. One is tempted to dismiss the book as the ranting of a paranoid fanatic. However Phillips appears to have written a thoroughly researched accurately reported and well documented. This book is disturbing precisely because of this. If it were clearly false it would be easy to dismiss it. At the very least Philips has written a book that should cause concern about the manner in which our President engages in politics. At most he has written an indictment again George W. Bush and the entire extended family that has had its hand in too many questionable activities to be innocent of wrongdoing. Notes Phillips, Kevin. American Dynasty: Aristocracy, Fortune, and the Politics of Deceit in the House of Bush (New York: Penguin Group, Viking, 2004). Kevin Phillips: Political Historian. Speakers of Substance: Leigh Bureau. N. d. [Cited 30 Mar. 2007]; available from the World Wide Web: http://leighbureau. com/speaker. asp? id=125.

Odyssey Theme Paper :: essays research papers

The Odyssey Theme Paper   Ã‚  Ã‚  Ã‚  Ã‚  The Odyssey is mainly about the tribulations of a great hero; that hero would be Odysseus. Although Odysseus does not appear in this epic until the fifth book, he is still the main character. Odysseus, whom I will call the hero, has many tribulations in this epic. Read on to see what I mean.   Ã‚  Ã‚  Ã‚  Ã‚  This story starts right after the Trojan War; the Greeks have won, thanks to one of Odysseus’ great ideas. All the kings are now trying to get back home to their families. Odysseus, however, will have the most problems.   Ã‚  Ã‚  Ã‚  Ã‚  The first place Odysseus goes after the war is the land of the Ciconians. He and his men raid the island and destroy the village. However the next day, more Ciconians arrive and defeat Odysseus and his men. Several men are killed, and Odysseus experiences his first of many sorrows and tribulations. Next, the hero goes to the land of the lotus-eaters. Some of his men eat the lotus plant and instantly want to stay there and never leave. Odysseus manages to get his men away from the island, and they leave. Then the hero arrives at the home of Polyphemos. Polyphemos is a huge cyclops and also a cannibal. Odysseus and twelve of his men are trapped inside Polyphemos’ cave and can’t get out. Polyphemos comes back and eats some of the hero’s men. The next night Odysseus gets the cyclops drunk on wine, and when it falls asleep, Odysseus and his remaining men blind it with a large pole. He and his men barely escape with their lives and continue on the voyage. The hero soon lands on Aeolus’ island. (Aeolus is the Keeper of the Winds.) He helps Odysseus on his way by giving him the right winds to take him home to Ithaca. The hero gets within site of his home but a hurricane blows him all the way back to Aeolus’ island. This time Aeolus turns Odysseus away, and he is forced to continue his journey. The hero and his men next end up in the Land of the Midnight Sun, where the Laestrygonians live. The Laesrtygonians attack the men and sink eleven of the twelve ships. Only Odysseus’ ship and forty-four men escape to safety. This is one of the most painful tribulations Odysseus faces on his journey. Soon afterwards, Odysseus and his now small crew arrive on Circe’s island.

Managing Culture Essay

A central issue in management of organizational culture is how to overcome the Principle-Agent Problem and how to deal with the institutional theory. If a business is to effectively deal with an expanding government, it must make sure that its culture is well managed. To do so, organizational managers must learn how to prevail over the Principal Agent problem and the institutional theory. The Principal Agent problem is a description of a conflict of interests; that the principle (principle stakeholders, shareholders, etc. ) earns profits on the performance of the organization whereby the agents (employees) usually earn unconditional wages. They are parallel but conflicting wants; the principle seeks the greatest return for the least pay whereby the agent seeks to do the least work for the greatest pay. The Principle-Agent Problem is found in many employer/employee associations especially when stakeholders employ top executives of corporations (Jackson and Carter 2000). The principle must always settle conflicts between organizational objectives and the incentives of the different subgroups within the organization. Good managers employ incentives, commands, and organizational culture to make sure that this is achieved. On the other hand, institutional theory deals with the deeper and more flexible features of social structure. It lays emphasis to the procedures through which structures, regulations, norms, and customs develop as reliable guiding principles for social behavior. It finds out how these elements are developed, diffused, implemented, and adapted in an organization. The notion of Institutional theory and organizational culture is important in organizations. The building blocks of institutions and cultures have the capacity of carrying with them different meanings even in a single organization or culture. Differences in interpretations of mutual symbols support the multiplicity on which cultures flourish and institutions rely. In the theory of organizational culture, issues of diversity are mainly dealt with through studying the different subcultures while institutional theory deals with diversify in institutional logistics (Jackson and Carter 2000). Therefore, the management has a role to play in mediating between these two issues (Principle-Agent Problem the institutional theory). This essay develops the argument that organizational culture can and should be managed in corporations in five sections. Section 1 defines the meaning of organisational culture †¢ Section 2 outlines the importance of organisational culture †¢ Section 3 describes how organisational culture can be managed †¢ Section 4 describes Culture and Management of Organizational Change Section 5 describes the implications for culture management This essay will thus show that organizational culture should be managed since it leads to improved coordination and integration in organizations with the result being improved organizational effectiveness. What is Organizational Culture? Organizational culture refers to the set of mutual values, beliefs and expectations that govern the way members of an organization approach their duties in the work place and interrelate with one another. Research shows that organizational culture is quite different from other world cultures. It lays emphasis on how workers describe their colleagues and the kind of stories they share with one another. According to Schein 1980, organizational culture is â€Å"a pattern of shared basic assumptions that organizational members learn as it solves its problems of external adaptation and internal integration that works well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems† (Schein 1980:12). The figure below shows that organizational culture is divided into five levels, that is, fundamental assumptions, values, behavioral norms, pattern of behavior and Artifacts and Symbols. [pic] Figure 1: Levels of Organizational Culture (Adapted from Schein 1980) Importance of Organizational Culture Literature on organizational effectiveness shows that organizational culture plays a significant role in motivating and augmenting the value of intellectuals particularly the employees. The concept of organizational culture is important in knowledge intensive corporations. This paper makes it clear that culture is an essential factor in organizations and helps maximize the value of human resources. Schein 1990 advocates that organizational culture is even more significant in contemporary organizations than it was in the past. Organizational culture leads to improved coordination and integration in organizations with the result being improved organizational effectiveness. Through organizational culture, an organization is able to process invention and the capacity to successfully bring in new technologies. Organizational culture also enables organizations to effectively control dispersed work units and augment employee diversity. It also allows for cross-cultural management of international ventures and multi-national corporations. Besides the greater need to cope with the external and interior factors, organizational culture has become increasingly important since, for many organizations, intellectual assets now comprise the major source of value. Augmenting the value of workers as intellectual assets calls for a culture that encourages their intellectual participation and, eases both personal and organizational learning. It also calls for the creation and application of new knowledge and the readiness to share new ideas with others (Sennet 1998). Managing Organizational Culture With the fast changing environment and ongoing insights into organizational efficiency, business organizations are seriously rethinking how they should manage their cultures to achieve their goals and objectives. It is necessary for these organizations to identify the type of culture that is necessary to accomplish their goals and objectives and make certain the successful execution of the required changes (Ogbonna and Wilkinson 2003). Culture extends over the range of management thinking and corporate culture has been one of the most continuing catchphrases of organizational management. The appeal of the context is that corporate culture is ostensibly unifying and this clearly appeals to management’s involvement in forecasting an image of the corporation as a community of people’s interests. Possibly, culture penetrates to the core of an organization-it is almost similar to the context of personality regarding an individual and the critical sense of what defines an organization; its mission and core values. As a result, the management of culture should become a critical area of management competency in organizations. It should, however, be noted that adoption of the best culture is a prerequisite if an organization is to succeed. Managers should determine the most efficient culture for their organization and, if need be how to effectively change these cultures. The success of contemporary business organizations could be highly attributed to corporate culture. Research shows that organizational culture is a major pointer to organizational performance and this culture can be managed to enhance an organization’s competitive advantage. Organizational culture is a good image for an enterprise whose top management would like to develop. The image of a corporation differs in terms of how one views the organization. Research shows that even organizations with strong cultures have a broad social distance between senior management and employees. Organizational culture is barely planned or predictable; it is the ordinary results of social interrelations and, therefore, evolves and emerges with time. As a result, this should be managed to fit certain strategic ends since organizations have the ability of transforming themselves and the management of culture is such a good way of avoiding such incidents. According to Ogbonna and Wilkinson (2003), organizational culture should be managed as a device for augmenting company effectiveness (Ogbonna and Wilkinson 2003). Management of organizational culture can be more readily enumerated and empirically evaluated based on the interpersonal and symbolic features of management. This requires deep qualitative management of the organizational lives of every employee. Managers while managing organizational culture should put into consideration certain factors such as change-oriented culture, education culture, inventive culture and project-oriented culture. Management of organizational culture should identify and develop an organizational culture that allows for agility, encourages alliances, companionships and networks; promotes knowledge management; promotes corporate responsibility and proper integrity and incorporates diversity. Culture and Management of Organizational Change If real change is to take place in corporations rather than short-lived change, then it has to take place at the cultural perspective. Organizational culture has many strong attractions as a facilitator for change. Firstly, cultures can be plainly created-managers need to be aware of what is needed to change an already existing culture. The capacity of organizations to be culturally inventive is associated with leadership. The top management in any organization must be responsible for developing powerful cultures. This is because organizational leaders develop the social reality of a corporation; they shape organizational beliefs and deal with the drama and visualization of the corporation (Mir and Mir 2009). Research shows that culture is often counter posed to prescribed rationality- In this sense culture is significant in resolving the predicaments associated with bureaucracy in an organization; formal procedures are vital for organizational integrity though they also restrain autonomy and invention. Today, organizations are growing in an uncertain manner and the adoption of adaptable cultures that are receptive to change to deal with the changing environment and crises has become essential. Ackroyd and Crowdy, (1990) focus on the relationship between culture and the management of organizational change through the cultivation of friendly interactions at all levels, the amalgamation of individuals with shared goals and dependence on employee responsibility (Ackroyd and Crowdy 1990). Implications for The Management Of Culture In an Organization Research shows that there are two fundamental approaches to the management of culture in organizations and, by implication, this include strategy conforming (upholding order and continuity) and transforming (altering and breaking already existing patterns). As demonstrated by the successive poor performance of many companies, the efficiency of the selected approach to corporate culture and strategy depends on the conceptual factors relating to both the inner and the exterior business environment. Thus, organizational culture needs to be managed though the adopted strategies are highly determined by the prototype and prospect subscribed to by the manager. In coping with the management of organizational culture, it is important to identify as much as possible the features of the present or new target culture; the illusions, symbols, customs and assumptions that add force to the culture. Consequently, action can be initiated in any of the key areas listed below: †¢ Enrollment, selection and substitution- Culture management can be influenced by making certain that appointments make the existing culture stronger or encourage a culture shift; removal and substitution may be used to significantly change the culture of an organization. †¢ Socialization- stimulation and successive development and training can lead to acculturation to an already existing or new culture. This can also enhance interpersonal exchange of ideas and team work, which is vital in fragmented corporate cultures. Performance management/compensation systems- This can be used to encourage preferred behaviors, which may result to changed organizational values. †¢ Leadership- Managers can strengthen or assist in the abolishment of existing illusions, symbols, behaviors, and beliefs. †¢ Participation- of all corporate members in cultural rebuilding or management activities and related inputs, decision-making and improvement activities is important if long-term cultural change and management is to be achieved. Interpersonal communication- Meeting the needs of interpersonal interactions is vital in promoting an existing corporate culture and integrating organizational members into that culture. †¢ Effective teamwork- This encourages change and developments in cultural communication. †¢ Structures, principles, processes, and resource allocation- This need to be compatible with the culture of an organization (Boston, Istensaker and Falkenberg 2007). The above represent several strategies that can be used in corporations to manipulate it in terms of the cultures and subcultures that make it up.  The management of organizational culture is based on a complicated comprehension of the tacit and explicit features that make up the already existing culture. Conclusion This essay has shown that organizational culture can and should be managed. What makes up organizational culture and its alleged role in corporate success are contested, resting on prospects of culture either as traditionally based, change resilient, deep societal system which emphasizes all company strategies and activities. Organizational culture should thus be managed to provide for organizational success.