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"The role of culture is significant when measuring cognitive abilities during neuropsychological assessments. However, cultural diversity is a frequently overlooked moderating variable. This book emphasizes major distinctions among cultural groups in North and South America, Europe, Africa, Asia, and Australia to heighten awareness of nuances."

"[The book explores profiles of culture-management axis through secondary literature study in various languages of the East, empirical research conducted with nearly one thousand managers and 375 organizations in India. The effective management in the next millennium will be mission-based strategic integration of the team, combined with people-sensitive approach. In spite of growth of hi-tech, the emotional human issues will dominate the coming decades. Happiness and health in institutions will largely depend on successive sacrifice of greed and possessiveness in creation of wealth for human development. The meltdown in the US and its repercussions in the world are direct outcome of failure to learn these lessons. Already the world is witnessing acute consciousness of interdependence and universal linkages. This is the quintessence of Vedanta, Zen-Buddhism and Sufi order in the Eastern globe. West-dominated management technology must now synthesize with Eastern intuition and values. The book is divided into three parts. First part delves into East-West psyche. Second part presents integration-affection model as potential approach to effective management. Third part shows the author’s successful applications of the approach in different organizations while working as chief executive or consultant., The book explores profiles of culture-management axis through secondary literature study in various languages of the East, empirical research conducted with nearly one thousand managers and 375 organizations in India. The effective management in the next millennium will be mission-based strategic integration of the team, combined with people-sensitive approach. In spite of growth of hi-tech, the emotional human issues will dominate the coming decades. Happiness and health in institutions will largely depend on successive sacrifice of greed and possessiveness in creation of wealth for human development. The meltdown in the US and its repercussions in the world are direct outcome of failure to learn these lessons. Already the world is witnessing acute consciousness of interdependence and universal linkages. This is the quintessence of Vedanta, Zen-Buddhism and Sufi order in the Eastern globe. West-dominated management technology must now synthesize with Eastern intuition and values. The book is divided into three parts. First part delves into East-West psyche. Second part presents integration-affection model as potential approach to effective management. Third part shows the author’s successful applications of the approach in different organizations while working as chief executive or consultant.]"

"This book explores the question : does migration empower women? Through wide-ranging topics on theorizing feminism in migration, contesting identities and agency, resistance and social justice, and religion for change, well-known and emerging scholars provide in-depth analysis of how social, cultural, political, and economic forces shape new modalities and perspectives among women upon migration. It highlights the centrality of the various meanings and interpretations of feminism(s) in the lives of immigrant and migrant women in Australia, Belgium, Brazil, Eastern Europe, France, Greece, Japan, Italy, Mexico, Morocco, Papua New Guinea, Spain, and the United States. The well-researched chapters explore the ways in which feminism and migration across cultures relate to women’s experiences in host societies, as women, wives, mothers, exiles, nuns, and workers and the avenues of interactions for change. Cross-cultural engagements point to the convergence and even disjunctures between (im)migrant and non-immigrant women that remain unrecognized in contemporary mainstream discourses on migration and feminism."

"Setiap perusahaan mempunyai persepsi yang ingin ditampilkan kepada khalayaknya. Persepsi tersebut bisa dilihat dari luar dan membentuk citra. Dalam membentuk citra, perusahaan bisa melakukan promosi melalui kegiatan komunikasi eksternalnya maupun membangun identitas melalui komunikasi internalnya. Hampir setiap perusahaan mempunyai strategi komunikasi yang dicanangkan untuk meraih perhatian dari khalayak yang ditujunya, kebanyakan di antaranya adalah khalayaknya di luar, yaitu konsumennya. Akan tetapi, belum banyak perusahaan yang memulai dari dalam, dari kegiatan komunikasi internalnya untuk memperkuat identitas perusahaannya melalui nilai-nilai perusahaan yang ditujukan kepada khalayaknya di dalam, yaitu para karyawannya. Tesis ini akan membahas mengenai sosialisasi nilai perusahaan melalui saluran komunikasi internal, khususnya bulletin internal perusahaan yang dimiliki oleh Departemen Corporate Communication PT Darya-Varia Laboratoria Tbk. Setiap perusahaan mempunyai nilai-nilai perusahaan yang dibangun oleh perusahaan itu sendiri untuk membentuk identitas yang kuat di dalam perusahaan tersebut. Nilainilai perusahaan tersebut disosialisasikan termasuk menggunakan media-media yang dimiliki komunikasi internal dari Departemen Corporate Communication PT Darya-Varia Laboratoria Tbk. "

"[ABSTRAKPenelitian ini dilatarbelakangi oleh pelaksanaan nilai-nilai budaya perusahaan terkaitkualitas layanan, kualitas proses, tingkat kedisiplinan, dan kepatuhan terhadapStandardOperating Procedure (SOP) pada suatu organisasi. Dengan mengambil kasus komunikasikeorganisasian di Bank DKI, tujuan penelitian adalah mengevaluasi peran komunikasiterhadap penerapan budaya perusahaan di lingkungan internal Bank DKI.Penelitian inimenggunakan teori Smith (2005) mengenai tiga tingkatan tujuan program organisasi danteori evaluasi program komunikasi.Penelitian dengan pendekatan kualitatif melaluimetode wawancara ini menghasilkan kesimpulan bahwa perlunya komitmen darimanajemen untuk fokus memperbaiki nilai-nilai budaya perusahaan dan meningkatkankinerja bisnis melalui proses SOP yang benar dan melaksanakan fungsi risk andcompliance dalam menjalankan proses bisnis.

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ABSTRACTThis research is based on the implementation of corporate culture related to servicestandard, process quality, disciplinary, and level of conformation of anorganization’sStandard Operating Procedure(SOP) in an organization. Usinganorganizational communication case in Bank DKIfor the research sample, the goal is toevaluate the function of communication on the implementation of internal corporateculture applicationinBank DKI.This research uses Smith’s Theory (2005) on the threelevels of organizational program and communication evaluation. Using qualitativeapproach utilizing interview method to a conclusion that management commitment isneeded to focus on improving its corporate culture value and enhancing businessproductivity by implementing SOP correctly and executing risk and compliance functionon business process., This research is based on the implementation of corporate culture related to servicestandard, process quality, disciplinary, and level of conformation of anorganization’sStandard Operating Procedure(SOP) in an organization. Usinganorganizational communication case in Bank DKIfor the research sample, the goal is toevaluate the function of communication on the implementation of internal corporateculture applicationinBank DKI.This research uses Smith’s Theory (2005) on the threelevels of organizational program and communication evaluation. Using qualitativeapproach utilizing interview method to a conclusion that management commitment isneeded to focus on improving its corporate culture value and enhancing businessproductivity by implementing SOP correctly and executing risk and compliance functionon business process.]"

"Penelitian ini bertujuan untuk mengetahui strategi, implementasi, dan evaluasiatas difusi inovasi dari budaya organisasi yang dilakukan melalui komunikasiinternal pada Pusdiklat BPK RI. Metode penelitian dilakukan secara kualitatifdengan wawancara mendalam dan observasi yang disertai dengan data sekundersebagai bahan pembanding. Hasil penelitian menunjukkan bahwa strategi danimplementasi inovasi budaya melalui komunikasi internal yang diterapkanmanajemen menghasilkan evaluasi yang positif. Namun demikian proses difusiinovasi tidak berjalan dengan lancar karena sifat budaya organisasi yang abstraksehingga dibutuhkan waktu penyesuaian yang panjang dalam proses internalisasidi organisasi. Selain itu terdapat perbedaan tipe pengadopsi inovasi yangdisebabkan oleh penempatan posisi adopter didalam organisasi.

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This research aims to know the strategy, implementation, and evaluation of thediffusion of innovation over the culture of the organization is done throughinternal communication at Pusdiklat BPK RI BPK RI Training Center . Theresearch method was conducted qualitatively with in depth interviews andobservations accompanied by secondary data as a comparison material. Theresults showed that the strategy and implementation of cultural innovation throughinternal communication applied by management resulted in a positive evaluation.However, the process of diffusion of innovation does not go smoothly because ofthe nature of organizational culture is an abstraction, so that it takes a long timeadjustment in the process of internalization in the organization. In addition, thereare different types of innovation adopters caused by the placement of an adopterposition within the organization."