Transitioning Culture: Teaching and Modeling Workplace Behavior

2014 ◽  
pp. 53-58
Author(s):  
M. A. Thomson ◽  
W. Killian
Keyword(s):  
Workplace Behavior ◽  
Culture Teaching

Analysis and Research on Chinese Culture Teaching in Korean High School

2017 ◽  
Vol 15 (4) ◽  
pp. 309-323
Author(s):  
FuLiang Guo ◽  
Mai Li ◽  
Huiqin Zhu
Keyword(s):  
High School ◽  
Chinese Culture ◽  
Culture Teaching

Development of English teaching theory and practice research from the cross-cultural perspective

2021 ◽  
pp. 002072092110077
Author(s):  
Shuang Liu
Keyword(s):  
Cross Cultural ◽  
Theory And Practice ◽  
Classroom Culture ◽  
Practice Research ◽  
Cultural Perspective ◽  
Foreign Teachers ◽  
English Teaching ◽  
Cultural Teaching ◽  
Culture Teaching ◽  
Average Proportion

The progress of science and technology and the development of information technology have accelerated the speed of information dissemination and cultural transformation. In the context of multiculturalism, if we want to cultivate talents who can communicate across cultures, domestic English teaching needs further reforms. The unified implementation of English teaching in China has lasted for decades, and the research on teaching theory has gradually formed a stable framework. But from an overall point of view, instillation teaching under test-oriented education is not conducive to improving students' English practice level. In order to solve this problem, this article analyzes the cultural teaching content in college English teaching from a cross-cultural perspective, and emphasizes the importance of cultural infiltration in English teaching. At the same time, it analyzes the problems in teaching practice from multiple aspects of listening, speaking, reading, writing and translation, and puts forward suggestions for the construction of a cross-cultural communication ability training system. Experiments show that in the classes taught by ordinary English teachers, the average proportion of classroom culture teaching is only 14.995%; under the same conditions, the average proportion of classroom culture teaching in the classes taught by foreign teachers reaches 33.865%. Combined with the higher average scores of students in foreign teachers' classes, it can be known that cultural teaching can play a certain role in improving the level of comprehensive English teaching.

scholarly journals Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior

2020 ◽  
Vol 17 (15) ◽  
pp. 5546
Author(s):  
Xue Zhang ◽  
Liang Liang ◽  
Guyang Tian ◽  
Yezhuang Tian
Keyword(s):  
Organizational Behavior ◽  
Social Information Processing ◽  
High Performance ◽  
Psychological Safety ◽  
Charismatic Leadership ◽  
Dark Side ◽  
Negative Consequences ◽  
Workplace Behavior ◽  
Processing Theory ◽  
Time Lagged

Although prior research has emphasized the disproportional contributions to organizations of charismatic leadership, an emerging line of research has started to examine the potentially negative consequences. In this paper, a theoretical framework was proposed for a study of unethical pro-organization behavior through psychological safety based on social information processing theory, which reveals the detrimental effect that charismatic leadership can have on workplace behavior. To explore this negative possibility, a time-lagged research design was applied for the hypotheses to be verified using 214 pieces of data collected from a service company in China. According to the results, unethical pro-organizational behavior was indirectly influenced by charismatic leadership through psychological safety. Moreover, when employees experienced high performance pressure, charismatic leadership was positively associated with unethical pro-organizational behavior through psychological safety. The implications of these findings were analyzed from the perspectives of charismatic leadership theory and organizational ethical activities to alter the unethical pro-organizational behavior.

Servant leadership’s dimensions and deviant workplace behavior: Perspective at five-star hotels in Jakarta Indonesia

2021 ◽  
Vol 8 (1) ◽  
pp. 56-67
Author(s):  
Netania Emilisa ◽  
Rastri Kusumaditra
Keyword(s):  
Servant Leadership ◽  
Sampling Technique ◽  
Primary Data ◽  
Validity And Reliability ◽  
Sample Collection ◽  
Workplace Behavior ◽  
Emotional Healing ◽  
Conceptual Skills ◽  
Deviant Workplace Behavior ◽  
Linear Regressions

This investigation intends to figure out the implementation of servant leadership’s dimensions to deviant workplace behavior. The data utilized in this investigation is primary data, the content of a questioner filled by employees. The sample collection was carried out utilizing the purposive sampling technique and collected 213 samples. The techniques that were used to analyze this investigation are instrumental tests such as validity and reliability and multiple linear regressions with SPSS 25. Servant leadership variables have seven dimensions, which are emotional healing, creating value for the community, conceptual skills, empowering, helping subordinates grow and succeed, putting subordinates first, and behaving ethically. Deviations made against the company as violating existing norms and regulations will threaten the sustainability of the company. The results prove that all the dimensions of servant leadership have a negative significant effect on deviant workplace behavior. It shows that a great supervisor must find out the career objectives of a staff member. This can be accomplished by improving employees to stay to expand and improve, such as preparing practice, unique adventures in terms of ability to enhance personality-character to diminish employee aim to have deviant activities.

Living With Ambiguity: Toward Culture Exploration in Adult Second-Language Classrooms

2001 ◽  
Vol 19 (1) ◽  
pp. 01 ◽  
Author(s):  
Roumiana Ilieva
Keyword(s):  
Second Language ◽  
Participant Observation ◽  
Language Education ◽  
Cross Cultural ◽  
Cultural Encounters ◽  
Community Culture ◽  
Language And Culture ◽  
Second Language Education ◽  
Culture Teaching ◽  
Language Classrooms

On the basis of personal experiences with immigration and current conceptualizations of culture in anthropological and culture teaching literature, this article outlines an approach to cultural instruction in adult second-language education, named "culture exploration," which calls for the recognition of ambiguity embedded in cross-cultural encounters. Culture exploration consists of employing techniques of ethnographic participant observation in and outside the classroom and holding reflective, interpretive, and critical classroom discussions on students' ethnographies. It is argued that through culture exploration students can develop an understanding of humans as cultural beings, of the relationship between language and culture, and of the necessity of living with the uncertainty inherent in cross-cultural interactions. Through this process of naming their experience of the target community culture and reflecting on it, it is hoped that students will be in a position to develop their own voice and will be empowered to act to fulfill their own goals in their new environment.

Wanting More, Getting Less: Gaming Performance Measurement as a Form of Deviant Workplace Behavior

2017 ◽  
Vol 157 (3) ◽  
pp. 753-773 ◽  
Author(s):  
Laura Graf ◽  
Wiebke S. Wendler ◽  
Jutta Stumpf-Wollersheim ◽  
Isabell M. Welpe
Keyword(s):  
Performance Measurement ◽  
Workplace Behavior ◽  
Deviant Workplace Behavior

scholarly journals Human Capital Management and Work Behavior: Evidence from Nepali Life Insurance Companies

2019 ◽  
Vol 4 ◽  
pp. 48-64
Author(s):  
Prakash Kumar Gautam
Keyword(s):  
Human Capital ◽  
Life Insurance ◽  
Pearson Correlation ◽  
Employee Motivation ◽  
Work Behavior ◽  
Insurance Companies ◽  
Primary Data ◽  
Capital Management ◽  
Human Capital Management ◽  
Workplace Behavior

Background: Human resource is dynamic and complex ever because of changes in local, regional and global dimensions. Managing people for optimal use of their competencies for organizational purpose has no options. Employee motivation and employee turnover is being the central issue in the modern organizations, corporate movement of competent people is being the regular corporate news in business arena. Human capital management (HCM) helps them to be satisfied and being positive to their work and the organization. It helps organization to cope with turnover challenge and deviant workplace behavior. Employee motivation, satisfaction, job burnout, turnover are being common challenges to the management. To cope with such challenges, organizations should have strategic focus on human capital management. Objectives: This study aims to explore the situation of human capital management in Nepali insurance companies and the employee’s satisfaction from human capital management. The study also aims to examine the association between satisfaction from HCM and workplace behavior. To examine the gender influence on workplace behavior of the employees created by HCM. Methods: This study was conducted with correlational research design. Primary data for each variable was collected from 402 employees of different seven life insurance companies having at least five years of business experience. To observe the current HCM practices, 3-Point statements were asked. Structured questionnaire with 5-Point Likert Scale was used to collect responses on satisfaction from HCM and the satisfaction towards positive workplace behavior. Descriptive statistics, Pearson correlation, and independent sample t-tests were used to examine the objectives. Result: Results of the study revealed that Nepali insurance companies have maintained human capital management causing employee satisfaction. Employees have reported that they have positive workplace behavior. Female employees have more positive workplace behavior of employees. Employee’s satisfaction from HCM is obtained having positive relationship with workplace behavior. Conclusion: Nepali insurance companies have satisfactory HCM effective to motivate their employees. Employee’s satisfaction leads for positive workplace behavior. There is no gender difference in satisfaction on HCM while female have more positive workplace behavior in comparison to their male counterparts. Implications: To cope with intense competition among the competitors in Nepali insurance industry, this study provides strong evidence to focus on HCM and positive workplace behavior.

scholarly journals Workplace Subjective Alienation and Individuals’ well-being

2020 ◽  
Vol 9 (3) ◽  
pp. 22
Author(s):  
Karam Adibifar ◽  
Melissa Monson
Keyword(s):  
Deviant Behavior ◽  
Secondary Analysis ◽  
Spillover Effect ◽  
Well Being ◽  
Maladaptive Behaviors ◽  
Human Relationship ◽  
Workplace Behavior ◽  
Physical Problems ◽  
Literature Reviews ◽  
Sociological Studies

There are many sociological studies that have consistently demonstrated the importance of workplace alienation and its association with human health. However, nearly all research has focused on the objective dimension of alienation, overlooking the significance and in-depth understanding of subjective or covert forms of alienation. The purpose of this study is to explore the role and impact of subjective alienation on the mental and physical well-being of individuals, utilizing secondary analysis of data. The spillover effect of this type of alienation in relation to workplace behavior can significantly impact many aspects of people’s lives. Generally, alienation is the feeling of being disconnected and often occurs in the presence of, or presumed differentiation in social status. It lies in discrepancy and contradiction between subjective emotion and objective sensation; it is an inauthentic human relationship. This study finds that as a subtle form of bullying, covert alienation can produce significant levels of stress, which has countless consequences including emotional, financial, and physical problems. The findings also suggest that a lack of support in helping an alienated individual results in further alienation, leading to deviant behavior. Overall, this study may be helpful to organizations in recognizing maladaptive behaviors that might cause workplace alienation. Moreover, this study can be additional avenue to literature reviews, specifically in the area of subjective alienation.

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