”Life of Pi” Story Essay Sample free essay sample

â€Å"Life of Pi† is about this male child called Pi. who is the boy of a zookeeper in India. He grew up in a menagerie and was highly happy at place larning all about the animate beings that lived around him. This male child. who is a Hindu. found himself attracted to Islam and Christianity every bit good. so he practiced 3 faiths at the same clip. When Pi’s father decided to go forth India. Pi’s household. along with some animate beings from the menagerie. boarded a lading ship edge for Canada. Unfortunately. the ship sank. Pi was the lone human subsister on a lifeboat. and his lone comrades were a zebra with a broken leg. a hyaena. an Pongo pygmaeus and a tiger called Richard Parker. The sixteen-year-old male child watched as the animate beings fought each other for survival and of class. merely he and the tiger were left. We will write a custom essay sample on †Life of Pi† Story Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The 227 yearss spent at sea entirely with the tiger tested Pi’s physical art. rational bravery and religious doggedness. Finally. both Pi and the tiger landed in Mexico and survived. At the beginning of the book. Pi claims that this narrative is one that will â€Å"make you believe in God† . Well. this book doesn’t precisely do me believe in God. but it’s the other subjects and the concluding stoping that makes this book so alone and spectacularly done. The stoping of the narrative reveals another narrative. and intimations to the audience that the full 250+ pages of escapade before that was merely a figment of Pi’s imaginativeness. and that the existent narrative was something even darker and more tragic. When Pi was interviewed for his amazing experience. the interviewers did non believe his narrative. Thus. Pi recounted another version. In this narrative. the four residents of the lifeboat are Pi. his female parent. a cook and a crewman. The crewman had broken his leg jumping into the lifeboat. and the cook cuts the leg off and attempts to utilize it as come-on for fish. The crewman dies and the cook eats him. Pi and his female parent. both horrified. seek to halt him. The cook kills Pi’s female parent and shortly after. Pi fights the cook and kills him. He eats the cook and survived. There were numerical analogues drawn between the narrative with the animate beings and the narrative without. The zebra represents the crewman and the hyaena embodies all the revolting qualities of the cook. The orang-utan represents Pi’s ain female parent. And the tiger is Pi himself. barbarous. inactive. alert. greedy. independent. and wild. Both versions of the story—with and without animals—are feasible. and Pi neer tells us which narrative is true. This unfastened stoping is what makes this narrative truly attractive – how it is possible that worlds alter and embroider the truth to do it more acceptable. Personally. I believe the version of the narrative without animate beings is really the truth because Pi seemed to suggest in the last few chapters that he made up the full narrative to get by with the shocking world. and merely storytelling has the power to draw him up from the deepnesss of desperation and deliverance him from the traumatizing experience. This book might look like an ordinary escapade narrative with juicy descriptions and really piquant inside informations but what makes this narrative is the concealed subject at the terminal of the narrative. about how the human capacity for imaginativeness and innovation is a mechanism for self-preservation. The narrative of the tiger is far-fetched. but prosecuting and even pleasant. The other version. on the other manus. is highly disconcerting and tragic. It reveals our innate carnal nature and our baser inherent aptitude to kill in order to last. something that we worlds do non like to acknowledge about ourselves. Life of Pi is decidedly an first-class read and I recommend all of you to pick this book up to happen out for yourself which is the â€Å"better story† .

Villanova Essay Samples

Villanova Essay SamplesVillanova University is known for its programs of study and the most renowned among them is its PhD program. This prestigious degree is often regarded as one of the best in the country because it offers a variety of options to those seeking to pursue academic excellence. The program has helped scores of people gain entrance into prestigious jobs such as those of judges, professors, attorneys, politicians, priests, etc.The common degree program at Villanova is the Masters of Science in Education. This degree prepares students for an entry-level position in education and teaching related to a specific subject. Students may take up advanced coursework such as teaching or adult education courses to master higher level subjects. They may also want to become an educator and help teach subjects like science and literature.Scholarship for women is available to graduate and undergraduate students. This program allows you to earn your degree while working on a scholarshi p. The program will also prepare you for a rewarding career in education.If you have interest in economics, you can also consider the job market for employment opportunities. There are several professions related to this field such as accounting, consulting, etc. In fact, employment in this field has been increasing recently. Villanova has several departments related to the field of economics.Pharmacy is also an important field of study at Villanova. The subject covers subjects such as chemical composition, pharmacology, clinical pharmacology, toxicology, microbiology, physiology, and biology. These will give you a good chance of finding a rewarding job in the future.The topics related to the humanities are also explored in Villanova essay samples. Some of the subjects covered by this department include, anthropology, biochemistry, Latin American studies, classics, communications, social studies, and speech and debate.After completing Villanova essay samples, you may feel motivated to embark on further studies. In fact, many PhD candidates enter jobs as teachers or in academic administration after their graduation. Whether you plan to pursue a career in education or in other careers, you should never stop learning. The more you learn, the better you will be prepared to tackle any situation.

Employee Training Programs

Success in any organisation depends on its ability to manage and utilise its workforce. To achieve this, organisations need to train their employees regularly. In this regard, this paper analyses several articles related to employee training programs.Advertising We will write a custom article sample on Employee Training Programs specifically for you for only $16.05 $11/page Learn More Through this article, the author analyses training and the development processes of various organisations (Peretz 2011, p. 2). The author argues that by investing in employee training programs, firms can gain competitive advantages. To affirm on the importance of employee training, the author states that many international companies spend a large amount of their resources on training their employees. By analysing several researches, the author reveals that culture does influence firm’s investment in training. The article confirms that the connection between higher un certainty avoidance and investment in employee training is stronger in large companies than in smaller companies. In addition, the author reveals that large and high-tech firms tend to invest more in training to increase on productivity and maximise on profits. The author notes that it is disappointing for most firms to train their executives using enormous resources and later lose them to competitor firms. To deal with the executive’s departure, firms should come up with appropriate agreements. Through these agreements, the law will mandate executives to work for their sponsor companies reducing cases of executive departure. This article majors on employee training as a career-building approach and a means of promoting effectiveness in Saudi Arabian SMEs (Shiryan 2012, p.1). The article outlines employees’ engagements with organisations in the country. Using a conceptual framework, the article investigates the proportions of management training and development in Saud i Arabia. In the article, the author employs hierarchical regression analysis to indicate the relationship among variables. Similarly, the nature of employees’ training is measured using Meyer’s method. On the other hand, the article measures the management motivation using the Tai’s methods. From the results collected in the research, the author notes that 38% percent of those interviewed were natives while 62% were foreigners. Similarly, the article indicates that many workers in Saudi Arabia have not had proper training for more than five years. Through this analysis, the author concludes that employee training in Saudi Arabia is a challenge to the growth of its SMEs. For instance, he asserts that many domestic firms in Saudi Arabia have managers with little management training background. To improve on the situation, managers in such firms need regular training.Advertising Looking for article on business economics? Let's see if we can help you! Get you r first paper with 15% OFF Learn More This article analyses a literature review article on the efficacy of employee training programs from varied perspective (Vijayabanus 2012, p.2). Through the article, the author suggests that employees are vital assets to any organisation. In this regard, the author argues that for organisations to increase on their ability to cope with the current challenges, the organisations have to concentrate on enhancing their workforce’s abilities, wisdoms, and skills. Through the article, the author suggests that the pre-training process is essential for every training program. According to the author, the process consists of training need identification, selection of appropriate applicants, and proper application of training techniques. For effective pre-training process, the author insists that trainees should be motivated through behavioural modifications. As such, during the training sessions, the trainers should identify the most suit able programs for their trainees. Lastly, the author illustrates how several organisations have sharpened their capabilities in various functions through organisational development programs. In general, the author’s push for the adoption of modern pre-training arrangement process is illustrated through the article. This article seeks to explain the transfer of trained knowledge, skills, and attitudes in relation to a particular environment (Grossman Salas 2011, p.2). The article reveals that the acts of training workforce are major concerns to most firms. Through the article, the author affirms that many organisations are increasingly investing in employee training programs to produce powerful and efficient workforce. In this aspect, the author affirms that training should focus on developing key competencies for job performance.Advertising We will write a custom article sample on Employee Training Programs specifically for you for only $16.05 $11/page Learn More Despite heavy investment in training, the article reveals that some organisations have failed to utilize their acquired skills and knowledge. The author attributes these limitations to failures to maintain the trained knowledge and skills. Through research, the article illustrates how training outputs and conditions of transfer hinder the transfer of training. In general, the article suggests that individuals with high cognitive ability are better equipped to process and retain competencies provided during training. This article focuses on the job training for low-paid workers in Canada (Zeytinoglu 2008, p.1). Through this analysis, the author analyses workplace conditions and individual factors with respect to job training. For comprehensive evaluation, the author uses data from Statistics Canada’s Workplace and Employee Survey in his analysis. Through the article, it is depicted that low paid workers are employees working under regular contracts, or full- time workers working for less than $10 per hour. The article suggests that wage disparities among the Canadian workforce has widened despite a 22% increase in GDP per employee in the 1989 and 2004. Using the human capital theories, the author details the situation of employee training and labour economics in Canada. In accordance with the theories, the author argues that investments in human capital occur via training environment. Through this, the author suggests that paying the trainees during the training period motivates them to acquire more skills needed in the workforce. In the article, the author affirms that 14% of regular full- time Canadian workers are underpaid while 86% are overpaid. Similarly, the article verifies that most of the underpaid workers in Canada have little or no training background. Reference List Grossman, R., Salas, E. 2011. ‘The transfer of training: what really matters’, International Journal of Training and Development, vol. 2 no. 15, pp .1-19.Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Peretz, H. 2011. ‘The role of societal cultural practices in organizational investment in training: A comparative study in 21 countries’, Journal of Cross-Cultural Psychology, vol. 5 no. 52, pp. 817–831. Shiryan, S. 2012. ‘Employee Training Effectiveness in Saudi Arabian SME Performance’, International Journal of Business and Social Science, vol.3 no.14, pp.1-8. Vijayabanus, C. 2012. ‘A Study on Efficacy of Employee Training: Review Of Literature’, Journal of Business Theory and Practice, vol.3 no.13, pp. 275-282. Zeytinoglu, I. 2008. ‘Low-Paid Workers and On-the-Job Training in Canada’, Journal of Economic Studies, vol.1 no 63, pp.1-26. This article on Employee Training Programs was written and submitted by user Zeke Beasley to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Financial Liberalization

Financial Liberalization Chapter 1Introduction1.1 Statement of the ProblemsThe topic of the project paper or report is to find out the impact of interest rate reforms or liberalization on financial development and thereby economic growth. The statement of the problems is to whether interest rate liberalization as originally prescribed by the McKinnon and Shaw hypotheses or can unambiguously lead to economic growth.1.2 Title of the ReportIt is necessary to select a topic in writing a report. A well-defined topic reflects what is going on to be discussed throughout the report. The topic "Impact of Interest Rate Reforms or Liberalization on Financial Development Economic Growth" selected by me is duly approved by the respective supervisor. The report has discussed how the interest rate liberalization enhances financial development and thereby causes economic growth.The Title of the report "Impact of Interest Rate Reforms or Liberalization on Financial Development Economic Growth" especially focuses on SAARC.E conomic Growth1.3 Origin of the StudyAs a partial requirement of B.B.A. program we are required to prepare internship report. This report has been prepared during the three month's Internship Program in Bank Asia Limited, Dhanmondi Branch. In the classroom we get the opportunity to know the theoretical part of the subject. But without practical orientation it is somewhat difficult to grasp the core concept. In the project paper I have collected data from World Bank (Data). Beside this I have also collected data from published literature, Central Bank of selected countries. The main variables are deposit interest rate, lending interest rate, inflation rate, gross national income, M2 over GDP and GDP growth rate. In this report, I have tried to find out the relationship between interest rate liberalization and financial development and thereby economic growth.1.4 Rationale of the StudyThis report is a...

Grounded theory approach Research Paper Example | Topics and Well Written Essays - 250 words

Grounded theory approach - Research Paper Example Lost potential to manage muscles in the hand is an example and has many effects on the individuals. A person with Fine Motor Skill Disability may for example not be able to hold a pen firmly and write with it or even function effectively in physical activities that engage the affected muscles (Nicholls and Jones, 2012). Emerging trends in technology can however empower this population and this paper explores the population’s experience with technology to develop a theory on empowerment effect of technology on the population’s ability to participate in graphic design. In order to explore the research questions, the study will use a list of students with Fine Motor Skill Disability, from an academic institution, to generate a corresponding list of the students’ parents and teachers. Stratified random sampling will then generate a sample of 25 participants from the three groups with 11 participants being students with the disability. Interviews and observations will be used in data collection. The students will be interviewed on their experiences and opinion over derived benefits of technology in graphic design and their successful implementation of technology in design observed. Interviews will however be used in collecting data from the parents and teachers regarding effects of technology on the disabled students’ attitude and success in graphic design (Johnson and Chrisensen,

Path to Spitual Development Essay Example | Topics and Well Written Essays - 500 words

Path to Spitual Development - Essay Example poet William Wordsworth, whose love of nature knew no bounds, Emerson too, not only appreciated the beauty of nature but also calls upon his audience to experience the impact it has in our lives. According to him, the true lover of nature is one whose inward and outward senses are in harmony with each other and has retained his infancy while traveling through to manhood. He feels that if a person is one with nature, all egotism vanishes and he feels a part of God experiencing sanctity and perpetual youth. But the power to indulge or take delight in it does not rest with nature but within man or the harmony of both. Henry David Thoreau (1817 – 1862) was the protà ©gà © of Ralph Waldo Emerson, under whose tutelage began his writing career. His works on what constitutes true human and natural value has greatly influenced the later generations of writers and thinkers. Thoreau took a sabbatical from civilization to spend quality time in isolation so that he could think, read and write at his own pace. This particular aspect of Thoreau’s fundamental ideal of living his life â€Å"deliberately† savoring every aspect slowly, had a great impact on American’s in the 21st century, who try to rush through things and achieve much more within the shortest span of time. Thoreau makes an eye – opening statement when he tells us that our lives are frittered away by detail and he calls upon us to lead a life of simplicity and not complication. He compares our life to a â€Å"German Confederacy† and the nation with its so called improvements which are superficial and reduced to an overgrown establishment. He says that man craves for reality whether in life or death, so it is better to lead simple lives, closer to nature so that we would be more close to reality. So both writers, Emerson as well as Thoreau through their writings have given us a beacon of light to lead us through the maze around us giving us forethought and insight into what is good for us and what would

Impact of Organizational Culture on Strategic Advantage

Impact of Organizational Culture on Strategic Advantage Impact of Organizational Culture on the achievement of Strategic Advantages of ERP in Pakistan ABSTRACT This study looks at the relationship that organizational culture has with the achievement of Strategic advantages from implementing Enterprise Resource Planning (ERP) software. A sample of 30 organizations that implemented ERP was used to test the hypotheses. A competing values approach to measuring organizational culture was used to quantitatively measure an organizations culture profile. The results show that the organizations culture is significantly related to the achievement of strategic advantages from implementing ERP 1. Introduction This paper studies the relationship between Enterprise Resource Planning (ERP) and organizational Culture. ERP is buzz word now days with every company implementing from different models coined by different vendors in order to stay in the competition and to ensure that its operations are efficient and effective. Through ERP the organizations are able to achieve low costs of procurement, production, inventory distribution etc hence streamlines whole value chain that includes various primary secondary activities. These are pivotal in making any organization successful and taking it ahead of competition. Furthermore higher turnovers, reduced cycle times, inventory levels and financial operations can be given a face-lift to meet the challenges of the modern global recession the world is observing. ERP refer to the integrated way of carrying out all or major / core operations of the company. Organizations now regard ERP as a vital tool for the enhancement of their business operations by implementing most of its functions if not all of their processes under a single information system in an endeavor to benefit from the strategic advantages that ERP offers. Organizational culture is a vital notion in organizational analysis. In past few years, there has been a lot of focus on the development of organizational cultures that are conducive of achieving better results and higher performance motivational levels of the employees. Organizational culture can be described as an abstract composite of assumptions, values, and artifacts shared by its members [that] can be reliably represented by the valueswhich drive its members attitudes and activities (Howard, 1998, p. 234). The model proposed in this study advocates that there is an essential connection between an organizations culture and the achievement of strategic advantages from ERP. A Competing Values approach to measuring organizational culture is used to provide an empirical measure for an organizations culture (Quin and Spreitzer, 1991). The competing values approach provides a profile of four cultural archetypes occupied by a particular organization. These archetypes are group, hierar chical, developmental and rational cultures. The combination of the archetypes describes the organizations culture profile. The primary question this study attempts to answer is how does Organizational cultural profiles affects the achievement of strategic advantages of ERP. 2. Literature review: This segment will appraise the pertinent Literature touching ERP and Organizational Culture. 2.1 Enterprise Resource Planning (ERP) Enterprise Resource Planning (ERP) is relatively a new concept however now a days almost every organization ranging from small to large enterprise, devotes a major portion of its developmental budgets on the implementation of ERP software. ERP is not merely software but an approach of carrying out business operations in the modern times where technology plays a decisive role in making an organization a success story or failure. However An ERP software system can be described as a set of integrated business applications, or modules, to carry out most business functions, including inventory control, general ledger accounting, accounts payable, accounts receivable, material requirements planning, order management and human resources, among others. (Martin et al., 1999). ERP is a technique to bring all of an organizations data and IS /IT resources under a single Information system (Oliver, 1999). The author affirms that ERP systems evolved to help organizations manage their information t hrough-out the Company, from the plant to the back office, and or the front office. (Oliver, 1999, pg. 12). ERP intends to integrate its core if not all of an organizations processes under a single ERP system. The processes can be seen in terms of a value chain (Porter, 1985), which connects the suppliers to the organization to the customers. For example, imagine a system where the customer orders a product over the Internet (ecommerce). As soon as the customer places the order, it is automatically sent to the manufacturing department, while at the same time sent to the accounting department for billing- The use of materials by the manufacturing department depletes the stock, therefore a parts order is sent automatically to the supplier when reorder points are reached for replenishment of the stock. In traditional systems, time would be required for the sending of the messages between departments, for the reordering of the parts, and the billing of the customer. ERP intends to automate these systems to achieve a number of strategic advantages- Implementation of ERP software can allow an organization certain strategic advantages (Radding, 1999, Stein 1998). The literature tells us that organizations can benefit from greater flexibility, increased efficiency (Radding, 1999), improved communication, Lower operating costs, increased revenue (Oliver, 1999). Reduced cycle times, better collaboration and higher profit margins (Stein, 1998). These strategic advantages affect not only the organization, but can affect all members of an organizations value chain. ERP is a system that seeks to unite all of a value chains disparate processes. An organizations value chain represents all of the different processes that involve organizational resources and that are needed to support the organizations operations. Porter(1985) developed a model of an organizations value chain. This model of the value chain contains 9 processes; 5 primary processes, and 4 support processes. The organizations primary processes involve the production and delivery of the organizations products to the consumer (Bergeron, 1991). The processes involved in the primary activity are inbound logistics, operations, outbound logistics, marketing and sales, and customer service. The organizations secondary business processes represent the support processes for the primary activities and are, administrative coordination and support, human resource management, technology development, and procurement of resources. Implementation of ERP systems where carried a number of strategic nature of benefits, on the other hand it bears extreme risks. The growing numbers of Unsuccessful stories have compelled managers to take a deep look into the causes of it. ERP tries to push the logic that the system has which is conflicting with the Business. It may sometimes also lead to integration where decentralization fragmentation may best suite the organization. Furthermore, ERP may force the organization to go for generic processes than customization. Therefore ERP has to go along with technology and culture (Davenport, 1998). In contemporary organizations the data generation takes place at scattered places and the magnitude of the data is huge. Therefore a real time access to the data becomes imperative for the data in deal with such complex nature of information. ERP aligns all the information into various functions like finance, operations, sales, Customer relation etc subject to the nature of business an organization is into. Enterprise resource planning system (ERP), as a type III IS innovation, has strategic Significance for the organization due to their integration into the core business processes or strategies can directly impact the firms performance (Swanson 1994; Sambamurthy et al. 2003; Sample 1998). Consequently, many companies have started to develop strategy focusing on information technologies, with ERP adoption being a critical thrust (Bharadwaj 2000; Powell and Dent-Micallef 1997; Robey et al. 2002). on the other hand, whereas the firm is on the lookout for competitive advantages by adopting this sophisticated information system, the tangible experiences have reveal ambiguity – some organization are able to reap the true benefits of ERP whereas on the other hand majority of the firms face losses and failed to achieve the desired level of strategic and tactical benefits. (Scott and Vessey 2002). According to the survey conducted by Deloitte, the success rate of ERP implementation is le ss than 20%. Hence it is important for researcher to unlock the mystery of benefit realization in ERP adoption and theorize the important predictors effect on ERP implementation practice (Brown and Vessey 2003). Other than strategic benefit, ERP also contributes toward making an organizational structure more flatter flexible, enabling organization to streamline their management structures and more democratic organization. On the other hand it also involve the centralization of control over information and the standardization of processes, which are attributes more consistent with hierarchical command and control organization with uniform cultures (Davenport, 1998). 2.2 Organizational culture: Culture can be seen from a number of different levels. Of interest to business are the concepts of national culture and organizational culture. National culture is important due to a more global economy where communication technicalities have begun to evolve. It is also important to the study of information systems technology and management. For example, Watson et al. (1994) looked at national culture as king a dimension, in a study looking at Group Support Systems success. This experimental study involved looking at the differences between groups from the U.S. and Singapore. For the majority of the business Literature on culture the level of analysis has dropped to the organization. The importance of studying an organizations culture is, like ERP and BPR, a fairly new concept- An organizations culture can be defined by a number of constructs, such as the symbols, language, ideology, beliefs, rituals, and myths that affect an individuals behavior (Pettigrew, 1979). According to Pettigrew (1979), the culture constructs exist to provide some form of commitment to the established order. Hofstede et al. (1990) proposes a model of culture that is made up of values and practices. The practices reflect member beliefs about symbols, heroes and myths. In an exploratory analysis, Hofstede et aI. (1990) found three factors affecting the values, yet, the core of organizational culture was represented by six dimensions of organizational practices. The dimensions represent opposing ideologies as to what constitutes proper practices. Using the dimensions of organizational practices, Hofstede (1998) identified 3 distinct subcultures within 131 different work groups. The three subcultures represented include a professional subculture, an administrative subculture, and a cus tomer interface subculture. Quinn and Rohrbaugh (1983) developed a quantitative measure of organizational effectiveness, which was later successfully used to study organization culture (see Kalliath et al., 1999, Howard, 1998, Quinn and Spreitzer, 199 1, Zammuto and Krakower, 199 1, Yeung et al., 1991). Quinn and Rohrbaugh (1983) exploratory study revealed that organizational effectiveness cm be represented by three distinct dimensions, a focus dimension (internal vs. external point of view), a structure dimension (flexibility vs. control orientation) and a means vs. ends dimensions. The authors call the resulting approach the Competing Values Approach to measuring organizational culture. The model in figure 2 represents the competing values approach. In figure one, each quadrant represents an ideal type of culture. A particular organization need not be classified exclusively as having one type of culture, but can be considered as containing elements from the four culture types, yet one type may be dominant (Quinn and Spreitzer,1991, Cameron and Freeman, 1991, Yeung et al., 1991). Each culture type is measured using four items, which are aggregated to achieve a culture profile- The core values of the Group culture are belonging, trust and participation, which are motivated by factors of attachment, cohesiveness and membership (Denison and Spreitzer, 1991). Like the group culture, the developmental culture also emphasis flexibility but focuses its attention on the external environment. Productivity, performance, goal fulfillment and achievement are the important f actors for the rational culture. These cultures emphasize the pursuit and attainment of well-defined objectives. Finally, for the hierarchical culture, the focus is on the logic of the internal Organization and the emphasis is on stability- (Denison and Spreitzer, 1991, pg. 6) As the authors state, the motivating factors for this quadrant include security, order, rules, and regulations. A number of studies have been done, looking at and validating this framework. Quinn and Spreitzer (1991) performed a multitrait-multi-method analysis as well as multidimensional scaling on two competing values instruments (one using an ipsative scale measure, the other using a likert type scale measure), The authors found evidence for both convergent and discriminant validity. Zammuto and Krakower (1991) looked for relationships between culture and other organizational variables including, centralization, moral, administrator credibility, conflict, strategic orientation and culture strength- Authors state that evidence for construct validity exists due to the correlation of the competing values measure of cultur e and the other variables stated. Yeung et al. (1991) studied the competing values measure of culture in relation to organizational performance, culture strength and human resource practices- In a cluster analysis, the authors found that organizations from their study could be classified into 5 distinct culture types (or profiles). More recently, the competing values framework was again validated in two more studies (see Howard, 1998, Kalliath, 1999). The next section will look at some of the literature on assimilation and organizational culture change. Denison (1996) gave another perspective of culture by trying to research whether organizational culture and organizational climate were two different points of views or just a matter of perception. He further said that there are similarities differences at the time same time. Measurement of organizational culture is usually carried through qualitative analysis and deals with individuals set of beliefs, shared norms perception. Organizational climate on the other hand is measured through quantitative methods like questionnaire and print outs etc. Other factors also helped to differentiate these two topics in the literature. Culture researchers were more anxious with the progress of social systems over time (Mirvis Sales, 1990; Mohr, 1982; Pettigrew, 1979; Rohlen, 1974; Schein, 1985, 1990; Van Maanen, 1979), whereas climate researchers were generally less concerned with evolution but more concerned with the impact that organizational systems have on groups and individuals (Ekvall, 1987; Joyce Slocum, 1984; Koyes DeCotiis, 1991). The research also addressed to where does this organizational culture climate originates. Chatman (1989) says â€Å"In order for researchers to understand and predict behavior, they must consider both person and situation factors and how these factors interact. Even though organization researchers have developed interactional models, many have overemphasized either person or situation components and most have failed to consider the effects that persons have on situations. Using a Q-sort methodology, individual value profiles are compared to organizational value profiles to determine fit and to predict changes in values, norms, and behaviors†. By this we understand that both the organization individuals beliefs norms compliments each other and have an impact on over organizational environment which people and policies constitutes. Therefore the significance of any single factor can never be underestimated while evaluating the type of profile organization maintains in terms of its culture. Organizational effectiveness have long been a very vital area for the researchers to determine the causal relationship of organizational effectiveness higher level productivity with several variables. Among them organizational culture have well been under the consideration by the researchers. The increase in the research The intensification of research on organizational effectiveness has led to the formulation of theories about factors within an organization that can make a difference in performance. Organizational culture is one such variable that has received much attention in organizational behavior literature (Amsa 1986; Hofstede 1986; Hofstede, Neuijen, Ohayv and Sanders 1990; Jelinek, Smircich and Hirsch 1983; Kilman, Saxton and Serpa 1985; Ouchi 1981; Owens 1987; Schein 1990; Trice and Beyer 1984). This attention is mainly because researchers has postulated that cultural factors play a key role in determining levels of organizational outcomes. A common hypothesis about this r ole suggests that if an organization possesses strong culture by exhibiting a well-integrated and effective set of specific values, beliefs, and behavior patterns, then it will perform at a higher level of productivity (Dennison 1984). The development of theory to guide the definition of organizational culture, therefore, is of primary importance to improving organizational performance, espe- cially because the variables which comprise culture have been postulated to be under the control of organizational leaders (Deal and Kennedy 1982, Ouchi 1981, Owens 1987, Siepert and Likert 1973). Despite concern with achieving improved organizational productivity through fo- cusing on the development of cohesive organizational culture, determining the parameters of this construct has been problematic. The literature on organizational culture taps essential ideas, but the theory and technology to utilize the theory in improving organizations have remained fuzzy (Mackenzie 1986). As Trice and Be yer (1984) have argued, previous research on organizational culture has tended to focus on single, discrete elements of culture, while ignoring the multidimensional nature of culture, that is, a construct composed of several intimately interrelated variables (Schein 1990). Another problem has been that researchers are still not sure whether the association between culture and organizational performance reflects a cause-effect type of relationship (Saffold 1988). In fact, researchers have not really identified what specific variables comprise an effective organizational culture, nor have they provided convincing empirical evidence to suggest that if leaders in organizations increased the amount of time and quality of energy devoted to developing a particular type of organizational culture, then an organization would perform at a higher level of productivity (Barney 1986). There is presently little agreement, therefore, about what the concept of organizational culture means or how it should be observed and measured (Schein 1990). Because of the lack of agreement concerning theoretical formulations about organizational culture, its delineation, and its possible relationship to performance outcomes, no significant body of empirical research exists. Instead, researchers have primarily focused on defining and describing the variables of organizational culture and cautiously suggested a possible relationship between organizational culture and outcomes (Owens 1987). As Mackenzie (1986) argues, organizational culture as a concept may be a useful means of assessing the congruency of the organizations goals, strategies and task organization, and resulting outcomes. Without valid and reliable measures of the critical aspects of organizational culture, however, state- ments about its importance and effect on performance will continue to be based on speculation, personal observations, and case studies (Uttal 1983). As a consequence, management strategies and programs to cre ate organizational change through under- standing the organizations environment and strategically manipulating aspects of its culture will continue to be poorly focused and difficult to implement and evaluate.