English Essay Topics - Use Your Childs Perspective

<h1>English Essay Topics - Use Your Child's Perspective</h1><p>Knowing the suitable points for your English paper themes can be a major assistance to abstain from composing an article that you are unreasonably old for. It is prudent to compose from a youngster's point of view rather than the grown-up's viewpoint since this makes your paper all the more engaging. Your paper will likewise bode well in the event that you start it from a youngster's place of view.</p><p></p><p>Many times, kids feel that their educators are not their companions. Once in a while, they feel that their educators treat them like youngsters, which might be genuine some of the time. This means you can show your imagination recorded as a hard copy by utilizing certain words that a kid will like.</p><p></p><p>One case of how you can utilize your kid's viewpoint is use descriptors, for example, 'great', 'excellent', and 'extraordinary'. Your theme m ust bode well when you utilize these words in your paper. For instance, 'The mother winged animal that lives in my homeroom gave me numerous gifts.'</p><p></p><p>After you have utilized some proper words in your exposition, ensure that your theme is sufficiently fascinating to make you need to peruse on and discover what occurs straightaway. Along these lines, you should design your paper and you should ensure that you will have all the data that you need in the privilege order.</p><p></p><p>You likewise need to ensure that you will have the option to peruse your exposition before you begin composing it and that the request in which you have to utilize your subjects in your article will be in the correct request. On the off chance that you are composing a book survey, you have to initially experience the book and look at the parts so as to realize how to start your essay.</p><p></p><p>Because there are a great d eal of subjects for English exposition points that you can utilize, it is suggested that you don't place every one of them in your paper. For instance, you should just incorporate one subject each time you compose an article. Along these lines, you can have an expansive diagram of what you gained from the book.</p><p></p><p>Remember that you should utilize your kid's point of view so as to get your paper to bode well. This will allow you to communicate and to show your innovative side.</p>

Argumentative Essay Topics - How to Choose a Topic For Your Argument

Argumentative Essay Topics - How to Choose a Topic For Your ArgumentIf you want to be a student of argumentative essay writing, the first thing you should do is to decide on the topic for your paper. This topic should be something that you are passionate about. You will need to read and analyze arguments to learn how to refute them.The most important thing to do when you are choosing the topic for your essay is to choose something that is interesting to you. It would be impossible to write about the same subject matter again if you have not learned anything new and updated yourself. It would be like rehashing the same topics over again.Your thesis statement should not be very long but rather short. That way, your body of work would be shorter, too. You should also write your introduction and conclusion at the beginning of your paper. You should read your body of work and see what it has to say before you start writing your argumentative essay.After you have chosen the topic for your paper, you should read and analyze some books and articles that will help you in determining the type of argument that you should use. You should then start reading to see if your research is conclusive and if it proves that the topic is true or false.Once you are convinced that the topic is valid, you should now begin writing your argument. There are several things that you can use as evidence for your arguments. You can use examples, statistics, or other forms of textual support for your statements.When you have proven that your arguments are correct, you should then summarize your main points. This will enable you to present your entire thesis statement to your readers. Just make sure that your summary has something to offer to your readers.Finally, you should review your essay once you have written it. You should not just copy and paste your arguments into the paper. You should edit it first.Using argumentative essay topics is a great way to express your thoughts and make your p oints. However, if you want to be a great essay writer, you should know the different essay topics that are available so that you can choose one that is best suited for your writing style.

A Good Man Is Hard For Find And Revelation, By Flannery O...

Some people go through life with the preconceived notion that they are better than everyone else. They base their opinions on the way people look and how they act. Some people believe that if they have more material things than another person, that makes them superior. These narcissistic individuals are only concerned with the popularity and superiority that they have on this Earth, but they fail to realize eventually we will all be the same: a pile of skull and bones six feet under. No matter a person s race, attractiveness, social or financial class, every single human being will be the same in the end. God is the number one ruler and only He can judge us. American writer, Flannery O’Connor, makes known in her short stories, â€Å"A Good Man Is Hard To Find† and â€Å"Revelation,† â€Å"that the meaning of life is centered in people s Redemption by Christ† (Shinn 59). In both stories, the main characters believe that they are superior to everyone else. T he main characters face violent or traumatizing situations or events that push them into a moment of crisis that awakens or changes their faith and in the end God grants them grace. In O’Connor’s short story â€Å"A Good Man is Hard to Find,† the idea that the meaning of life is centered in people s redemption by Christ is the most important message to me. The two main characters, the grandmother and the Misfit, both hoard many flaws and sins. However, they both receive grace in this story despite their wrong doings. The grandmother is anShow MoreRelatedFlannery O Connor s `` A Good Man Is Hard And Find `` And `` Revelation ``1276 Words   |  6 Pageswriter, Flannery O’Connor, makes known in her short stories â€Å"A Good Man Is Hard To Find† and â€Å"Revelation†, that the meaning of life is centered in people s Redemption by Christ. In both stories, the main characters believe that they are superior to everyone else. The main characters face violent or traumatizing situations or events that pushes them into a moment of crisis that awakens or changes their faith and in the end God grants them grace. In O’Connor’s short story A Good Man is Hard to Find, theRead MoreFlannery OConner and the use of grotesque character in Good country people and a good man is hard to find1226 Words   |  5 Pagescentury writing (Holman 61). Almost all of O Connor s short stories usually end in horrendous, freak fatalities or, at the very least, a character s emotional devastation. People have categorized O Connor s work as Southern Gothic (Walters 30). In Many of her short stories, A Good Man Is Hard To Find for example, Flannery O Connor creates grotesque characters to illustrate the evil in people. Written in 1953, A Good Man Is Hard To Find is one of O Connor s most known pieces of work and hasRead MoreSummary Of A Good Man Is Hard And Find By Flannery O Connor1114 Words   |  5 Pages Man is Hard to Find Theme Essay: Religion ENG1300/ Literature Anthony Copeland December 16, 2014 In the short story, â€Å"A Good Man is Hard to Find† by Flannery O’ Connor, the major theme in this story to me is how religion plays such a larger role in some lives more than others. The grandmother, a prime example for this, shows throughout the story that having â€Å"faith† isn’t a saving grace and misplaced faith could possibly get you killed. The major confrontationRead MoreIn class, we have read a couple of Flannery O’ Connor’s short stories which include A Good Man is900 Words   |  4 Pagescouple of Flannery O’ Connor’s short stories which include A Good Man is Hard to Find, Good Country People, and Revelations. After reading these stories, I noticed that Flannery O’ Connor changes the story but in a sense keeps the same main characters in every story. The main things that change between these characters are how they decide to handle a situation and their names; the things that do not change are often the out look that they have on the world. I noticed the grandma from A Good Man is HardRead MoreEffectiveness of Juvenile Incarceration1357 Words   |  6 Pages11/18/10 Research Paper â€Å"A Good Man Is Hard To Find† by Flannery O’Connor who is a Southern American novelist and short story writer, O’ Connor’s career expanded in the 1950sand early 60s, a time when the South was dominated by Protestant Christians.O’Connor was born and raised a Catholic. She was a fundamentalist and aChristian moralist whose powerful apocalyptic fiction is focused in the South.Flannery O’Connor was born March 25, 1925 in Savannah, Georgia. O’ Connorgrew up on a farm with herRead More Symbolism in A Good Man Is Hard to Find by Flannery OConnor1967 Words   |  8 Pages in A Good Man Is Hard to Find Flannery O Connor uses symbolism to give more meaning to her short story. OConnor writes a story of a Grandmother versus a Misfit, or good versus evil. This short story is about a family going to Florida, who takes a turn down a dirt road, which only causes them to get in an accident, and be found by the Misfit. This encounter prevented the m from ever arriving Florida, because the Misfit ends their lives. Using symbolism, OConnor creates a story with much meaningRead More Comparing Characters in OConnors A Good Man is Hard to Find and Revelation841 Words   |  4 PagesComparing Characters in OConnors A Good Man is Hard to Find and Revelation The grandmother and The Misfit of Flannery OConnors A Good Man is Hard to Find are backward, opposite images of each other. However, the grandmother does have similarities with the character, Ruby Turpin in OConnors short story, Revelation. The grandmother is portrayed as being a selfish self-involved woman who wants her way, a person with little memory, just a basic old woman living with her only son. TheRead MoreA Good Man By Flannery O Connor1795 Words   |  8 PagesJada Brandon 11-26-2015 English 261 Final exam A Good Man is Hard to find in this Story Considered as one of the best short story authors in her era, Flannery O Connor wrote many short stories before her death in 1964. A faithful Catholic, religion was a primary theme in her works; she wrote mostly about southern life with religious themes recurring in her work. One of her most famous stories was the 1955 short story A Good Man Is Hard to Find. The story depicts the heartless execution of aRead MoreRhetorical Analysis Of O Connor s A Good Man Is Hard And Find 1245 Words   |  5 PagesAdria Corral English 1302 MWF 8:00 A.M. Religion and Morality In â€Å"A Good Man is Hard to Find†, Flannery O’Connor uses grotesque and flawed characters to reflect her own faith on the Roman Catholic Church. Set in the rural South during the 1950s, O’Connor takes readers on a journey from a satiric family comedy to a brutal cold blooded murder. An analysis of O’Connor’s use of religious symbolism and foreshadowing through characters and setting will be conducted in order to better understand her viewsRead MoreThe Grotesque Pursue Of Goodness2189 Words   |  9 PagesMarcos Norris ENGL 290 5 May 2016 The Grotesque Pursue of Goodness in A Good Man is Hard to Find by Flannery O’Connor â€Å"The great advantage of being a Southern writer is that we don’t have to go anywhere to look for manners; bad or good, we’ve got them in abundance. We in the South live in a society that is rich in contradiction, rich in irony, rich in contrast, and particularly rich in its speech† (Flannery O’Connor). Mary Flannery O’Connor was born in 1925 in a Catholic family in the south of the United

Analysis of the Culture of OrganizationSustainable and Safe Business

Question: Discuss about Analysis of the Culture of Organization for Sustainable and Safe Business. Answer: Introduction The aim of this organization is to operate a sustainable and safe business. The annual productivity of the company is 114 million tonnes of crude steel (Corporate.arcelormittal.com. 2016). The business of the company is expanded over 60 countries and currently, the company is having total 210000 employees (Corporate.arcelormittal.com. 2016). The company has conducted several mergers and acquisitions in its long business life and it is fond to produce high quality steel. The company invests huge amount of money for the purpose of research and development. As per the last years data, it has invested total $227 million in the research and development. As the financial data available in 2015s annual report, total equity of the company was US$25.27 billion and total revenue was US$63.57 billion (Corporate.arcelormittal.com. 2016). However, organizational culture is the most important factor behind the success of a company. The term organizational culture refers to the values, beliefs and assumptions that are shared by the organization while operating its business. Therefore, analyzing the culture of a company is very important in todays context. The report starts with the discussion on the theoretical frameworks regarding the organizational culture. In the discussion, the Hofstedes model is described and compared with another model related to the organizational culture and that is Scheins model. The conclusion of the report is derived by considering the overall findings of the analysis and at the same time, the report has also provided some possible suggestions for the future betterment of organizational culture at ArcelorMittal. Theoretical Framework Organizational culture is the main factor that originates the sense of unity, loyalty indentify and competition among the employees of a company. At the same time, organizational culture determines efficiency level of the employees (Wiedenhft, Luciano Testa, 2015). However, among all of the theoretical frameworks of organizational culture, the most popular is the Six Dimensional Model suggested by Professor Geert Hofstede. According to the Hofstedes model, six different dimensions influence the culture of an organization. These six dimensions are Power Distance Index, Individualism versus Collectivism, Masculinity versus Femininity, Uncertainty avoidance index, Pragmatic versus Normative and Indulgence versus Restraint (Alvesson Sveningsson, 2015). Figure 1: Hofstedes Cultural Dimensional Model (Source: Geerthofstede.nl. 2016) According to Jippes et al. (2015), the power distance index indicates the distribution of power within the organization. If in a business organization, the power distance index is high, then that organization can be considered as centralized organization with complex hierarchies. On the other side, Sukma, Haryono Wulan, (2016) stated that if the organization is having low power distance index, then the organization can be considered as a flatter, where the employees and the supervisors are having equal power. The individualism versus collectivism dimension indicates the interpersonal relationship among the people in the organization. If in an organization, the IDV score is high, then it can be said that the interpersonal relationship among the employees is not much strong and they do not act like a family (Glisson, 2015). The competition within the organization is high if the IDV score is high. However, if the IDV score is low, then the connection among the people in the organization is strong. The masculinity versus femininity dimension indicates the divisions of roles between the men and women in the organization. If the MAS score in an organization is high, it is considered that the employees have strong egos and the feeling of pride (Wiedenhft, Luciano Testa, 2015). At the same time, in this type of organization, the employees focus more on achievement and earning money. On the other side, the low score of MAS indicates the organization focuses more on building good relationship and quality of work (Jippes et al. 2015). The uncertainty avoidance index indicates the extent to which the employees in the organization can cope up with the uncertain situation. The high score in UAI denotes the people in the organization are rigid and cannot accept the change easily (Naranjo-Valencia, Jimnez-Jimnez Sanz-Valle, 2016). The pragmatic versus normative dimension indicates the extent to which employees are related with the nationalism and religiosity. If an organization score high PRA, then it is called pragmatic, which denotes that the employees believe in modesty and they want to know the truth (Tong, Tak Wong, 2015). On the other side, if the PRA score is less, then the organizations culture is known as normative, in which the people have strong convictions and they try to talk more about themselves. The last dimension is indulgence versus restraint. If the organization has high score in this particular dimension, then it can be considered that the employees have free gratification and it the score is low, then it is considered that the employees want to suppress the gratification (Deephouse, Newburry Soleimani, 2016). Therefore, in the above discussion, it can be clearly understood that the culture of an organization can be defined from various dimensions. In this study, the culture at ArcelorMittal is analyzed with the help of the Hofstedes model of organizational culture. This particular model is chosen for the analysis because it allows to identify the scores of the six dimensions that helps to understand the cultural tendencies in an organization. At the same time, this particular model also mentions about the aspects of the culture in an organization. On the other hand, other theoretical framework of organizational culture like, Edgar Scheins organizational culture model is difficult to understand. Scheins organizational culture model states about three different levels of organizational culture and these levels are Assumptions, Espoused values and Artifacts and symbols. This model of organizational culture is critical because identifying the three levels of organizational culture is difficu lt and it requires in-depth knowledge. Identifying the difference between the assumptions and professed culture is tough (Arnold et al. 2016). However, with the help of the Six Dimensions Model helps to compare as well as contrast the different cultures in an organization, which is not available in the Scheins model. Discussion on central topic Culture is referred as the values and belief, shared by a group of people. Organizational culture can be defined as a particular mechanism that influences the employees to share some common assumptions, beliefs and values while working within the organization. According to Wood and Wilberger (2015), the behavior of the employees is determined by the culture of the organization. At the same time, Ferraro and Brody (2015) mentioned that organizational culture also includes the expectations, philosophies, values and experiences of the organization. In this context, Mazanec et al. (2015) noted that organizational culture displays the collective values and beliefs. If the culture of ArcelorMittal is analyzed, then it can be said that the company is having cross-culture. The employees at ArcelorMittal are from different countries and they have different religious beliefs and cultures. The employees at ArcelorMittal communicate with each other by using a common language though their native languages are different. As there is cross-culture at ArcelorMittal, several times the company faces problems. The primary issue that the management of ArcelorMittal faces is false communication between the high-level employees and the lower-level employees (Corporate.arcelormittal.com. 2016). If the culture at ArcelorMittal is analyzed by Hofstedes six dimensional model of organizational culture, then it can be said that the IDV score is high. High IDV score indicates that individualism is at high level in ArcelorMittal. Due to this, the internal competition is also high, which many times create conflicts between the employees. However, in the words of Alvesson and Sveningsson (2015), competition between the employees is good for improving the performance level of the employees. Therefore, it can be said that high internal competition is another major cultural issue at ArcelorMittal. On the other hand, Koch et al. (2016) argued that high level of internal competition originates the politics at workplace and the workplace politics is one of the main source of false communication. Due to this, it is very important for the company to bring collectivism within the organization and try to reduce the IDV score as soon as possible (Upadhyaya Rittenburg, 2015). Hence, the manage ment of the company needs to provide some scope to the employees so that they can interact with each other more closely. In order to do this, the management can arrange for some debate competition or discussion session, so that employees can share their values, beliefs and knowledge. At the same time, the management also needs to take some strategies like peer-reviews and 360 degree appraisal system, so that the employees start to acknowledge each others accomplishments. As per the evaluation by Hofstedes model, it can also be said that ArcelorMittal is having high PDI, which indicates that the organization includes centralized culture. This centralized culture creates another issue within the organization and that is complexity. As the organization is centralized, the relationship between the high-level employees and lower level employees is much formal. Due to this, the relationship gap is large. Jippes et al. (2015) stated that large relationship gap creates misunderstandings or miscommunications between the high-level employees and low-level employees. The management must try to create a friendly working environment, where employees feel free (Peretz, Levi Fried, 2015). However, there is no such issue related to the masculinity versus femininity. At ArcelorMittal, the work divisions between male and female employees are equal. Due to this, the employees are fond of achievements and earning more money. This actually helps to improve the overall performance of the organization (Berg, 2015). As the organization ArcelorMittal is having cross-culture, some employees belong from conservative culture and some employees belong from open culture. Due to this, it is very problematic for the organization to bring any change at the workplace. As per the analysis by Hofstede model, it can be said that ArcelorMittal is having high UAI, which indicates that people at ArcelorMittal need to build a flexible nature and culture within the organization (Berg, 2015). Therefore, the management of the organization must try to convey the expectations clearly and concisely. This will help the company to inform the employees, who are of conservative culture that the organization may bring change if they do not meet the organizations expectations (Wiengarten et al. 2015). At the same time, the management also needs to motivate the employees towards creative thinking and innovations. If the culture at ArcelorMittal is analyzed by the pragmatic versus normative dimension of Hofstede model, then it can be understand that the culture at the organization is more like normative. This means the people or employees at ArcelorMittal like to talk more about themselves (Woodard et al. 2016). They are less interested to know the other people and more focused on expressing their own values as well as rights. This again creates issue for the management. As there is cross culture and people want to emphasize on their own culture, the bonding is very weak among the people and the employees are not interested to compromise anything for the betterment of the others. In order to handle this type of cultural issue, the management needs to create a helping environment or culture within the organization. The emphasize must be made on team works and reward needs to provide to the teams not the single person (Arnold et al. 2016). This will help to create strong bonding and helping cult ure at the workplace. Along with the issue of excessive self-orientation and weak interrelationship, the organization is facing another issue of dependence on regulations to the higher extent (Corporate.arcelormittal.com. 2016). As per the cultural evaluation by the Hofstede model, it can be said that the IVR score that means the indulgence versus restraint score is low at ArcelorMittal. Due to this, the people or employees at ArcelorMittal are more depended on regulations and they follow the strict norms of society. Excessive dependence on the regulation reduces the flexibility at the workplace (de Mooij, 2015). The employees do not feel free to take any certain decision. This sometimes creates difficulties to handle any urgent situation. Therefore, the management must try to provide the scope to the employees so that they can take decision at any urgent situation. At the same time, the management of the organization also needs to provide the scope to the employees, so that they can enjoy their personal life. The above discussion is indicating that the organization that is ArcelorMittal is facing several problems or issues due to its current organizational structure. However, Martins et al. (2015) mentioned that ArcelorMittal is the leading company in the international steel industry and so it can be expected that the working culture or organizational culture at that company is favorable. On the contrary Upadhyaya and Rittenburg (2015) commented that it cannot be said confidently that if a company is a leading company in the industry, it does not have any cultural issues. In support of that, Alvesson and Sveningsson (2015) stated that the strict organizational regulations make the employees bound to perform better and that is the main factor behind the success of the company. However, this cannot be an acceptable organizational culture. The culture at ArcelorMittal must be friendlier, so that the employees feel free at the time of working. At the same time, it is also important for the organization to have some employees who can take urgent decision. Peretz Levi and Fried (2015) noted that the decision taking capacity of the employees depends on the culture of the organization. Therefore, in order to improve the performance of the employees, it is very important to improve the working culture within the organization. However, the management at ArcelorMittal has taken several steps to improve the cultural issues within the company. The steps are as under: Clearly articulating the vision and mission of the company among the employees Supporting the well-beings of the employees Promoting teamwork Encouraging the healthy work-life balance (arcelormittal.com. 2016) The management in the company has started to take different strategies like, best team contest to encourage the employees to work as a team. The management sometimes arranges for the game shows or some common grounds where the employees can share their views and knowledge. This strategies have been provided in order to create a strong interrelationship among the employees. Apart from that, the management of the company has also started to engage the middle level employees in to the decision-making purposes. The management believes that this will help to grow the decision-making capacity within the employees. At the same time, the organization also motivating the employees to respect the knowledge and beliefs of the other people also (Corporate.arcelormittal.com. 2016). However, the management at ArcelorMittal is still unable to improve the working culture completely. Due to this, the company is still facing the same problem. According to Wood and Wilberger (2015), in order to improve the culture of an organization, it is very important to implement the strategies effectively. On the other hand, in order to take proper strategies and implement the same, the management must have the theoretical knowledge and proper leadership skills (Deephouse, Newburry Soleimani, 2016). It has been identified above that the organization that is ArcelorMittal is depended on the strict regulations and the employees are more willing to meet their own needs. At the same time, it has also found out that the employees at ArcelorMittal are not willing to compromise anyting. All of these can be improved with the help of proper leadership. Therefore, in order to improve the organizational culture, the company at first needs to train the leaders or high-level employees (Naranjo-Valencia, Jimnez-Jimnez Sanz-Valle, 2016). At the same time, the organization also needs to convey the norms of improved organizational culture. The friendly leadership style of the organization will help the employees to work freely within the organization. Therefore, from the overall discussion, it can be said that the current culture of the organization is rigid and the interrelationship between the employees of higher level and lower level is not that much friendly. Hence, the organization that is ArcelorMittal needs immediate improvements in its culture. Conclusion In this report, it has been identified that ArcelorMittal is the leading company in the steel industry in international market. The company is operating its business since ten years and it believes in operating a safe and sustainable business. At the same time, it has also been identified that the financial performance of the company in last year was good. the company is currently producing huge quantity of steel. As per the discussion made in the report, several theoretical frameworks describe the organizational culture and one of the most popular theoretical frameworks is Hofstedes Six Dimensions cultural model. As per this particular model, there are total six dimensions that describe the culture of a business organization. At the same time, it has also been found out that Hofstedes model is better than that of the other theoretical frameworks for understanding the organizational culture. Along with that, the report has also found out that the culture in the organization that is in ArcelorMittal is cross culture. There are employees of different cultures works together at ArcelorMittal. Due to this, the company is currently facing several issues related to the organizational culture. The interrelationship among the employees is very weak and it creates big issue in the organization. Due to the weak relationship between the high-level employees and lower-level employees, the miscommunication arises within the organization. Apart from that, the strict regulations and excessive dependency of the employees on regulations reduced the employees capacity to take urgent decision. Another major issue of the organization is that there is no friendly working atmosphere at the workplace. However, the company has not faced any issues in respect to the work divisions between male and female employees. Therefore, it is very important for the management of the organization to take im portant steps as soon as possible in order to solve the cultural issues. Reference list: Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. 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Studying the links between organizational culture, innovation, and performance in Spanish companies.Revista Latinoamericana de Psicologa,48(1), 30-41. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), 875-903. Sukma, N., Haryono, A. T., Wulan, H. S. (2016). Analysis Of The Influence Of Personality Characteristics, Organizational Culture And Quality Of Work Life On Employee Performance And Job Satisfaction As An Intervening Variable.Journal of Management,2(2). Tong, C., Tak, W. I. W., Wong, A. (2015). The impact of knowledge sharing on the relationship between organizational culture and job satisfaction: The perception of information communication and technology (ICT) practitioners in Hong Kong.International Journal of Human Resource Studies,5(1), 19. Upadhyaya, S., Rittenburg, T. L. (2015, June). Cultural Influences on Experiences of and Responses to Consumer Vulnerability. InAnnual Macromarketing Conference(p. 59). Wiedenhft, G. C., Luciano, E. M., Testa, M. G. (2015). Definition of a Model for Measuring the Effectiveness of Information Technology Governance: a Study of the Moderator Effect of Organizational Culture Variables. Wiengarten, F., Gimenez, C., Fynes, B., Ferdows, K. (2015). Exploring the importance of cultural collectivism on the efficacy of lean practices: Taking an organisational and national perspective.International Journal of Operations Production Management,35(3), 370-391. Wood, V. R., Wilberger, J. S. (2015). Globalization, Cultural Diversity and Organizational Commitment: Theoretical Underpinnings.World,6(2). Woodard, M. S., Miller, J. K., Miller, D. J., Silvernail, K. D., Guo, C., Nair, S., ... Marx, R. (2016). A cross-cultural examination of preferences for work attributes.Journal of Managerial Psychology,31(3), 702-719.