The document proposes a 5-stage model for reorienting Nigerian values:
1) Research existing values through field work and define archetypes
2) Build new stories and scenarios around modern character archetypes
3) Produce communication materials like films, games to promote values
4) Disseminate materials using social media and other viral strategies
5) Sustain new values by establishing a national archive and measurement programs.
VALUE ORIENTATION FOR NATIONAL CHANGE IN NIGERIA: TOWARDS A BETTER SOCIETYTANKO AHMED fwc
Values evolve with the needs of human affairs in time, space, and events as catalysts for change in society. This paper discusses value orientation for national change in Nigeria and attempts to apportion responsibilities to who, where and how the process goes in lieu of existing literature gap. The paper propositions the Chartism principles of reform for better society as the framework for instilling values for change in society. A case study design demonstrates that government agencies are value enforcers and change agents under purposeful organizational culture and transformative leadership. The paper recommends the reinforcement of existing interventions like the SERVICOM as effective spearheads in value orientation for national change in Nigeria.
Organisational change and development - an African perspective - Rica Viljoen Dr Rica Viljoen
Presentation at the Knowledge Resources conference to launch the book Organisational Change and Development on 22 July 2015 - an African Approach. Using Spiral dynamics and Inclusivity theory to describe the need for fresh and transformational approaches to organisations development in organisations that can impact sustainability in societies.
Leaders and Innovative Leadership style Managing Change in a Globally Changin...TANKO AHMED fwc
The world runs on the fast-line driven by technological advancement and systems progression, fueled by innovative leadership. Change management becomes daunting task even for the strong, smart and savvy. This paper discusses the concepts and practice of innovative leadership style in a rapidly ever-changing global environment. The nudge theory is positioned as framework for discourse. Key concepts are defined, correlated and explained on challenges, prospects and the way forward. An exercise is designed for application of lessons learnt to real world situation in Nigeria.
A Study of Cultural Dimensions in The Business OrganizationsSourav Dhar
The purpose of thesis was to investigate how Hofstede's (2013) five cultural dimensions: individualism Vs Collectivism, Masculinity Vs Feminism, Long term orientation Vs short term Orientation, uncertainty avoidance and power distance appear in west bengal Organization.
Implicit Leadership Perception at Context of; Intergovernmental and Nongovern...inventionjournals
Main focus of this study is exploring the Intergovernmental and Nongovernmental Organizations’ employees leadership perceptions based on differences of their cultural, national, educational, experience. The reason of studying in this sector; contains variety of cultural background and international experienced staff .Research has been done Gaziantep in Turkey because many UN agencies and NGO’s are operating in Gaziantep based on current situation in Syria armed conflict. Also this kind of organizations are specialized for emergency situations, development strategies and humanitarian aid at worldwide so we have to take in to account how hard it is managing these issues globally. We found some evidence that affecting leadership perceptions which are related participant experience, foreign language and education level and details are provided on discussion section. The question of research is expectations of leadership by multinational organizations employees. We haven’t seen any direct study related for both Intergovernmental and Nongovernmental organizations employees’ perceptions of implicit leadership, for this reason our study may provide contribution to literature.
VALUE ORIENTATION FOR NATIONAL CHANGE IN NIGERIA: TOWARDS A BETTER SOCIETYTANKO AHMED fwc
Values evolve with the needs of human affairs in time, space, and events as catalysts for change in society. This paper discusses value orientation for national change in Nigeria and attempts to apportion responsibilities to who, where and how the process goes in lieu of existing literature gap. The paper propositions the Chartism principles of reform for better society as the framework for instilling values for change in society. A case study design demonstrates that government agencies are value enforcers and change agents under purposeful organizational culture and transformative leadership. The paper recommends the reinforcement of existing interventions like the SERVICOM as effective spearheads in value orientation for national change in Nigeria.
Organisational change and development - an African perspective - Rica Viljoen Dr Rica Viljoen
Presentation at the Knowledge Resources conference to launch the book Organisational Change and Development on 22 July 2015 - an African Approach. Using Spiral dynamics and Inclusivity theory to describe the need for fresh and transformational approaches to organisations development in organisations that can impact sustainability in societies.
Leaders and Innovative Leadership style Managing Change in a Globally Changin...TANKO AHMED fwc
The world runs on the fast-line driven by technological advancement and systems progression, fueled by innovative leadership. Change management becomes daunting task even for the strong, smart and savvy. This paper discusses the concepts and practice of innovative leadership style in a rapidly ever-changing global environment. The nudge theory is positioned as framework for discourse. Key concepts are defined, correlated and explained on challenges, prospects and the way forward. An exercise is designed for application of lessons learnt to real world situation in Nigeria.
A Study of Cultural Dimensions in The Business OrganizationsSourav Dhar
The purpose of thesis was to investigate how Hofstede's (2013) five cultural dimensions: individualism Vs Collectivism, Masculinity Vs Feminism, Long term orientation Vs short term Orientation, uncertainty avoidance and power distance appear in west bengal Organization.
Implicit Leadership Perception at Context of; Intergovernmental and Nongovern...inventionjournals
Main focus of this study is exploring the Intergovernmental and Nongovernmental Organizations’ employees leadership perceptions based on differences of their cultural, national, educational, experience. The reason of studying in this sector; contains variety of cultural background and international experienced staff .Research has been done Gaziantep in Turkey because many UN agencies and NGO’s are operating in Gaziantep based on current situation in Syria armed conflict. Also this kind of organizations are specialized for emergency situations, development strategies and humanitarian aid at worldwide so we have to take in to account how hard it is managing these issues globally. We found some evidence that affecting leadership perceptions which are related participant experience, foreign language and education level and details are provided on discussion section. The question of research is expectations of leadership by multinational organizations employees. We haven’t seen any direct study related for both Intergovernmental and Nongovernmental organizations employees’ perceptions of implicit leadership, for this reason our study may provide contribution to literature.
Best Practices in Quantitative Cross-Cultural Research (updated in March 2011)Hora Tjitra
Best Practices in Quantitative Cross-Cultural Research.
A series of six presentation, introduce scientific research in the areas of cross-cultural, using quantitative approach.
Globe project cultural dimension and its various conclusions, way forward, future plans, advantages and criticisms. comparison to hofstead cultural dimension and the business skills relevant in various countries and areas
Cultural consequences of IHRM on company’s values, behavior, institutions, or...Masum Hussain
The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance, quite different from Hofstede (1980) findings that Indonesia has high collectivism, high power distance, and moderate in masculinity and low in uncertainty avoidance. While in Second Order Confirmatory Factor Analysis, collectivism, power distance and uncertainty avoidance are confirmed as a dimension of national culture but masculinity are not.
In structural testing, it indicates that two hypotheses i.e. the influence of national culture on career development and compensation are supported but the influence of national culture on staffing and participative management are not supported. Organizational culture also shows influence on staffing and participative management. One of human resource management practices i.e. career development influence on organizational performance but others such as staffing, participative management, and compensation does not. This study shows that national culture and organizational culture influence on some of human resource management practices. Therefore, this research supports the divergence theory that human resource management practices are culture-bound.
Nature of Eco-Leadership: Insights from Community LeadersEric Kaufman
The nature of leadership is changing - challenges are becoming more complex, there is a greater reliance on interdependent work, and leadership is increasingly being viewed as a collective process. The emerging eco-leadership discourse and related theory are shifting the focus from individual leaders to shared leadership. Unfortunately, the vast majority of research on shared leadership has been conceptual, creating an urgent need for empirical evidence in support of the conceptual models. This talk addresses the emergence of eco-leadership and explores two case studies. This talk will empower participants to carry forward the concept of eco-leadership in research and practice.
Cross Cultural Management Focus on Thailand july 2013Peter Cauwelier
A presentation I shared at the workshop on cross cultural management organized by Dataconsult end July in Bangkok. Focus on how Thailand compares with other countries on the Hofstede dimensions.
Medical Education: Reorientation of Medical Education program training and fi...iosrjce
IOSR Journal of Dental and Medical Sciences is one of the speciality Journal in Dental Science and Medical Science published by International Organization of Scientific Research (IOSR). The Journal publishes papers of the highest scientific merit and widest possible scope work in all areas related to medical and dental science. The Journal welcome review articles, leading medical and clinical research articles, technical notes, case reports and others.
Best Practices in Quantitative Cross-Cultural Research (updated in March 2011)Hora Tjitra
Best Practices in Quantitative Cross-Cultural Research.
A series of six presentation, introduce scientific research in the areas of cross-cultural, using quantitative approach.
Globe project cultural dimension and its various conclusions, way forward, future plans, advantages and criticisms. comparison to hofstead cultural dimension and the business skills relevant in various countries and areas
Cultural consequences of IHRM on company’s values, behavior, institutions, or...Masum Hussain
The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance, quite different from Hofstede (1980) findings that Indonesia has high collectivism, high power distance, and moderate in masculinity and low in uncertainty avoidance. While in Second Order Confirmatory Factor Analysis, collectivism, power distance and uncertainty avoidance are confirmed as a dimension of national culture but masculinity are not.
In structural testing, it indicates that two hypotheses i.e. the influence of national culture on career development and compensation are supported but the influence of national culture on staffing and participative management are not supported. Organizational culture also shows influence on staffing and participative management. One of human resource management practices i.e. career development influence on organizational performance but others such as staffing, participative management, and compensation does not. This study shows that national culture and organizational culture influence on some of human resource management practices. Therefore, this research supports the divergence theory that human resource management practices are culture-bound.
Nature of Eco-Leadership: Insights from Community LeadersEric Kaufman
The nature of leadership is changing - challenges are becoming more complex, there is a greater reliance on interdependent work, and leadership is increasingly being viewed as a collective process. The emerging eco-leadership discourse and related theory are shifting the focus from individual leaders to shared leadership. Unfortunately, the vast majority of research on shared leadership has been conceptual, creating an urgent need for empirical evidence in support of the conceptual models. This talk addresses the emergence of eco-leadership and explores two case studies. This talk will empower participants to carry forward the concept of eco-leadership in research and practice.
Cross Cultural Management Focus on Thailand july 2013Peter Cauwelier
A presentation I shared at the workshop on cross cultural management organized by Dataconsult end July in Bangkok. Focus on how Thailand compares with other countries on the Hofstede dimensions.
Medical Education: Reorientation of Medical Education program training and fi...iosrjce
IOSR Journal of Dental and Medical Sciences is one of the speciality Journal in Dental Science and Medical Science published by International Organization of Scientific Research (IOSR). The Journal publishes papers of the highest scientific merit and widest possible scope work in all areas related to medical and dental science. The Journal welcome review articles, leading medical and clinical research articles, technical notes, case reports and others.
This was a project for my communications class in which we had to chose and organization and observe it. Afterwards we much put together our suggestions on how the communication within the company can be improved.
Kr strategic positioning of hr in the new world of workDr Rica Viljoen
Presentation at the Knowledge Resource conference on: Strategic Positioning of Human Resources in the new world of work. During this one day workshop emphasis was placed on the strategic role that human resource practitioners can play in organisational strategy. In specific, emphasis is placed on the constructing of strategic architecture. Through the use of organisational development methodologies such as world cafe group process facilitation, shared understanding were created and a theoretical base was constructed. Through a process of inclusivity, individual group and organisational dynamics can be optimised that will result in human energy in the system to perform.
El Puerto de Algeciras continúa un año más como el más eficiente del continente europeo y vuelve a situarse en el “top ten” mundial, según el informe The Container Port Performance Index 2023 (CPPI), elaborado por el Banco Mundial y la consultora S&P Global.
El informe CPPI utiliza dos enfoques metodológicos diferentes para calcular la clasificación del índice: uno administrativo o técnico y otro estadístico, basado en análisis factorial (FA). Según los autores, esta dualidad pretende asegurar una clasificación que refleje con precisión el rendimiento real del puerto, a la vez que sea estadísticamente sólida. En esta edición del informe CPPI 2023, se han empleado los mismos enfoques metodológicos y se ha aplicado un método de agregación de clasificaciones para combinar los resultados de ambos enfoques y obtener una clasificación agregada.
‘वोटर्स विल मस्ट प्रीवेल’ (मतदाताओं को जीतना होगा) अभियान द्वारा जारी हेल्पलाइन नंबर, 4 जून को सुबह 7 बजे से दोपहर 12 बजे तक मतगणना प्रक्रिया में कहीं भी किसी भी तरह के उल्लंघन की रिपोर्ट करने के लिए खुला रहेगा।
An astonishing, first-of-its-kind, report by the NYT assessing damage in Ukraine. Even if the war ends tomorrow, in many places there will be nothing to go back to.
01062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
31052024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
03062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
A Systematic Approach Towards The Reorientation of Nigerian Values
1. A Systematic Approach Towards
the Reorientation of Nigerian
Values
Ade Adekola
CEO Leidenschaft Venture Partners
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
2. Preamble: Values are deep seated beliefs that influence people’s actions
and the rules by which they make decisions within their society.
Values influence attitudes, which in turn determine the prevailing mindset
held by individuals.
In the words of Albert Einstein: “weakness of attitude becomes weakness of
character”.
The mindset determines thought, which governs behavior, which in turn,
over time, shapes the national culture.
Culture differs from tradition.
Culture is always evolving against the background of tradition and is
influenced by archetypal values (a common denominator of values which all
citizens sub-consciously strive towards) which steer individual attitudes and
thus their ultimate behaviors.
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
3. Several societies have overtime created their own “Archetypical
Values”.
For example, the United States has seven archetypal values – they are reinforced in all
aspects of its society.
Puritan and pioneer Value of the individual: Achievement and Change and progress:
morality: success:
Success occurs at the Change is inevitable.
The world is made up of level of the individual. Success is measured by Progress is good and
people who are good and People should not have the accumulation of leads to success. If you
bad, foul and fair. You to fight for their rights. power, status, wealth do not keep up, you will
are either one of the The government should and property. What you fall behind. Newer is
good guys or you are one protect the rights of the already have is not as always better. The next
of the bad guys. If you individual, not the other important as what you version will be better
are not with us, you are way around. continue to accumulate. than the last.
against us.
Ethical equality: Effort and optimism: Efficiency and
pragmatism:
All people are equal, Hard work and striving is
both spiritually and in the key to success. The Solution is more
the opportunities they great American Dream of important than ideology.
deserve. This includes fame and fortune comes
differences in race, to those who work hard Utility is more important
gender, disability, age, and never give up. than show.
sexual preference and so
on.
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
4. This presentation provides in overview a five stage process / framework for DEFINING
and ultimately SUSTAINING a set of Nigerian Archetypal Values.
Stage Objectives of stage
RESEARCH
Research existing values to define a framework for
Stage 1
change.
BUILD
Build new, strong and compelling stories, myths and
Stage 2
scenarios to seed and steer change.
PRODUCE
Produce several types of communication in forms
Stage 3
easily digested by different members of the populace.
DISSEMINATE
Disseminate the material using social media and other
Stage 4
types of viral channels.
SUSTAIN
Stage 5 Build institutions to sustain the change.
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
5. STAGE 1. RESEARCH
STAGE 1. RESEARCH
CONSISTING OF 11
STEPS
Research follows a well known and defined model of data gathering,
synthesizing the information to glean fundamental insights and then
creating a framework to direct analysis.
It ends with the definition of a strategy to roll out value change
initiatives to different groups.
Stage 1 is made up of 11 incremental steps: Outlined diagrammatically
on the next two slides.
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
6. 1. DEVELOP HYPOTHESIS 2. SEGMENTATION 3. FIELD RESEARCH
4. BUILD FRAMEWORKS 5. TEST / FEEDBACK 6. SYNTHESIS / FILTER
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
7. 7. IDENTIFY MINDSETS 8. TEST / FEEDBACK 9. DEFINE CHARACTER
TYPES
10. DEFINE ROLL OUT 11. PRESENT FINDINGS
STRATEGY
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
8. STAGE 2. BUILD
STAGE 2. BUILD
CONSISTING OF 8
STEPS
The Build stage is focused on creating new character Archetypes
around which contemporary myths will be formed. Stories will be
written which build on Nigerian tradition.
Scenarios will be created which allow the different groups identified in
the research stage to buy into them.
Stage 2 is made up of 8 sequential steps: Outlined diagrammatically on
the next two slides
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
9. 1. ANALYSE TRADITIONAL 2. IDENTIFY INFLUENCE 3. DEVELOP MORDEN
MYTHS /STORIES CHARACTERS CHARACTER TYPOLOGY
4. TEST / FEEDBACK 5. DEVELOP SCENARIOS TO 6. TEST / FEEDBACK
SEED CHANGE
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
10. 7. DEVELOP CONTEMPORARY
8. PRESENT FINDINGS
MYTHS / STORIES
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
11. STAGE 3. PRODUCE
STAGE 3. PRODUCE
CONSISTING OF 11
STEPS
Produce: once we have our stories and scenarios from the build stage
we then need to focus on turning them into compelling communication
material targeted at the appropriate audiences.
Collaboration with world class communication specialists to create
films, animations, games and media slogans becomes essential.
Stage 3 is made up of 11 sequential steps: Outlined diagrammatically
on the next two slides
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
12. 1. COLABORATE WITH 2. PRODUCE SLOGANS / 3. PRODUCE SHORT FILMS
INDUSTRY EXPERTS ADVERTS
4. PRODUCE RADIO JIGGLES 5. PRODUCE ANIMATION 6. PRODUCE
/ SHOWS / COMICS DOCUMENTRIES
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
13. 7. PRODUCE BOOKS 8. PRODUCE GAMES 9. DEFINE TARGET
AUDIENCE
10. TEST / FEEDBACK 11. PRESENT FINDINGS
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
14. STAGE 4. DISSEMINATE
STAGE 4.
DISSEMINATE
CONSISTING OF 12
STEPS
Disseminate, seeks to utilize viral communication strategies to facilitate
rapid spread of the material created in stage 3.
Social media as well as other technology enabled channels will form a
central part of the dissemination strategy. The aim is to influence both
subtly and directly the audience/groups identified in stages 1 and 3.
Stage 4 is made up of 12 sequential steps: Outlined in the next two
slides
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
15. 1. PLAN VIRAL CAMPAIGN 2. NEWSPAPERS 3. RADIO
4. BROADCAST 5. SMS / SMART PHONES 6. POD CAST
TV / CABLE
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
16. 7. BLOGGERS 8. SOCIAL NETWORKS 9. FILM PLACEMENT
10. EDUCATION 11. INTERNET CLICK 12. TEST / FEEDBACK
CURICULUM THROUGH
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
17. STAGE 5. SUSTAIN
STAGE 5. SUSTAIN
CONSISTING OF 6
STEPS
The Sustain stage aims to create several means of ensuring that the
Archetypal Nigerian values once created will be long lasting and
effective in shaping peoples behaviors positively.
Here we advocate the creation of a national archive and institute to
perpetuate some of the initiatives outlined above. Measurement will
ensure and guide tweaking of the initiatives.
Stage 5 is made up of 6 initiatives/steps: Outlined diagrammatically on
the next slide.
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
18. 1. CREATE NATIONAL 2. CREATE NATIONAL 3. CELEBRATE THROUGH
ARCHIVE INSTITUTE ANNUAL FESTIVAL
4. REINFORCE THROUGH 5. REINFORCE THROUGH 6. TEST / MEASURE
ANNUAL COMPETITION ANNUAL AWARDS
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011
19. FIVE STAGE
MODEL Thank you for
For
Reorientation of listening
Nigerian Values
A Systematic Approach Toward the Reorientation of Nigerian Values. By: Ade Adekola Feb 2011