Saturday, February 15, 2020

Business Opportunities in Brunei Essay Example | Topics and Well Written Essays - 500 words

Business Opportunities in Brunei - Essay Example Brunei is a members of ASEAN, United Nations Organization and the Organization of Islamic Conference. In spite of great political changes, Brunei is still a sultanate headed by Hassanal Bolkiah. The official language is Malay but business companies and organization understand English and Chinese. The currency of the country is Brunei dollar (Brunei. Brunei Country Reports 2008). The uniqueness of Brunei business culture is that it is influenced by Hinduism and Islam. Similar to other Asian coulters, Brunei culture has no clearly defined division between religion, philosophy and business. Faith and philosophy are lived every day as a way of life. To understand the Brunei businessmen, for example in the context of business leadership, it is important to understand the principles by which they live and to what extent the teachings of their philosophers are still applicable today (Brunei. The World Factbook 2008). They are extremely good at exploiting opportunities and at deal-making; they are masters of financial, in particular cash, management; in short, they are a result of a long series of opportunistic tactical moves. They are persistent, enduring and may survive in business for a long time by simply accumulating slim short-term gains. Historically, one characteristic of the Brunei business leaders is that their power rests on high flexibility, adaptabilit y and political pragmatism.

Sunday, February 2, 2020

Critically discuss the proposition; ''organisational culture cannot be Essay

Critically discuss the proposition; ''organisational culture cannot be managed'' - Essay Example The move raises the question of how easy it is to manage or to change organisational cultures. There is widespread criticism of the common culture management approaches by various scholars; in recent studies, it is evidenced that managers are continually engaging themselves in planned cultural interventions (Griffin & Moorhead 2011). Their main concerns are that organisational cultures determine the image and the performances of organisations and failure to address the issue would signify failure in organisational goals. The studies indicate that managing organisational cultures is the most common and popular form of managerial interventions. Organisational atmospheres usually change and organisational cultures evolve with time and generations in an organisation (Alvesson, 2002). Organisations emerge because of a group of people having a common goal of working together to achieve a common goal. For a single person, the tasks would be challenging or impossible. The process it takes for organisational culture formation starts creation of small groups of individuals with a common idea or notion in organisational operations. These finally generate long-lasting organisational cultures that pass from one generation to another. In the past two decades, the issues of organisational culture have had much attention especially in the health sector. The Health sector is a critical area where cultures determine various aspects in the services and operations (Scott et al., 2003). In the UK, for example, the central governments have been actively promoting structural change in the UK National Health Services (NHS). It is in an effort to secure sufficient gains in the health care performance (Davies et al., 2000). The main goal of the central government policies lies on the development of cultural changes in view of structural change.