Cultural Change Sample Clauses

Cultural Change. Seventh printing 1992. Cambridge and Oxford: Xxxxxxxxx Publisher. Xxxxxx, Xxxxx and Xxxxxx Xxxx. 2012. “The Enchantment of Infrastructure”. Xxxxx, Xxxxxxxxx. 2008. “The Salafi Madrasas in Indonesia”. In The Madrasa in Asia: Political Activism and Transnational Linkage, eds. Xxxxxx X. Xxxx, Xxxxxxxx Xxxxxx, and Xxxxxx Xxx Xxxxxxxxxx, 247--274. Amsterdam: Amsterdam University Press. Hasil Muktamar NU ke-27 Situbondo. 1986. Nahdlatul Ulama Kembali ke Khittah Xxxxxx, Xxxxx. 1969. Soal Djawab tentang Berbagai Masalah Agama. Bandung: Diponegoro. Xxxxxx, Xxxxxxx. 2012. “Creating Culture for the New Nation: South Sulawesi, 1950- 1965. In Heirs to World Culture: Being Indonesian 1950-1955, ed. Xxxxxxxx Xxxxxxx and Xxxx X.X. Xxxx, 343-372. Leiden: KITLV Press. Xxxxxx, Xxxxxx X. 1995. Geger Tengger: Perubahan Sosial xxx Perkelahian Politik. Yogyakarta: LKiS. ---------. 1998. “Multiple modernities: Christianity, Islam, and Hinduism in a globalizing age”. Annual Review of Anthropology, 27: 83-104. -------. 2000. Civil Islam: Muslims and Democratization in Indonesia. Princeton and Oxford: Princeton University Press. -------. 1997. “Islamization and Democratization in Indonesia’. In Islam in an Era of Nation-State, ed. Xxxxxx X. Xxxxxx and Xxxxxxxx Xxxxxxxxx, 75-128. Honolulu: University of Hawai’i Press.
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Cultural Change. The research and academic system was described as a “male system” optimized to train excellent male scientists in physics and not well suited to train female scientists. The fundamental aspects of being a successful scientist were described as optimized for a person without any responsibility towards children or family. The increase in female research group leaders in postdocs at MPG as well as the general aim to increase the number of female physicists makes it clear, that cultural change is needed.
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Cultural Change. No doubt the focus of this commitment is to create a cultural change within the school district. Often a cultural change in any organization is vested in policy and procedures. Both of which are desirable elements of the organization. A cultural change that is sustainable over time must also include a focus upon both personal preferences and deeply embedded belief systems held by those within the organization. With this in mind, this proposal will explore opportunities for stakeholders of the Xxx Summit X-0 Xxxxxxxx to exercise professional development regarding equity from a balance of both an affective domain – one of attitudes, assumptions, and opinions – and the cognitive domain one of analysis, causation, and application. Our work over the past eighteen years has been benchmarked by this dual focus upon equity and the creation of a culturally responsive classroom and school. Therefore, our working definition for an initiative of this nature includes the following:
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Cultural Change. Recommend a range of tools and processes that should be undertaken during the implementation phase.
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Cultural Change. We have not done any work on creating an engaged and empowered culture within the organisation, where staff are allowed to challenge. A blame and fear culture exists – where people are scared to challenge inappropriate behaviours from both senior officers and Ministers. We do not have an open culture. Creating the right environment for an organisation to flourish is a key role for any modern HR function.
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Cultural Change. The agreed measures for improved productive performance cannot be achieved without the development of an improved culture and awareness. High levels of ownership and engagement are integral in this process. The parties are committed to achieving this through the development of work cells/teams across the operation.
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Cultural Change. Work with all members of the PGME, Departmental and Executive teams to motivate the junior and senior medical staff at SCGOPHCG to change the way we look at working within the health care system, aiming to improve the care we provide for our patients and the approach we take to our own staff with dignity, compassion and kindness.
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Related to Cultural Change

  • Cultural ceremonial leave may be taken as whole or part days off. Each day, or part thereof, shall be deducted from: a) the Employee's annual leave entitlements (where applicable); b) the Employee’s accrued long service leave entitlements, but in full days only; or c) accrued days off or time in lieu.

  • CULTURAL DIVERSITY The Cultural Diversity Requirement generally does not add units to a student's program. Rather, it is intended to be fulfilled by choosing courses from the approved list that also satisfy requirements in other areas of the student’s program; the exception is that Cultural Diversity courses may not satisfy Culture and Language Requirements for B.S. students. For example, COMM 6 – Intercultural Communication, can fulfill (3) units of the Behavioral Science requirement and (3) units of the Cultural Diversity requirement. This double counting of a class may only be done with the Cultural Diversity requirement. Courses in Cultural Diversity may be taken at the lower- division or upper-division level.

  • Cultural Competency 1. All program staff shall receive at least one (1) in-service training per year on some aspect of providing culturally and linguistically appropriate services. At least once per year and upon request, Contractor shall provide County with a schedule of in-service training(s) and a list of participants at each such training. 2. Contractor shall use good faith efforts to translate health-related materials in a culturally and linguistically appropriate manner. At least once per year and upon request, Contractor shall provide to County copies of Contractor’s health-related materials in English and as translated. 3. Contractor shall use good faith efforts to hire clinical staff members who can communicate with clients in a culturally and linguistically appropriate manner. At least once per year and upon request, Contractor shall submit to County the cultural composition and linguistic fluencies of Contractor’s staff.

  • Cultural Competence 1. Grantee will make reasonable efforts to provide services that meet each client’s individual needs and takes into consideration the intellectual functioning, literacy, level of education and comprehension ability of each client in order to ensure that all information is presented in a way that meets each client’s individual needs. 2. Grantee will provide services in the client's primary language either directly by Grantee or by a DFPS approved translator. 3. Grantee will have a cultural competence mission statement, core values or other similar guidance that provides how the Grantee will effectively provide these services to clients of various cultures, races, ethnic backgrounds and religions in a manner that recognizes and affirms the client’s worth, protects and preserves the client’s dignity and ensures equity of service delivery.

  • Cultural Resources If a cultural resource is discovered, the Purchaser shall immediately suspend all operations in the vicinity of the cultural resource and notify the Forest Officer. Operations may only resume if authorized by the Forest Officer. Cultural resources identified and protected elsewhere in this contract are exempted from this clause. Cultural resources, once discovered or identified, are not to be disturbed by the Purchaser, or his, her or its employees and/or sub- contractors.

  • Cultural cooperation 1. The aims of cultural cooperation will be: (a) to build on existing agreements or arrangements already in place for cultural cooperation; and (b) to promote information and cultural exchanges between the Parties. 2. The Parties will encourage and facilitate, as appropriate, the following activities, including, but not limited to: (a) dialogue on cultural policies and promotion of local culture; (b) exchange of cultural events and promote awareness of artistic works; (c) exchange of experience in conservation and restoration of national heritage; (d) exchange of experience on management for the arts; (e) protecting archaeological monuments and cultural heritage; (f) having a consultation mechanism between the Parties' culture authorities; and (g) cooperation in the audio-visual field, mainly coproduction and training programs in this sector and means of communication, including training, development and distribution activities.

  • Cultural Leave Where such leave is approved by the employer, teachers participating in recognised cultural activities within New Zealand or outside New Zealand are entitled to leave with pay on the same conditions as for sports leave.

  • Graduation Student teaching outside of a reasonable commuting distance

  • Investment Analysis and Implementation In carrying out its obligations under Section 1 hereof, the Advisor shall: (a) supervise all aspects of the operations of the Funds; (b) obtain and evaluate pertinent information about significant developments and economic, statistical and financial data, domestic, foreign or otherwise, whether affecting the economy generally or the Funds, and whether concerning the individual issuers whose securities are included in the assets of the Funds or the activities in which such issuers engage, or with respect to securities which the Advisor considers desirable for inclusion in the Funds' assets; (c) determine which issuers and securities shall be represented in the Funds' investment portfolios and regularly report thereon to the Board of Trustees; (d) formulate and implement continuing programs for the purchases and sales of the securities of such issuers and regularly report thereon to the Board of Trustees; and (e) take, on behalf of the Trust and the Funds, all actions which appear to the Trust and the Funds necessary to carry into effect such purchase and sale programs and supervisory functions as aforesaid, including but not limited to the placing of orders for the purchase and sale of securities for the Funds.

  • PROCEDURAL HISTORY On August 17, 2009, pursuant to 83 Illinois Administrative Code Part 763, Illinois Bell Telephone Company (“AT&T Illinois”) and Aero North Communications Inc. (“Aero North”), filed a joint petition for approval of the Interconnection Agreement dated August 10, 2009 under Section 252 of the Telecommunications Act of 1996 (47 U.S.C. § 252 et seq.) (“the Act”). A statement in support of the petition was filed along with verifications sworn to by Xxxxx X. Xxxx, Xx. on behalf of AT&T Illinois and by Xxxxx Xxxxxxxxx on behalf of Aero North, stating that the facts contained in the petition are true and correct to the best of their knowledge, information, and belief. Pursuant to notice as required by law and the rules and regulations of the Commission, this matter came on for hearing by the duly authorized Administrative Law Judge of the Commission at its offices in Chicago, Illinois, on September 3, 2009. Staff previously filed the Verified Statement of X. Xxxxxxxx Xxxxxxx of the Commission’s Telecommunications Division on September 3, 2009. At the hearing, Aero North did not appear. AT&T Illinois and Staff appeared and agreed that there were no unresolved issues in this proceeding. Subsequently Xx. Xxxxxxx’x Verified Statement was admitted into evidence and the record was marked “Heard and Taken.”