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.
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.
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:
Cultural Change. Recommend a range of tools and processes that should be undertaken during the implementation phase.
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.
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 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 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.

  • PROCEDURAL HISTORY On December 23, 2002, pursuant to 83 Illinois Administrative Code Part 763, Illinois Bell Telephone Company (“Ameritech Illinois”) and Cook Inlet/Voicestream Operating Company, LLC, By Voicestream PCS BTA 1 Corporation, its agent, and Voicestream Wireless Corporation (collectively “Voicestream”), filed a joint Petition for approval of the Fourth Amendment to the Interconnection Agreement dated November 18, 2002 (the “Amendment”), under Section 252 of the Telecommunications Act of 1996 (47 U.S.C. 151 et seq.) (the “Act”). The Amendment was submitted with the Petition. A statement in support of the Petition was filed along with verifications sworn to by Xxxx Xxxxxx on behalf of Ameritech Illinois, and by Xxx Xxxxxx on behalf of Voicestream, stating that the facts contained in the Petition are true and correct to the best of their knowledge, information, and belief. Illinois Commerce Commission Staff filed the Verified Statement of X. Xxxxxxxx Xxxxxxx, of the Commission’s Telecommunications Division. Pursuant to notice as required by law and the rules and regulations of the Commission, this matter came on for hearing before a duly authorized Administrative Law Judge of the Commission at its offices in Chicago, Illinois, on January 7, 2003. Counsel for Ameritech Illinois and Staff appeared at the hearing and agreed that there were no unresolved issues in this proceeding. The Verified Statement of X. Xxxxxxxx Xxxxxxx was admitted into evidence and the record was marked “Heard and Taken.”

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