netrashetty
Netra Shetty
World Wrestling Entertainment, Inc. (WWE) (previously known as Capitol Wrestling Corporation Ltd, Titan Sports Inc. and World Wrestling Federation Entertainment, Inc.) (NYSE: WWE) is a publicly traded, privately controlled sports entertainment company dealing primarily in professional wrestling, with major revenue sources also coming from film, music, product licensing, and direct product sales. It is currently the largest professional wrestling company in the world, reaching 14.4 million viewers in the U.S. and broadcasting its shows in 30 languages to more than 145 countries.[4] It promotes under two brands, known as Raw and SmackDown.
Vince McMahon is the majority owner, chairman and chief executive officer (CEO) of the company. Together with his wife Linda McMahon, and their children, Shane McMahon and Executive Vice President of Talent and Creative Writing, Stephanie McMahon-Levesque, the McMahons hold approximately 70% of WWE's economic interest and 96% of the voting power in the company. The company's headquarters are located in Stamford, Connecticut with offices in Los Angeles, New York City, London, Tokyo, Toronto, and Sydney.[5] WWE holds an extensive library of videos, representing a significant portion of the visual history of professional wrestling.
The company began as the Capitol Wrestling Corporation Ltd in 1952, which promoted under the banner of the World Wide Wrestling Federation (WWWF) and later the World Wrestling Federation (WWF). In 1982 it was sold to the same family's Titan Sports Inc. company, which later changed its name to World Wrestling Federation Entertainment, Inc., before finally becoming World Wrestling Entertainment, Inc. in 2002.
Compensation
Salary & Compensation include information about base salary, signing and year-end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at .Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all signs hint that when it comes to salary and bonuses, Inc. runs a comparatively frugal operation.
refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for , which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make shoes start out making $2 to $3 per day.
Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.
Figures showing Pay Scale at Various ’s Offices
Health and Safety
‘s health and safety guidelines, including those applying to employee residential facilities, where applicable are with given factory/vendor health and safety standards. Proper Ventilation and Facitlies at Production area is given so as they may not get any sort of problem. Every type of measures are being taken when any mishappening is there or fire is broke out. Health related conditions like providing some what extra facilties to old employees and women who are conceving and women with very small babies etc.So in each and every step is taken to make the conditions very much applicable to normal ones so that employees can adjust accordingly.
Problem of Diversity of Employees
Mission: To increase awareness and continue to educate employees about the Native American culture
Employee Networks are designed to help move toward greater diversity. In the U.S., six employee networks focus attention on important communities within . The intended role of each network is to foster professional development, enhance work performance, identify mentors, assist in recruiting diverse professionals, develop increased community interaction, and encourage improved teamwork and interaction within and across work groups
Through educational opportunities, seminars, speakers and community involvement, NAEN continues to increase awareness of Native American values and culture at . By sponsoring sporting events and various youth programs, the group creates visible community support and inspiration for Native cultures. With their help, the North American Native American community will understand is an employer of choice.
For Disabled Employees
Mission: To enrich and our community by promoting the inclusion of people impacted by disabilities and fostering an environment that realizes everyone's full potential.
It's not about our limitations; it's about what each of us can contribute. The disabled Employees and Friends Network enhances our company-wide awareness of the contributions and potential of people with disabilities. The group provides information, resources, and education to all employees through a wide variety of partnerships and outreach activities. They also work to promote opportunities for all employees to contribute as volunteers, support 's global diversity and inclusion initiatives, and support managers in developing and promoting a diverse, highly effective workforce.created the Casey Martin award in 2001 to celebrate athletes with disabilities.
For Black Employees and Friends
's Black Employee & Friends Network (BEN) offers a strong support system for black employees to facilitate a successful transition into 's corporate culture. The network also builds human resources support for identifying and bringing to qualified black candidates. BEN offers resources to help incorporate the cultural nuances of the black consumer market in 's global marketing strategies. Ultimately, the BEN enhances cultural awareness for and its black employees
Environment
It complies with applicable country environmental regulations; and that it has agreed in writing to comply with 's specific vendor/factory environmental policies and procedures, which are based on the concept of continuous improvement in processes and programs to reduce the impact on the environment.There is prohibition on the use of chloro-flouro-carbons (CFCs), the release of which could contribute to the depletion of the earth’s ozone layer.
Equal Opportunity
It does not discriminate in hiring, salary, benefits, advancement, termination or retirement on the basis of gender, race, religion, age, sexual orientation or ethnic origin.Nodoubt the process varies at each and every stage and we know there is some sort of differences and partialness when it comes to giving incentives or hiring an employee but in its not like that and those which are existing in the organization are treat equal and are at same level when it comes to giving opportunity.
Insurance
It compliance with all applicable local laws providing health insurance, life insurance and worker’s compensation. As is providing best to the employees of the organization it checks that each and every employee and worker of the organization and their family members are covered under the insurance because it covers their risk also and the company’s risk who in future may have to pay for any unseen contingencies or any future mishappenings.
Hours of Work
Hours of Work/Overtime certifies that it complies with legally mandated work hours; uses overtime only when employees are fully compensated according to local law; informs the employee at the time of hiring if mandatory overtime is a condition of employment; and, on a regularly scheduled basis, provides one day off in seven, and requires no more than 60 hours of work per week, or complies with local limits if they are lower.
Benefits
Benefits certifies that it complies with all provisions for legally mandated benefits, including but not limited to housing; meals; transportation and other allowances; health care; child care; sick leave; emergency leave; pregnancy and menstrual leave; vacation, religious, bereavement and holiday leave; and contributions for social security, life, health, worker's compensation and other insurance.
Labour Practices
Forced Labor certifies that it does not use any forced labor - prison, indentured, bonded or otherwise.Child Labor (Contractor) certifies it does not employ any person under the minimum age established by local law, or the age at which compulsory schooling has ended, whichever is greater, but in no case under the age of 14.
• 77% of the employees suffered from respiratory problems
• Thousands of females, mostly under the age of 25, worked 10. 5 hours a day, six days a week for $10
• More than half of the workers dealing with chemicals did not wear protective equipment, nor did they understand the nature of the hazards around them.
Most factory workers have little formal education, are poor and come from rural areas where opportunities to earn a leaving are meager.
Organization Development
is a well-established supplier of sports clothing and equipment. has successfully opened franchised chains of department stores all over the world. The stores provide the public with top quality apparel and equipment at “value for money” prices. Management is responsible for day-to-day operation of the store and human resources.
Life/Work Balance
believes in making difference in people's lives has made it provide a variety of benefits to help its employees achieve optimum work/life balance, including:
• Paid Time Off (PTO) - Accrues on a per-pay period basis. One may earn 18-28 days based on your completed years of service
• Holidays - Nine company-paid holidays
• Bereavement - Up to three paid days
• Jury Duty
• Military Leave – pays its employees the difference between military pay and their base compensation for up to one year. They also maintain medical, dental, vision and life insurance benefits for one year
• Adoption Assistance – reimburses up to $5,000 ($2,500 for part-time associates) per adoption for eligible expenses
• Long-term Care
• Home/Auto Insurance
• Pet Care Discounts
• Flexible Work Schedules
• On-site Cafeterias
• Scholarships to trainees
• New Mother Rooms
SOCIAL CULTURE
Q Asthetics
Q Attitude and beliefs
Q Religion
Q Material culture
Q Education
Q Language
Q Societal organization
Q Legal characteristics
Q Political structure
AESTHETICS
Aesthetics pertains to culture's sense of beauty good and good taste and is expressed in its art, drama, music folkore, and dance.
ART represent the culture. In art colors especially can be deceptive they mean different things to different culture. For exemply the color of morning is the black in united state and Mexico, black and white in the for east.
MUSIC AND FOLKORE
Musical commercials are generally popular worldwide, but the marketer must know that kind of music each market prefer because taste vary. Thus a commercial that use a ballad in America might be better received to the turn of a boero in Mexico or a samba in brazil. So those who wish to steep them selves in a culture find it useful to study its folklore, which can disclose much about a society ways of life, for example associated a protect with cow boy would not be obtain the same result in Chile or Argentina as it done in the united state because in these countries cowboy is less romantic-- its just a job. Where the nationalistic feelings are strong local firm have been able to compete successfully with foreign affiliate by making use of indigenous folklore in the form of the slogansand proverbs. Tables of folklore are valuable in maintaining a sense of group unity.
ATTITUEDE AND BELIEFS
Every culture has set of attitude and belief that influence nearly all aspects of human behavior and help bringing order to society and its induals. The more managers learn about the attitude and beliefs, the better prepared they will be understand why people behave as they do, when their reaction differ from those that that the managers have learned to expect the dealing with their own people. So we can say that the attitude and beliefs are great affect on the management efficiency, because if the behavior of the manager is good with the staff an the customer then the progress of work efficiency will low. So we can say that management efficiency depends upon the beliefs and attitudes of the organizational staff. These include attitude toward time, toward the achievement of work, and toward change.
ATTITUDE TOWARD TIME
As we know that time is important in the business. So we can say that management efficiency depends on the time. If the manager is not punctual in time. It shows that organization is not working properly. We know that time is money.
ATTITUDE TOWARD ACHIVEMENT AND WORK
Work is important for the success of the business. It say for the American that they live for the work, but it I say for Germans that they work to live. So we can say that manager swill encounter sharp difference in the attitude toward the work an achievement in the other culture compare to their own when they go overseas. However they must recruit the subordinate with the need to progress, whatever the underlying motive. One good source of such people is among relatively well educated member lower social class who work as a route to the prestige and social acceptance that have been denied them due to their birth.
HALL BUSINESS IN THE GLOBAL ECONOMY
CULTURAL DIFFERENCE IN SEX RULES-WOMEN'S CREDIBILITY IN MALE(Article)
Dorothy irvine saw a opportunity to double her import-export company's annual $50000 revenue when she learned that a small Japanese trading company was searching for an agent in the united state. She believed her firm, which was already trading with the japan, could handle the job. Irvine followed the Japanese customs of having a high level Japanese executive introduce her to owner of trading company.
She made four special trips to Japan to meet with the owner. These cost her thousand of dollars in thousand of dollar in travel expense three weeks of preparation time. However the man never took her seriously, Irvine claims, "It is almost as if they were leading me along because I had been introduced by some body they respected." To corroborate her opinion, she asked an America business man to accompany her to meeting. They both agreed because was a women, she was not making any progress. "I would have loved to have the business, " said Irvine. "It was very frustrating."
RELIGION
Religion is important component of culture is responsible for many of attitude and beliefs affecting human behavior. Management efficiency is affected by the religion. Now we discuss about some religions and how they affect the management efficiency.
ASIA RELIGION
People from the western world will encounter some vary different notions about God, people, and reality in Asia religion.
In Asia religion, especially in the religion of India, the ideas of the reality are different. There is notion that this world is an illusion because nothing is permanent. Time is cyclical, so living things including, human being are the constant process of birth, death, and reincarnation.
HINDUISM
This is the conglomeration religions, without a single founder or a central authority, that is practice by the more than eighty percent population of the India. Most Hindus believes that every thing in the world is subject to an eternal process of death and birth and that induals soul migrate from one body to another.
BUDDHISM
The religion began in India as a reform movement of Hinduism, at the age of 29, prince Ghutama rejected his wife, son, and wealth and set out to solve the mysteries of misery, old age, and death.
JAINISM
This religion was founded by contemporary of buddha. The jain doctrine teachers that there is no creator, no GOD,and not absolute principle. Through right faith, correct conduct, and the right knowledge of the soul, jains can purify themselves become free of the samsura, and achieve nirvana.
SIKHISM
This is the religion of India ethnic group, a military brotherhood, and a political movement that was founded by the Nanek, who sought a bright between Hinduism and Islam. Sikhs believes that there is only one god but they also accept the Hindu concept of samsura, karma, and spituil liberation.
ISLAM
About 1.1 billion followers make this youngest faith the second largest after the Christianity which has two billion adherent, Islam accept as God's external words the Koran's collection of Allah's (God's) revelations to Muhammad, the founder of Islam. Unlike the founder of the major religions, Muhammad was not only the prophet of God but also the head of state. Islam is divided in to two parts Sunnis and Shiites, but they both believed on God and Muhammad.
AFFECT THE RELIGION ON CULTURE
In any organization people belong to the different religions. Therefore their different beliefs affect on the management efficiency.
For example a person come from the abroad and purchases a plant here in the Pakistan. He assumes that daily consumption would be hundred units. When the work start after the some time machine stopped suddenly. He thinks that machinery is failed but come to know that it is time of prayer and the Muslims offer prayer. So he decrease his assumption from 100 to 90 units per day.
MATERIAL CULTURE
Material culture refers to all human made objects and is concerned that how people make things (technology) and who make what and why (economies).
TECHNOLOGY
The technology of the society mix of the useable knowledge that the society apply and directs toward the attainment of the culture and economic objective, it exist in some form in every cultural organization. It is not wrong that if we say that success of any company depends upon the technology. It is important for the companies because
Q It enables a firm to be competitive.
Q It can be embodied in the company's product.
Q It can give firm confidence to enter in the international market.
Q It can enable a company with only minority equity position to control a joint venture an preserve it as a captive market.
CULTURAL ASPECT OF TECHNOLOGY
Technology not only includes application of science to production but also skills in the market, finance and management. It s cultural aspects concerns govt. because their people may not accept the cultural changes a new technology may bring. Technology cultural aspects are certainly important to international managers because new production methods and new production often require people to change their beliefs and ways of living.
Vince McMahon is the majority owner, chairman and chief executive officer (CEO) of the company. Together with his wife Linda McMahon, and their children, Shane McMahon and Executive Vice President of Talent and Creative Writing, Stephanie McMahon-Levesque, the McMahons hold approximately 70% of WWE's economic interest and 96% of the voting power in the company. The company's headquarters are located in Stamford, Connecticut with offices in Los Angeles, New York City, London, Tokyo, Toronto, and Sydney.[5] WWE holds an extensive library of videos, representing a significant portion of the visual history of professional wrestling.
The company began as the Capitol Wrestling Corporation Ltd in 1952, which promoted under the banner of the World Wide Wrestling Federation (WWWF) and later the World Wrestling Federation (WWF). In 1982 it was sold to the same family's Titan Sports Inc. company, which later changed its name to World Wrestling Federation Entertainment, Inc., before finally becoming World Wrestling Entertainment, Inc. in 2002.
Compensation
Salary & Compensation include information about base salary, signing and year-end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at .Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all signs hint that when it comes to salary and bonuses, Inc. runs a comparatively frugal operation.
refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for , which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make shoes start out making $2 to $3 per day.
Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.
Figures showing Pay Scale at Various ’s Offices
Health and Safety
‘s health and safety guidelines, including those applying to employee residential facilities, where applicable are with given factory/vendor health and safety standards. Proper Ventilation and Facitlies at Production area is given so as they may not get any sort of problem. Every type of measures are being taken when any mishappening is there or fire is broke out. Health related conditions like providing some what extra facilties to old employees and women who are conceving and women with very small babies etc.So in each and every step is taken to make the conditions very much applicable to normal ones so that employees can adjust accordingly.
Problem of Diversity of Employees
Mission: To increase awareness and continue to educate employees about the Native American culture
Employee Networks are designed to help move toward greater diversity. In the U.S., six employee networks focus attention on important communities within . The intended role of each network is to foster professional development, enhance work performance, identify mentors, assist in recruiting diverse professionals, develop increased community interaction, and encourage improved teamwork and interaction within and across work groups
Through educational opportunities, seminars, speakers and community involvement, NAEN continues to increase awareness of Native American values and culture at . By sponsoring sporting events and various youth programs, the group creates visible community support and inspiration for Native cultures. With their help, the North American Native American community will understand is an employer of choice.
For Disabled Employees
Mission: To enrich and our community by promoting the inclusion of people impacted by disabilities and fostering an environment that realizes everyone's full potential.
It's not about our limitations; it's about what each of us can contribute. The disabled Employees and Friends Network enhances our company-wide awareness of the contributions and potential of people with disabilities. The group provides information, resources, and education to all employees through a wide variety of partnerships and outreach activities. They also work to promote opportunities for all employees to contribute as volunteers, support 's global diversity and inclusion initiatives, and support managers in developing and promoting a diverse, highly effective workforce.created the Casey Martin award in 2001 to celebrate athletes with disabilities.
For Black Employees and Friends
's Black Employee & Friends Network (BEN) offers a strong support system for black employees to facilitate a successful transition into 's corporate culture. The network also builds human resources support for identifying and bringing to qualified black candidates. BEN offers resources to help incorporate the cultural nuances of the black consumer market in 's global marketing strategies. Ultimately, the BEN enhances cultural awareness for and its black employees
Environment
It complies with applicable country environmental regulations; and that it has agreed in writing to comply with 's specific vendor/factory environmental policies and procedures, which are based on the concept of continuous improvement in processes and programs to reduce the impact on the environment.There is prohibition on the use of chloro-flouro-carbons (CFCs), the release of which could contribute to the depletion of the earth’s ozone layer.
Equal Opportunity
It does not discriminate in hiring, salary, benefits, advancement, termination or retirement on the basis of gender, race, religion, age, sexual orientation or ethnic origin.Nodoubt the process varies at each and every stage and we know there is some sort of differences and partialness when it comes to giving incentives or hiring an employee but in its not like that and those which are existing in the organization are treat equal and are at same level when it comes to giving opportunity.
Insurance
It compliance with all applicable local laws providing health insurance, life insurance and worker’s compensation. As is providing best to the employees of the organization it checks that each and every employee and worker of the organization and their family members are covered under the insurance because it covers their risk also and the company’s risk who in future may have to pay for any unseen contingencies or any future mishappenings.
Hours of Work
Hours of Work/Overtime certifies that it complies with legally mandated work hours; uses overtime only when employees are fully compensated according to local law; informs the employee at the time of hiring if mandatory overtime is a condition of employment; and, on a regularly scheduled basis, provides one day off in seven, and requires no more than 60 hours of work per week, or complies with local limits if they are lower.
Benefits
Benefits certifies that it complies with all provisions for legally mandated benefits, including but not limited to housing; meals; transportation and other allowances; health care; child care; sick leave; emergency leave; pregnancy and menstrual leave; vacation, religious, bereavement and holiday leave; and contributions for social security, life, health, worker's compensation and other insurance.
Labour Practices
Forced Labor certifies that it does not use any forced labor - prison, indentured, bonded or otherwise.Child Labor (Contractor) certifies it does not employ any person under the minimum age established by local law, or the age at which compulsory schooling has ended, whichever is greater, but in no case under the age of 14.
• 77% of the employees suffered from respiratory problems
• Thousands of females, mostly under the age of 25, worked 10. 5 hours a day, six days a week for $10
• More than half of the workers dealing with chemicals did not wear protective equipment, nor did they understand the nature of the hazards around them.
Most factory workers have little formal education, are poor and come from rural areas where opportunities to earn a leaving are meager.
Organization Development
is a well-established supplier of sports clothing and equipment. has successfully opened franchised chains of department stores all over the world. The stores provide the public with top quality apparel and equipment at “value for money” prices. Management is responsible for day-to-day operation of the store and human resources.
Life/Work Balance
believes in making difference in people's lives has made it provide a variety of benefits to help its employees achieve optimum work/life balance, including:
• Paid Time Off (PTO) - Accrues on a per-pay period basis. One may earn 18-28 days based on your completed years of service
• Holidays - Nine company-paid holidays
• Bereavement - Up to three paid days
• Jury Duty
• Military Leave – pays its employees the difference between military pay and their base compensation for up to one year. They also maintain medical, dental, vision and life insurance benefits for one year
• Adoption Assistance – reimburses up to $5,000 ($2,500 for part-time associates) per adoption for eligible expenses
• Long-term Care
• Home/Auto Insurance
• Pet Care Discounts
• Flexible Work Schedules
• On-site Cafeterias
• Scholarships to trainees
• New Mother Rooms
SOCIAL CULTURE
Q Asthetics
Q Attitude and beliefs
Q Religion
Q Material culture
Q Education
Q Language
Q Societal organization
Q Legal characteristics
Q Political structure
AESTHETICS
Aesthetics pertains to culture's sense of beauty good and good taste and is expressed in its art, drama, music folkore, and dance.
ART represent the culture. In art colors especially can be deceptive they mean different things to different culture. For exemply the color of morning is the black in united state and Mexico, black and white in the for east.
MUSIC AND FOLKORE
Musical commercials are generally popular worldwide, but the marketer must know that kind of music each market prefer because taste vary. Thus a commercial that use a ballad in America might be better received to the turn of a boero in Mexico or a samba in brazil. So those who wish to steep them selves in a culture find it useful to study its folklore, which can disclose much about a society ways of life, for example associated a protect with cow boy would not be obtain the same result in Chile or Argentina as it done in the united state because in these countries cowboy is less romantic-- its just a job. Where the nationalistic feelings are strong local firm have been able to compete successfully with foreign affiliate by making use of indigenous folklore in the form of the slogansand proverbs. Tables of folklore are valuable in maintaining a sense of group unity.
ATTITUEDE AND BELIEFS
Every culture has set of attitude and belief that influence nearly all aspects of human behavior and help bringing order to society and its induals. The more managers learn about the attitude and beliefs, the better prepared they will be understand why people behave as they do, when their reaction differ from those that that the managers have learned to expect the dealing with their own people. So we can say that the attitude and beliefs are great affect on the management efficiency, because if the behavior of the manager is good with the staff an the customer then the progress of work efficiency will low. So we can say that management efficiency depends upon the beliefs and attitudes of the organizational staff. These include attitude toward time, toward the achievement of work, and toward change.
ATTITUDE TOWARD TIME
As we know that time is important in the business. So we can say that management efficiency depends on the time. If the manager is not punctual in time. It shows that organization is not working properly. We know that time is money.
ATTITUDE TOWARD ACHIVEMENT AND WORK
Work is important for the success of the business. It say for the American that they live for the work, but it I say for Germans that they work to live. So we can say that manager swill encounter sharp difference in the attitude toward the work an achievement in the other culture compare to their own when they go overseas. However they must recruit the subordinate with the need to progress, whatever the underlying motive. One good source of such people is among relatively well educated member lower social class who work as a route to the prestige and social acceptance that have been denied them due to their birth.
HALL BUSINESS IN THE GLOBAL ECONOMY
CULTURAL DIFFERENCE IN SEX RULES-WOMEN'S CREDIBILITY IN MALE(Article)
Dorothy irvine saw a opportunity to double her import-export company's annual $50000 revenue when she learned that a small Japanese trading company was searching for an agent in the united state. She believed her firm, which was already trading with the japan, could handle the job. Irvine followed the Japanese customs of having a high level Japanese executive introduce her to owner of trading company.
She made four special trips to Japan to meet with the owner. These cost her thousand of dollars in thousand of dollar in travel expense three weeks of preparation time. However the man never took her seriously, Irvine claims, "It is almost as if they were leading me along because I had been introduced by some body they respected." To corroborate her opinion, she asked an America business man to accompany her to meeting. They both agreed because was a women, she was not making any progress. "I would have loved to have the business, " said Irvine. "It was very frustrating."
RELIGION
Religion is important component of culture is responsible for many of attitude and beliefs affecting human behavior. Management efficiency is affected by the religion. Now we discuss about some religions and how they affect the management efficiency.
ASIA RELIGION
People from the western world will encounter some vary different notions about God, people, and reality in Asia religion.
In Asia religion, especially in the religion of India, the ideas of the reality are different. There is notion that this world is an illusion because nothing is permanent. Time is cyclical, so living things including, human being are the constant process of birth, death, and reincarnation.
HINDUISM
This is the conglomeration religions, without a single founder or a central authority, that is practice by the more than eighty percent population of the India. Most Hindus believes that every thing in the world is subject to an eternal process of death and birth and that induals soul migrate from one body to another.
BUDDHISM
The religion began in India as a reform movement of Hinduism, at the age of 29, prince Ghutama rejected his wife, son, and wealth and set out to solve the mysteries of misery, old age, and death.
JAINISM
This religion was founded by contemporary of buddha. The jain doctrine teachers that there is no creator, no GOD,and not absolute principle. Through right faith, correct conduct, and the right knowledge of the soul, jains can purify themselves become free of the samsura, and achieve nirvana.
SIKHISM
This is the religion of India ethnic group, a military brotherhood, and a political movement that was founded by the Nanek, who sought a bright between Hinduism and Islam. Sikhs believes that there is only one god but they also accept the Hindu concept of samsura, karma, and spituil liberation.
ISLAM
About 1.1 billion followers make this youngest faith the second largest after the Christianity which has two billion adherent, Islam accept as God's external words the Koran's collection of Allah's (God's) revelations to Muhammad, the founder of Islam. Unlike the founder of the major religions, Muhammad was not only the prophet of God but also the head of state. Islam is divided in to two parts Sunnis and Shiites, but they both believed on God and Muhammad.
AFFECT THE RELIGION ON CULTURE
In any organization people belong to the different religions. Therefore their different beliefs affect on the management efficiency.
For example a person come from the abroad and purchases a plant here in the Pakistan. He assumes that daily consumption would be hundred units. When the work start after the some time machine stopped suddenly. He thinks that machinery is failed but come to know that it is time of prayer and the Muslims offer prayer. So he decrease his assumption from 100 to 90 units per day.
MATERIAL CULTURE
Material culture refers to all human made objects and is concerned that how people make things (technology) and who make what and why (economies).
TECHNOLOGY
The technology of the society mix of the useable knowledge that the society apply and directs toward the attainment of the culture and economic objective, it exist in some form in every cultural organization. It is not wrong that if we say that success of any company depends upon the technology. It is important for the companies because
Q It enables a firm to be competitive.
Q It can be embodied in the company's product.
Q It can give firm confidence to enter in the international market.
Q It can enable a company with only minority equity position to control a joint venture an preserve it as a captive market.
CULTURAL ASPECT OF TECHNOLOGY
Technology not only includes application of science to production but also skills in the market, finance and management. It s cultural aspects concerns govt. because their people may not accept the cultural changes a new technology may bring. Technology cultural aspects are certainly important to international managers because new production methods and new production often require people to change their beliefs and ways of living.
Last edited: