National Culture And Organisational Culture Business Essay - Free Essay Example

Sample details Pages: 7 Words: 2233 Downloads: 7 Date added: 2017/06/26 Category Business Essay Type Narrative essay Did you like this example? Hofstede in 1980s has most frequently cited literature on cross-cultural issues.Eversince hofstede(1980a) brought out cultures consequence, the idea of disparities in national cultures, rooted in his techniques of cultural mapping has been disseminated far and wide as not only a stepping stone practioneres of industry but also a tool of training novel managers.(Mwaura,1998).The main purpose of the analysis conducted by hofstede was to differentiate the assumed values shared by all in various organisations,as also the values of unique nature that could be considered specific to cultures at national level.In his opinion,values ,which are identified as acceptable to all members associated with a particular culture,could be classified and established.A particular nations values are acquire during childhood and are usually resistant to change during subsequent years.These are formed through the history of that nation,the people belonging to the society and the institut ions they have,including religion,education,government,work,law and all that are transmitted from generation to generation.(Hofstede,1980a,Olie,1995).These have been defined by hofstede (1987) asunique values that together constitute a collective programming at mental level specific to individual national cultures at of different nations.He concluded that a particular cultures members are determined to make use of this type of mental programmes.Thus, culture existing at national level has values which are its core component.(Mwaura,1998) The notion of national culture can be interpreted as an explaination for differences in management across nationa.In the opinion of Tung(1988) ,the very notion can be put into use to have a clear picture of difficulties in managing joint ventures.As per Bartlett and gashal,1989 and prahalad,1987, a major problem underlying the establishment of joint ventures is that of adapting to the host countries national culture.(Mwaura,1998).According to hof stede(1994), corporate or organisational culture is different from national culture because an organisations membership is usually partial,whereas a nations membership is of permanent significance. He thinks that the values of employees cannot be altered ,but because of the fact that organizational cultures consist of numerous practices instead of values ,they may be slightly manageable, through a change in various practices.(Mwaura,1998) . Don’t waste time! Our writers will create an original "National Culture And Organisational Culture Business Essay" essay for you Create order 2.3.2 organisational culture Culture of an organisation has drawn considerable attention to scholars.(Denson,1990;Lau and Ngo,1996;Mwaura,1998).Porter(1990) states that any organisation having a history ,is bound to have a culture as well,implying that organisational culture permits employees to comprehend their workplace,rendering thin work activities meaningful and showing thin relationship with events.Scholars have defined organisational culture in different ways.According to Williams(1993),it is meaningful the generally accepted and comparatively enduring values an attitudes exist in the organisation.According to another common definition of organisational culture it is a companys mode of carrying out the process of decession making as also resolving its problems and making negotiations.(Hall,1995;Mwaura,1998).This kind of culture is rooted in social norms,rules an various role models.Corporate culture ,which is apperrained to a local or national culture, consist of the values,feelings, norms, aspirations an prospects of the members of an organ isation.The basic function it performs is that of transmitting learning, handling emotions of stong nature and integrating and offering meaning. 2.3.3 Organisational culture as source of identity and emancipation The past of conventional management as well as organisation theory can be regareded as a history of regulating work force and establishing harmony between their interests of managerial practices. Historically ,Taylorism and its divine outgrowth concerned mostly about regulating the non-rational dimensions of organisational behaviour by the way repressive practices like a greater degree of managerial supervision. However,it was not till the first half of the 1980s which saw organisation an management consultants as well as researchers,explore organisational culture as yet another tool for regulating non-rational dimensions of the behaviours of employees.This novel means of evolving harmony in the context of an organisation ought to be assigned to the works produced by peters and waterman(1982),Deal and Kennedy(1982) and ouchi(1980.1981).Drawers inspirations from barnard(1938),Peters and waterman(1982) opine that organisational culture is required to manage paradox and ambiguity.In t he opinion of Ouchi(1980) organisation culture signifies an indespensible apparatus for sound working relationship due to the fact that common beliefs and values offer a balance of interests putting an end to the possibility for behaviour of opportunistic kind of surface.Organsiation culture has great significant,since,incase the transaction cost has a complexity coupled with ambiguity for organsiations,numerous common beliefs and values are require as components of controlling mechanism.It can be attributed to a fact that culture shared values play a significant part in iterating an organisation social dimension.(Peters and waterman,1982).Such an integrative standpoint is in keeping with the organisation having mechanical qualities where uniformity in behavioural terms of ethical nature and seen as something of critical significant for organisational cohesiveness.High profile managers can evolve this culture by expressing diverse values and then executing these with formal set of p olicies ,norms of informal nature,language,rituals and stories.These values ,characterised by consistently would have a scope to be shared by all employees zealously an emerge as liberating and emerge(Ogbor,2001) Such a zeal among participant of the organisation would trigger a domino effect like more commitment ,greater degree of productivity and more profits(Martin and frost,1999).The notion that organisation culture is able to create passion and pride besides nourishing the evolution of the self-identity of members is therefore a core theme among the upholders of corporate culture as a proxies of managerial arena.The themes of zeal, identity and pride are specifically quite assertive in supporting arguments in favours of corporate culture in the form of a managerial tool.The presentation of the organisation make the public many br for instances a source of pride for the employee and may go on to give cohesive as well as commitment to the organisation.By way of sound identifica tion with the organsiations ideals it is possible to boost organisation pride and give rate a sense of defensive action whenever employees find the company to deserve defending,particularly when the activities pursued by it are called into question or invaded by outsiders.Moreover commitment is a kin to the identification with a specific cultural community,regarding either the corporate norm or values or those regarding occupational or professional identification(Alvesson and berg,1992;Tric and beyer,1993;Ogbor,2001) Serving as the fountain of organisational harmony as also positive identity of oneself,organisation culture along with the occupational culture within the premises of the organisation signifies the share ideologies,philosophies,values,beliefs,assumptions,aspirations,norms and attitudes that integrate a community(Kilman,1986;Trice and beyer,1993).In the same way,employees are viewed as those who lend meaning their clash of interests by means of the values offered by t he organisation or those shown by their occupational culture.In this way values of organisation and faith as well as aspirations od employees help to give a systematic form of identification not only to employees with organisation,but the individuals ontological identity as well(Ogbor,2001) Thus,Organisation culture demotivates dysfunctional behaviours at work as it compels the organsiations culture to perform things for the sake of one another or with one another that are in the organisations best interests. 2.3.4 Subcultures, conflicting forms of control and fragmented identity: Even though the traditional discourse on corporate culture has supported a perception of a monolithic behavioural code as a fountain of organisational harmony,control and other kinds of avenues for securing identity other researchers have come up with the view that it is not correct to concentrate on organisation culture as something monolithic.According to Gregory,1982;Martin,1992;Trice an beyer,1993 the sub cultural presence in a particular organisation eroes the monolithic identity of the culture of an organisation and is able to provide an identity which avoids the one given by an organisation.These researchers have indicated how a specific organisation culture in a particular organisation may get fragmented by ethnic,occupational,geographic ,gender,industrial and professional subcultures,mirroring the variegated streams of culture at large(Ogbor,2001).As per this view,to concentrate on just one culture,generally managerial,is indirectly ethnocentric;organisations are essential ly multicultural.Characteristically ,various organisations are multicultural,which implies that there are several subcultures within their preview.Mmembers may be associated with over one subculture;actually,being associated with multiple subcultures may be quite prevalent sometimes.Subcultures signify symbolic spheres of influence(Trice and beyer,1993;Ogbor,2001). Various subcultures in an organisation,like occupational subcultures,usually compete with particular cultures of organsiations for members heart and mind(Trice and beyer,1993).During the process of asserting rights for the performance of specific tasks,occupationsmembers naturally show the tendency of stressing what menders them similar to one another as also different from others.Hence.instead of concentrating on organisational cultures as some sort of monolithic tool for regulating and liberating workers,we find subcultures as offering healthier aources by way of which employees achieve security for their identity.It can be arttributed to the fact occupations make use of cultural forms to assist members in managing their emotions in a very apt way(Trice and beyer;ogbor,2001) The culture suspective regarding organisation signifies a counterculture within the theory appertained to organisation as it poses challenge to,and at times sismisses the conventional structural as well as systems perspectives regarding how decessions are made,as also how it can be possible for staff and organsiations to respond to environment in thin own special way.A very different definition of what is billed as organisational culture has come from schien(1989),who looks upon culture as the more preforme level of fundamental assumptions and conviction which are shared by organisational members,which operate in an unconscious way,and which determine almost presupposed organsiations self-perception and understanding of the environment.It is seen a sthe invisible and inexplicable force which is in every situation behind the palpably practices of an organisation that can be seen and scaled.Usually,it is construe as a sort od social enery which makes communication with people,and provides them motivation to act.Culture can be regarded as the personality of the organisation a concealed but integrating which gives meaning,mobalization and direction(Kilman,1985;Sweeney and hardaker,1995) Recognising the critical part played by different people in various organsiations,Johnson and schools(1993) have propounded the concept of waht they call cultural recipe.Here culture is viewed as the ffective complex of numerous variables,such as the leadership type,current stories and myths,acknowledged rituals as well as symbols,power structure type,the organisational structure,the process of decession making,policies for functional aspects and aspens of management.It is stated that the intensity and strength of these cultural variables may show variation from individual one to another as also from a certain group to other groups within an organisation and between different organsiations, though the dominant culture of the organisation will exist as a common base throughout(Harrison and carroll,1991).Due to the intensity and nature of what has been called the culture recipe that one organisation gets competitive advantage compared to another,despite both having similar magnitude of reasons at thin disposal.(Ackroyd,s and crowdy,1990).Yet another general conviction is that an individual behaviour or group at every vital stage of the process of change goes on to preserve and validate the prevailing organisational culture and that in such situations when people decessions they get determined by then cultural ethos(Sweeney and Hardaker,1995). Sweeney and Hardaker,1995 emphasis the significant of this particular observation.In the entire process of change each stage is vital ingredient.Affected by the dtrongest organisational culture, a group or an individual accountable for the supervision of the environment may or may not even be able to identify a problems existence.Keeping in view that a problem is identified,their definition of stumbling block may be attuned to commercial reality or may not be so.The creation and choice of possible solutions might also be determined or boosted by the very nature of the culture prevailing in the organisation,and the ultimate execution of the solution that is desired will depend very much on the peoples co-operation at numerous levels in the organsaition for the success it achieves ,and they are affected by the existing culture(Sweeney and Hardaker,1995). A considerable amount of strategic research has been dedicate to intrinsic and extrinsic conditions which give vent to generic strategies of competitive character and,in trying to come to terms with predictors,conventionally such studies have capitalize on approaches,concentrating on stong characteristics,structure of the market or characteristics of product.Of late may researchers have laid stress on numerous competitive strategies adopte by firms in various nations(porter,1990 ),and substantial bulk of work has been taken up as well in the specific context of the global strategy concept as also the national cultures notion(Rugman,1990).The operations of several multinational organsiations have given numerous managers opportunities to have intimate touch with different national cultures.In European context ,the needs of skill of managers as also the roles played by them show variations as per the national culture in which they may be operating and in which they get socialize on managerial level.Every such element also affects the mangers strategic awareness,besides the competitive edge which international co-operation yields.(Shan and Hamilton,1991;Sweeney and hardaker,1995)

Essay about Native American Conflicts and Wars - 469 Words

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Analysis And Synthesis Of Community Mental Health Services

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In this group we have had several meetingsRead MoreStrangers: Identity Theft and Identity Fraud 1604 Words   |  6 Pageslimit your exposure to be a victim of identity theft. 1) Read your credit card and bank statements carefully and often. 2) Know your payment due dates. 3) If a bill doesn’t show up when you expect it, look into it. 4) Read the statements from your health insurance plan. a. Make sure the claims paid match the care you got. 5) Shred any documents with personal and financial information. 6) Review each of your three credit reports at least once a year. It’s easy, and it’s free. Literature Review In

Counterinsurgency in Iraq Free Essays

Since the start of the Iraq insurgency in 2003 before the ruling of a new supreme government within its borders, the armed resistance of Iraqi security forces, insurgents and militia bursted, as Iraqi rebels instigated an ‘asymmetric war’ with much foreign assistance coming from NGOs and countries like Iran. Instead of attacking only the coalition forces and the acting government, insurgents started to attack even the less significant supporters. This paper suggests that the counterinsurgency in Iraq had been presenting immense risks and destruction to all parties, but especially to the U. We will write a custom essay sample on Counterinsurgency in Iraq or any similar topic only for you Order Now S. , which had something to do with demography, economy, and power. By evaluating the event using the three basic criteria, it shall be concluded why counterinsurgency in Iraq should be brought to a halt. As social chaos and economic constraints have not been treated very well, the act of counterinsurgency has only made matters worse, as it brings destruction even to the United States of America. Main Body Criterion #1: demography-related ruin In terms of demography, counterinsurgency in Iraq had only made matters worse since 2003. In the Information Clearing House article written by Linda Bilmes and Joseph Stiglitz entitled ‘The Economics Costs of the Iraq War: An Appraisal Three Years after the Beginning of the Conflict’, it is said that there were approximately 2,000 American combatants who had died from March 2003 to January 2006, and about 16,000 American combatants who had been wounded during those same years (2006, p. 2). However, as of now, the number of deaths went up from 2,000 to 4,147 in totality (Casualties in Iraq, 2008); while the number of wounded went up from 16,000 in early 2006 to exactly 30,561 in totality as of now (Casualties in Iraq, 2008). As of early 2006, this number of deaths led to benefits and insurances that totals a staggering $100,000 death benefits and as much as $500,000 life insurances (Bilmes Stiglitz, 2006, p. 2). These numbers project the conclusion that demography-related ruin of the United States in the Iraq War damages not just the lives but also the economy of the nation. It can be evaluated that, in terms of demography, destruction brought by the Iraq War projects staggering amount and, thus, a disparaging situation. Criterion #2: economy-related ruin Secondly, in terms of economy, counterinsurgency in Iraq had only made matters worse since 2003. In the newspaper article also written by Linda Bilmes and Joseph Stiglitz entitled ‘The Iraq War Will Cost Us $3 Trillion, and Much More’, it was said that failed war at this age costs $3 trillion and that the costs and damages of the Iraq War has surpassed the financial costs of the World War II (2008, p. B01). As it was written, â€Å"As we approach the fifth anniversary of the invasion, Iraq is not only the second longest war in U. S. history (after Vietnam), it is also the second most costly—surpassed only by World War II† (Bilmes Stiglitz, 2008, p. B01). With a ‘conservative’ estimate of about $12 billion expenses per month (or $16 billion if the one in Afghanistan would be included), the Iraq War depletes America’s resources that should have been allotted to other expenses at this present age. These numbers project the conclusion that economy-related ruin of the United States in the Iraq War damages not just the economy but also the future of the nation. It can be evaluated that, in terms of economy, destruction brought by the Iraq War projects staggering amount and, thus, a similarly disparaging situation. Criterion #3: power-related ruin Lastly, in terms of power, counterinsurgency in Iraq had only made matters worse since 2003. Together with the demographic and economic ruin, national power is being depleted because of the fact that â€Å"population [is] one of the most important indicators of national power because of its importance for determining economic and military power† (Yoshihara, 2008, p. 2). According to Susan Yoshihara (2008), Hans Morgenthau has pointed out the eight means of power appear to be the following: (1) geography, (2) natural resources, (3) industrial capacity, (4) military preparedness, (5) population, (6) national character, (7) national morale, and (8) quality of government (p. 3). Therefore, because the Iraq War is destruction to both demography and economy, the third, fourth and fifth means of power that are industrial capacity, military preparedness, and population are also being negatively affected by the war. Destruction to these three means of power implies destruction of power. This projects that demography-related and economy-related ruin of the United States in the Iraq War means power-related ruin. Thus, it can be evaluated that, in terms of power, the Iraq War projects destructive elements that lead to a similarly disparaging situation. Conclusion From the stated paragraphs, it appears that the counterinsurgency in Iraq had been presenting immense risks and destruction to all parties, even to the American population. In relation to the three criteria that is demography, economy, and power, we can evaluate that counterinsurgency in Iraq should be brought to a halt. The war had only succeeded in bringing the country more than 4,000 deaths, more than 30,000 wounded, about $3 trillion worth of financial costs, with depleting power and less economic resources. It only brought social chaos and economic constraints. We should bring it to an end. Counterinsurgency can be defined as â€Å"military and political activities undertaken by a government to defeat a rebellion or guerrilla movement† (Counterinsurgency, 2008). As the United States started to invade and occupy Iraq in 2003 (Pirnie O’Connell, 2008, p. xiii), it is evident that counterinsurgency had been quite tough, as numerous armed groups were united with a common theme that â€Å"[t]he occupation of Iraq by foreign forces is bad† (Pirnie O’Connell, 2008, p. xiii). Yet, the case appeared to be a lot worse than just plain revolt. References Bilmes, L. , Stiglitz, J. E. (2006, January). The economic costs of the Iraq war: an appraisal three years after the beginning of the conflict. Information Clearing House. Retrieved August 26, 2008, from http://www. uncle-scam. com/Breaking/jan-06/ich-1-9. PDF. Bilmes, L. J. , Stiglitz, J. E. (2008, March 9). The Iraq war will cost us $3 trillion, and much more. The Washington Post, p. B01. Casualties in Iraq. (2008). Retrieved August 27, 2008, from http://antiwar. com/casualties/. Counterinsurgency. (2008). In Encarta dictionary. Retrieved August 26, 2008, from MSN database: http://encarta. msn. com/dictionary_1861600753/counterinsurgency. html. Pirnie, B. , O’Connell, E. (2008). Counterinsurgency in Iraq (2003-2006). RAND Counterinsurgency Study, Vol. 2. Santa Monica, CA: RAND Corporation. Yoshihara, S. (2008, March 29). American demographic trends and the future of U. S. Military Power. Paper presented at the annual convention of the International Studies Association, San Francisco. Retrieved August 26, 2008, from the All Academic Research database: http://www. allacademic. com//meta/p_mla_apa_research_citation/2/5/0/6/3/pages250636/p250636-1. php. How to cite Counterinsurgency in Iraq, Papers

dionysianism Essay Example For Students

dionysianism Essay DionysianismIf you look hard enough, you can see Dionysianism in a lot of places. This is a state of mind where a person does all sorts of wild things. They are very free willed and adventurous. This is the very opposite of the more conservative Apolianistic life style lived by others.In the movie Gimme Shelter we see a lot of this. We see people doing all sorts of free spirited events. Gimme Shelter is a great example of Dionysianism. In this movie they document a concert in San Francisco that is headlined the Rolling Stones. The people at this concert often striped in open site of everyone, and did other acts of craziness. The big controversy about this festival was that there were huge riots at the end of the show, when the Rolling Stones came on.Looking at the film, there didnt appear to be any Apolonion people at the show. This lifestyle isnt just seen in this film. It can also be seen in the works of Nietzsche. If he could have seen this video, he would have flipped. There is w ay too much worshiping of Dionysis for him. He believed that every person has these two ways of thinking, that of Apollo and Dionysis, and we all need to find the right balance of these to succeed.He would have thought the two producers of this movie were crazy too because they put such a thing together. There are some things we have talked about in class that have agreed with the movie. For instance, the Bacchae by Euripdes is a play featuring Dionysis as one of the lead characters. This play speaks highly of wild and crazy behavior, and killing, just like the movie.I can only imagine what it must have been like at beat one of these concerts in the 1960s. It must have been a great feeling knowing that you were part of such a huge group of people and everyone had the same feelings as you did. O course, these were Dionysis-like feelings. I have been to a few concerts, but none of them were as crazy as the one we watched in the movie. I strongly believe that music also helps with the craziness. From just watching the movie and listening to the songs, I felt the energy that was at that concert. It was incredible. Euripides would have agreed with a lot of the things that went on at that concert in 1969.Nietzsche would defiantly have opposed it though, just because it was way too unbalanced for normal human beings. The Directors of the movie lived in a time where dionystic things happened all the time. This is just another example of Dionysianism.

Cross Cultural Management National Culture Profile

Question: Discuss about theCross Cultural Managementfor National Culture Profile. Answer: Introduction Culture, in simple words, can be defined as the basic morals, ethics, beliefs, religion, cuisines, clothes, etc. that a particular social group follows. Culture can differ from people to people and it has become very important for business organisations to manage the cultural differences as they can prove to be very harmful for the overall productivity and efficiency. In this assignment, we will discuss the cultural preferences in Iran with an objective of starting a new business venture of tourism in the country. We will carefully analyse the cultural profile and identify two risks that the business would face while being operated in Iran. National Culture Profile Iran, also known as Persia and officially known as the Islamic republic of Iran, is located in the Western Asia. The country is a major religion and middle power and has an abundant reserves of fossil fuels (Commisceo-global.com, 2016). Let us now analyse the cultural profile of Iran based on the model suggested by Geert Hofstede. Power distance Iran scores 58 on the power distance index. The intermediate score of Iran on power index implies that the country prefers a hierarchical society. The country accepts differences in power that are given to individuals and is distributed in a hierarchical order. Every person in the society has a place and the distribution of power does not require any kind of justification (Geert-hofstede.com, 2016). Individualism this particular culture dimension deals with the feelings of togetherness or separated. Iran scores 41 on the individualism index, which implies that the country prefers a collectivist society. In Iran, people show a long term commitment to groups, whether the group is a family, a relation or an extended family. The country shows a high degree of loyalty towards the society. Similarly, an unethical offence leads to shame and loss of respect in the society. Masculinity with a score of 43 on the masculinity index, the country depicts a society which is more feminine rather than masculine. In Iran, the quality of life that a person keeps is an indicator of success while standing out from the crowd is not considered to be admirable. In Iran, people have a high preference for equality and quality of their work lives. In Iran, the society believes in working in order to live (Geert-hofstede.com, 2016). Uncertainty avoidance with a score of 59 on the uncertainty avoidance index, Iran shows a highly uncertainty avoiding society. In such a society, there is a high preference to maintain rigid codes and behaviour. The society emotionally requires rules and regulations eve if they dont seem to work in the long run. Precision and punctuality are given a lot importance in the society and security needs are the prime reason for employee motivation (Persians Are Not Arabs, 2016). Long term orientation this particular dimension deals with the preference of the society to e connected with the past and at the same time dealing with the issues or challenges that the future will bring along. The country scores 14 on this cultural dimension and shows a strong normative culture. People in Iran have a preference to establish the absolute truth. Iranian society has a great respect for traditions while the propensity to save for the future is relatively low. The society also has a great focus towards the achievement if quick results (Geert-hofstede.com, 2016). Indulgence this particular cultural dimension defines the extent up to which the society can control its desires and impulses. The country has a score of 40 in this dimension and shows a restraint culture. Further, the society also has a less tendency towards spending leisure time and can easily control their desires. Risk Analysis Risk 1Terrorism One of the biggest risks that haunts business organisations operating in Iran is the terrorism that the country experiences. The United States of America has recognized Iran as the most active state sponsor of terrorism and has been accusing Iran for terrorist activities since 1984. One of the best examples that shows the extent to which terrorism can be damaging in the country is the hostage crisis of 1979. On November 4, 1979, 500 Iranians entered the American embassy in Iran and took 90 employees and victors captive. The Iranians left the non-Americans and held 52 employees for 444 days. The demands put forward by the Iranians was the unblocking of Irans frozen assets in the United States. They also demanded a U.S based Shah of Iran to be arrested and given back to the Iranians. As a result, US had to pay $8 billion in frozen assets in exchange of the hostages. Further, the country has also experienced a number of assassinations in the past. Some noticeable assassinations were that of the Prime ministers Mohammad Javad Bahonar, Shapour Bakhtiar, Amir-Abbas Hoveida, etc. The above mentioned cases clearly show the instability that exists in the country and the extent to which terrorism can damage things. For a tourism venture, it is highly possible that the terrorist activities can have an effect on the tourists that visit the country. Even though Iran is being potentially considered as the best tourist destination for this year, terrorism still poses a great threat to the tourism industry in Iran. Risk 2 Corruption Corruption is defined as the unethical misuse of power bested in a person in order to achieve some personal gains (Corruption-agenda.org, 2016). Particularly in Iran, corruption is the way of life for the people. Only a few people in Iran have openly criticised the existence of corruption in the country also suggesting the social unrest that can be caused by corruption. Recently, a billionaire tycoon based in Iran, Babak Zanjani, has been sentenced to death for corruption. The 41-year-old business tycoon has been accused of fraudulent pocketing of $2.8 billion (The Huffington Post, 2016). The government of the country is large. The presence of the government of the country can be visibly seen in all corners of life. The corrupt behaviour demonstrated by the employees working in the government and public sector can be attributed to the lower pay which they are offered, which also makes it difficult for the employees to meet their own or their familys needs (Middle East Eye, 2016). The existence of corruption in the country is a great risk for any business organisation that wants to expand its operations in Iran. The fact that the venture is being run by an outsider makes the venture even more vulnerable to corruption (Eulerhermes.com, 2016). Mitigation Strategies It is important that the owners of the new business venture should carefully undertake strategies that can help them in overcoming the risks that are posed by corruption and terrorism. The business venture should, first of all, recruit a lot of employees from Iran itself as they would be better aware about the ins and outs of the business. They should be having a thorough knowledge about the ways in which the business can easily take all the permissions that it requires to operate in Iran. Even some of the high positions in the company should be offered to the Iranian employees as they have better understanding of their country and they would make it easier for the company to deal with the risks identified in the above sections. Further, the company should also establish relations with the governmental organisations and offer them high tourism incomes in exchange of security for the delegates or the foreign victors that visits Iran through the company. It should also be ensured that the tourists are adequate insured against natural and man-made disasters while they visit Iran while the business venture should also ensure that the security of the tourists is in the hands of the government of Iran. Recommendations Iran has a stable cultural profile, as discussed in the beginning, which makes the country a potential opportunity for business organisations while the country is also preparing for a tsunami of foreign visitors. Further, the county has also started to lose its visa rules which is making it easier for the tourists to get visa and visit the country. Therefore, the country is one of the best countries that offers tourism opportunities to localities as well as business organisations. Iran is a country that has a lot of potential for being selected as the best tourist destination in the present times but the risks of corruption and terrorism makes it difficult for business organisations to start new business ventures in the country. If business organisations come up with the right approach to deal with terrorism and corruption, Iran can offer a lot of business opportunities to them. Therefore, the business organisations should carefully assess the risks to their ventures and use appropriate strategies that can help them in mitigating the risks that exist in the country. References Commisceo-global.com. (2016).Iran - Language, Culture, Customs and Etiquette. [online] Available at: https://www.commisceo-global.com/country-guides/iran-guide [Accessed 29 Oct. 2016]. Corruption-agenda.org. (2016).What is Corruption?. [online] Available at: https://www.corruption-agenda.org/getting-started/what-is-corruption [Accessed 29 Oct. 2016]. Eulerhermes.com. (2016).Country risks analysis | Euler Hermes Group. [online] Available at: https://www.eulerhermes.com/economic-research/country-risks/Pages/country-reports-risk-map.aspx [Accessed 29 Oct. 2016]. Geert-hofstede.com. (2016).Iran - Geert Hofstede. [online] Available at: https://geert-hofstede.com/iran.html [Accessed 29 Oct. 2016]. Middle East Eye. (2016).Corruption a way of life in Iran. [online] Available at: https://www.middleeasteye.net/columns/corruption-has-become-way-life-iran-1127296548 [Accessed 29 Oct. 2016]. Persians Are Not Arabs. (2016).Persian Culture. [online] Available at: https://www.persiansarenotarabs.com/persian-culture/ [Accessed 29 Oct. 2016]. The Huffington Post. (2016). [online] Available at: https://www.huffingtonpost.com/majid-rafizadeh/irans-corruption-and-huma_b_8382140.html [Accessed 29 Oct. 2016].