Diagnosis Of Antisocial Personality Disorder ( Aspd ) Essay

1. DSM-5 Diagnosis a. Antisocial Personality Disorder (ASPD)- DSM-5 301.7 (F60.2) Ruling out Alcohol Use Disorder- DSM-5 305.00 (F10.10) Mild Cannabis Use Disorder-DSM-5 305.20 (F12.10) Mild b. Justification Based on the description of Peter’s symptomatology, the appropriate diagnosis is Antisocial Personality Disorder (ASPD). As indicated by the Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5) (2013). As described by Peter, his physical injuries are a broken nose and black eye which he claims was inflicted by his fiancà ©e. Peter’s aloof mannerism is another factor that was considered to form his diagnosis. As an introverted individual, Peter does not demonstrate any sympathy towards others individual’s rights and property. Peter has demonstrated deviant and criminal behaviors by utilizing assumed names, burglary of other individuals property, exhibits no remorse for his violation of others property and/or feelings. He also does not have the capacity to be self-supporting. This is evident by Peter s partner, Wendy, who believed Peter’s assertion that he was an independent computer consultant and an Ivy League graduate. She later discovered Peter was a high school dropout and a Gulf War veteran. Peter’s criminal behavior began at age three, when he was taught by his brother’s how to steal money from his mother’s bureau. His propensity for stealing resulted in him being accused of stealing a car, television and multiple laptops from hisShow MoreRelatedDiagnosis Of Antisocial Personality Disorder ( Aspd )1087 Words   |  5 Pages1. DSM-5 Diagnosis a. Antisocial Personality Disorder (ASPD)- DSM-5 301.7 (F60.2) Ruling out Alcohol Use Disorder- DSM-5 305.00 (F10.10) Mild Cannabis Use Disorder-DSM-5 305.20 (F12.10) Mild b. Justification Based on the description of Peter’s symptomatology, the appropriate diagnosis is Antisocial Personality Disorder (ASPD). As indicated by the Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5) (2013). As described by Peter, his physical injuries are a broken noseRead MoreThe Common Occurrences Of Comorbidity Between The Disorder1401 Words   |  6 Pagesis an overlap between the personality clusters. The most significant comorbidity occurrences with ASPD include paranoid personality disorder, borderline personality disorder, and obsessive-compulsive personality disorder (Out of the Fog, 2015) See figure 4 (Appendix C). Furthermore, additional studies are suggesting that 67% of those diagnosed (DSM-IV) with a personality disorder also met the criteria for at least one other mental disorder. Antisocial personality disorder has often been found to coexistRead MoreAntisocial Personality Disorder ( Aspd )1432 Words   |  6 Pages Antisocial Personality Disorder Among the vast things studied in the field of psychology lies psychological disorders. These psychological disorders can simply be defined as psychological functions that can be unhealthy and even harmful to a person (Gerrig, 2005). And because this disorders can cause damage to a person it is important to understand them, both to aid a person in this situation or get the correct help if the victim is oneself. There is a vast number of psychological disorders, howeverRead MoreEffects Of Antisocial Personality Disorder On Society1468 Words   |  6 PagesEFFECTS OF ANTISOCIAL PERSONALITY DISORDER The Cause and Effect on Society from being diagnosed with the condition from Adolescence to Adulthood Antisocial Personality Disorder There have been several studies done to demonstrate the condition known as Antisocial Personality Disorder. Around the 19th century it was called, with what the doctors would in the beginning refer to as moral insanity (National Collaborating Centre for Mental Health, 1970). When doctors first came across individualsRead MoreAntisocial Personality Disorder ( Adhd )1309 Words   |  6 Pages Antisocial Personality Disorder Kevin Adams Medgar Ever Collegeâ€Æ' Antisocial Personality Disorder is often wrongly called sociopathy or psychopathy although both sociopathy and psychopathy are not recognized professional labels for the diagnosis. Antisocial may not be the best way to describe the disorder because it implies shyness and people who suffer from the disorder tend to be more outgoing, charming and pragmatic. The term came about because the disorder is â€Å"anti-society. It’s behaviorRead MoreThe Correlation between Child Maltreatment and the Development of Antisocial Personality Disorder1557 Words   |  7 Pagestoward antisocial behavior. Of these environmental triggers, childhood abuse may be the most important of situational factors. Understanding antisocial personalities in individuals with biological susceptibility to antisocial behaviors and those who experienced maltreatment in a hostile environment would be at a high risk for developing antisocial personality disorder. Although the diagnosis is limited to those persons over eighteen years of age, it usually involves a history of antisocial behaviorRead MoreAntisocial Personality Disorder And Incarcerated Individuals1427 Words   |  6 PagesAntisocial Personality Disorder and Incarcerated Individuals Long-term patterns of manipulating, exploiting, or violating the rights of others are qualities that are often related to criminal behavior. This is a mental condition that is defined as Antisocial Personality Disorder by the U.S. National Library of Medicine. Antisocial Personality Disorder, or otherwise known as ASPD, is a disorder that fits into two essential categories: psychopathy and sociopathy. ASPD can be caused by many deformationsRead MoreThe Effects Of Antisocial Personality Disorder ( Aspd ) Essay1386 Words   |  6 Pageshealth disorder called Antisocial Personality Disorder (ASPD). Most of these professionals will agree that much more attention should be given to this matter since it can have fatal outcomes. The public and the media eye alike, might not realize the serious impact that this mental disorder can have on the general public. This literature review will examine what ASPD is, symptoms, possible causes, diagnosis, treatment, and how the public eye views this matter. Antisocial personality disorder (ASPD)Read MoreThe Personality Disorder Of The Mayo Clinic2173 Words   |  9 Pagesdiagnosed in the Diagnostic and Statistical Manual of Mental Disorders (5th edition) as a Personality Disorder. A Personality Disorder as defined by the Mayo Clinic is a type of mental disorder in which you have a rigid and unhealthy pattern of thinking, functioning and behaving. They are typically grouped into three clusters (A, B, and C), with a total of 10 disorders in all. The fascinating thing about the people with personality disorders is they are oblivious to the fact that they have one; everythingRead MoreAntisocial Personality Disorder ( Aspd ) Essay2393 Words   |  10 PagesAntisocial Personality Disorder (ASPD) To be considered antisocial is to isolate oneself from general social conditions and demonstrate behaviors that deviate from the social societal norm. Antisocial Personality disorder describes an individual that lacks values and habitually violates societal standards in regards to ethics and social behavior. Individuals with this disorder can be described to lack empathy, act impulsively, and have flagrant disregard for other people. It is hard for them to

Native American Perspective on Indian Removal Act - 807 Words

In May 1830, Congress passed the Indian Removal Act which forced Native American tribes to move west. Some Indians left swiftly, while others were forced to to leave by the United States Army. Some were even taken away in chains. Andrew Jackson, the seventh president of the United States, strongly reinforced this act. In the Second State of the Union Address, Jackson advocated his Indian Policy. There was controversy as to whether the removal of the Native Americans was justified under the administration of President Andrew Jackson. In my personal opinion, as a Native American, the removal of the tribes was not in any way justified. The removal of the Native Americans was an egocentric move on Jackson’s part. Jackson was only able to†¦show more content†¦Jackson felt the removal of the Cherokees from our land was justified because the government was paying for everything. Money can not compensate for the blood that was shed by our ancestors. When some Indian tribes did not leave the land, federal troops came to Georgia to remove the tribes forcibly. Cherokees resisted leaving their land until the bitter finish. Cherokees were marched by gunpoint which was known as the infamous Trail of Tears. Many died due to the horrid conditions, including my great grandmother. Any sensible person would have considered the consequences of these actions. Jackson tried to make the trade seem peaceful and reasonable, but there is nothing sane about the Trail of Tears. â€Å"The consequence of a speedy removal will be important to the United States, and to the Indians themselves†(91). If Jackson really cared about our well being, like he claimed, why would he allow the horrific Trail of Tears to persist? This exhibits Jacksons insincerity and disregard for the inhuman conditions my ancestors had endure. A main argument Andrew Jackson had was that the Indian Removal Act was only a continuation of a change that was already happened, â€Å"The present policy of the government is but a continuation of the same progressive change by a milder process†(93). He then continued to state how the tribes that previously occupied the eastern states were annihilated to make room for the whites. This was a transparentShow MoreRelatedThe Indian Removal Act By Andrew Jackson877 Words   |  4 Pages In the 1830s, The Indian Removal Act was passed, which forced Native tribes such as the Cherokee to move to the west of the Mississippi River. President Jackson’s actions of the Indian Removal Act lead to the trail of tears, where many Native Americans died along the way. This paper will analyze and explain the different perspectives of the Indian Removal Act. Andrew Jackson discusses that the obligation to help the ‘savage’ Native Americans to become civilized and to settle them in the West.Read MoreKayleigh Poudrier. Hist 221-002. Professor Marram. 31 March1704 Words   |  7 PagesKayleigh Poudrier HIST 221-002 Professor Marram 31 March 2017 It is hard to imagine what it must have felt like to be the Cherokee Indians in the year of 1838. However, in order for one to try to come to some sort of empathetic conclusion, it may be necessary to imagine themselves living and growing up somewhere their whole lives in a place that they love. They would need to imagine having such strong connections to the place that they have called their home and the land surrounding it, and beingRead MoreThe American Revolution Of 1775 And The Separation Of America1263 Words   |  6 PagesAfter the American Revolution of 1775 to 1783 and the separation of America and Britain, America had the power to create their own form of government. This was democracy, where the citizens’ decisions affected how the country was ran and what principles were put into place. Documents such as the Articles of Confederation and the Constitution were created to inform the public of what guidelines and regulations the new nation needed in order to prosper . In this representative government, people’s rightsRead MoreAnalysis Of Bury My Heart At Wounded Knee Essay1320 Words   |  6 PagesBury My Heart at Wounded Knee is a non-fiction book written by Dee Brown on the removal and extinction of the native peoples that called America their home. The title was created by utilizing a line from Stephen Vincent Benà ©t’s poem â€Å"American Names†. Furthermore, the book demonstrates the deteriorating relations between the natives and whites over time through the descriptions of atrocities imposed upon each Native American tribe by the white settlers. The number of these atrocities greatly outnumbersRead MoreThe Concept Of American National Identity Essay1386 Words   |  6 PagesThe concept of American national identity has been one of the founding structures that unifies the group of people that that call and consider themselves to be American. Since the â€Å"founders† of this nation settled in New England t heir patriotism has been celebrated. The legendary story of how the Puritan Pilgrims landed on Plymouth Rock seeking religious freedom is often taught to young children as a way to help them learn one of the key narratives in the formation of the nation. The story is evenRead MoreThe Long, Bitter Trail, Andrew Jackson And The Indians Essay1292 Words   |  6 Pagesthat the America’s were there, natives to the American lands were already here and thriving. As the land was discovered, more and more people from the European side of the Hemisphere traveled across the Atlantic Ocean to stake a claim for land in this newfound world. 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President Andrew Jackson attempted to consolidate the Native Americans when he told them â€Å"‘circumstancesRead MoreThe New World974 Words   |  4 Pages Impressions are perhaps the only valuable information one has to tackle the unknown. Much like To understand the Genesis of stereotypes one must first understand what stereotypes are. In Celluloids Indians Jacquelyn Kilpatrick describes stereotypes as such, â€Å"‘ [s] tereotypes are evaluative concepts about status and roles and as such are central to interpreting and evaluating social groups including one’s own.†Ã¢â‚¬â„¢ (xvi) Kilpatrick explores â€Å"the social, ideological and political construction†(xvi) of

Organizational Behavior And Culture Walmart Case Study - Click Now

Question: Discuss about the Organizational Behaviour and Culture Depends. Answer: Introduction Organizational culture is termed as the unique personality, which the organization follows in order to attain its objectives. Organizational culture is a system in which the firm shares the values, beliefs and the ways in which the members of the company are governed. The shared values of the organization help in overcoming the hindrances and challenges that are faced within the framework. The policies, practices, principles of an organization form its culture. It is essential for an employee to understand the culture and adjust to it well to deliver his level best and win managements appreciation (Chhokar, Brodbeck and House 2013). The organizational culture depends upon various characteristics that range according to the priority of the organization. Each organization has a different value towards the characteristics. This helps in defining the unique culture of the organization (Awadh and Alyahya 2013). The members of the organization make the necessary amendments based on the pri or aspects of the organization, thereby maintaining the work culture of the firm. It is quite vital for the management and the leadership framework of the organization to be efficient enough to choose the vital and prior characteristics of the organization that would maintain the goals of the organization along with its perceived set of values (Hogan and Coote 2014). In this report, the case study of Walmart has been analysed, in order to analyse the organizational culture of the firm. The model that has been chosen to frame the report is Scheins model. According to this model, the organizational framework has been divided into three levels, namely, basic underlying assumptions, espoused values and artifacts. The management and leadership framework of Walmart would be analysed based on the three levels of Scheins model. The conflicts and negotiations that the firm has come across while framing its design and structure will be taken into consideration. This report would help in attaining the issues that prevail within the firm, thereby providing a scope for further negotiations and improvements. Background of the Organization Walmart is a multinational company with its headquarters in United States of America. The company has been founded in the 1962, and has been dealing in retail management since then. The organization is considered as one of the best retail stores around the world that deals with wide range of products. The company has been considered as the largest company around the globe on the fortune global 500 list. The organization has employed around 2.2 million employees until date (Walmart.com. 2017). The organizational structure of the organization specifies the business activities, which prevails within the association. The organizational structure creates limitations depending upon the process in which the problems are addressed within the firm. The organizational culture of Walmart analyses the way the responses are gained by the employees at times of challenges in the workplace. The resilience for human resources in the organization depends upon the mindset supported through the organiza tional culture. The history of Walmart is crucial enough to maintain the success of the organizational structure and culture, thereby bringing up the competitive advantage an success in the firm. The leadership position of the firm in the retail industry and its potential long term success are important to link the combination of the companys structure and culture. Walmart possesses a hierarchical organizational structure. Their structure comprises of two features, one is hierarchical based and the other is function based. The hierarchy feature pertains in obtaining the vertical line of command and authority in the firm whereas, the function based structure helps in fulfilling the criteria of various functions to be analysed in the organization (Wiewiora et al. 2013). Walmart has an extensive system of managers who help the organization in supporting the hierarchy function based structure efficiently. Their management and leadership qualities are efficient enough in influencing the entire organization in a positive manner. It develops new and efficient strategies that help the organization in achieving its target. The management system of the organization monitors and control s the subordinates (Babnik et al. 2014). One of the drawbacks faced by the organization structure is that, it does not support the organizational flexibility. It gets quite difficult for the lower levels of the organization to adjust and communicate with the middle and the corporate manages of Walmart headquarters. The organizational culture is supported by four main components. The components of the organization act as a guide for the employees behaviours. The organization aims at providing eminent support to the customers, respect the individuals, strive for excellence and action with integrity (Wiewiora et al. 2013). One of the basic priorities of the organization is to provide the best services to the customers along with the recognition of the contribution made by the employees towards the organization. The firm strives for excellence in its field where the performance of the individuals, teams and the entire organization is managed efficiently (By, Armenakis and Burnes 2015). The organization supports the virtues of honesty, impartiality and fairness while taking decisions for the firm. Scheins Model Scheins Model was developed by Edgar Henry Scheins deals with the culture within an organization (Fullan 2014). According to the model, organizational culture deals with the beliefs and values prevailing within the concerned organization. Edgar felt that there are both direct and indirect mechanisms prevailing within the organization. Behaviour, status, opinions and appointments directly influence the organizational culture model. The indirect mechanisms that affect the organizational culture are those, which do not affect the organization in a direct approach (Denison, Nieminen and Kotrba 2014). The aspects are the mission and visions statements of the firm, the guidelines framed by the organization, design and the rituals. In order to analyse the organizational culture in a broader and vivid aspect, Edgar had divided the model into three levels. These three levels are mainly artifacts and symbols, espoused values and assumptions. Artifacts and symbols: the artifacts are considered as the surface of the organization. They are considered as the visible elements of the firm, which considers the logo, architecture, structure, processes and the corporate clothing of the firm (Alvesson and Sveningsson 2015). The visible aspects of the organization affect the culture in a major way. It is not only visible by the employees but also to the external parties of the firm. Espoused values: espoused values are concerned with the standards, rules of conduct and values of the firm. The process in which new strategies are formulated and implemented in the organization falls under this aspect (Azanza, Moriano and Molero 2013). It is quite important for the managers to maintain the alignment with the employees, as it is necessary to maintain the coalition within these two aspects of the firm to attain success. Basic underlying assumptions: this aspect of the model deals with the organizational culture and are hence considered as self evident and unconscious behaviour of the firm. This level of culture is considered as the basis in which the foundation of the firm has been created (Landy and Conte 2016). The underlying assumptions are intangible and are better understood by those who are well aware with the culture prevailing in the organization. These are the invisible aspects of the firm that would not be mentioned anywhere. It is an abstract effect associated to the organizational culture, which is analysed with experience (Hofstede 2014). This aspect is a powerful level of the culture prevailing within the firm. Management and Leadership The management and the leadership team of Walmart are quite well structured and efficient. Two forms of leadership that prevails in the organization are the transactional and transformational leadership. Transformational leadership is one form of leadership style that deals with the changes in the life of the people and the society in which the leader or the manager operates (Iriana, Buttle and Ang 2013). This form of leadership aims at bringing changes in the life of the subordinates. It further helps in making their life better and more fruitful. Transactional leadership is focussed on various transactions that the leader or manager of the firm makes with her subordinates. Transformational leadership form is considered as an important leadership criteria of Walmart. Mr. Sam walters, the founder of Walmart is a visionary and transformational leader of the organization. The official and the top managers visit the stores of the organization on a regular note, which helps them gain information regarding the current scenario of the organization. The managers of the organization are well aware of the ground realities that persist in the firm. This helps them in taking better decisions about the firm (Knight 2014). The manager team of Walmart are not adverse in taking big decisions regarding the firm, that would lay a major impact overall organization. The actions that are undertaken by the organization are totally based on the feedbacks of the consumers. The decisions regarding the closure of certain operations of the firm in places, the managers and the heads of the firm also took where the cost of the company was more (Zhu et al. 2016). This shows that the management and the leadership structure of the firm were well acquainted with all the major right of the firms in order to take the decisions that could affect the organization on a greater note. Transformational leadership of Walmart consists of the ideas in order to frame the strategies to be executed by the transactional leadership framework (Eisenberg, Goodall and Trethewey 2013). This aspect of the organization deals with the ideas plans and policies that must be analysed thereby focussing on the betterment of the organization. The transformational leadership characteristics that prevail in the management aspect of the organization analyses various responsibilities where the firm has a good balance of control and standards at one hand and freedom at the other. Walmart even has various successful leaders in the organization, which helps in improving the scenario of the organization. Being one of the well-known organization in the retail industry, the organization is well aware of how the systematic steps must be involved in accessing the targets of the firm (Kummerow and Kirby 2013). The management and leadership aspect of the firm is very well structured, that provides an incentive for Walmart to achieve its goals easily. The goals of the firm is aligned with the raise in its revenue and market share along with maintain the internal culture of the firm. With the efficient form of leadership, Walmart has been able to attain supremacy in such aspects. There prevail some loopholes in the organizational structure and culture. These conflicts are analysed in the next section of the study. Conflicts and Negotiations Walmart is a multinational organization that exercises its operations in various parts of the world. Being operated in different countries, it acknowledges the need of the organization in overcoming various cultures around the globe. In spite of trying their best to figure out the various strategies that could be analysed to overcome the cultural differences in the organization, there has been various cultural conflicts. These cultural conflicts have decreased the profitability of the organization to a level, which is beyond the expectations of the organization (Prevos and Watson 2013). Keeping the Scheinss model in mind, the cultural conflicts and negotiations faced by Walmart in terms of cultural disputes would be analysed in this section. This would help in acknowledging the areas where the organization could have improved to attain stability. Artifacts and symbols: Based on visible aspects of the organization, Walmart deals with some merits and demerits. The logo used by Walmart along with its tagline quite clearly represents of how they want to provide best services to the customers. They use the line save money, live better, which states how the organization prioritises the needs of the customers. The architectural facilities provided by the organization along with its spacious retail outlets through a major impact on the consumers of the organizations. The workplace of the organization possesses various adversities in cultural aspect. In this context, it gets quite difficult for the management team to look over the work process at different parts of the world. Walmart is handled in a hierarchical functional structure, where the heads manager of the firm is solely responsible to take the major decisions regarding the firm. It gets quite difficult for the firm to advance its issues from the retail stores of some other co untries to the man heads of the organization mainly situated in the headquarters (Reiman and Rollenhagen 2014). Hence, it could be stated that though the artefacts used by the organization in order to overcome the cultural differences is quite achievable, yet there are some drawbacks, which still prevails. Espoused values: the code of conduct followed by the organization while entering into international markets is quite well planned in nature. The managers of the firm utilize a set of strategies that would make the encounter in the international market quite smooth in nature. Various drawbacks prevail within the managerial skills of the organization that raises a bar against the embracement of new culture in the firm (Singh and Chalil 2013). The company holds optimistic views about the change in cultural influence of the people of other countries. Yet, the cultural influences within the organization affect the success and failure of the firm. The cultural aspect changes from time to time and from place to place. It gets quite difficult for the senior heads of the firm to overcome the hindrances and attain similar code of conduct and responsibilities for all the retail outlets over the world. This incapability of overcoming the incompetency in the organization would affects the future prospects of expansion in the organization up to a certain level. Basic underlying assumptions: corporate culture helps in seeking the responsibility of great power within the firm. The invisible aspects prevailing within the organization can be analysed only when the employees have gained enough experience of working under the firm. With the vast diversities in the cultural aspects within the organization, it gets quite difficult for the managers of the firm to manage the basic underlying values of the firm (Whelan 2015). These invisible factors of the organization are quite tough to be analysed, as the employees are not well aware regarding the basic cultural aspects of the firm. Recommendation By analysing the organizational structure and culture of the Walmart retail organization, using the Scheinss model, various conflicts among the managerial and leadership aspects of the firms has been framed. One of the major issues that are faced by the organization is that the firm is considered as one of the largest retail firms in the world which has the employment capacity of a large number of people. Hence, it gets quite difficult for the managers of the firm to analyse all the issues prevailing within the organization. With huge diversities in the cultural aspects of various countries, Walmart finds it difficult to attract both consumer and employees towards it. Hence, in order to overcome such challenges, the duties of the managers and leaders should be divided depending upon the area of the stores. The senior authority being the major head of firm creates a gap of miscommunication within the firm. Hence, in order to overcome such issues, the organization must thereby divide i ts functional structure into various sub heads. These sub heads must belong to the country, in which the Walmart store prevails. They would analyse the issues existing among the organization more efficiently and effectively. Later on they can pass on the information perceived to the heads of the firm in the headquarters. The costs of producing for the firm have been quite more, while planning to promote and expands its business in some foreign countries. It would beneficial for the country to adopt the cost effective methods, cultures and raw materials from the domestic aspects of that area. This would raise the incentive for the organization to gain a better knowledge towards the culture, needs and demands of the people in that particular country. Hence, this would even solve the problem regarding publicity of the firm. The employees within the organization must be provided with various rewards and appraisals that would promote their loyalty towards the organization. The employee turnover rate would reduce and hence would strengthen the internal structure of the organization. The firm must address the problems that are faced by the employees belonging to different cultures in the organization. Assistance and privileges should be provided to all the employees of the organization that would help the employees to improve their stay as an employee and be faithful to the organization thereby raising its productivity and expansion capacity. Conclusion The management of the organisation is a difficult task and thus needs to be performed efficiently. The organisational behaviour model or the Scheins model is effective in determining the values and beliefs of the organisation (Martinez et al. 2015). The model is thus beneficial in understanding the values and beliefs of Walmart affect its culture. The artefacts and symbol, espoused values, and the basic underlying assumptions are the levels in the organisations that affect the organisation. The management and leadership aspects of the world largest retail industry, Walmart has been successful enough to raise the stability of the organizational culture and structure. They have followed various provision under the hierarchical functional structure followed within the firm. Both transactional and transformational leadership aspects have been undertaken by the senior heads and managers of the organization in order to overcome the adversities of the firm. Yet, these management skills and policies that are adhered in the organization is not efficient enough to eradicate all the issues that prevail under the organizational culture (Schneider, Ehrhart and Macey 2013). In order to pertain the effective solution to address these problems, the organization must undertake certain measures that would help in procuring the organisational culture and raise the productivity and expansion among different countries of the world. Reference Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Awadh, A.M. and Alyahya, M.S., 2013. 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Perceived Differences In Culture, Environmental Hostility And Firm Performance: A Study Of Indian Organizations Using Competing Value Framework. Walmart.com. (2017).Cite a Website - Cite This For Me. [online] Available at: https://www.walmart.com/ [Accessed 7 Jan. 2017]. Whelan, C., 2015. Organisational culture and cultural change: A network perspective.Australian New Zealand Journal of Criminology, p.0004865815604196. Wiewiora, A., Trigunarsyah, B., Murphy, G. and Coffey, V., 2013. Organizational culture and willingness to share knowledge: A competing values perspective in Australian context.International Journal of Project Management,31(8), pp.1163-1174. Zhu, A.Y., von Zedtwitz, M., Assimakopoulos, D. and Fernandes, K., 2016. The impact of organizational culture on Concurrent Engineering, Design-for-Safety, and product safety performance.International Journal of Production Economics,176, pp.69-81.