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Sculpture Für Toleranz ("for tolerance") by Volkmar Kühn, Gera, Germany . Toleration is when one allows or permits an action, idea, object, or person that they dislike or disagree with. Political scientist Andrew R. Murphy explains that "We can improve our understanding by defining 'toleration' as a set of social or political practices and ...
In cross-cultural psychology, uncertainty avoidance is how cultures differ on the amount of tolerance they have of unpredictability. [1] Uncertainty avoidance is one of five key qualities or dimensions measured by the researchers who developed the Hofstede model of cultural dimensions to quantify cultural differences across international lines and better understand why some ideas and business ...
By presenting facts and defining inappropriate behaviors, organizations show their acceptance and tolerance of stigmas. [54] When affirmative policies and practices are up-front and seem sincere, stigmatized groups face less discrimination, [54] which should lead to higher employee morale, and greater workplace productivity.
While 70% of boomers have zero tolerance for any level of tardiness, in Gen Z’s eyes, 10 minutes late is still on time—explaining the friction between the two generations at work.
Ambiguity tolerance–intolerance was formally introduced in 1949 through an article published by Else Frenkel-Brunswik, who developed the concept in earlier work on ethnocentrism in children [3] In the article which defines the term, she considers, among other evidence, a study of schoolchildren who exhibit prejudice as the basis for the existence of intolerance of ambiguity.
An entrepreneurial organizational culture is a system of shared values, beliefs and norms, valuing creativity and tolerance, believing that innovating and seizing market opportunities are solutions to problems of survival and prosperity, environmental uncertainty, competition, and expects members to behave accordingly.
Power distance is the unequal distribution of power between parties, and the level of acceptance of that inequality; whether it is in the family, workplace, or other organizations. [1] The concept is used in cultural studies to understand the relationship between individuals with varying power, and the effect this has on society.
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. [1] This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens.