International Peacekeeping essays

Universal Peacekeeping articles Peacekeeping is more than you truly might suspect. At the point when you consider peacekeeping, you consider everybody coexisting, without any issues. It is more than, significantly more. Individuals bite the dust to keep the harmony. Individuals spend their lives attempting to keep the harmony. This whole nation attempts to keep the harmony, yet it is as yet not entirely there, and there is nothing we can do but to proceed with what we have done previously. The United States is the most remarkable nation on the planet, and we fundamentally choose what goes on in it. With this sort of intensity, the U.S. can do whatever they have to do to keep the harmony and this is their main thing, and there is no other nation on the planet that can meddle with it, or we will pound them. I decided to compose this exploration paper on the most many-sided peacekeeping crucial I could discover, and where the U.S. military does what I accept they ought to do. These missions, which started in April 1991, assume a significant job in the Middle Eastern and American relations in these nations. The mission is legitimately named UNIKOM, or United Nations Iraq Kuwait Observation Mission. UNIKOM was built up by Security Council goals 689 and constrained the withdrawal of Iraqi powers from the domain of Kuwait. (UNIKOM) At the time, Iraq had attacked Kuwait, and was attempting to totally assume control over the domain, yet the U.S, partners to Kuwait, chose to meddle, trusting this would stop the little war and carry harmony to the Middle East. (Encarta) The fundamental explanation that this discussion has emerged is on the grounds that Iraq and the Iraqi individuals are governed by a merciless tyrant that doesn't show sympathy for the individuals, and that the individuals of Iraq have not had enough great scene to topple him, permitting him to proceed with his way of dread. At the point when he chose to attack Kuwait his kin complied. The different gatherings in the leftovers of Yugoslavia didn't spend the most recent decade slaughtering each other with such eagerness since they... <!

Terrorism in gobal world Essay Example | Topics and Well Written Essays - 1500 words

Fear based oppression in gobal world - Essay Example This paper tries to look at a portion of the upsides of compulsion as an instrument of counterterrorism strategy. The paper will draw from models where compulsion has been applied to remove data with respect to fear mongering. As a counterterrorism strategy instrument, compulsion has some huge favorable circumstances that go with it. Intimidation assumes the job of discouragement and forestalling any probability of psychological oppressors to take part in crimes. For instance, the United States counterterrorism methodology and arrangement advocates for the terrorizing of suspects using pressure and power. In its counterterrorism arrangement, the United States advocates for the catching of suspects and holding them detainees (Bolz et al., 2005). Moreover, the US advocates for the use of intense intends to get data from fear based oppressors. Such intimidation works since no psychological oppressor dares participate in fear based oppressor exercises because of the cruel conditions ascribed with compulsion. Most governments see the utilization of compulsion as a successful method of battling fear based oppression. There might be an inclination to depend on dangers of discipline as a method of countering the probability of fear based oppressor assaults. For instance, such goes about as abducting psychological militants so as to remove data assume a fundamental job of discipline. Through such procedures, the fear monger will give data, which can help in the anticipation of a psychological oppressor assault. Systems, for example, spread and plain paramilitary and military activity assume a fundamental job in pre-empting and forestalling psychological oppressor gatherings (Crank and Patricia 2005, p. 26). Compulsion can likewise be successful when gathering data from nations and individuals accepted to harbor psychological militants. Through intimidation, individuals who harbor psychological militants dread the outcomes of being gotten. Therefore, they will in general abstain from harboring hazardous psychological militant gatherings that may represent a threat to the world. For instance, the United States applies exchange endorses on nations accepted to have

Behaviourist And Cognitive Approach To Learning Theories

Behaviorist And Cognitive Approach To Learning Theories The two primary compelling learning approaches are the behaviorist and the psychological way to deal with learning hypotheses. This report basically assesses how learning hypotheses are applied in the 14-19 Applied Science study hall. It inspects how behaviorism, albeit an obsolete hypothesis, is as yet significant in the cutting edge study hall is as yet utilized in building up the prizes and endorses strategies of the advanced school. The effect of Piagets hypothesis of intellectual advancement is assessed and what potential troubles may emerge in the event that they were applied precisely as Piaget directed. The effect of clinging thoroughly to Piaget maturational stages is censured and how it probably won't be conceivable to hold fast to set ages for movement in a school. Kolb, Vygotsky and Bruners constructivist approaches are looked at and demonstrated that, when applied to an inspired class they fill in as they were initially proposed but then when applied to an increasingly estranged class, they arent as handily applied. The science study hall is an innately risky spot for understudies to work in (Frost, Turner 2005, p.168). It is along these lines important to ingrain a degree of control in the understudies, to guarantee they limit the risks to themselves as well as other people in the science homeroom. It is important to condition (Child 1997, pp.114-121)the understudies to carry on when certain orders are given. Conduct scholars accepted that the brain was a clear record clean slate and that we could watch the reaction to upgrade that happened to a creature. Watson imagined that a reaction is bound to be associated with a natural occasion (upgrade), if that boost reaction is rehashed consistently and with a brief timeframe between them (Child 1997, p.115). Thorndike indicated that the understudy is more averse to rehash negative boost reactions, which in this way implies there will be an expansion in the positive upgrade reactions, until a right reaction is rehashed consistently. The boost reaction is then strengthened at whatever point a positive outcome is produced.(Child 1997, pp.114-121). Skinner made a few ends from his discoveries in Operant Conditioning (Child 1997, pp.119-121). The means taken in the molding procedure must be little. Normal prizes are required at the beginning periods, yet once the molding is reflexive, prizes can be given less routinely. The prizes must come promptly or not long after a positive reaction to guarantee most extreme viability (input) (Child 1997, pp.114-121) When examining learning hypotheses, its important to make reference to Pavlov because of the significance held in his work, regardless of whether it doesnt actually legitimately influence the study hall. Pavlov spearheaded the possibility of old style molding with his celebrated test where he instructed canines to salivate, when an upgrade was applied, not long before food was given to them. The pooches in the long run related the ringing of the chime with the appearance of food and salivated fully expecting the food showing up (Child 1997, pp.116-118). Pavlovs work doesn't legitimately connection to instructing in the study hall, yet it applies, in that the understudies might be molded, to have a memory or a reaction to an occasion that occurs inside the homeroom condition. During my exercises I attempted to execute Watson, Thorndikes and Skinners hypothesis of Operant Conditioning in the homeroom to adjust the conduct of the class. The objective was to condition the understudies to reflexively quit talking when I moved to a specific territory of the room; utilizing the hypothesis that the understudies would rehash conduct that got a positive reaction, and not rehash conduct that got a negative reaction. I at first began to adjust their conduct by moving to one side of the front work area, holding my hand up and sitting tight for quiet in a similar recognize, each time I expected them to quit talking and tune in. At first it was important to request quietness and advise them that I was standing by to talk. Sometimes it was important to give an authorization according to the science offices rules of two admonitions, at that point giving a detainment or keeping them in for piece of their break if, in the event that they didnt quit talking rapidly enough. In the event that the class quit talking rapidly, they would be remunerated with acclaim and if the exercise had gone well a class prize of a game or rivalry toward the end, in the event that it was fitting. Positive input about execution is said to positively affect future execution. Skinner called it support; Thorndike considered it The Law of Effect.(Child 1997, pp.115-121) McAllister et al. (1969) found that applauding understudies not just went about as an uplifting feedback of conduct, however that the recognition may have likewise worked by causing peer bunch pressure in the class to diminish improper conduct, on the grounds that the negative conduct pondered the class in general (McAllister et al. 1969). Banduras Social Learning Theory would state that the understudies were not exclusively being molded to react to the educator, yet additionally gaining from their friends activities with respect to what was suitable conduct in the classroom.(Atherton 2009) Before the finish of the a month and a half, the understudies were beginning to react to the progressive guess as portrayed by Skinner (Child 1997, p.121)positively and required reminding less that I was holding on to converse with them. It was clear that they very much wanted the positive reaction of tuning in and being permitted to proceed with whatever action I had arranged, to the negative reaction of not tuning in and accepting an approval, before proceeding with the action I had arranged. One might say that they were experiencing Learned Helplessness (Atherton 2009a)and had abandoned having the option to change the exercise by negative conduct. Because of the need to give a protected workplace in the homeroom, I likewise took a shot at the class reacting to the order STOP when they were doing lab work. The thought being that if STOP was said boisterously to the entire class, that they consequently stop what they are doing, quit talking, go to where the instructor is in the study hall and get ready for guidelines that are significant or wellbeing related. In the beginning periods of molding, nonstop fortification is expected to set up the Stimulus-Response link.(Child 1997, p.119) The challenges while attempting to execute these hypotheses was down to the measure of time associated with getting the understudies reacting to the boost decidedly. The hypothesis of having the option to remunerate the understudies for reacting decidedly and authorize them in the event that they dont isnt suitable in this circumstance, because of the genuine idea of the order. In the event that the understudies dont react to it, it could at last end up with desperate outcomes in a crisis circumstance. The STOP order specifically was a troublesome one to execute because of its rare use and the reality of its utilization that was inferred to the understudies. On the off chance that the order was abused, at that point it would lose its significance as something genuine, yet then again on the off chance that it wasnt rehearsed enough, the understudies would not react properly when the order was given. Another intriguing circumstance that emerged was from the consideration consuming understudies, in that the additionally requesting understudies are set up to endure the minor burden of the negative fortification on the off chance that they get the consideration time from the educator. (McAllister et al. 1969) Seeing the understudies all the more habitually, I am certain that they could be adapted speedier and show the intrinsic reaction more promptly than when I was just ready to see them a couple of times each week. Behaviorism is clearly still significant in the advanced school (McQuillan 1998), regardless of whether it is a to some degree obsolete hypothesis. Schools despite everything have their assents strategies based around Operant Conditioning and negative support with different degrees of alerts and detainments set up for negative conduct. This will stay compelling for whatever length of time that strategy producers permit these assents to be utilized. In any case, Skinners conviction that we are for the most part clear records and what goes on inside our secret elements (Child 1997, pp.119-121) when we learn isn't significant, isn't pertinent anymore.(Child 1997, pp.113-121) The understudies I have worked with and instructed are largely extremely one of a kind as a part of their characters and show totally various methods of learning. To state that the learning forms they experience are just identified with outer improvement and their reaction to that upgrade doesn't connect with what h as been seen in the study hall. Constructivist Theory has had a major impact in the current instructive condition in schools. Driver and Easley presented constructivism as it is known now to the science network in 1978. (Solomon 1994, p.3)They expressed what was beforehand an unavailable hypothesis for science, open to the logical instructive network. The 14-19 homeroom permits us to take a gander at how Piagets Theory of Cognitive Development is applied. Piaget saw that youngsters experience four particular phases of subjective development (Burton 2001, pp.237-239) Phases of Cognitive Development (Atherton 2009b) In the 14-19 homeroom, as indicated by Piagets hypothesis, all the understudies have arrived at the Formal Operational phase of intellectual turn of events and are fit for creating speculative circumstances and comprehend conceptual ideas. Understudies ought to have the option to apply their comprehension of a circumstance and in principle have the option to conjecture what might occur in a given occasion. (Youngster 1997, pp.191-207) For a fact plainly not all understudies arrive at the Formal Operation stage simultaneously and in actuality the multi year and up limit isn't as obvious as that (Child 1997, p.202-203). Inside my Year 9 KS3 classes most of the understudies were at the Formal Operation phase of advancement and were equipped for taking a theoretical thought, for example, switches and snapshot of a power and applying their insight and comprehension to determine the condition for figuring the snapshot of a power themsel

The Myth of Computers in the Classroom free essay sample

PCs could without much of a stretch be known a teacher’s closest companion, yet whenever mishandled and abused, PCs can likewise be hurtful to the learning procedure generally speaking. Today, PCs are being utilized in the learning procedure in schools. From grade school, kids are being educated to utilize PCs in their everyday scholarly investigations. This is the reason numerous understudies currently figure out how to type before they figure out how to write in cursive. Gelernter feels that inappropriate or uncontrolled utilization of PCs may prompt decrease in education and absence of fundamental aptitudes. PCs have the capacity and potential to achieve extraordinary things. Furthermore, Gelernter concurs that â€Å"Computers ought to be in the schools. †(186) Using the correct programming, PCs have the ability to accomplish a remunerating learning experience. PCs and the web have changed the universe of training in numerable manners. Gelernter clarifies how PCs in the schools can be a negative source, with regards to learning. We will compose a custom paper test on The Myth of Computers in the Classroom or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Innovation in schools gives as badly designed decrease on learning, this is on the grounds that innovation can give answers to understudies as opposed to permitting the understudies to work at finding the solutions themselves. Most understudies currently approach endless wellsprings of data from everywhere throughout the world. They can likewise converse with specialists in huge numbers of callings. Sight and sound and hypermedia’s utilization of sound pictures and recordings may have improved the learning procedure by making it additionally engaging. What’s the purpose of figuring out how to peruse if a PC can accomplish all the work for you with pictures, recordings, and sound. Gelernter discovers this upsetting on the grounds that the capacity to peruse is the most significant piece of learning. A PC can show you with media yet it surrenders nothing over to the creative mind. Educators, guardians, and understudies have gotten excessively subject to the PCs showing capacities which is prompting a burden in the instruction today. I concur with Gelernter with regards to PCs. Everybody ought to depend more on their own minds as opposed to a mechanical one for learning. Works Cited Gelernter, David. â€Å"Unplugged: The Myth of Computers in the Classroom†. The Brief McGraw-Hill Reader Issues Across The Disciplines. Gilbert H. Muller New York: 2012. 186-188

What Makes Up Your Company Culture

What Makes Up Your Company Culture Company culture is ridiculously underestimated. If you are a decision maker in your company and you are not doing enough to support it, you need to make some changes as soon as possible.Why? Well ask yourself: What are the most important reasons why you like your job? Is it the salary and social benefits? Or is it the company values, the people that work in your office, the atmosphere of support and working towards a common goal?If it is not just your pay that makes you get up and go to work every day, then it is probably the same for your workers.Company culture is a serious driving factor for success, for work satisfaction and for loyalty to an organization.You need to invest in it, support it and participate in it. This article will lay out 7 aspects of company culture you need to consider and improve.COMPANY VALUESCompany values are not just a pointless list, published on the next-to last page on your website. They should be what unifies all individuals working for the organizati on and ties them to the ultimate goal.How to choose company values?It is never too late to select a set of company values for your organization.Think about your ultimate goal, your attitude towards your customers, your attitude towards your employees. What was the original idea behind creating it?Go short. Choose only what is really important to your organization. Ideally, you should be able to fit all on the digits of your right hand.What are some great company values to have?Serving society. If the organization is non-profit or charity, serving society will definitely be a core value. Give your angle â€" how do you see what you are doing to be of service.Eco-friendly. Lay out some policies you have applied to preserve the environment.Transparency means a lot of things and if you claim it is your value, you need to apply it to all aspects of business in building your prices, in forming your employee’s salaries or decisions on promotions.Equality and diversity. Keep equal opportu nity for men and women, different nationalities, ethnicities, races, religions, and sexual identities. Eliminate the pay gap on the level of your organization.Loyalty, integrity and responsibility. Lay out some examples of the difficult decisions you have had to take as an organization to deserve being trusted by customers, partners and employees.Ultimately all companies have to profit to survive. Money are often seen as a bad example for a company value, because it looks too commercial. But it is not. Just make sure you express you see profit as a common goal, the result of team work and that you will not pursue it at all costs.Talk about your process and the measures you are taking to provide top quality product and service.Team work. Having team work as a core value will encourage cooperation in tough moments.Fun! Fun is a great value to have. Employees and customers alike appreciate freedom and the sense of humor.When are company values important?As soon as interviewing someone for a free position in your company you have to check for personality compatibility. Ask questions, create theoretical situations, check for behavioral signs.Some people are just not a match. Choosing the right candidate is much easier than changing a person to fit an organization.Company values are important whenever you communicate to your customers and your partners. Being true to your company values will earn you trust.Watch James Franklin explain more about core values in this TEDxPSU video. COMMON CAUSEWildflower and Oak is a business with a common cause. The makers of baby blankets offer clean delivery kits to hospitals in Haiti.Warby Parker is an eyewear company that also follows the one-for-one rule. As the Entrepreneur Europe reports:‘It not only donates glasses to children, but also provide the tools and training needed to administer basic eye exams, as well as selling glasses at affordable prices. The company has identified that across the developing world, just one pa ir of glasses increases productivity by as much as 35 percent, which in turn increases monthly income by 20 percent.’The case of TomsThe business model of ‘Toms‘ follows a similar idea. Originally Toms delivered one free pair of shoes to a child in need, for every pair that was sold.Buy-one-give-one.Since then the charitable efforts of Toms have expanded to offer eye care, clean water, and other goods.Blake Mycoskie, the founder, does not stop his philanthropic work at charity. He is decided on making his employees happy and satisfied.Here are several of the policies Toms has applied to reinforce the company culture:No Meeting Mondays. Mondays are notoriously hated for being the first day of the week back to work. By banning meetings, Toms allows for a smoother transition into the business week.Flexible Work Schedules. Strict hours are bad for business. Some of the most creative and enthusiastic employees go for part-time work in order to have time to follow their passions. So me flexibility will allow them to spend more of their time in Toms.Eight weeks of paid paternity leave. Paternity leave in the USA is underestimated by government and most companies which only offer modest rations of time for young fathers to spend with their young kids. Toms has provided a solution.Happy employees are more productive, work harder, and are more loyal to the organization that makes their lives so much easier.In that way, Toms is profiting from applying policies that will protect them. Working in a charitable business is not possible without creating a culture where employees know their employer has their side.But there is more than that. Toms instills its values of philanthropy and generosity through another special strategy creating the Happy Helping Hour.The HHH means members of charitable organizations visit the office and engage employees in activities that have to do with charitable causes, such as preparing care packages for women who have been victims of abus e. Full-time employers are invited to trips to distribute the shoes allocated to the poor in Nepal and Honduras.The Happy Helping Hour helps instill in the employees the values of their social mission. Amy Thompson, chief people officer explains:Culture is a very organic thing. It is not something you preserve as companies grow. It is something you nurture.ENCOURAGE LOYALTY AND RETAIN TOP TALENTWhy loyalty? The short answer is: Millennials.The long answer? Well, those born between the years 1980 to 2000 are only labeled as lazy and demanding. Truth is millennials are very independent. They have grown up around technology, with large digital sources of information and have learned to depend on themselves and trust themselves.They do not see themselves as attached to an organization forever. Especially an organization that does not support their needs. Analyses tell us Generation Z is not too different in that aspect.When loyalty could be an issue for an entire generation, employers n eed to take notes and make changes. Millennials now account for about 30% of the workforce.They are disproportionately hired in IT companies, where the median age is lower â€" about 29 years of age.How to encourage loyalty:Forbes say there are four main ways to establish a strong employer-employee connection with millennials.Create a culture where they work with you, not for you. Make sure you create a responsibility and the workers will not feel it is just another job. It should be clear how each task contributes to the common goals of the organization. They are partners.Have a healthy respect towards the work-life balance. Introducing flexible working hours is a popular strategy to allow employees more freedom. Give a thought to introducing regular home office. Allow new parents to spend more time with their children. When workers have a healthy personal life, they will be able to perform their best at work.Only work with constructive criticism. Emphasize on principles. Discuss ta sks that can be done better if you know how. Scolding your employees to perform better will never work.Be less corporate. Corporate culture could be suffocating for the new generation. Think about the rules you can sacrifice. The dress code for example? Create a relaxation room and encourage your employees to use it for informal meetings.ENCOURAGE PEOPLE SUPPORTING EACH OTHERNo matter how well your employees are incentivized to work towards your organization goals, how strongly they believe in the common good, and how happy they are with their compensation, bad relationships between coworkers are guaranteed to cause an issue.How to identify a toxic office environmentA quiet place. An office where the loudest thing you can hear is the tapping on the keyboards, clicking on and off ball pens and printers pushing out paper is a bad environment. Normally employees should talk laugh and joke even in stress situations.Passive aggressive notes and/or emails. When notes take over face to fac e communication, that means people have the feeling their message will not be taken seriously, or it will be dismissed. Next time you find a note by the printer, the water cooler, or the air conditioning controller, know It is a bad sign.Low attendance at office events. You should aim to attract at least 75% of employees at any company event. Lower than that is a clear sign your colleagues don’t want to spend time with each other and your events are boring and cringy.Conflicts and drama. While toxic environment most often manifests itself in ignorance and coldness, sometimes tension manages to accumulate and… explode. The longer you wait to take measures the worse the drama will be and the more often it will happen. Prepare for some loud shouting and heavy crying.Employee turnover. You are losing personnel. This is what you ultimately want to avoid. Losing talent is not always caused by a toxic office environment. There are some key signs. Ask your employee what was the reason t o go. Usually they will you they have had issues. Another good sign is if they only point out better money. If their compensation is the only incentive for working in your organization, then you have failed to create the right company culture.What creates a toxic environmentCompetition. There is nothing bad in gamifying your organizations goals. The best practice is to make your goals SMART â€" specific, measurable, achievable, relevant and time-bound. However, as soon as you make your employees chase numbers, you are creating an environment of competition. Competition has the nasty habit to turn unhealthy when money are involved.Lack of transparency. Lacking financial, political and organizational transparency in the workplace will make employees feel uninformed and powerless. That causes losing interest in the company values, results and prosperity.Inequality. Inequality of compensation or opportunity easily causes interpersonal conflicts.How to heal a toxic office environmentOrga nize FUN team buildings and encourage attendance. Make it cool. Invest.Organize team meetings and create a culture where positive feedback is dominant.Organize workshops to discuss the topics of equality, transparency and support.Cancel individual goals in favor of team goals. Encourage team work.INSPIRED RESPONSIBILITYCompanies that help employees realize they have the power to make or break the organization benefit from increased loyalty and maximum performance.The case of Southwest airlinesEntrepreneur Europe tells the story of how Southwest airlines is gaining credit in a bad moment for the airlines industry. A lot of its competition have been blasted all over social media for double-booking seats and delivering more than poor customer experience.Southwest airlines, however, has been successful to communicate its vision to its employees. They trust their workers that, when given more power, they will act aligned with the principles that the company wants to adhere to.With more a uthority, employees are capable to step in in difficult situations and save the day for customers, keeping them happy and loyal to Soutwest.The case of SquareSpaceSquareSpace with its great company culture has been voted multiple times one of the greatest places to work in New York City. It has a flat organizational structure which means it has very few management levels.It caters to its employees, as Entrepreneur Europe reports, ‘including 100 percent coverage of health insurance premiums, flexible vacations, attractive office space, catered meals, stocked kitchens, monthly celebrations, relaxation spaces and periodic guest lecturers’.How to keep employees involvedOrganizational transparency. Keep heavy corporate talks, meetings and communication to a minimum.Ask for ideas. Make sure you allocate some time and communication channels for your employees to give ideas. Be open to collecting proposals for anything â€" new methods of recycling, changing your internet provider, or ad ding more plants in the office space. Small decisions will lead to bigger ones. Make sure you always contact the author and give feedback. Make it constructive.Organized voting. For some decisions you must ask around. Do it in an open and fair way. A fair election day is a fun way to incorporate your employees in decision making and achieve transparency.Give credit for side projects. If someone complains from the working environment, the conditions, or the workflow, give them a side project â€" let them figure out a better way to work. Compensate them fairly.INDIVIDUALISM IN COLLECTIVISMThere is ‘I’ in the office. More often than not, individualism should not come up at work.However, a personality cannot be dissolved in a career. There is time and a place for it.Breaks and vacationsMost often taking your lunch and your days off is protected by law. And there is a reason for it. Employees are more productive and healthy after a short break. Smart employers will encourage taking t ime off work regularly to spend time with yourself.Time with the familyA family is an important part of the life of working parents. Allowing them some extra time to spend with family will increase their loyalty and sense of safety in the organization which will help them contribute more as employees.Support people with interestsMost interviewers do ask candidates for a job for their hobbies. Interestingly enough they forget about it afterwards.Remember: All work and no play makes Jack a dull boy. People with various interests make for a cool office environment. You will have a happy team if you encourage people to follow their passions.Difference of opinion and freedom of speechWatch out for censors. You need to make sure there is a free flow of opinions and ideas. No one should feel ostracized.YOUR PART IN COMPANY CULTURECompany culture is usually organic, and it can be encouraged or steered in one or other direction. But there is no point in a culture that no one participates in. Make sure you communicate the importance of being a part of the team to your employees.You should be a part of the culture or you will not progressIt is true.The company culture is always there. It could be a toxic one or a supportive and productive one.But it will always be the people who fit in that progress the furthest in an organization.If you can’t beat them, join them! If you CAN beat them, maybe they will not like you too much. You do not want to seem like competition for the entire team. You can forget about beating and concentrate on leading.You will be more informed. Spending more quality time with your colleagues will make you a better fit in your organization. You will feel more confident to discuss both internal and external topics.You will work better in a team. A good company culture improves the mood all around and raises the productivity. When you communicate well and like each other you can tackle any challenging task fast and easy.You can trust your colleagues when under pressure. Participating in the company culture does not just mean reciting the same company values by heart. It means being friends, talking, sharing and spending time together â€" in good times and bad times.How to make sure you are part of the company cultureAsk questions. You might be excited to learn if you fit in, but don’t be generous with information about yourself. Instead, get to know everyone. It is never too late. Ask questions when you find it appropriate and listen to the answers. Try and see the world from their point of view.Participate in events. You do not have the time. You make the time. Even if you don’t make any friends, at least you get free food and free booze. It is a win-win.Do something sweet for your team members. Make compliments, appreciate everyone and help them with their work. But don’t leave it at that. Do something others wouldn’t. If you are out of ideas, just get some donuts for your team. You will be the star of the day.Get in on the jokes. Feeling like an outsider on all those inside jokes. Create your own. Don’t be afraid to have some fun in your workplace. Just make sure you feel out your audience. Start with other jokesters and slowly win over the others.CONCLUSIONCompany culture is more than just a couple jokes and several company events you have to attend through the year. Company culture is the first thought that pops into someone’s head when they have to go to the office every morning.It is something to be invested in. Do I like where I work? Will my colleagues support me and my decisions? Am I useful? Am I worthy? Am I safe at my workplace? Does my company want the best for me?Yes. You want the answer to be Yes.That is when your employees will be happy and productive. That is when they will be satisfied in their job and be loyal to your company. That is when you will get the best effort and best results. That is when you will reach prosperity.