<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Bidiversityculture &#187; Bidiversity</title>
	<atom:link href="http://www.bidiversity.com/tag/culture/feed/" rel="self" type="application/rss+xml" />
	<link>http://www.bidiversity.com</link>
	<description>Business Innovation through Diversity.</description>
	<lastBuildDate>Mon, 10 Oct 2011 15:24:01 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.0.4</generator>
		<item>
		<title>Cultural Differences Are Evident Deep in the Brain of Caucasian and Asian People</title>
		<link>http://www.bidiversity.com/2011/04/cultural-differences-are-evident-deep-in-the-brain-of-caucasian-and-asian-people/</link>
		<comments>http://www.bidiversity.com/2011/04/cultural-differences-are-evident-deep-in-the-brain-of-caucasian-and-asian-people/#comments</comments>
		<pubDate>Thu, 14 Apr 2011 10:59:19 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Diversity]]></category>
		<category><![CDATA[brain]]></category>
		<category><![CDATA[cultural assumptions]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[Jinkyung Na]]></category>
		<category><![CDATA[Shinobu Kitayama]]></category>
		<category><![CDATA[University of Michigan]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=2834</guid>
		<description><![CDATA[First published in ScienceDaily People in different cultures make different assumptions about the people around them, according to an upcoming study published in Psychological Science, a journal of the Association for Psychological Science. The researchers studied the brain waves of people with Caucasian and Asian backgrounds and found that cultural differences in how we think [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2011/04/cultural-differences-are-evident-deep-in-the-brain-of-caucasian-and-asian-people/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>50 ways to make your company more creative</title>
		<link>http://www.bidiversity.com/2010/09/50-ways-to-make-your-company-more-creative/</link>
		<comments>http://www.bidiversity.com/2010/09/50-ways-to-make-your-company-more-creative/#comments</comments>
		<pubDate>Wed, 01 Sep 2010 10:51:50 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Innovation]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[ideas]]></category>
		<category><![CDATA[Mitch Ditkoff]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=2300</guid>
		<description><![CDATA[Stop agonizing about innovation and start having fun, suggests Mitch Ditkoff on his post at Blogging Innovation. Once you relax, you&#8217;ll find there are literally dozens of ways to break the rules and implement organic, free-flowing innovation programs, Ditkoff promises. &#8220;Commit to a few of these today and make some magic,&#8221; he advises. As your [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2010/09/50-ways-to-make-your-company-more-creative/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Fending Off the &#8216;New Barbarians&#8217; with a Culture of Innovation</title>
		<link>http://www.bidiversity.com/2010/03/fending-off-the-new-barbarians-with-a-culture-of-innovation/</link>
		<comments>http://www.bidiversity.com/2010/03/fending-off-the-new-barbarians-with-a-culture-of-innovation/#comments</comments>
		<pubDate>Wed, 24 Mar 2010 02:36:43 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Innovation]]></category>
		<category><![CDATA[Business Models]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[utilities]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=1884</guid>
		<description><![CDATA[Published originally in Greenbiz.com, this article specificies why to cope with radical upheavals in their sector, energy companies need to cultivate a culture of radical innovation.  That means more than just R&#38;D, author Truman Semans argues: to survive, utilities will need to find innovative ways to communicate new developments to consumers and creative business models [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2010/03/fending-off-the-new-barbarians-with-a-culture-of-innovation/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Keep things weird, says Zappos CEO</title>
		<link>http://www.bidiversity.com/2010/01/keep-things-weird-says-zappos-ceo/</link>
		<comments>http://www.bidiversity.com/2010/01/keep-things-weird-says-zappos-ceo/#comments</comments>
		<pubDate>Wed, 13 Jan 2010 10:59:07 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[Innovation]]></category>
		<category><![CDATA[Zappos]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=1605</guid>
		<description><![CDATA[The key to Zappos&#8217; success is its quirky corporate culture, says CEO Tony Hsieh. To sustain that culture, Hsieh makes a point of hiring people who seem a little weird, and encouraging them to bring their individuality and creativity into the workplace. &#8220;We really view culture as our No. 1 priority,&#8221; Hsieh says. &#8220;We decided [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2010/01/keep-things-weird-says-zappos-ceo/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Beneath the Numbers: Why There Are So Few Women Executives on Boards</title>
		<link>http://www.bidiversity.com/2009/12/beneath-the-numbers-why-there-are-so-few-women-executives-on-boards/</link>
		<comments>http://www.bidiversity.com/2009/12/beneath-the-numbers-why-there-are-so-few-women-executives-on-boards/#comments</comments>
		<pubDate>Mon, 07 Dec 2009 09:54:58 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Bidiversity]]></category>
		<category><![CDATA[Women in Business]]></category>
		<category><![CDATA[attraction]]></category>
		<category><![CDATA[Boston Club Census]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[Diversity]]></category>
		<category><![CDATA[retention of women]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=1486</guid>
		<description><![CDATA[According to The Boston Club’s 2009 census of Massachusetts public companies, the percentage of women executives is at its lowest point since 2003. “The census is really about how the companies are doing putting women in board and executive officer positions. We are now discussing what we can do to conduct more research; we need [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2009/12/beneath-the-numbers-why-there-are-so-few-women-executives-on-boards/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What a low profile costs you</title>
		<link>http://www.bidiversity.com/2009/11/what-a-low-profile-costs-you/</link>
		<comments>http://www.bidiversity.com/2009/11/what-a-low-profile-costs-you/#comments</comments>
		<pubDate>Thu, 12 Nov 2009 10:21:58 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[visibility]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=1360</guid>
		<description><![CDATA[When the going gets tough, too many leaders start to keep a low profile, writes Geoff Colvin. That&#8217;s understandable &#8212; managing a crisis doesn&#8217;t leave much time for hobnobbing with customers and employees &#8212; but the best leaders know that keeping up appearances is a vital part of their job. &#8220;Stand up and be seen,&#8221; [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2009/11/what-a-low-profile-costs-you/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Seeking Advice on Women in Science</title>
		<link>http://www.bidiversity.com/2009/07/seeking-advice-on-women-in-science/</link>
		<comments>http://www.bidiversity.com/2009/07/seeking-advice-on-women-in-science/#comments</comments>
		<pubDate>Thu, 30 Jul 2009 10:54:40 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Diversity]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[gender studies]]></category>
		<category><![CDATA[Science]]></category>
		<category><![CDATA[technology]]></category>
		<category><![CDATA[women]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=1017</guid>
		<description><![CDATA[The landscape of scientists and engineers is certainly a lot more diverse than it was 20 years ago, but serious gender gaps remain. That was the consensus here at a hearing of the US House Committee on Science and Technology&#8217;s Subcommittee on Research and Science Education Tuesday. The hearing focused on finding ways to attract [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2009/07/seeking-advice-on-women-in-science/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>How Charisma Tramples Innovation</title>
		<link>http://www.bidiversity.com/2009/07/how-charisma-tramples-innovation/</link>
		<comments>http://www.bidiversity.com/2009/07/how-charisma-tramples-innovation/#comments</comments>
		<pubDate>Fri, 03 Jul 2009 08:15:41 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Innovation]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[change agents]]></category>
		<category><![CDATA[charisma]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[leaders]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=930</guid>
		<description><![CDATA[Seeking Common Ground in Conversations Can Stifle Innovation and Reward the Wrong People The best baseball players don&#8217;t always get elected All-Stars. And the Nobel Prize doesn&#8217;t always go to the most deserving member of the scientific community. This, according to a pair of recent studies, is because such recognition can depend upon how well [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2009/07/how-charisma-tramples-innovation/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Playing Nice with Others</title>
		<link>http://www.bidiversity.com/2009/07/playing-nice-with-others/</link>
		<comments>http://www.bidiversity.com/2009/07/playing-nice-with-others/#comments</comments>
		<pubDate>Wed, 01 Jul 2009 10:30:15 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Diversity]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[customer]]></category>
		<category><![CDATA[marketing]]></category>
		<category><![CDATA[research and development]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=926</guid>
		<description><![CDATA[How to improve the relationship between the marketing and R&#38;D departments-and increase the chance of coming up with successful new products Both functions are essential to developing successful new products. But the two departments don&#8217;t get along nearly as well as senior management thinks. How big is the gap? Huge. According to a survey we [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2009/07/playing-nice-with-others/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>How to Turn High-Profile Employees Into Brand Ambassadors</title>
		<link>http://www.bidiversity.com/2009/06/how-to-turn-high-profile-employees-into-brand-ambassadors/</link>
		<comments>http://www.bidiversity.com/2009/06/how-to-turn-high-profile-employees-into-brand-ambassadors/#comments</comments>
		<pubDate>Thu, 04 Jun 2009 10:58:38 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Bidiversity]]></category>
		<category><![CDATA[brand ambassadors]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[Innovation]]></category>
		<category><![CDATA[personal brand]]></category>

		<guid isPermaLink="false">http://www.bidiversity.com/?p=834</guid>
		<description><![CDATA[To stand out in an environment where it seems that everyone is talking but no one is listening, forward-thinking Fortune 500 companies are trying a new tack: They&#8217;re tapping into the personal brands of their most inspiring, effusive and public executives. In fact, rather than being viewed as renegade moonlighters, motivational speakers at companies such [...]]]></description>
		<wfw:commentRss>http://www.bidiversity.com/2009/06/how-to-turn-high-profile-employees-into-brand-ambassadors/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>

