Answer:
that other answer better be right because I need to know the answer too :0
Explanation:
Answer:
1.Restructuring Nepal Planning Commission (NPC).
2.Abolish Licensing System.
3.Budgeting the entire Nation's Requirement for Development.
4.Savings Fund for individuals.
Answer:
read the passage and u will find your answer
Explanation:
The distinctive, unwritten code of conduct that governs the behavior, attitudes, relationships, and style of an organisation is known as company culture which is mainly divided into 4 types.
A company culture influences results from prime to bottom. It increases employee retention, engagement and performance. It becomes the priority of employees and sets expectations for how they should behave.
Types of company culture are clan culture which prioritize communication, adhocracy culture which focus on new ideas of company's growth and success, market culture which values meeting quotas, reaching targets and getting results, and hierarchy culture which focus on adaptability and change, prioritizing clear direction.
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A careful reading of the history of the “idea” of family preservation as well as an appraisal of the recent policy context for its adoption—as illuminated by Berry (1997), Schorr (1997), McCroskey and Meezan (1997), and others—suggests that all three explanations—dissensus on values, practice lacunae, and organizational complexities—may to a degree be valid. At a minimum, these and other trenchant commentaries such as those provided recently by Littell and Schuerman (1999) and Halpern (1999) suggest that any discussion of the “practice” of family preservation absent its historical/valuative roots and current organizational and policy context will be incomplete.
That said, this present paper will focus on some of the most vexing challenges of implementing family preservation practice, some of its enduring legacies as a practice modality, and some of the longer range problems in developing practice theory and application that it has illuminated
