 We are talking about national cultures and in this topic, we are going to talk about the particular aspect of ambiguity and attitude towards risk. You know that people, they vary on their ability to tolerate and accept risk and according to that, they take decisions which are either risk-taking or that are risk-avoiding. That also relates to how a person is ready to accept responsibility because when you accept responsibility then you are still taking risks. So how much they are ready to accept responsibility. A person who is ready to accept responsibility is a person who is tolerant towards ambiguity and risk and a person who is not ready to accept responsibility is somebody who is not very much tolerant towards ambiguity, towards risk and uncertainty. So these characteristics, they can directly influence the degree to which people are willing or able to make decisions on their own and accept responsibility for the outcome. So it directly affects on how much you are ready to make your own decisions and accept responsibility according to that. That actually depends on what kind of upbringing or what kind of cultural values have been inculcated in you. You see that in the developed countries, particularly in UK and USA, children, they are given this opportunity as well as they also have this responsibility to take care of them earlier in the life. So from 16 and particularly 18 onwards, they are supposed to be taking care of themselves. So most of the children, they move out of the parent's house and live on their own. Even if they are living with the parents, they are taking care of major aspects of the cost of living and the responsibilities of the house. Even before that, when they are children, they are trained to take care of themselves and for example, they are trained to make food for themselves or they are trained to put clothes in the washing machine or they are trained to do dishwashing. Whereas in cultures such as in Pakistani culture, children, they are not given the responsibility of looking after themselves and taking care of themselves, particularly the money matters until they are holding some kind of job or until they get married or when they get married, they are the responsibility of the husband and they are not supposed to be taking care of their financial matters themselves. And even the male child, they are also not required to take care of themselves unless they get employed and if they don't get employed, they stay the responsibility of their parents and keep on being a burden on them. So that is the amount of, you know, then that affects how much you are, how much willing you are to take risk or how much willing you are to take decisions on your own and responsibility of your own decisions. That actually then reflects in your organizational cultures as well. So in Pakistan, the employees particularly they have, because they have less tolerance, they are more likely to avoid making decisions on their own and they at least need direction from above in the form of procedures, regulations or direct supervision or they at least need to share the responsibility with others. So people take a lot of advice from each other and they really can't, they are not independent to make decisions on their own that we will do it ourselves. They need some kind of, you know, somebody to share the responsibility. And that is why senior managers, they take all the major decisions with or without consultation with the subordinates and that is something which actually complements the high inequality culture because people are not ready to take the responsibility. They are not, they are fearful of that. Then people in the upper level positions, they have to take charge and that leads to the high inequality culture. So it's kind of a vicious cycle. All right. So on the other hand, when employees they have higher tolerance, they tend to be entrepreneurial and what does entrepreneurial means? They have ideas, they have projects in their minds and they are ready to, you know, take care of themselves and they are ready to take the decisions in their own hand and then be responsible for the outcome of the decisions that they take or for any project that they launch or the product that they develop, whether it's going to be a failure or a success, they are ready to take that challenge. So they are entrepreneurial and they are able to handle uncertain situations. So when there is an uncertain situation, for example, change is coming up or there is high volatility in the environment, they are, you know, they can handle that uncertain situation. They are prepared to take risky decisions on their own. They don't need the help of a parent or a friend or a co-worker or a colleague. They can take risky decisions on their own and that is why because of these things, their managers, they tend to be comfortable to let them do it because they are responsible enough. They can take the responsibility, they can take the blame, they can manage the outcome and they are ready to do it on their own. That is why the managers, they also let them do it but the role of the manager is not to actually direct or supervise but they are ready to come to their aid if it is needed, if they are doing something wrong or if things are going wrong in some direction so they can come to the aid but they are being helpful, not being directive. Then in such kind of organizations, there is generally a decentralized structure and the man or woman on the spot means the person who is doing the job who is actually responsible for conducting a particular task is empowered to do the job as he or she seems fit. So, as it seems, as he should do the job, he feels that it is a threat, it is a margin, it is a freedom that he wants to do his own job as he wants to do. So that is an aspect of how employees behave in higher tolerance cultures and how the organizations that treat such kind of people in these kind of cultures.