Question.1049 - An ideal paper length is 8 to 10 pages (12pts, Times New Roman, Double Spaced), excluding the cover page and the reference list. Explain the movie synopsis sufficiently and conciselyIntroduce the three OB topics to analyze. Provided correct and sufficient descriptions of the first theory/concept (i.e., what the theory/concept is about)Provided compelling rationales for why the chosen the first theory/concept (i.e., why you chose this theory/concept)
Answer Below:
Exploring xxxxxxxxxxxxxx Behavior xx the xxxxx The xxxxx Wears xxxxx Malik xxxxxxxxxxxxxxxxxx Paterson xxxxxxxxxx -MGT x Professor xxxxxx Lee xxxxxx th xxxxxxxxx Organizational xxxxxxxx in xxx movie xxx Devil xxxxx Prada xxxxxxxxxxxx In xxx film xxx Devil xxxxx Prada xxx investigation xx organizational xxxxxxxx becomes xx intriguing xxxxx through xxxxx workplace xxxxxxxxxxxx are xxxxxxxx The xxxx deftly xxxxxxx the xxxxxx dynamics xxxx play xxx within x high-fashion xxxxxxxx connecting xxxxxxxxxxxx to xxxxxxxxxx events xxxx other xxxxxxx Notably xxx fashion xxxxxxxxxx harsh xxxxxxxxxxxxxxx and xxxxxxxx expectations xxxxxxxx the xxxxxx prevalent xx industries xxxx as xxxxxxxxxx and xxxxxxxxxxxxx where xxxx standards xxx innovation xxxx As x result xxxx cinematic xxxxxxxx sets xxx setting xxx an xxxxxxxxxxx of xxxxx major xxxxxxxxxxxxxx behavior xxxxxx Leadership xxxxxx and xxxxx Dynamics xxx film xxxxxx as x canvas xxx dissecting xxx various xxxxxxxxxx styles xxxxxxxxx by xxxxxxxxxx such xx Miranda xxxxxxxx the xxxxxxxxxxxx editor-in-chief xxx domineering xxx dictatorial xxxxxxxxxx style xxxxxxxxx with xxxxx characters' xxxxxxxxxxxxxx leadership xxxx duality xxxxxxxxxxxx a xxxxxxxxxxxxx of xxx influence xx leadership xxxxxx on xxxxxxxx morale xxxxxxxxxx and xxxxxxx organizational xxxxxxxxxxx Work-Life xxxxxxx and xxxxxxxx Happiness xxx film xxxxxxxxxx the xxxxxxxxx nature xx high-pressure xxxxxxxxxxx shining xxxxxxxx on xxx delicate xxxxxxx between xxxxxxxxxxxx obligations xxx personal xxxx This xx consistent xxxx current xxxxxxxxxxxxx about xxxxxxxx well-being xxx the xxxxxxxxxxxx of xxxxxxxxxxx a xxxx balance xxx problems xx the xxxxxxxxxxxx motivate xx examination xx the xxxxxxx used xx corporations xx promote xxxxxxxx wellbeing xxxxx navigating xxxxxxxxxxx work xxxxxxxxxx Organizational xxxxx and xxxxxxxxx The xxxxxx depiction xx the xxxxxxx industry's xxxxx and xxxxxxxxx ethos xxxxx doors xx wider xxxxxx of xxxxxxxxxxxxxx culture xxx diversity xxx film xxxxxxxx a xxxxxx on xxxxxxxx an xxxxxxxxxx where xxxxxxx perspectives xxx appreciated xxx harnessed xxx innovation xxx success xx diving xxxx how xx organization's xxxxxxx effects xxxxxxxx engagement xxx inclusion xxxxxxxxxx Styles xxx Employee xxxxxxxxxx The xxxx The xxxxx Wears xxxxx provides xx intriguing xxxxx through xxxxx to xxxxxxx the xxxxxxxxxxx between xxxxxxxxxx styles xxx employee xxxxxxxxxx in xxx workplace xxxxxxx Priestly xxx strong xxx demanding xxxxxxxxxxxxxxx of x prominent xxxxxxx magazine xx the xxxxxxxxxx of xxxx film xxxxxxxx an xxxxxxxxxx leadership xxxxx defined xx centralization xx power xxx a xxxxxxxx strategy xx management xxxxxxx Priestly's xxxxxxxxxx style xx traditional xxxxxxxxxxxxx with xxx exercising x high xxxxxx of xxxxxxx and xxxxx over xxx staff xxxxxxxxx amp xxxxx Her xxxxxxxxx are xxxxx and xxx wants xxx employees xx blindly xxxxxx her xxxxxxxxxx This xx shown xx her xxxxxx and xxxxxxxxxxxx aggressive xxxxxxxxxxxxx style xx well xx her xxxxxxxxxx to xxxx unilateral xxxxxxx frequently xxxxxxx consulting xxx subordinates xxxxxxxxx amp xxxxx This xxxxxxxxxxxxx leadership xxxxx reflects xxxxxxxxxx events xx hierarchical xxxxxxxxxx such xx banking xxx manufacturing xx retain xxxxxxx and xxxxxx consistency xx similar xxxxx of xxxxxxx where xxxxxxxx efficiency xxx compliance xx predetermined xxxxxxxxx are xxxxx executives xxxxxxxxxx use x top-down xxxxxxxx Black xxxx approach xxx be xxxxxxx in xxxxxxxxx when xxxxxxxx orders xxx required xx accomplish xxxxxxx results xxx it xxx downsides xxxxxxxxxx in xxxxx of xxxxxxxx motivation xxx satisfaction xxxx assessing xxxxxxx Priestly's xxxxxxxxxxxxx leadership xxxxxxx long-term xxxxxxxxxxx critical xxxxxxxx is xxxxxxxx While xxxx approach xxx provide xxxxxxxxxx benefits xxx ensure xxxxxxxx adherence xx standards xx can xxxx result xx undesirable xxxxxxx such xx low xxxxx morale xxxx turnover xxxxx and xxxxxxx Companies xxxx Amazon xxx instance xxxx attracted xxxxxxxxx for xxxxx demanding xxxxxxxxx environments xxxxxxx worries xxxxx employee xxxxxxxxxx and xxxxxxxxxx this xxxxxx concerns xxxxx the xxxxxxxxx viability xx authoritarian xxxxxxxxxx styles xx terms xx cultivating x good xxx motivated xxxxxxxxx Nilsen xxx Kongsvik x transformative xxxxxxxxxx strategy xxx have xxxx an xxxxxxxxx leadership xxxxx that xxxxx have xxxxxxxxxx stakeholders xx the xxxx Transformational xxxxxxx inspire xxx encourage xxxxx teams xx stressing xxxxxx aims xxx values xxxxxxxxx cooperation xxx supporting xxxxxxxx and xxxxxxxxxxxx development xxxxxxx et xx In xxx case xx the xxxxxxx magazine x transformational xxxxxx may xxxx prioritized xxxx creativity xxx innovation xxxxx maintaining xxxx quality xxxxxxxxx Social xxxxxxxx Theory xxx and xxxxxxxxx Dynamics xxxxx Albert xxxxxxxxx Social xxxxxxxx Theory xx analyze xxx film xxx Devil xxxxx Prada xxxxxxx how xxxx learns xxxxxxx seeing xxxxxxxxx conduct xxxx attentively xxxxxxxx Miranda's xxxxxxxxxx communication xxxxx and xxxxxxxxxxxxxxx processes xxxxxxxxxx the xxxx this xxxxxxxxxxx enables xxxx to xxxxxxxxxx about xxx high-fashion xxxxxxxx industry's xxxxxxxxxxxx and xxxxxxxxxxx Borkowski xxx Meese xxx learns xxx to xxxxxxxx obstacles xxxxxx her xxxx tasks xxx even xxxxxxx herself xxxx professionally xx the xxxx world xxxxx such xx Google xxx mentorship xxxxxxxx to xxxxxxxxx social xxxxxxxx and xxxxxxxxxxx transfer xxxxxxxxxxx personnel xxxxx as xxxxxxx to xxx hires xxxxxxxxx their xxxxxxxxx and xxxxx Nurhayati xx al xxxx dynamic xxxxxxxx employees xx learn xx observing xxxxxx seeking xxxxxxxxxx and xxxxxxxxxx abilities xxxx will xxxx them xxxxxxxx Furthermore xx promotes xxxxxxxxx cohesiveness xx allowing xxxxxxx to xxxxxxxx and xxxxxxxxx through xxxxxxxxxx connections xxxxxx Cognitive xxxxxx and xxxxxxxxx Andy's xxxxxxxxxxxxxxx difficulties xxx highlighted xxxxxxxxxx the xxxx reflecting xxx real-world xxxxxxxxxx of xxxxxxxx syndrome xxxx as xx outsider xx the xxxxxxx world xxxxx doubts xxx ability xxx feels xxxxxxxxx this xx similar xx impostor xxxxxxxx a xxxxxxxxx in xxxxx people xxxxxxxx their xxx abilities xxx are xxxxxx of xxxxx discovered xx forgers xxxxxx III xxx Hollenbeck xxxxxxxxx for xxxxxxx addresses xxxx through xxxxxxxxx and xxxxxxxxx efforts xxxxxxxxxx self-efficacy xxx be xxxxxxxxx by xxxxxxxxx a xxxxxxx work xxxxxxxxxxx that xxxxxx varied xxxxxxxxxxx and xxxxxxxx Chi xx al xxxxx programs xxxxxxxxx preconceptions xxxxxxxx people xx appreciate xxxxx own xxxxx and xxxxxxx The xxxxxxxx thinking xxxxxxxxxx enable xxxxxxxxx the xxxxxxxx of xxxx measures xx combating xxxxxxxxxx risks xxx creating xxxxxxxxx This xxxxxxx determining xx diversity xxxxxxxx truly xxxxxxx disadvantaged xxxxxx and xxxxxx in xxxxx opportunities xxxxxxxxxxx it xx critical xx evaluate xx these xxxxxxxxxx address xxxxxxxx prejudices xxx foster x work xxxxxxx in xxxxx all xxxxxxx feel xxxxxx and xxxxxxxxx therefore xxxxxxxx the xxxxxx of xxxxxxxxxx threats xxxxxx Theory xxx Preconceived xxxxxxx in xxx Devil xxxxx Prada xxxxxxxxx to xxxxxx theory xxxxxx arrange xxxxx knowledge xxxx mental xxxxxx called xxxxxxx that xxxxxx how xxxx perceive xxxxxxxxx and xxxxxx information xxxxx schemas xxxx rise xx preconceived xxxxxxxxxxx or xxxxxxxxxxx the xxx of xxxxxx theory xx seen xx the xxxx The xxxxx Wears xxxxx as xxxxxxxxxx have xxxxxxxxxxxx beliefs xxxxx one xxxxx because xx their xxxxx and xxxxxxxxxxx Black xxx example xxxx Sachs xxx main xxxxxxxxx has xxxxxxxxxxxx beliefs xxxxx the xxxxxxx business xxx the xxxxxxxxxxx who xxxx in xx Because xx her xxxxxxxxxxxx notions xxxxx fashion xxx immediately xxxxxxxxx it xx superficial xxx meaningless xxxx effects xxx decisions xxx relationships xx she xxxxxx to xxxxxx to xxx new xxxxx high-pressure xxxxxxxxxx Biases xxx preconceived xxxxxxx based xx schemas xxx have x substantial xxxxxxxxx on xxxxxxxxxxxxxxx and xxxxxxxxxxxxx in xxx actual xxxxx Uhl-Bien xx al xxxxxxxxxxx in xxx workplace xxx example xxx harbor xxxxxx against xxxxxxxx groups xxxxx on xxxxxx color xx socioeconomic xxxxxxxxxx influencing xxxxxx promotions xxx collaboration xxxxx prejudices xxx lead xx unequal xxxxxxxxx and xxxxxx attempts xx promote xxxxxxxxx and xxxxxxxxx Companies xxxx as xxxxxxxxx have xxxxxxxxxx diversity xxxxxxxx to xxxxxx workers' xxxxxxxxxxx prejudices xxxxxxxxxx training xxxxxxxx of xxxxxxxx and xxxxxxxxxxxxx aimed xx raising xxxxxxxxx of xxxxxxxxxx and xxxxxxxxx a xxxx inclusive xxxxxxxxxx Luthans xx al xxx idea xx to xxxxxxxx people's xxxxxxxxxxxx views xxxxx also xxxxxxxxxxx empathy xxx understanding xxxxxxxx diversity xxxxxxxx is xx important xxxxx toward xxxxxxxx prejudices xxxxxxxx thinking xxxxxxxx asking xx such xxxxxxxx effectively xxxxxxxxxx established xxxxxxx and xxxxx to xxxx equitable xxxxxxxxxxxxxxx In xxxxx of xxxxxxxxxxxxxx behavior xxxxxxxxx counterarguments xxxxxxx Superficial xxxxxxxxxx The xxxxxxxxx training xxxxx result xx superficial xxxxxxxxxx in xxxxx employees xxxxxx seminars xxxx to xxxx a xxxxxxx They xxx not xxxxxxxx modify xxxxx attitudes xx habits xxxxxxxx the xxxxxxxxxx efficacy xxxxxxx Impact xxxxxxxxxxx deeply xxxxxxxxx paradigms xxxxxxxxxxxx continual xxxxxxx beyond xxxxxxxx sessions xxxxxxxxxxxxx must xxxxxx an xxxxxxxxx culture xxxx promotes xxxxxxx learning xxx prejudice xxxxxxxxxx Borkowski xxx Meese xxxxxxxxxx and xxxxxxxx Some xxxxxxxxx may xxxxxx to xxxxxxxxx training xxxxxxx they xxxxxxx it xx coerced xx unneeded xxxx opposition xxx be xxx to xxxxx strong xxxxxxxxxx to xxxxxxxxxxx schemas xxx ideas xxxxxx III xxx Hollenbeck xxxxxxxxxxxxx Barriers xx company xxxxxxxx and xxxxxxxxx continue xx promote xxxxxxxxxx training xxxxx may xxx be xxxxxxxxx for xxxxxxx if xxxxxxxxx choices xxx still xxxxx on xxxxxx factors xxxxxxxx may xxx result xx significant xxxxxx Uhl-Bien xx al xxxxxxxx Bias xxxxxxxxx to xxxxxxxx prejudices xxxxxxxxxx function xx an xxxxxxxxxxx level xxxxxx them xxxxxxxxx to xxxxxxxx purely xxx training xxxxxxxxxxxxx must xxxxxxxxx larger xxxxxxx such xx recruiting xxxxxxxxxx mentoring xxxxxxxx and xxxxxxxxxxxxxx measures xxxxxxx et xx Group xxxxxxxxxxxxxxx and xxxxxxxxxx The xxxx depicts xxx editorial xxxxxx communal xxxxxxxxxxxxxxx processes xx they xxxx to xxxxxxx the xxxxxxxx An xxxxxxxxxx concern xx groupthink x condition xx which x group's xxxxx for xxxxxxx and xxxxxxxxxx leads xx bad xxxxxxxxxxxxxxx Miranda's xxxx members xxxxxxxxxx acquiesce xx her xxxxxx beliefs xxx preferences xxxxxxx penalties xx they xxxxxxxx with xxx judgments xxxx dynamic xxxxxx the xxxxxx capacity xx properly xxxxxx various xxxxxx of xxxx and xxxxx leads xx groupthink xxxxxxx downfall xx a xxxxxxxxxx instance xx groupthink xxxxxxxxxxx organizational xxxxxxxxxxxxxxx Enron's xxxxxxxxxx fostered x culture xx which xxxxxxxxx voices xxxx silenced xxx a xxxxxxxxxx of xxxxxxxxxxxxxxx led xx immoral xxxx that xxxxxxxxxx led xx the xxxxxxxxx demise xxxxxxx In xxx Devil xxxxx Prada xxxxxxxxx forceful xxxxxxxxxx style xxxxxxxxxxx open xxxxxxxxxx and xxxxxxxx compliance xxxx creates xxxxxxx problems xxxxx it xxx result xx tainted xxxxxxxxx and xxxxxx creativity xxx innovation xxxxxx the xxxx Companies xxxx Netflix xxx tactics xxxx foster xxxx debate xxx varied xxxxxxxx during xxxxxxxxxxxxxxx to xxxxxxxxxx the xxxxxxxx negative xxxxxxxxxxxx of xxxxxxxxxx Netflix xx well-known xxx its xxxxxxx and xxxxxxxxxxxxxx culture xx which xxxxxxxxx are xxxxxxxxxx to xxxxxxx themselves xxx dispute xxxxxxx Heavey xx al xxxx technique xxxxxxx groupthink xx cultivating xx environment xx which xxxxxxxx thinking xx encouraged xxx ideas xxx vigorously xxxxxxxxx However xxxxxxxxx may xxxxxxxxxxx a xxxx simplified xxxxxxxxxxxxxxx procedure xxxx as x quicker xxxxxxxx are xxxxx required xx remain xxxxxxxxxxx in xxxxxxxxxx sectors xxxx as xxxxxxx Miranda's xxxxxxxxx decision-making xx The xxxxx Wears xxxxx might xx considered xx an xxxxxxxxx strategy xx keep xxx magazine xxxxxx while xxxxxxxxxxx her xxx standards xx quality xx such xxxxxxxxx striking x balance xxxxxxx efficiency xxx accommodating xxxxxxxx viewpoints xx critical xxxxxxxxxxx Traits xxx Workplace xxxxxxxx Characteristics xx Personality xxx Workplace xxxxxxxx in xxx Devil xxxxx Prada xxxx Sachs xxxxxxxxx by xxxx Hathaway xx the xxxx The xxxxx Wears xxxxx is x young xxx promising xxxxxxxxxx who xxxxxxx a xxx as xxx assistant xx Miranda xxxxxxxx the xxxxxxxxxxxx editor-in-chief xx a xxxxxxxxx fashion xxxxxxxx Andy's xxxxxxxxxxx attributes xxxxx with xxxxxxxxx leadership xxxxx form x captivating xxxxx that xxxxxx real-world xxxxxxxxx of xxx personalities xxxxxx organizational xxxxxxxx The xxx Five xxxxxxxxxxx characteristics xxxxxxxxx may xx used xx examine xxxxxx personality xxxxxxxxx Andy xx first xxxxxxxxx as xxxxx extremely xxxxxxxxxxxxx responsible xxx industrious xxx takes xxx job xxxxxxxxx and xxxxxxxx to xxxxxxx Miranda's xxxxxxxx standards xxxxxxx the xxxx that xxx responsibilities xxxxxxxxxx push xxx beyond xxx comfort xxxx Borkowski xxx Meese xxxxxx agreeableness xxx be xxxxx in xxx readiness xx satisfy xxx needs xx her xxxxxxxxx and xxxxxx notably xxxxxxx she xxxxx agrees xx difficult xxxxxx and xxxxxxx in xxxxx to xxxxxxx people xxx preserve xxxxxxxxxx relationships xxxxx Andy's xxxxxxxxxxx is xxxxxxxxxx by xxx difficulties xxxxxxxxx to xxx high-pressure xxxxxxxxxxx of xxx fashion xxxxxxxx she xx stressed xxx anxious xx a xxxxxx of xxx continual xxxxxxxxxxxx and xxxxxxxxx she xxxxxxxx from xxxxxxx and xxx coworkers xxxxxx III xxx Hollenbeck xxxxxx willingness xx experience xx seen xxxx she xx exposed xx the xxxxxxxxxx world xx fashion xxxxx her xxxxxxxxxxxxxx from x relatively xxxxx outsider xx someone xxx understands xxx complexities xx the xxxxxxxxxx illustrates xxx receptivity xx new xxxxxxxxxxx Uhl-Bien xx al xxxx has xxxxx levels xx extraversion xxxx most xxxxxx in xxx fashion xxxxxxxx since xxx was xxx and xxxxx in xxxxxxxx to xxxx others xx the xxxxxxxxxx who xxx gregarious xxxxxxxxx leadership xxxxx is xxxxxxxxxxx and xxxxxxxxx with xxxx expectations xxx little xxxxxxxxxxxxx Assertiveness xxxxxxxx and xxxxxxxxxxxxx are xxxxx her xxxxxx personality xxxxxxxxx Black xxx combination xx Andy's xxxxxxxxxxx with xxxxxxxxx leadership xxxxx results xx confrontations xxxxxxxx growth xxx eventually x change xx Andy's xxxxxxxx and xxxxxxxx to xxx profession xxxxxxxxxx Parallels xxx Organizational xxxxxxxx The xxxx depicts xxx various xxxxxxxxxxx qualities xxxxxxxx with xxxxxxxxx leadership xxxxxx resulting xx both xxxxxxxx and xxx effects xxxx replicates xxxxxxxxxx settings xx which xxxxxxxxxx personalities xxxxxx their xxxxxxxxxxx job xxxxxxxxx and xxxxxxxxxxxxx connections xxxx coworkers xxx superiors xxxxxxxx et xx Individuals xxxx high xxxxxxxxxxxxxxxxx for xxxxxxx may xxxxxxxx in xxxxxxxxx and xxxxxxxxx work xxxxxxxxxx but xxxxx with xxxx agreeability xxx suffer xxxx too xxxxxxxxxxx leadership xxxxxx Hiring xxx cultural xxx as xxxxxxxxx by xxxxxxxxxxxxx such xx Zappos xx applicable xxxx Zappos xxxxxxxxxx selecting xxxxxxxxxx whose xxxxxx match xxxxx of xxx organization xxxxxxxxxx a xxxxxxxx and xxxxxxx team xxxxx et xx Similarly xxxxxx first xxxxxxxx in xxx film xxxxxxxxx from x discrepancy xxxxxxx her xxxxxxxxxx and xxx ethos xx the xxxxxxx industry xxx metamorphosis xxxxxxxxxxx the xxxxxxxxxxxx of xxxxxxxxx to xx environment xxxx does xxx naturally xxxxxxx one's xxxxxx While xxxxxxxxxxx cultural xxx might xxxxxx in x more xxxxxxxx work xxxxxxxxxx and xxxxxxxx team xxxxxxxxxxx there xxx hazards xxxxxxxxx with xxxxxxxx uniformity x focus xx cultural xxxxxxxxxxxxx may xxxx to x lack xx diversity xx viewpoints xxx ideas xxxx can xxxxxx innovation xxxxxx creativity xxx foster xxxxxxxxxx inside xxx business xx the xxxxxxx of xxx Devil xxxxx Prada x counter-argument xxx be xxxx if xxx fashion xxxxxxxx only xxxxxxxx people xxx fit xxx present xxxxxxx it xxx miss xxx on xxx viewpoints xxxx could xxxxxxxx generate xxxx change xxx progress xxxxxxxxxx Black x S xxxxxxxxxxxxxx behavior xxxxxxxx College xxxxxxxxx N xxx Meese x A xxxxxxxxxxxxxx behavior xxxxxx and xxxxxx in xxxxxx care xxxxx amp xxxxxxxx Learning xxx N xxxxx E xxx Mulligan x K xxxx Reconfiguring xxxxxxxxx and xxxxxxxxx for xx ethics xx Proceedings xx the xxxx ACM xxxxxxxxxx on xx Ethics xxx Society xx - xxxxxx C xxxxxx Z xxxxxxxxx C xxx Risius x How xx strategic xxxxxxx engage xxxx social xxxxx A xxxxxxxxxxx framework xxx research xxx practice xxxxxxxxx Management xxxxxxx - xxxxxxx S xxxxx Organizational xxxxxxxx and xxxxxxxxxx How xx Build xxx Sustain x Healthy xxxxxxxxx Taylor xxx Francis xxxxxxx F xxxxxxx B x amp xxxxxxx K x Organizational xxxxxxxx An xxxxxxxxxxxxxx approach xxxxxxxxxx edition xxx Nilsen x amp xxxxxxxx T xxxxxx safety xxx well-being xx platform-mediated xxxxx job xxxxxxx and xxxxxxxxx perspective xxxxxx science xxxxxxxxx S xxxx S xxxxxxxx G xxxxxxx R xxx Putri x Community xxxxxxxx Center xxxxxxx to xxxxxxx information xxxxxxxx in xxx community xxx cyber xxxxx prevention xxxxxx a xxxxxxxx Journal xx Nonformal xxxxxxxxx - xxxxx C x Dieguez x A xxxxxx P xx S xxx Wildman x L xxxxxxxxxx during xxxxxx Create xxxxxxxxx connect xxxxxx and xxxxxxxx adapting xxxxxxxxxxxxxx dynamics xxxxxxxx M xxxxxxx R x amp xxxxxxxxxxxx Jr x R xxxxxxxxxxxxxx behavior xxxx Wiley xxx Sons xxxxxx III x A xxx Hollenbeck x R xxxxxxxxxxxxxx behavior xxxxxxxx competitive xxxxxxxxx RoutledgeMore Articles From Operation Management
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