Charles Dickens Novel Essay Example For Students

Charles Dickens Novel Essay To the extent I can see there is just one character in Charles Dickens Novel Hard Times how really has a simple life, and that is James Harthouse this is on the grounds that he is exhausted with life and has dont most things. In this article I will contemplate three principle characters from this novel that make some hard memories throughout everyday life and they are Stephan Blackpool, Sissy Jupe and Lousia Gradgrind. I have picked these characters since they are from three distinctive unpaid debts of social gatherings. First comes Stephan Blackpool and in the novel Stephan makes some hard memories since he is common laborers and isn't paid as much as others. His significant other is a lush and continues leaving and them returning he paid her to go and during the novel she returns and that is the place his life takes a relocation south since he is infatuated with another person. Part route through the novel he goes to see Mr Bounderby for guidance on how he may have the option to dispose of he and during their meeting Stephan begins to lose trust. On the off chance that I do her any damage, Sir theres a law to rebuff me? Show me a law to help me When Mr Bounderby reveals to him that there is realize approach to dispose of his significant other he understands, as the section is named, there is realize way out for him. Another explanation his life is a struggle is on the grounds that he loses his employment since he won't join an association since he made a guarantee to the lady he cherishes and he is a man of his assertion. Sissy Jupe has a hard life toward the start on the novel during her adolescence and it gets easer and easer as the plot unfurls. From the second we run over Sissy in section one she is being informed that she isn't right in her perspective on extravagant and that everything depends on reality sold hard actuality and that's it. We are educated later that her farther had run off while she was out getting some oil to rub his feet with disregarding her. From the cinders her life flourishes and starts her development into a blooming supportive youngster. This happens in light of the fact that Mr Gradgrind disclose to her that she is to proceed to live with him and his family where she will be given appropriate training. She will go Lousia Gradgrind On the other hand has had an extremely hard life from the word go. In the novel the character lousia Gradgrind has been raised on the Fact, Fact, Fact Based training with not extravagant permitted into her now unfeeling life. She portion what she believes is directly for every other person and what is most likely not bravo. Later In the novel she weds Mr Bounderby due to her siblings, Tom Gradgrind, frolicking issue thus that he could find a new line of work. She experiences serious difficulties through the activities of her farther in view of the instruction he gave he that shaped her activities in a mind-blowing remainder. Taking everything into account my view is that all the characters in Charles Dickens Novel Hard Times experience considerable difficulties at some point all through the novel in there own little route while in there own little lives. The three characters I have featured just two experience considerable difficulties right from the earliest starting point of the novel and they are Stephan Blackpool and Lousia Grandgrind this is on the grounds that Stephan Blackpool not just lost his employment and has a boozer for a spouse however approaching the finish of the novel he tumbles to his demise into a relinquish mine. Lousia On the other hand has got her farther to fault for her aloof life. So I feel that Louisa must get the system grant for the most noticeably terrible life ever in light of the fact that she has had an awful life since she was conceived.

Analysis of Harrah’s Entertainment Case: Rewarding Our People

Chris Martin BADM 7070 11/23/12 Harrah’s Entertainment, Inc. : Rewarding Our People Marilyn Winn faces an intense test to improve representative fulfillment and inspiration in a battling economy that has recently encountered the 9/11 catastrophe. Huge numbers of Harrah’s representatives feel that the impetus program that Winn has executed defines objectives that are excessively forceful while others feel a feeling of privilege for the bonuses.Both of these cases don't help Winn improve worker inspiration and client care. Winn needs to figure out how to reexamine the representative prizes program that she has executed to diminish turnover, improve worker inspiration, and, at last, improve consumer loyalty. So as to get representatives at Harrah’s inspired, Winn should actualize a worker drop box for any input of the present prize framework or imaginative thoughts on how the framework could be changed.The reason for this drop box is make an impression on the worker s that Harrah’s esteems its employee’s sentiments and thinks about its representatives. On the off chance that representatives feel that they have a state in regards to the improvement of the framework, it will prompt better fulfillment with the framework in general and along these lines be bound to persuade them to more readily serve Harrah’s clients. This input framework could likewise improve turnover, as representatives would feel increasingly esteemed by the company.Winn could likewise redo current framework to give workers the choice to get vouchers that are worth more than the money reward. By getting a physical prize, representatives are less inclined to feel qualified for the prize. Actualizing these two plans could extraordinarily improve representative fulfillment and could assist with accomplishing Harrah’s most significant objective: client support.

College Admissions and the Public Interest

College Admissions and the Public Interest In 1966, B. Alden Thresher, an economist and the first ever Director of Admissions at MIT, wrote a short book called College Admissions and the Public Interest. Its a longstanding handbook of the admissions profession, and one of those texts that reads basically as true today as it did more than 50 years ago. What I love about CAPI (as its called) is the honesty and integrity with which B.A.T. wrote, which values I hope (and think) still guide our office today. I know its been a big influence on Stu, and on many other people in our office too. The book has been out of print for decades, but for our new website, the College Board agreed to publish it as a free PDF for anyone who wants to read it. Now that its up, I wanted to direct people to it. The foreword sums it up well: College Admissions and the Public Interest continues to help admissions professionals grapple with the central questions facing them every day: Who should be admitted to college, and why? Thresher’s insight anticipated today’s higher education admissions arena and the lengths to which American families will go to ensure the lifelong success of their sons and daughters. Yet Thresher’s words do not promote a particular issue or ideology. Instead, his reflections encourage insight, honor nuance, and reinforce the reason why all of us entered this profession in the first place: the students. Despite the variety of challenges facing higher education admissions â€" the rising cost of college, increased competition, fewer counselors per student, insufficient financial aid â€" Thresher keeps us focused on the bigger picture: the public interest. He stresses that all of our processes and policies mean little if the outcome of our efforts do not address what every college and university has articulated in its mission: to serve as a force for the betterment of society. The key for Thresher is the identification of, and reliance on, fundamental principles: children before adults; liberty over tyranny; one person, one vote; education over ignorance. and Ive always loved BATs preface too: This essay deals with some of the broader aspects of the college admissions process in the United States. It will not tell the reader how to get into college or how to run a college admissions office. Having spent some years in charge of a selective admissions operation, the author is keenly aware of the pitfalls that lie in wait for anyone who presumes to select from among large numbers of promising youngsters those who will prove best qualified for any given life work, or even to identify those who will finish a four-year undergraduate course. The central thesis of these pages is threefold: first, one cannot tell by looking at a toad how far he will jump; second, the process of admission to college is more sociologically than intellectually determined; and third, to understand the process, one must look beyond the purview of the individual college and consider the interaction of all institutions with the society that generates and sustains them. Perhaps these comments may aid admissions and guidance people by directing their attention beyond the normal boundaries of their daily concerns or help concerned citizens who, having been through the college admissions process with their children, may wish to look more broadly at the educational enterprise in the light of the public interest. Ive also embedded it (via Google PDF reader) below. Just wanted to let people here know that this long-out-of-print treasure is now freely available. I also embedded it (using Googles PDF viewer to load the College Boards file below).

A Student Lesson Plan for Writing Story Problems

This lesson gives students practice with story problems by teaching them how to write their own and solve the problems of their classmates. The plan is designed for third-grade students. It requires 45 minutes and additional class periods. Objective Students will use addition, subtraction, multiplication, and division to write and solve story problems. Common Core Standard  Met This lesson plan satisfies the following Common Core standard in the Operations and Algebraic Thinking category  and the Representing  and Solving Problems Involving Multiplication and Division subcategory. This lesson meets standard 3.OA.3:  Use multiplication and division within 100 to solve word problems in situations involving equal groups, arrays, and measurement quantities, e.g., by using drawings and equations with a symbol for the unknown number to represent the problem. Materials White paperColoring pencils or crayonsPencil Key Terms Story problemsSentencesAdditionSubtractionMultiplicationDivision Lesson Introduction If your class uses a textbook, choose a story problem from a recent chapter and invite students to come up and solve it. Mention to them that with their imaginations, they could write much better problems, and will do so in todays lesson. Instruction Tell students that the learning target for this lesson is to be able to write interesting and challenging story problems for their classmates to solve.Model one problem for them, using their input. Begin by asking for two student names to use in the problem. Desiree and Sam will be our examples.What are Desiree and Sam doing? Going to the pool? Getting lunch at a restaurant? Going grocery shopping? Have the students set the scene as you record the information.Bring the math in when they decide what is going on in the story. If Desiree and Sam are getting lunch in a restaurant, maybe they want four pieces of pizza, and each piece is $3.00. If they are grocery shopping, maybe they want six apples at $1.00 each, or  two boxes of crackers at $3.50 each.Once the students have discussed their scenarios, model how to write a question as an  equation. In the above example, if you want to find the total cost of the food, you may write 4 pieces of pizza X $3.00 X, where X represents the t otal cost of the food.Give students time to experiment with these problems. Its very common for them to create an excellent scenario, but then make mistakes in the equation. Continue working on these until they are able to create their own and solve the problems that their classmates create. Assessment For homework, ask students to write their own story problem. For extra credit, or just for fun, ask students to involve family members and get everyone at home to write a problem, too. Share as a class the next day—its fun when the parents get involved. Evaluation The evaluation for this lesson can and should be ongoing. Keep these story problems bound in a three-ring binder in a learning center. Continue adding to it as students write more and more complex problems. Make copies of the story problems every so often, and collect these documents in a student portfolio. The problems are sure to show the students growth over time.

The Significance Of The Statue Of Khafre - 1621 Words

Envision a world where the single purpose in life was to obey the gods who indirectly controlled people through your king. Rituals, duties, and praising were all part of a manifest to pass the tests of the Underworld to achieve eternal life after death. While this may seem like a radical lifestyle to us, this was how the real world was for the civilians during the Ancient Egyptian times. To truly express their fondness and devotion to the gods, people constructed works of art to represent this; remembrances of their collective significant figures in their locality were highly practiced in order to please them. In particular, the State of Khafre was created to honor their deceased king who held significant power in their society as a part of their funeral liturgy. It epitomized the repercussion he held over his nation and the respect he had acquired. The Statue of Khafre did not just illustrate a polytheistic community, but it also prompted the civilians to be respectful towards their god whom were expressed with kings through their practice of rituals, and additionally exhibited how their religion was ultimately integrated as an essential part of life. In the typical life of an Egyptian citizen, one was constantly being influenced by their gods and goddesses because of his or her belief in a polytheistic religion. The gods and goddesses were believed to have power over the forces and elements over nature, and myths about them explained the connection they had between theirShow MoreRelatedGreat Sphinx of Giza1422 Words   |  6 Pagesdegree of erosion that has claimed the original detail of the carved figure. The face of the Great Sphinx has been thought to be pharaoh Khafre s face Fascinatingly, the features of the face of the Sphinx has a far more striking resemblance to an older brother of Khafre, the Pharaoh Djedefre . Djedefre s short lived reign occurred just prior to the reign of Khafre. Originally it is believed that the Sphinx was painted and was quite colorful. Since then, the nose and beard have been broken away fromRead MoreThe Importance of Animals and Symbolism in Ancient Egyptian Art1611 Words   |  7 Pagespyramids, the Great Sphinx of Giza, mummies, and their many forms of art. Ancient Egyptian art, most commonly the paintings, are one of the most recognized styles of art. Not only is Egyptian art beautiful, but it carries a huge deal of value and significance with it. A great portion of the time, the art has some kind of religious meaning to it. Consequently it is very difficult to discuss the art itself without delving into the various gods and goddesses presented i n it. Something that particularlyRead MoreWhat is the Importance of Animals and Symbolism in Ancient Egyptian Art?2933 Words   |  12 PagesAncient Egyptian art is one of the most recognized styles of art. The most commonly known types of ancient Egyptian art are types like paintings, ceramics, and sculptures. Not only is Egyptian art beautiful, but it carries a huge deal of value and significance with it. A great portion of the time, the art has some kind of religious meaning to it. Consequently it is very difficult to discuss the art itself without delving into the various gods and goddesses presented in it. Something that particularlyRead MoreHistory And Theory : Ancient Egyptian Architecture3481 Words   |  14 Pagesdevelopment of the mastaba into a much larger grander tomb that really kick starts the interest in pyramids and the contest between the generations of pharaohs for the most spectacular tomb. The stepped pyramids construction is something of more significance to s how how the pyramids not only evolved in shape but in construction. The stones used to build the stepped pyramid of Zoser were very different to what we see in the later pyramids as the stones were cut small similar to the size of the mud bricksRead MoreEgyptian Pyramids And The Pyramids1633 Words   |  7 Pagesaspect of the Egyptian life and culture constructed around 2500 BCE with their geographical location being at the West bank of the River Nile. The three pyramids on the Giza plateau were built in a span of three generations by three Pharaohs namely Khafre, Menkaure and Khufu. These monuments are unsurpassed in terms of height and mass with the architects of the pyramids building them in a way that they could face the setting sun as they served as a resting place for the dead. In stead of that, eachRead MoreThe Works That Have Impacted The Art World And Have Made It What It Is Today?2296 Words   |  10 Pagescome to achieve great wealth and left a permanent mark in history through paintings, sculptures, and architecture. Again we see the characteristics of Narmer still being represented as the standard for human figures with the sculpture Khafre enthroned (Figure3). Khafre is depicted sitting upright on a throne formed of two stylized lions while lotus and papyrus plants appear between the legs symbolizing a united Egypt. The sculpture being made from the stone diorite is known to be remarkably hard andRead MoreComparing Mexicos Pyramids to Egypts3404 Words   |  14 Pagespyramids of the ancient Egyptians and those of the Maya were constructed for entirely different purposesÂâ€"another indicator that those of the Maya were not inspired by those of the Egyptians. The Egyptian pyramids were burial sites of religious significance. They were constructed to protect the mortal remains of the pharaohs, who were regarded as deities, and were designed to ensure the smooth passage of the pharaohs spirits to the gods in the heavens. Because the Egyptians bel ieved that the soulRead MoreThe Birth of Civilization18947 Words   |  76 Pages1 The Birth of Civilization Mohenjo-Daro Figure. Scholars believe this limestone statue from about 2500 B.C.E. depicts a king or a priest from Mohenjo-Daro in the Indus valley in present-day Pakistan. Does this figure seem to emphasize the features of a particular person or the attributes of a particular role? Hear the Audio for Chapter 1 at www.myhistorylab.com CRAIMC01_xxxii-031hr2.qxp 2/17/11 3:22 PM Page xxxii EARLY HUMANS AND THEIR CULTURE page 1 WHY IS â€Å"culture† considered a defining

3G Services in India Free Essays

India’s much awaited third generation (3G) mobile services auction was reschedule to February 2010 as we shared in our earlier news. Before the long expected 3G auctions, telecom experts advised prospective operators to search for the High-end customers in their existing subscriber base and prepare to them to shift to high speed download with the 3.5G that the third generation spectrum would facilitate. We will write a custom essay sample on 3G Services in India or any similar topic only for you Order Now The telecom expert’s view at a 3G India Mobile Operators Executive Summit was that the new service could lead to explosive 3G growth in India with low cost UMTS enable mobile phones. It would enable cheaper download of several applications like Mobile TV, Video clips of films and Sports like Cricket, Education network Gaming and Entertainment; for hi-end users, voice and video callings would be cheaper on 3G. The State run telecom operator Bhart Sanchar Nigam Ltd (BSNL) and Mahanagar Telephone Nigam Ltd (MTNL) who have been providing 3Gmobile services for some months and still only licensees to provide the 3G mobile and broadband service in India, enlightened the operators assembled with their own experience in the much hyped 3G domain. India’s First 3G mobile service operator MTNL ’s Chief General Manager (Wireless Services-Delhi), A. K. Bhargava pointed out how the problem was not in technology but in ancillary services like billing and customer management. â€Å"The customer does not care whether it is 3G or 2G; we have to educate him on what benefits to expect from 3G.† MTNL had fewcustomers to begin with but once the benefits were explained â€Å"we had one lakh new 3G customers in just a month†. The higher tariff at the beginning restricted usage but â€Å"when tariff came down, customer base multiplied†, he added. His view was that â€Å"it was too early to talk of 3G services becoming popular with bottom of the pyramid customers.† But for the service to be profitable, the customer search should include middle level users as well as hi-end ones. The potentialcustomers could be preselected from the existing subscriber base and told about what 3G could mean to each one of them. The MTNL executive suggested that operators must project 3G as a tool for enhancing efficiency, productivity and as promoting a changed life style and not as a mere upgrade on 2G. According to the BSNL principal general manager for value added services, Mr. S. S. Sirohi, 3G would be most popular with those who need to use Internet while on the move. â€Å"Download is quick with 3G bandwidth† he pointed out taking a leaf out of his company’s offer of 3G services in the last few months. Live TV would be most popular and also network games with 3G availability. Mr. Sirohi advised theprospective operators to offer a bouquet of services on 3G different from the ones they were so far offering on the 2G networks. â€Å"Opportunity for network games is enormous on 3G networks. This bouquet of services would drive the quest for rising average revenue per user†. Among other services that 3G would make popular, would be family services like multi-media. Operators should configure services before they begin to offer the higher bandwidth. Educate the customer to discover that for many of the hi-end services, 3G base would be much cheaper for him. The experts also wanted the cost of handsets that can enable use of 3G, to be cheaper than what they are today. â€Å"A handset costing Rs 5,000 may not be cheap by our standards† Mr. Bhargava pointed out. â€Å"It should come down to Rs.3000 or even less.† Telecom Regulatory Authority of India (TRAI) member R. N. Prabhakar advised the operators to use existing 2G networks to transmit 3G service also, to reduce costs enabling them with right software. HSPA enabled networks would be able to handle 3G transmission. He assured mobilecustomers that the regulator would keep a watch on the quality of service of 2G operation even as networks move on to provide 3G services. Mr. Avner Amran, chief operating officer of leading 3G network provider TTI Telecom, a worldwide company with comprehensive 3G network operator service solutions experience in several continents likened the explosive growth of telecomin India as â€Å"more a kind of revolution than evolution, any operator going into 3G needs to prepare for the switching by advance preparation of the potential customer and lining up adequate applications†, he told a select audience at the summit organised by Bharat Exhibitions.Bharat Exhibitions MD Mr. Shashi Dharan said â€Å"3G about to become a reality from a dream† emphasizing the context of the event. The 3G auctions are expected to conclude by February There will be three type of customers to drive 3G in india†¦. 1. Business people using phones as Data Modem. Some thing similar to Reliance NetConnect or Tata Photon+. Pricing should be comparable to exiting broadband plans. 2. Connected Generation which needs to own one device to manage there social networks e.g. skype,twitter,facebook and always connected. 3. Parents of IT generation the great Indian Middle class who can always do with easy to use video phone services. 1. This delay of over three years has deprived Indian subscribers of the benefits of high-speed mobile data services, which is proven to affect positively the domestic economy 2. 3G will permit to offer data related services and also some innovative video VAS services. Giving millions of people access to broadband Internet in a short span of time. 3. This is also an opportunity for Indian developers to join efforts with operators to develop applications that will meet the needs of the Indian mobile user. And because of the size and India software skills, these could be rolled out into other emerging markets. 4. Moving 3G will enable high-speed data transfer enhance the user experience on services like live video streaming and many other graphic formats. As 3G is packet based, it uses wireless spectrum more efficiently than circuit switched formats. 5. The slow data transfer problems that subscribers faced with 2.5G will be improved by 3G. Also other services will be benefited by the higher bit pipe provided by 3G like music download or Internet applications/search. It will help operators offer rich content and new services such as mobile commerce, mobile music, video-based services and hi-speed mobile Internet services 6. One of the biggest benefits for operators in India for launching 3G is to provide additional spectrum for voice services. Many operators are starved of spectrum and as 3G offers four to five times the voice capacity of 2G spectrums, it is a cost-effective tool to deliver voice 7. Still India has a Poor broadband penetration (as of March 2008 there were only 6.22 million broadband subscriptions). mainly because the large untapped rural market. Is a big challenge to provide high bandwidth in rural areas using fixed lines. With 3G, network operators can offer wireless broadband services. Empowering services like telemedicine, virtual marketplace and e-learning can help to make people’s life better. 8. According to (FICCI), in India, 3G subscriber base is expected to reach 90 million by 2013, accounting for 12% of the overall wireless user base. By 2013, 3G service revenues are expected to generate $15.8 billion, accounting for a share of 46% in overall wireless service revenue. There will also be an increase in the share of non-voice services, including data card access, and short messaging service. The Average Revenue Per User (ARPU) from these services is expected rise from the present 9% to nearly 23%.† 2010. The Indian telecommunications industry is the world’s fastest growing telecommunications industry,[1][2][3] with 688.38 Million telephone (landlines and mobile) subscribers and 652.42 Million mobile phone connections as of July 2010 [4] It is also the second largest telecommunication network in the world in terms of number of wireless connections after China.[5] The Indian Mobile subscriber base has increased in size by a factor of more than one-hundred since 2001 when the number of subscribers in the country was approximately 5 million[6] to 652.42 Million in July 2010.[4] As the fastest growing telecommunications industry in the world, it is projected that India will have 1.159 billion mobile subscribers by 2013.[7][8][9][10] Furthermore, projections by several leading global consultancies indicate that the total number of subscribers in India will exceed the total subscriber count in the China by 2013.[7][8] The industry is expected to reach a size of 344,921 crore (US$76.23 billion) by 2012 at a growth rate of over 26 per cent, and generate employment opportunities for about 10 million people during the same period.[11] According to analysts, the sector would create direct employment for 2.8 million people and for 7 million indirectly.[11] In 2008-09 the overall telecom equipments revenue in India stood at 136,833 crore (US$30.24 billion) during the fiscal, as against 115,382 crore (US$25.5 billion) a year before. How to cite 3G Services in India, Essay examples

Progress Report-Free-Samples for Students-Myassignmenthelp.com

Question: Your boss wants you to experience all facts of administration and so has asked you to reply to the E-mail. Using the indirect approach, write a refusal e-mail to this patron, applying what you have learned about sending negative messages. Be sure to include any alternative you can offer this faithful customer. Answer: To Ms. Ruby From Associate Manager Humber North Campus Dear Ms. Ruby This mail is regarding your claim request that we have received related to the loss of your personal belongings in the college campus. We are sorry to learn that you have lost your bag pack as I can imagine how disappointed you have been after discovering the loss of your essential materials that you have prepared for your semester. I can completely understand that it is indeed a big loss for you. I am certain that you are aware of the Humber college policies that are posted on the wall at the entrance which highlights that the management is not responsible for the loss of any personal belongings (Garcia-Retamero and Dhami 2013). We regret to inform you that owing to the college policies we are unable to pay you for your loss but since you are a faithful and a regular patron of our college we would be happy to offer price reductions on the books that you need to prepare for your semester. You may visit the book store in our college campus and provide Mr. Pebbles, our book store keeper with the price reduction coupons and purchase your required books at reduced price (Karapanos 2013). I hope this would compensate the loss that have suffered, if not completely, but to a certain extent and help you prepare for your semester and I hope that this maintains the positive relationship that persists between you and the college. If you have further queries do not hesitate to respond to this letter Sincerely, Mandy Sandhu (Associate Manager) Humber College Ph No: 905-671-6305 (Ext: 224) Email: mandy@humber.ca Reference List Garcia-Retamero, R. and Dhami, M.K., 2013. On avoiding framing effects in experienced decision makers.The Quarterly Journal of Experimental Psychology,66(4), pp.829-842. Karapanos, E., 2013. User experience over time. InModeling Users' Experiences with Interactive Systems(pp. 57-83). Springer Berlin Heidelberg

The Australian Car Market Best Pricing Strategy

In this age, competition is becoming stiffer for companies and businesses. At the same time consumers are becoming more complex and aware of their rights and end up demanding for better services and products.Advertising We will write a custom assessment sample on The Australian Car Market Best Pricing Strategy specifically for you for only $16.05 $11/page Learn More There is therefore only one way that companies can survive in this market and this is by identifying and seizing opportunities as they occur. Companies are forming specific departments and employing highly qualified employees to scout and search for opportunities that will open doors for greater business potential that will translate to more profits and growth[1]. The leapfrog strategy is a strategy that is employed by those who know the importance of being the first mover and seizing opportunities before anyone else does. It is with the same spirit that aspiring entrepreneurs also scan the e nvironment for better opportunities that will allow them venture into business[2]. Businessmen and business executives don’t just wake up one morning and decide to pursue a given business line, they instead conduct research and use various models to arrive to that decision. Such models involved in environmental scanning may include, Strength, Weakness, Opportunity, Threat Analysis (SWOT), Market opportunity analysis (MOA)[3], Portfolio Analysis which is suitable for existing product lines, and many more models. Such models are used to bring out clear what if situations which are combined with current situations to support strong business decisions. Venturing into business without any plan and particular understanding is similar to gambling therefore a lot of research and strategy is needed. Environmental scanning is the first step in identifying the kind of opportunities that exist in the market once such opportunities are identified, it is then that they can be evaluated and pursued with confidence[4]. Any organization or entrepreneur who wants the chunk of money that is available in the market must understand that there is the internal and external environment in business. The internal environment consists of values, culture and resources. While the external environment consists of more dynamic and unpredictable forces which must be well understood before carrying out any decisions.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Australian car market is on decline. A report by IBIS world Australian Research Company indicates that the automobile makers are having a rough time. Over the last five years, the automobile industry earnings’ are expected to reduce by up to 6.1% yearly to settle at $11.91 billion owing to hard economic times and other factors. The problems of car manufacturers are as a result of, more fuel-efficient and eco friendly vehicles owed to environmental concerns and the soaring cost of petrol that is gaining base amongst consumers. Consequently it is now a huge issue for local manufactures who have been concentrating on large high fuel consuming automobiles. Truck manufacturers have realized that consumers are starting to demand for automobiles that use cleaner fuel sources .There has also been a sharp decline in the sector of freight trucks which is not necessarily because of ecological concerns. The fall of demand in marketing does not translate to lack of business and opportunities it is through business reengineering and massive research that other business opportunities occur. Although current market trends and records by the Federal Chamber of Automotive Industries (FCAI) indicated that approximately 85,000 passenger cars, SUVs and commercial vehicles were sold in September, up by about 9 per cent on the same month of September last year. This Septembers automobile sales spiked up to shadow the previous highest September record sales which were last seen in 2005 nearly 600 units. As cited by (FCAI) â€Å"it is therefore encouraging for the participants of the automobile industry to witness that sales to private buyers recorded the largest increase this month by approximately 14% which is further a sign of renewed confidence in Australian automobile market†. Given this strong and renewed confidence in the Australian market it is expected that over 1 million cars will be sold this year as compared to the previous estimate of 980,000. According to the FCAI the Australian market has only managed to sell over one million cars in a given year only two times previously. The SUV section recorded the highest sales during September, with an increase of approximately 36% followed by passenger cars which were up by 3% and then light commercials vehicles which grew by 2%. Accordin to the (FCAI) website â€Å"Toyota was the top automobile selling company with sales of about 16,1 85 automobiles, with Holden managing 10,718 automobile units then, Mazda with a total of 8,850 units in September†. Starting from January to September 780,720 vehicles have been sold, which is a hike of 14.5 per cent compared to last year sales. It is therefore evident that although researchers and the Federal Chamber of Automotive Industries (FCAI) expected the industry not to do well in 2010 but the consumers have surprised them. This is especially good because the local motor industry is being overtaken by foreign automobile manufacturing companies’ especially Chinese manufacturers who seem to have favorable pricing strategies which seem appealing to locals.Advertising We will write a custom assessment sample on The Australian Car Market Best Pricing Strategy specifically for you for only $16.05 $11/page Learn More The Australian Capital Territory, New South Wales, northern Territory ,Queensland ,South Australia ,Tasmania, Victoria, West ern Australia serve as Australia largest automobile sales territories with the Australian capital territory pushing almost 25,000 units monthly which is higher than any other region in Australia. It is therefore necessary to analyze the external environment critically and conduct an market opportunity analysis (MOA ) .will assist you understand were most viable opportunities are located in the industry[5]. The external environment consists of the immediate task environment which has the customers, competitors, government and its agencies, shareholders and other special groups which at the end of the day influence the magnitude and type of opportunities that exist in a given market. Apart from the task environment there is the societal environment which consists of legal forces, economic forces, political and social cultural which also at the same time shape the kind of opportunities that exist in a given industry; It is by fully understanding this forces that a given business entity can formulate a recipe of success. A market opportunity analysis (MOA) is carried out in the following way Appendix A: an illustration of how to conduct a market opportunity analysis. By understanding geographic, demographic, behavioral, psychographic and behavioral patterns of various market segments it is then that the company can tackle the issue of pursuing any opportunities with high accuracy [6]this model helps corporations recognize problems, gather information, evaluate the marketing needs of consumers in terms of product, place, pricing and promotion.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Plunknet research limited and other many automobile research institutions the global motor industry is showing the following trends the automobile Industry, global rivalry heats up between United States, German, Japanese, Chinese and Korean Car Makers. The issue of fuel efficiency becomes a vital element in the purchase of automobiles. Therefore hybrid cars such as the Prius are steadily gaining market share and there seems there is a new frontier that is opening up for electric cars. Many companies are therefore dedicating million of dollars to research on Lithium batteries and environmentally friendly diesel technology is gaining more popularity in automobile manufacturers. Research indicates that by outsourcing component design and sharing manufacturing resources such as is the case with BMW and Volkswagen will result to massive advantages. Automobile purchasers are relying on internet and web based purchasing modes rather than go to car dealerships. China and India have recorded record growth in automobile sales therefore attracting interest of the largest car makers in the world. Consumers are opting for safety and luxury car models, SUVs, Small Sedans and Crossovers leading to an expansion Market Share. People all over the world prefer SUV’S because they seem to be good family vehicles saving costs rather than having more than one car. With Holden, Toyota, Ford, and Mitsubishi being the largest automobile manufacturers and selling companies who move most units by selling SUV’s and Medium, Light/Small cars selling the best in all Australian territories according to Federal Chamber of Automotive Industries (FCAI) this year and this quarter. It is expected that car sales will hit over one million units which has only happened twice to date it is therefore to realize that this are the major areas of opportunity in the Australian motor industry. It may therefore be difficult for Great wall motors to compete with existing competitors such as GM Holden, Toyota, Ford, and Mitsubishi which have been in the business for over half a century. The kind of trust and intangible brand value attached to these companies is massive, and in order to compete with them massive marketing campaigns and resources need to be put into place[7]. The total evaluation of the marketing facets of product, price, place, and promotion can demand to be reviewed in order to capture the attention of Australian consumers. According to porter’s generic model of competitive strategies companies can choose one of for competitive strategies these are cost leadership whereby a broad target market and low cost is implemented, secondly cost focus whereby a narrow market and a lower cost is pursued thirdly, differentiation were a larger market and product differentiation is pursued and lastly differentiation focus which the company implements a strategy of serving a narrow target market and high differentiation is involved. By following a diff erentiation strategy must have a lot of financial resources to provide unique and superior products as compared to its competitors[8]. A lower cost strategy is a strategy is a strategy where the company pursues a path which requires the company to efficiently produce its products as compared to its rivals to serve a wider scope, resulting to lower pricing. Great wall motors should pursue this strategy because the much bigger companies such as GM Holder, Toyota, and Ford seem have more resources financially and in terms of research and development and it may exhaust Great Wall resources. Having environmental concerns and pricing and fuel consumption as explained above, it is therefore this forces that should be the forces that should force the future strategies if Great wall Market for it to survive and make a killing in the Australian industry and global market, at the same time quality should be considered within the confines. The risks associated with cost leadership are that othe r competitors can easily imitate, and once the bases of cost leadership erode a company may find itself in trouble. Its biggest advantage is that it serves a wider and larger market. Claims are that the Australian motor industry is going down the tube because of the invasion of cheaper Chinese models; it is this statement that clearly shows that there is massive potential for Great wall motors. Great wall Motor industries should follow Stability strategy as it continues to venture into other areas of Australia and proceed with caution. Such a strategy reduces the amount of risk it faces but it should also expand the number of its dealership and have a good internet site were online ordering can occur and delivery can be hastened. Embarking on massive awareness campaigns[9] which involve advertising especially using opinion leaders, and well known and trusted Australians can offer your company new opportunities and broaden you market. If possible it is also good that the company form s strategic alliances with existing companies such as garages and financial institutions that will enhance its image as a well known and giant automobile manufacturer. Offering special packages to corporate and state department for purchases can help the company get massive awareness and boost its image as far as the Australian industry is concerned. Therefore in summary Great wall motors should concentrate on formulating the best pricing strategy that will capture a wider market, as compared to other top manufacturers who focus on their brand value and reputation. Bibliography Carsrud, AL, Brà ¤nnback, ME, Entrepreneurship: Illustrated edition, Greenwood Publishing Group, Melbourne, 2007. Francis, B, Customer Relationship Management, New York, NY, Butterworth-Heinemann, 2009. Kotler, P, Keller, K, Marketing Management (13 edition), Prentice Hall, New York, NY, 2006. Locker, KO, Kienzler, DS, Business and administrative communication (9th edition), New York, NY, McGraw-Hill, 201 0. Mathew A, Kaye, J, Simplified strategic planning, a no-nonsense guide for busy people who want results fast, Chandler House Press, Worcester, MA, 2005. Paul, R, Customer Service: Career success Through Customer Loyalty, 4th edn, New York, NY, Prentice Hall, 2007. Porter M, Competitive advantage, illustrated edition, free press, Northampton, MA, 2004. Footnotes AL Carsrud, M, E, Brà ¤nnback, Entrepreneurship: Illustrated edition, Greenwood Publishing Group, Melbourne, 2007, p.87 Mathews A, J Kaye, Simplified strategic planning, a no-nonsense guide for busy people who want results fast, Chandler House Press, Worcester, MA, 2005, p. 69 P Kotler, K Keller, Marketing Management, 13 edn, Prentice Hall, New York, NY, 2006, p. 90 A. Mathew, J Kaye, Simplified strategic planning, a no-nonsense guide for busy people who want results fast, Chandler House Press, Worcester, MA, 2005, p. 48 P Kotler, K Keller, Marketing Management, 13 edn, Prentice Hall, New York, NY, 2006, p. 67 A Mat hew, J Kaye, Simplified strategic planning, a no-nonsense guide for busy people who want results fast, Chandler House Press, Worcester, MA, 2005, p. 85 Mathew A, Kaye, J, Simplified strategic planning, a no-nonsense guide for busy people who want results fast, Chandler House Press, Worcester, MA, 2005, p. 53 M Porter, Competitive advantage: illustrated edn, free press, Northampton, MA, 2004, p. 31 K O Locker, DS Kienzler, (2010), Business and administrative communication, 9th edn, New York, NY, McGraw-Hill/Irwin. This assessment on The Australian Car Market Best Pricing Strategy was written and submitted by user Giovanni F. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Themes in Heart of Darkness Essays

Themes in Heart of Darkness Essays Themes in Heart of Darkness Essay Themes in Heart of Darkness Essay Essay Topic: Heart Of Darkness â€Å"Heart of Darkness,† is regarded as one of the best and by far the most talked about novels of Joseph Conrad. The novel is not only read for it s unique settings, a variety of its interesting events, symbolic implications, exploration of ancient traditions but the popularity and literary status of novel owes a great deal to its multi-dimensional themes that have the power and vigor to penetrate deep down into the human psychology. Various critics ever since the publication of the novel have tried to find the real theme of the novel and have interpreted the hidden motives of interpreted Conrad in their style.But the most interesting comment comes from a famous and eminent Critic of the novelist. He says: â€Å"Heart of darkness† is a master-piece of abstract art by majestic painter, each time you look at it, you get a new meaning, different themes appear and reappear to the conscience, and what’s more the stream of thought continues to give food to the soul c ompare to an abstract meaning as every time when we read to find new meaning like abstract painting. There is hardly any doubt about the validity of the above statement. The real charm of the novel lies in its thematic depth. No, doubt, the novel is read about all over the world for its variety of themes; but this is also a fact that â€Å"darkness† evil nature of man is more hesitate theme prevailing in human heart is the most dominating theme of the novel, though there are other visible themes such as selfishness of modern man, inefficiency, imperialism and historical perspective. â€Å"Heart of Darkness† in fact dopiest the darkness of the human heart. The novelist wants to suggest the notion that all the development in the modern world and especially in Europe hasn’t been darkness is present in every man’s heart, and only in Africa able to sweep away the real darkness, ignorance, and brutality. We appear deceptively acceptable in society. The modern civilization has ju

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Nursing reaearch - Term Paper Example In addition, they also examine ways to improve clinical practice. Furthermore, nursing education research emphasizes the manner in which students acquire the discipline and professional practice of this noble profession, and the procedures for improving educational strategies to train scientists and clinicians (American Association of Colleges of Nursing, 2014). In addition, it is the bounded duty of nurses engaged in research to uphold the ethical conduct of clinical research. This responsibility can be successfully fulfilled only when there is understanding regarding the nature of clinical research and the factors that render clinical research ethical (Grady & Edgerly, 2009). There are several patients, who do not fully comprehend the ramifications of the treatment proposed by their attending physicians. Under these circumstances, the promotion of clinical research and the protection of the rights and interests of the patient require familiarity with the manner in which clinical practice and clinical research diverge (Grady & Edgerly, 2009). Grady, C., & Edgerly, M. (2009, December). Science, Technology, and Innovation: Nursing Responsibilities in Clinical Research. Retrieved July 22, 2014, from Nursing Clinics of North America:

Hrm in a globalized economy executive summary

Hrm in a globalized economy executive summary The report aims to discuss aspects of Human Resource Management in light of the ever changing business world given the globalization of businesses today. Globalization has seen changes in the way businesses work and are expected to deliver investor value. Companies started competing not just with local competitors but with organizations across continents which forced companies to relook at continuously innovating and providing a unique value to its customers to retain them. Talent Sourcing and Talent Development within an organization have become a science that identify and accept that diverse employee base form the backbone of a business and are responsible for contributing towards achievement of organizations global goals and directly impacting competitiveness and delivering that Investor value. Early in the 1800s during the times of Industrialization, the approach to managing workforce was primitive task drive approach. Historically, Henry Fords assembly lines and Studies of Frederick Taylor such as the time and motion studies thought of improving productivity by putting employees in line with mechanics. They tried to boost productivity by designing the way work is carried out. They focussed purely on productivity since productivity was what gave profits and therefore competitive edge. Workforce was put them in the same league as machines inviting organization conflict and distraction from the goal. As globalized environment changed the rules of the game, Organizations realized that employees and their talents is the single most important supply of sustainable competitive advantage. Employees are the ones that deploy scarce resources optimally. To survive and to succeed, organization need to leverage its human resource capitals talents to develop new products and services and creating value for customers. This marked change in attitude of managements saw the emergence of concept of Global Human Resource Management which characterizes implementation of personnel policies to maximize objectives of organizational integrity, employee commitment, flexibility and quality at a global level. Global Human Resource Management hence becomes very important since globalization and international operations bring with them challenges beyond a simple Human Resource Management program at a local level. Global Human Resource Management not only covers International recruitment Appropriate training and development Deployment of these resources But also goes beyond simple HRM in maintaining affable international industrial relations. With international operations, managing the employee base worldwide has its own challenges. P Morgan: There are 2 sets of variables when it comes to HRM in for an International Organization First -employee types Second Political, labour laws, culture, legal environment, economic, and practices prevailing in different countries A successful HRM model for an international organization is the successful interplay between these 2 sets. Clearly there is a need to go beyond basic HRM practices to include: More functions and activities In depth wisdom of employment law of the host country Close involvement with employees personal variables Provide for external influences Exposure to newer hurdles and risks Managing differential pay packages Managing ethnic, gender differences More liasoning activities More travel and coordination Higher management of unknown risk variables beyond the country where the headquarters are based It is imperative that Human Resources Management models are deployed in a global context to ensure success. Main Body The Concept of Globalization: While Global trade itself is not a new concept, Globalization is. Globalization can be defined as a process of trade and investment transcending political boundaries undertaken by an interaction of people, processes, entities and spurred on by advances in political systems, technology, business ethics and affecting culture, environment societies leading to cross border prosperity. International trades have been undertaken historically. Traders have traded goods and services over large distances travelling by land and sea. Eg, The silk route that connected the Western World with Central Asia China during the Middle Ages. As time progressed further, we see that cross-border trade, investment immigration boomed. Eg. Since the middle of the 20th Century to today world trade has exponentially grown by 20 times. Only in the last 5 years of the 20th Century, foreign investment currency flow went to US$ 827 billion from a meagre US$ 468 billion. This has had an impact on fiscal policies of governments that have opened up its economies in a controlled manner, both domestically as well as beyond their borders. Eg. The 1991 Financial Budget given by then Finance Minister of India, Dr. Manmohan Singh was figuratively the door to globalization for India. India hasnt looked back since in terms of its growth and prosperity. India adopted a free-market economic system. This greatly increased its own production potential and created a bouquet of opportunities for its own companies and organizations across the world for international trade and investment. Companies started growing by virtue of the geography of their businesses and operations: HRM in the face of such Globalized businesses: In such a dynamic environment today Human Resource Management in a global paradigm involves the manpower planning of staffing requirements the world over, selection of the right candidates, training development of employees for global operations. Since it is established that human resources form the backbone of any strategy, implementation of any strategy to succeed globally with Human Resource Management at its core can provide a strategic competitive edge. Human Resource function in this environment has to provide a support function to line manager by providing guidelines, searching, training, and evaluating employees. With an effective HRM function deployed, the organization would be able to leverage the knowledge, experiences and the skills of its distinctive employee bases the world over. The Increasing Diversity of the Workforce: As Globalization gains steam and becomes the norm, the employee base of multinationals has become varied and rich with nationals from all over the globe. Human Resources across companies have become homogenized, enriching the organizations with depth of knowledge about variables affective markets both within the countries as well as between them. The most successful organizations are ones which utilize this resource to the maximum. Having an experienced employee from a remote market on the team is a natural consequence towards better understanding new market dynamics and new consumer behaviour. Culture in different countries or the mode of doing business in different countries is also different Deal Focus Relationship Focus Country wise distribution: Formal Culture Informal Culture Country wise distribution: Therefore HRM today for an international organization, has to consider Differences in HR practices in the local organizations Perception of HR as a function. Attitude and actions of headquarters towards HR Resistance to change in a myriad of different situations Cultural differences in teaching and assimilating styles The Changing Nature of the Workplace: A diverse organisation will out-think and out-perform a homogeneous organisation every single time. A. Lafley, CEO Procter Gamble Global competition presents a case for Global co-operation. Today, more than ever before, employees find themselves rubbing shoulders with someone from a different culture, race and society on an everyday basis. HR departments in these multinationals have to recruit, develop and retain people who have vastly different backgrounds. This has resulted in new skills to succeed such as sensitivity and other relational aspects. This is termed as cultural intelligence. Cultural intelligence is defined as the capability to adapt effectively across different national, organizational and professional cultures (Earley, Ang and Tan, 2005). Today employees across industries are given job roles globally, taking them around the world. In this new environment employees from home country as well as the expatriate have to learn how to work with each other given that they not only think and communicate differently but also execute differently. The Human Resource Departments need to develop their cultural intelligence to manage this diversity in their companies. The departments have to allow for newer challenges in the face of international employee deployment such as Managing international assignments Employee and family adjustment Selecting the right person for a foreign assignment Culture, communication and gauge Language and communication Staffing Function in an International Organization: Staffing in an international organization goes beyond simply forecasting requirements and selection of the right candidates to fit a job description. It is also a tool to develop and promote the organizations own value system and culture. In an international scenario the following models could be deployed: An Ethnocentric staffing policy A Polycentric staffing policy or a Geocentric staffing policy ETHNOCENTRIC STAFFING POLICY: In this policy, top management positions filled by parent-country nationals. It is actually the best suited to international organizations. Advantages: If the host nation does not have qualified managers, the vacancies can easily be filled The culture of the HQ is easy to spread. Easy transfer of key skills and operating procedures Disadvantages: May result in bitterness in host country Deterrent to cultural diversity POLYCENTRIC STAFFING POLICY When this policy is deployed Host-country nationals manage subsidiaries and parent company nationals hold key headquarter positions. Multi-domestic organizations can benefit from this Advantages: Help rich cultural diversity Implementation is cost effective Easy transfer of key skills and operating procedures Disadvantages: Limits chances of host country employees getting exposure outside their own nation Possibility of gap in mission, values and work culture between HQ and host country operations GEOCENTRIC STAFFING POLICY This policy seeks best people, regardless of nationality. Transnational organizations and Global entities can benefit from this Advantages: Optimum deployment of optimum resources Employees get exposure to different cultures Creates a centralized value system Disadvantages: Local immigration policies may inhibit 100% deployment Higher costs associated with training and relocation May require complex Compensation structures to succeed. The Expatriate Dichotomy: Further when a citizen of one country works in another country, HRM needs to take care of a myriad of issues without which there is a strong chance of failure and a premature return of the employee to his home country The costs associated with failure are not low and are generally estimated at three times the expats annual salary in addition to the costs associated with relocation The issues that can crop up when expats are deployed: Immediate family may not adjust to a new environment The employee may not adjust Other personal issues Culture shock May not be able to cope up with bigger responsibilities Based on how complex the business is and strength of the HR function, it is important to deploy the ideal staffing policy. Recruitment and Selection: International Labour Market Sources Parent Country Nations (PCNs) PCNs are managers who are citizens of the Country where the MNC is headquartered. The reasons for using PCNs include The desire to provide the companys more promising managers with international experience The need to maintain and facilitate organisational coordination and control The unavailability of managerial talent in the host country The companys view of the foreign operation as short lived The host countrys multi-racial population The belief that a parent country manager is the best person for the job. Host Country Nationals (HCNs) HCNs are local managers hired by MNCS The reasons for using HCNs Familiar with the culture, language Less expensive, know the way things done, rules of local market Hiring them is good public relation Third Country Nationals (TCNs) TCNs are managers who are citizens of countries other than the one in which the MNC is headquartered or the one in which it is assigned to work by the MNC. The reason for using TCNs These people have the necessary expertise They were judged to be the best ones for the job. Selection procedure of Expatriates Use of selection test Technical Ability Cross cultural requirements Following traits are identified s predictors of expatriate success Cultural empathy Adaptability Diplomacy Language ability Positive attitude Emotional stability and maturity Family requirements Multinational requirements Management philosophy or approach The mode of operation involved The duration of assignment The amount of knowledge transfer inherent in the expatriates job in foreign operation Language skills Expatriate Success factors Willing and motivated to go overseas Technically able to do the job Adaptable Good interpersonal skills and be able to form relationship Good communication ability Supportive families Adaptability to cultural change Work experience with cultures other than ones own Previous overseas travel Knowledge of foreign language Ability to integrate with different people, cultures, and type of business organisation The ability to sense developments in the host country and accurately evaluate them The ability to solve problems within different frameworks an from different perspectives Sensitivity to subtle differences of culture, politics, religion and ethics in addition to individual differences Flexibility in managing operations on a continuous basis, despite of lack of assistance and gaps in information Globalized HRM role Two major types of adjustments that an expatriate must make when going on an overseas assignment. Anticipatory adjustment Carried on before he leaves for the assignment It is influenced by following factors predeparture training pervious experience In-country adjustment Takes place on site It is influenced by following factors Ability to maintain a positive outlook in high pressure Jobs as reflected by the role he plays in managing, authority he has to make decisions, newness of work-related challenges and the amount of role conflicts Organisation culture Non work factors toughness with he faces new cultural experience, family adjustment with new country Socialisation factor to know what is what and who is who Expatriate Training and Development Need for Training to Expatriate Cost of expatriate failure is very high To build a team of internationally oriented, committed and competent personnel Minimize personal problems such as politeness, punctuality, tactfulness, orderliness, sensitivity, reliability, tolerance and empathy Improve overall management style Pre-departure Training- Emphasises on cultural awareness and business customs of the country of posting to cope with unexpected events in a new country. Post-departure Training helps in minimising culture shock and depression that usually sets in a new country and culture. Cultural Integrator An individual who is responsible for ensuring that the operations and systems are in accordance with the local culture. He advises guides and recommends action needed to ensure this synchronisation. Even though expatriate are trained before being sent abroad, they are still not totally prepared to deal with the day-to-day cultural challenges because they lack field experience. He is responsible for handling problems between the subsidiary and host cultures. He may be from parent country or host country who has intimate knowledge of the companys culture and can view operations from both sides. He can only advice ore recommend a course of action. Management philosophy and training Ethnocentric companies will provide all training at the HQ. Polycentric companies will rely on local managers to assume responsibilities for seeing that the training function is carried our wherever appropriate. Geocentric companies organise training courses in different parts of the world, where a particular function is best carried out. Regiocentric companies organise training courses in different countries of the region. Cultural Awareness Training There are five types of pre-departure training Area studies that include environmental briefing and cultural orientation Cultural assimilators Language training Sensitivity training and Field experience To decide the rigour and level of training, following factors are important degree of interaction required in the host culture similarities between home and host cultures If interaction is low and similarities are high, then training should be on task and job related issues rather than culture related issues. If interaction is high and similarities are low, then training should be on cross cultural skill development as well as task. Preliminary visits average duration will be about one week A well planned overseas trip for candidate and spouse provides a preview to access their suitability for job, introduction to host country management, accommodation required, and schooling facilities available. Language training Types of cross cultural training Environment briefing about geography, climate, housing and schools Cultural orientation to familiarise with cultural institutions and value system of host country Cultural assimilators to provide intercultural encounters Language training Sensitivity training to develop attitudinal flexibility Field experience to make expatriate familiarise with the challenges of assignment Cultural Assimilators It is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs and values of another culture. These assimilators are developed for one culture where the candidate is currently working and the other culture is where he is proposed to be posted. Type of assimilators The trainee read a short episode of cultural encounter and choose an interpretation of has happened and why. Critical incidents: to be identified as a critical incident, a situation must meet at least of the following conditions: An expatriate and a host interact in the situation The situation is puzzling or likely to be misinterpreted by the expatriate The situation can be accurately interpreted if sufficient knowledge about the culture is available The situation is relevant to the expatriates task or mission requirements Compensation Management Factors Influencing Compensation Programmes Compensation decisions are strategic decisions and play a key role It should be consistent with overall strategy, structure and business needs of MNC It must attract and retain the best staff It must facilitate the transfer of international employees in a cost effective manner. It should give due consideration to equity and ease at administration. It requires the knowledge of employment and taxation laws, customs, cost of living index, environment and employment practices, the knowledge of labour markets and industry norms, foreign currency fluctuations. Paying Expatriates: unique problems Discrepancies in pay between PCN, HCN and TCN The need to vary expatriate compensation depending on the life cycle of the expatriates family Compensation issues related to re-entry into the parent country organisation Approaches to Expatriates Compensation Going Rate Approach Base salary remains linked to the salary structure of the host country. Required information is obtained through compensation surveys and published information. This approach is favoured by polycentric organisation Advantage Equality with local nationals and expatriates of different nationals Simple approach Attract the nationals of PCN and TCN if location is a high-pay country Disadvantage Transfer from a developed country to a developing country Fighting for getting favourable posting and resisting low pay country postings Problems when the expatriates repatriated to the home country An export or import or franchising arrangement Company appoints an export manager who reports to chief of marketing and all operations concerning export and imports are controlled by the home office Balance Sheet Approach It links the salary of expatriates and TCNs to home country salary structure. Assumption Foreign assignees should not suffer financially due to transfer Salary package is divided into goods and services, housing, income taxes and reserve. Cultural Impact and Compensation Policy National cultural difference High power-distance the compensation system should reflect hierarchical divisions in the firm. Low power-distance the salary system should be more egalitarian and performance based. Individual cultures rewards should be given on an individual basis. Collectivist cultures they should be team based. Culture with high masculinity compensation policy focus on social benefits, quality of work life and equity. Culture with high uncertainty avoidance structured and consistent pay plans are preferred with no variable plans and discretionary allocation. Culture with low uncertainty avoidance pay should be linked to performance. Performance Management in International Organisations Performance Management and its link with other HR Processes Reward Management Human Resource Planning Training and Development Process Relationship with strategy Multinational Performance Management Whole vs part Non-comparable data Volatility of the international environment Separation by time and distance HQ-subsidiary interdependence Ethical and legal issues Market Maturity Performance Management of expatriates decisions and play a key role Setting clear goals for each unit, each department and each employee Goals must be mutually supportive and balanced for long and short term needs. Setting standard and measurement criteria for evaluating each type of goal Formal monitoring and review of progress towards these objectives Using the outcomes of the review process to reinforce desired employee behaviour through differential rewards and identifying training and development needs. Variables that Influence Performance of Expatriate Compensation Package Nature of Assignment Role Clarity Psychological Contract HQs support Environment of the Host Country Cultural Adjustment Critical Success Factors Recommendations: The Impact of Diversity and the Changing Nature of the Workplace on Human Resource Functions in Work Organizations: Given the era of Globalization, managing diversity at the workplace has become a business issue for the HR Department and no longer simply a moral, social, or legal concern. The challenge is no more creating a diverse employee demographic, but empowering one that already exists due the natural global nature of the business. Despite all the hype around Diversity and the pros of having a multicultural workplace, organizations still tend to reflect: Soft implementation of highly expensive Diversity Management Programs A poor gender ratio when it comes to higher managerial positions Poor integration of disabled people into the employee base. Senior management teams not reflecting ethnic diversity. Some critical success factors to ensuring that diversity is leveraged well by organizations include: A) Clear organization wide understanding of the business case for Diversity. The HR department along with the senior management and the line managers need to be clear about the need to be diverse and embrace new cultures and ethnic backgrounds into their folds. Going beyond corporate trainings and having blurred notions of how multi-cultural employee base would help the organization to gain competitive edge over local competition in remote markets, all levels of the organization need to clearly articulate how a diverse human resource base would help reach the organization goal and hence their own individual goals. Further they understand that a multi-cultural workforce can improve their organizations adaptiveness and change readiness. This would clearly improve the culture within the organization to recruit, develop and retain the best staff. B) Assessment of Current Situation. HR departments that are particularly successful at managing diversity routinely spend time, money and effort in gauging the ever changing composition of the workforce given geographical expansions, attrition and new recruits. They routinely assess not just numbers associated with the above dynamics but also behaviours, and culture associated with these changes. Eg. Eastman Kodak created a specialist external diversity panel to conduct an outsider review of the current situation. The Management of Eastman Kodak assessed recruitment policies to address cultural imbalances and even cultural blocks to retaining and developing a multi-demographic employee base. Without the above HR Departments would only end up paying lip service to managing diversity or spending huge amounts on expensive specialist corporate trainings on managing diversity without actually creating a basic inclusive work culture. Ergo, wasting time and effort on initiatives that are unsustainable in an environment where self assessment itself is not done. C) Managing Diversity is a top-down approach. Successful diversity management initiatives are ones that have high visibility of the senior management team. Eg. Back in mid 90ies, Lou Gerstner identified diversity as a key strategic initiative for IBM globally. He was a strong proponent of leveraging differences to address new markets. He established eight task forces representing various ethnic groups, allocating executive sponsors from his direct reporting team and insisting on specific measurable results within specified timelines personally reviewing progress on the results. Many HR departments have gone beyond simply including diversity management in their employee handbook and actually championed setting up panels and councils that include senior executives. Diversity management may require fundamental changes to the very culture of the organization and hence require stewardship by the senior executives. D) HR initiatives need to promote cultural harmony rather than address cultural imbalances. Initiatives from HR need to promote creating a multi-cultural environment. Simply having reservation seats and quotas and fancy cultural training and diversity training is not enough. HR Departments need to ensure that minorities have the same opportunities and such initiatives are an integral part of their day to day working rather than simply an extra curricular task! Ensuring objective appraisal systems, rewards and recognition and universal training and development opportunities is key to promoting an all encompassing holistic HR approach. E) Objective assessment of the Diversity management initiative and scientific assessment of programs are key. Many HR Departments have succeeded in developing measurable diversity management programs. E.g. the Hyatt Hotel Group the world over ties approximately 15% of the bonus potential to diversity goals. HR Departments that have been successful in managing diversity have translated it into a core competency used to assess the performance of management. F) Diversity Management principles are all encompassing and wholesome enough for everyone to participate. If the Diversity Management programs are only a bastion of the senior management, the entire exercise would be superficial and unsustainable. In order to result in successful recruitment, retention and development of employees in a globalized world, it is important that it is an inclusive program cascading throughout the organization. E.g. IBM created specific task forces but more importantly invited participation in the form of inputs to help these task forces in creating an inclusive culture. Managing diversity and the every changing workplace in the face of globalization is not the prerogative of the senior management alone but is to be implemented at the grass root level where managing diversity to retain and recruit top talent is a challenge in itself. These critical to success factors for managing diversity are not complicated models however they are tough to actually execute and require a motivated effort on the part of the Human Resources team and buy-in from the entire organization. Conclusion: Clearly Globalization has brought about a paradigm shift to International Trade providing it with a great boost. I feel, employees form perhaps the most critical resource base since they are

Career Plan Building Activity, Work Culture Essay

I am grateful surprise with the results of my Career Plan Building Activity; Work Culture Activity Based on my Work Culture Preferences results I am: Ethical Emphasis on fairness, promoting equal rights and justice, the chance to make a positive contribution to the society, emphasis and social and environmental responsibility. Expert Control your own work schedule and organization, high engagement-people encouraged to express opinions, innovative, creative atmosphere, and emphasis in specialist expertise Supportive Secure, stable environment defined job and expectations, no conflicting demands, focus on employee welfare, recognition and celebration of success, open communication, personal development support Work culture is the link that connects employees with organizations. A great work culture generates the foundation of its success, is the backbone of any organization. Work cultures are diverse between organizations, it is important to know how to communicate and maintain an effective communication channels. Companies differ in philosophy, culture and style, and could (Hanly, 2012) impact in how employees work with each other. â€Å"Workplace culture is derived both from the imposed organizational structure as well as from the personalities of individual employees. Workplace culture affects how people feel while at work† Understanding elements of the work place culture will help managers to create a comfortable workplace environment in which employees become more efficient and productive (Samantha Hanly, Demand Media, 2011) * What do your results tell you about how you communicate? Effective communication is critical in business; it could make the difference between success and failure. Most workplaces are the reflection of the employee’s personality and management style, is very important that management establish, distributing and reinforce the Business Values as: respect, customer satisfaction, safety and integrity, etc. Management needs to decide what is more important to the business and communicate to the employees; leading by example *What steps will you take to improve the quality of your message? †¢Identify the audience that I would like to communicate, considering job titles, background, ethnicity, culture. †¢Establish a well-defined communication channels †¢Analyze the message that I want to communicate †¢The message must be clear, direct, shortest possible, with a little sense of humor

Academic and Professional Skills Development Essay

There is a new world in the academic and the post academic the students must adapt themselves to. The world has become increasingly competitive and there is an exponential expansion of knowledge and information and this means that the students who will survive in this new world order are the ones who will adapt to keep up with this highly dynamic world. The way universities used to be has changed and they are now not only centres of disseminating knowledge, but also centres of promoting change (Soontiens, 2002). This change is not just intellectual change, it is all encompassing change that makes a complete makeover of the raw material it receives in the formative years and gives out a refined product that is well shaped to tackle the emerging issues in the world. Gone are the days when having a degree was something to be cerebrated by all and sundry. Nowadays, if you have just the undergraduate degree, you are just another first among equals and you do not have any competitive advantage over millions of others who have a first degree like you. This means that learning is a life long process and this world belongs to those who understand this fact (Verville, 1990). This is because the world is now being moved by knowledge and information, and these are two highly dynamic facets; how else do you acquire them apart form engaging seriously in lifelong learning (Soontiens, 2002). Even the world economies have changed from the conventional heavy economies to the modern knowledge based economies where knowledge and information and not machineries and physical labour are now the drivers of the economies. The most powerful thing right now in the world is information and knowledge and students must dedicate their lives to continuous process of learning to be able function in this highly knowledge driven world (Soontiens, 2002). Another important element that the universities are emphasizing today is critical thinking. Thinking is important but critical thinking is what differentiates a smart student or even worker from the rest (Soontiens, 2002). The more the world is changing, the more the problems are evolving and the solutions to these problems must be found for progress to take place. These problems cannot be solved by ordinary thinkers; they can only be solved by critical thinkers. This is another area that the universities are focusing on. They are out to churn graduates with acute problem solving skills by teaching them how to make critical analyses of life situations (Soontiens, 2002). For the students to be said that they have adequate problem solving skills, they must be able to use some habits of the mind and one of these habits is formation of perspectives; which involve the organization of arguments into parts and then separate the most important from the least important. It also involves separating opinions from facts and then the value of each is appreciated (Verville, 1990). This is the basis of critical thinking. Another habit of the mind that is involved in critical thinking is analysis. After forming perspectives, it is important to ponder on the arguments in a way that is reflective. This involves the use of logic and also knowing the limits of the analysis. The other critical habit of the mind that is involved in the process of critical thinking is imagination (Soontiens, 2002). This is the disposition to make an evolution of your view of an issue using contemporary and conventional patterns that will suffice now and in the future. A university that is not equipping its students with the aforementioned abilities is in a very wrong path. The workplace, just like the academic arena has changed significantly. Education alone cannot help one to fit in the contemporary work environment because of its highly social and flexible nature. Thus the universities are putting this into consideration by ensuring that they do not mould academic giants and social dwarfs who cannot fit in today’s workplace. They are churning out all round products that are readily prepared to face the challenging job market and the demanding workplace (Verville, 1990). That is why you see in the workplace today, people are not necessarily doing what they studied. Education students are working in banks, Law students are working as news reporters and so on. This means that one thing that the universities are teaching very well is flexibility: do not just follow one line, there are many things you can do there with your education. In the workplace, the workers must be able to work as a team and individually.   There are some more habits of the mind that can help them to fit well in the highly challenging, demanding and evolving workplace (Soontiens, 2002). One of these habits of the mind is empathy. Empathy involves sensing reasonable views, revering all views and honoring the one that is the most persuasive. The other habit of the mind is communication which is the ability to take the duty of explaining ideas in a clear, truthful and sober way that respects all those who are listening to them or seeing them being communicated.   The other habit of the mind that ought to be developed is that of commitment. This is the recognition of the necessity to act when there is an action worth attention and being patient to the situation one has stepped forward to respond to (James, 2003). The current generation takes the flak for the many ills that are happening in the society. The generation has been labeled as irresponsible, insensitive and morally corrupt and the universities are taking measures to ensure that all the raw materials they receive will be devoid of the aforementioned tags by the time they are being churned out as products. This means that apart from just giving the intellectual knowledge, they are also equipping the students with skills that will make them responsible members of the society who can be trusted to take over the leadership from the old conservative generation that is far beyond the benefit of the modern information and knowledge revolution. This means that there are programs that are teaching leadership skills, social welfare skills and may other skills that can make the students reliable members of the society (Verville, 1990). The habits of the mind that can help the students to become more responsible members of the society include, value which is the choice to apply a pattern of behavior that is intellectual and ignoring the patterns that are less productive. The other habit of the mind is inclination that includes the tendency to apply the aforementioned behavior without pressure or motivation (James, 2003). Sensitivity is another habit of the mind that will make the students to become more responsible members of the society because of its ability to perceive opportunities and threats and also emphasizes the appropriateness of applying behavior that is intellectual in pursuit of opportunities and in evasion of threats. Capability is a habit of the mind that will help the students in application of the basic intellectual skills that are central to behavior while commitment on this platform means the desire to reflect and improve the behavioral performance (James, 2003). In conclusion, university students in the contemporary world must adapt to the knowledge and information that is expanding markedly. They must be life long learners who think critically and are flexible to be able to fit in this highly dynamic world. They must be problem solvers who can work independently and in a team. The education system today, apart from teaching the basics of education is also teaching the students to become responsible citizens who are open minded and can communicate with people from allover the world.   This new approach by the universities is a step in the right direction and should become a global concept inherent in all the academic systems. As illustrated in the essay, this new mode of learning borrows heavily from Costa and Carrick the Habit of the mind and it puts a whole new psychological dispensation to the world of academia that will ensure the mind must change for the individual to embrace the change in the society.

Our Paper Today Will Be On Wells Fargo. Wells Fargo Is

Our paper today will be on Wells Fargo. Wells Fargo is an American bank that was created in 1852 by Henry Wells and James Fargo. It is the second largest bank in the USA in terms of market cap, operates in over 42 countries around the world, and has over 260,000 employees. In 2016, federal regulators caught Wells Fargo creating millions of fake bank and credit card accounts; over 1.5 million bank accounts were created. Furthermore, federal regulators also said that 565,443 credit cards were created, and 1400 of those accounts had been charged over 400,000 dollars in fees. Wells Fargo employees broke many ethical and legal boundaries and engaged in counterproductive work behavior. Counterproductive work behavior has a negative†¦show more content†¦This practice was so common that Wells Fargo employees had several methods for doing this. The first method is sand bagging. Sand Bagging involves failing to open accounts by customers at their requested date, instead accumulating accounts to open in the next sales period to inflate profits. Another practice was called Pinning which was creating pin numbers without customer’s authorization, and attaching them to credit cards. Then employees would impersonate customers on Wells Fargo’s computers and use these pin numbers to create online banking and bills for customers. Finally, a practice called bundling was done where Wells Fargo employees would mislead customers saying that certain banking products were only available in bundles which forced customers to add more products than they wanted. So, one wonders, how could this have happened? Why did high expectations of sales lead to unethical, a lmost criminal behaviour? This is tied to Goal Setting theory. Goal setting theory, created by Edwin Locke, states that employees are motivated by clear goals, and appropriate feedback. 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