Monday, September 30, 2019

Gender Discrimination in the Workforce

Although there have been decades of hard won civil rights gains for women, we do not yet live in a gender blind society. Sexism perpetuates a cycle of unfulfilled aspirations among women. Public policies are being scrutinized under ever stricter legal microscopes, and an atmosphere of unease about the future pervades our national consciousness – â€Å"a future beset with economic challenges from abroad, technological innovation at home, a demographic revolution in our workforce, and a re-stratification of society. † Restrictions on women’s access to and participation in the workforce include the wage gap and the glass ceiling.We will discuss the following laws that have helped women make important strides in the workforce, cracking (but not breaking) the glass ceiling so they could climb up the corporate ladder: the 1963 Equal Pay Act, Title VII of the 1964 Civil Rights Act, Executive Orders 11246/11375, the 1968 Age Discrimination in Employment Act, and the 1978 Pregnancy Discrimination Act. In addition, we will provide reasons for the continuing network discrimination against females, a recent case study of pervasive gender discrimination resulting in a 152. 5 million dollar ettlement by one well known employer who was sued, and steps women can take to continue making strides toward an equal opportunity workforce. Legislation requiring equal pay for women was first introduced in 1945 in acknowledgement of women’s war work. Business owners and labor organizations succeeded in thwarting the effort, in part because of the perceived need for women to leave the labor force to create vacancies for returning servicemen. By the end of the 1950’s, policymakers were becoming concerned about insufficient use of â€Å"womanpower†.In 1963, Congress passed the Equal Pay Act as an amendment to the Fair Labor Standards Act of 1938 to require employers to pay equal wages to men and women doing â€Å"equal work on jobs†¦which [re quire] equal skill, effort, and responsibility, and are performed under similar working conditions†. The Equal Pay Act was the first federal effort to bar discrimination by private employers on the basis of gender. The Equal Pay Act has limitations in its enforcement of protecting women – for full-time, year- round workers, the 2009 American Community Survey median earnings for women were 78. 2 ercent of men’s earnings – $35,549 compared with $45,485. Furthermore, women’s earnings were lower than men’s in all of the 50 states. One year after passing the Equal Pay Act, Congress passed the 1964 Civil Rights Act, which made it unlawful to discriminate based on a person’s race, religion, color, or sex. Title VII attacks sex discrimination more broadly than the Equal Pay Act extending not only to wages but to compensation, terms, conditions, or privileges of employment.Thus with the Equal Pay Act and Title VII, an employer cannot deny women equal pay for equal work, deny women transfers, romotions, or wage increases, manipulate job evaluations to regulate women’s pay, or intentionally segregate men and women into jobs according to their gender. In 1971 Reed v. Reed became the first case that the Supreme Court would uphold Title VII to, thus protecting women from sex discrimination. One year following the passage of the Civil Rights Act of 1964, President Lyndon B. Johnson issued Executive Order 11246 as a directive as to how the act should be interpreted and followed. Executive Order 11246 prohibited public and government sector employers from iscriminating based on race, color, religion, or national origin, but not sex. Executive Order 11246 was amended by Executive Order 11375 on October 13, 1967 after sexual harassment became an issue. Sex would now be included as a category that could not be discriminated against by an employer. Executive Order 11375 meant to ensure that women would not be exploited sexuall y to advance their careers. Women were to now be protected in the workplace from supervisors and coworkers who did not take into consideration the concept of personal space or offensive language and conduct.Legal regulations now banned these behaviors and legal action could be taken if they did occur. Executive Order 11375 meant women should no longer have to worry about being discriminated against in the workplace in terms of being hired or released. Executive Order 11375 meant that Affirmative Action (of Executive Order 11246) now applied to women as well. Affirmative Action is an organization’s active effort to find opportunities to hire or promote people in a particular group (in this instance, women). Affirmative Action plans must consist of an equal opportunity policy statement, an analysis of he current work force, identification of underrepresented areas, the establishment of reasonable, flexible goals and timetables for increasing employment opportunities, specific a ction-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system. Contractors receiving more than $10,000 from the federal government must take affirmative action, and those exceeding $50,000 must develop a written affirmative action plan for each of their establishments. The plan must be in place within 120 days of the beginning of the contract.Employers whose contracts meet minimum size requirements must engage in affirmative action to ensure against discrimination. Employers must consider all qualified individuals for employment, must choose without regard to gender (now a protected category), and must engage in outreach to encourage the broadest possible group of qualified individuals to enter the supply or applicant pool. In 1967 Congress passed the Age Discrimination in Employment Act. The ADEA branches from the debate on Title VII of the Civil Rights Act of 1964, which prohibits discrimina tion on the asis of race, color, national origin, or sex, but not age. President Lyndon Johnson strongly believed that age was a growing issue among Americans. This law prohibits discrimination of men and women employees over the age of 40 and forbids companies to base employment decisions solely on an applicant’s age. The Equal Opportunity Commission enforces this act but there are still many complaints filed yearly from workers who are experiencing discrimination because of their age. For many years, elderly workers have felt that they are losing out to their younger coworkers.The Age Discrimination in Employment Act attempts to eliminate the gap between younger and older employees. The Age Discrimination in Employment Act applies to businesses with 15 or more employees working 20 or more weeks per year including employees in state and local government, federal government, employment agencies, and labor organizations. The ADEA helps protect unlawful discrimination of older individuals that can occur when applying or interviewing for jobs. The Age Discrimination Act protects employees by prohibiting employers to include age preferences or limitations in job applications and advertisements.Under the ADEA it is not expressly forbidden to ask an applicant’s age, but it is closely examined to make sure the query was made for a legitimate purpose. Despite the Age Discrimination Act, The Supreme Court recently changed what qualifies as successfully proven age discrimination. Companies come up with multiple reasons why an employee is terminated without mentioning age, when in actuality the employee’s age is the only factor. Seniors are a growing population and many are planning to work past their retirement age. Discrimination against age is not only affecting individual employees but ociety as a whole. An employee now has to prove that their age was the sole reason for their employer’s actions, therefore older workers can barely fight or prosecute age discrimination. In 2007, 60-year-old Oklahoma City Teacher Judy Jones filed an age discrimination suit against the superintendant who eliminated her teaching position and reassigned her to an office job as a principal. Judy’s salary decreased and benefits were affected during her second year as principal, while school directors and the superintendant himself frequently commented on Judy’s age and retirement plans.The district court rejected her claim because she â€Å"could not show sufficient evidence† that her age was the sole reason for her relocated position and reduced pay. There have been successful outcomes to Age Discrimination lawsuits as the U. S. Equal Opportunity Commission recently charged two companies with age discrimination. A 70-year- old pharmacist at the Honolulu Kmart was awarded $120,000 after higher management habitually commented on, and wrote about, her elderly age, causing her humiliation and compelling her to retire. In a nother case, a 75-year-old qualified receptionist was fired based on ge after her second day at work at Red Rock Western Jeep Tours Inc. She filed a lawsuit and it was settled in a $35,000 payout. The Pregnancy Discrimination Act of 1978 defines discrimination on the basis of pregnancy and childbirth or any other form of illegal sex discrimination. This act is meant to ensure that no woman will be subject to non-hire by an employer due to pregnancy. She is to be treated the same as any other individual and is to be guaranteed benefits and accommodations based on the same policies and procedures as any other employee with a disability.Pregnancy discrimination occurs when expectant mothers are fired, not hired, or otherwise discriminated against due to their pregnancy or intention to become pregnant. Common forms of pregnancy discrimination include not being hired due to visible pregnancy or likelihood of becoming pregnant, being fired after informing an employer of one’s pregn ancy, being fired during maternity leave, and receiving a pay dock due to one’s pregnancy. In 1978, the U. S. Congress passed the Pregnancy Discrimination Act, an amendment to the sex discrimination section of the Civil Rights Act of 1964. The Pregnancy DiscriminationAct states that discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII. This clause covers employers with 15 or more employees, including state and local governments. Title VII also applies to employment agencies and to labor organizations, as well as to the federal government. Women who are pregnant or affected by pregnancy-related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. An employer may not single out pregnancy related conditions to determine an mployee’s ability to work. However, if an employer requires its employees to submit a doctor’s statement concerning their inability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy-related conditions to submit such statements. If an employee is temporarily unable to perform her job because of her pregnancy, the employer must treat her the same way as any other temporarily disabled employee. Pregnant employees must be permitted to work as long as they are able to perform their jobs.If an employee has been absent from work as a result of a pregnancy-related condition nd recovers, her employer may not require her to remain on leave until the baby’s birth. An employer also may not have a rule that prohibits an employee from returning to work for a predetermined length of time after childbirth. Employers must hold open a position for a woman who has been absent due to pregnancy-related issues for the same length of time jobs are held open for employees on sick or disability leave. Any health insurance provided by an employer must cover expenses for pregnancy- related conditions on the same basis as costs for other medical conditions. An employer need ot provide health insurance for expenses arising from abortion, except when the life of the mother is endangered. Pregnancy-related expenses should be reimbursed exactly as those incurred for other medical conditions, whether payment is on a fixed basis or a percentage of a specific amount. The amounts payable by the insurance provider can be limited only to the same extent of amounts payable for other conditions. No additional, increased, or larger deductible can be imposed. Employers must provide the same level of health benefits for spouses of female employees as they do for spouses of male employees.Pregnancy-related benefits cannot be limited to married employees. Benefits must be provided for pregnancy-related conditions to unmarried women if benefits are provided to employees for other medical conditions. If an employer provides any be nefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions. Employees on leave because of pregnancy-related conditions must be treated the same as other temporarily disabled employees for accumulation and crediting of seniority, vacation calculation, pay increases, and temporary disability benefits.A case that was important to the creation of the Pregnancy Discrimination Act was Muller v. Oregon (1908). The Supreme Court upheld a decision limiting women to 10 hour workdays based on the idea that â€Å"performance of maternal functions† made women inherently incapable of the same work that men did. In the 1950s and 1960s, laws in several states prohibited women from working and others banned their hiring for some length of time before and after birth. Reasons for the continuing network discrimination against women include myths about female workers, conscious and unconscious stereotyping and biasing applied by ma ny white en who are desperate to keep their competitive edge over women, and inadequate reporting and dissemination of information pertaining to glass-ceiling issues. The following myths about female employees, despite being disproved, still exist: women executives refuse to work long hours or relocate, and many women executives take leave of absences (and that those who go on federally and state protected maternity leave have suddenly lost professional credibility upon becoming pregnant or taking temporary leave). Statistics show women executives work 56 hours per week on average – the same as their ale counterparts. Only 14 percent refused to relocate as compared to 20 percent of the men.Only one-third of female executives surveyed had ever taken a leave of absence and 82 percent of these were for maternity leave or other family reasons protected under FMLA. Finally, there can be a twisted perception that women executives lose their professional credibility upon becoming pr egnant or taking maternity leave – an â€Å"out of sight, out of mind† mantra held by their bosses. Furthermore, a pregnant woman obviously has priorities outside of work and a selfish mployer may have the unreasonable expectation of work being a sole priority. Research suggests that an underlying cause of the glass ceiling is the perception of many white males â€Å"that they as a group are losing – losing competitive advantage, losing control, and losing opportunity as a direct consequence of inclusion of women. † There is also a â€Å"difference† barrier â€Å"manifested through conscious and unconscious stereotyping and bias. † People who do hiring feel most comfortable hiring people who look like them. Recruiters for high-status jobs are predominately white males who then hire other white males from the same socio- conomic status, which helps perpetuate their over-representation in the best jobs. Governmental barriers include the collec tion and disaggregation of employment related data which make it difficult to ascertain the status of various groups at the managerial level. There also continues to be inadequate reporting and dissemination of information pertaining to glass ceiling issues. Most importantly, there needs to be consistent monitoring and enforcement of laws and policies already on the books. The following case demonstrates how costly illegal gender discrimination can be to employers:In May 2010, a jury in the U. S. District Court for the Southern District of New York awarded a record $250 million in punitive damages to 5,600 female sales employees in a sexual discrimination case after Novartis Pharmaceuticals Corporation (â€Å"Novartis†) took the lawsuit filed against them to court – and lost. In July 2010, the parties reached a $152 million settlement agreement of the plaintiffs’ claims of gender discrimination in the terms and conditions of their employment, including compensat ion, promotion/promotional opportunities, reviews, and pregnancy leave. The terms of this greement allow for full compensation of former and current female employees dating from 2002-2010, ensuring that every woman who worked at Novartis over the past 8 years was compensated fairly.As part of the settlement, Novartis must also spend an additional $22. 5 million over the next three years on anti-discrimination policies, programs, and training, as well as on strengthening its employee complaint process. Novartis was ordered to increase its Human Resource and Employment Relations staff within nine months of the effective state of the settlement agreement – ensuring that there would be ne Employment Relations Investigator for every 1,000 Novartis employees. A Compliance Master would be appointed as an external specialist for the New York Federal Court to monitor Novartis’s compliance with the settlement agreement’s terms and conditions. Steps that women can take to continue making strides toward an equal opportunity workforce are to show themselves as decision makers, risk-takers, and players. Furthermore, a female manager should do her best to remove gender biases from her own business practices by not comparing her employees to men at the top.In Conclusion, women are just a few steps closer to being looked at as equal to men due to these legal acts. Women now have fewer restrictions and more rights within the workforce. The 1963 Equal Pay Act and 1964 Title VII brought women higher pay and more equal opportunity. Women are now seeing the benefits of Executive Order 11375 which included protection from any sexual harassment. In 1967 the Age Discrimination in Employment Act was put into place to include age from discrimination, and women benefited from the insistence that age should not prevent a capable and qualified person from working.In 1978 the Pregnancy Discrimination Act was implemented so that pregnancy did not determine a womanâ€℠¢s ability to work; it also ensured that she received the same benefits as anyone else with a disability. Furthermore, even today women are fighting to have fair rights within the workplace. Even with the legal clauses, women are faced with stereotypes and glass-ceiling barriers. In order for women to overcome the problems they are tackling, to truly be protected and to have the rights that they deserve, there must be constant reinforcement of the laws that are currently in place.

Sunday, September 29, 2019

Gender Stereotyping in Media Advertisements Essay

The tremendous influence of the media as an important cultural vehicle on the preservation and reinforcement of existing societal norms, beliefs, and behaviors has been under increasing scrutiny from academics, scholars, and feminists in an attempt to understand the code and language within which the media operates and its impacts on various audiences. (Dines, Humez, Hoynes, & Croteau, 2003; Silverstein, Perdue, & Kelly, 1986; Gamble 1997) Lately, there has been a growing concern over the role of the media in helping to maintain the long-standing inequality between sexes in the way that it continues to exploit gender stereotypes overtly as in the case of television programming, to the subliminal messages conveyed by product advertisements, music videos, and other forms of visual entertainment which now include fashion spreads and magazines. (Dines, Humez, Hoynes, & Croteau: 336; Gamble 272) This concern comes amidst allegations that the media, specifically product advertisements, is somehow responsible for the proliferation and reinforcement of unhealthy attitudes and biases against women and women’s bodies, for instance, in warping the definition of physical attractiveness to that of ‘thinness’(Silverstein, Perdue, & Kelly: 519; Gamble 272) and of self-worth to being ‘pretty’ or desired by the male (Dines, Humez, Hoynes, & Croteau: 247). In its many forms, product advertisements, through graphic, in-text, and non-graphic representation, are guilty of exploiting the prevailing societal concepts of femininity and masculinity in their sole objective of increasing demand for the products which translates to increased profit margins. (Wiles, Wiles, & Tjerlund: 35) Product advertisements are also a cause for special concern in that they are easily accessible and are barely constrained by censorship and other legislation. The fact that they are ubiquitous in almost all forms of media—be it print, broadcast, video, and the internet—make them doubly powerful in molding, or warping, the minds of individuals young and old. Dines, Humez, Hoynes, & Croteau (2003) point out, for instance, how â€Å"elements of the pornographic can be located in advertisements,† (p. 336) referring not only to graphic sexual acts or innuendos but to specific representations of female and male constructs and of power relationships between and within these constructs that are seen in advertisements. It is argued that masculinity and femininity are always constructed in the â€Å"conventional† way: that the male is â€Å"bigger, stronger, and has the ability to hurt the women† (Dines, et. al. 336) or in a position of greater power over the women, who are always depicted or associated with the weak, delicate, and passive role. (Gamble 272) In the same manner, women are often portrayed as inferior to men through the use of the following graphic illustrations: â€Å"women appear shorter; men instruct women; women appear to be drifting in deep thought while men? Eyes are focused purposely; and women appear helpless. †(Wiles, Wiles, & Tjerlund, 36) Indeed, one need not look further than the nearest perfume advertisement to see how men and women are portrayed as predator and prey, respectively, signifying the women’s degraded position in the gender stratification. More notable is the apparent absence of ‘others’ in the gender spectrum which may not be totally accepted by societal standards: bisexuals, lesbians, and gays, who barely make it to product advertisements except for those products specifically intended for their market. Furthermore, results of Wiles, Wiles, & Tjerlund’s (1995) study of the portrayal of women in magazines in three countries which include the United States, the Netherlands, and Sweden supported the contention that â€Å"role portrayals presented in magazine advertising depict cultural biases and stereotypes† which tended to portray men in active roles and women as men’s sexual objects or in decorative, passive positions. If art imitates life and culture, this only goes to show the extent to which gender inequality remains as much a challenge to overcome in real, reel, and the simulated world of advertising. Works Cited: Dines, G. , Humez, J. M. M. , Hoynes, D. W. , & D. Croteau. Gender, Race, and Class in Media: A Text Reader. Sage Publications, 2003. Gamble, T. K. & M. W. Gamble, â€Å"Gender and Non-verbal Language. † Contacts: Communicating Interpersonally. Boston, M. A. : Allyn and Bacon, 1997.

Saturday, September 28, 2019

Engineering Essay Example | Topics and Well Written Essays - 1500 words

Engineering - Essay Example Figure 1: Kariba Dam on the Zambezi river: Zambia/ Zimbabwe Source: http://www.internationalrivers.org/es/kariba-dam/kariba-dam?size=_original Furthermore it also offers valuable lessons in the manner in which a project of such huge magnitude was pulled off successfully in those days, considering the situation in the 1950s. Also, the construction of this dam required displacement of a large number of people living in or near by the dam site, thus attracting various social repercussions in the process (Adey, 2009: 116). The various implications of the establishment and implementation of this project are discussed in the following sections. Geological Setting The Kariba Dam is a double curvature arch concrete dam, reinforced with a spillway gate area (Balon & Coche, 1974). The Zambezi river, prior to reaching Lake Kariba, falls into various slot like gorges, which forms the Victoria falls. The drainage basin of the Congo River lies to the north of Zambia. Topographically, a significant portion of the Zambian territory comprises of an elevated plateau with an altitude of approximately 3000 to 4500 feet. There are highlands in the northeast and northwest territories of the country, with the Muchinga Mountains in the northwest having elevations of approximately 5900 feet. The population centres in Zambia are formed of two key areas, i.e. in the capital city of Lusaka and in the copper belt province of north central Zimbabwe, which comprise of rich deposits of copper ore (Stokes, 2009:751). Figure 2: Physical characteristics of Kariba Dam The soil in the Kariba river basin is deep Kalahari sand formation (Bingham, 2000) thus allowing the water to permeate in it quite easily. This is known to be one of the key reasons behind the occurrence / or high incidence of earthquakes in the area. Since the land was filled with excessive weight (i.e. water) the earth below it breaks down due to the added volume, leading the ground to break. There is evidence relating the level o f artificially created lakes and seismic activities in the area, leading to increased incidences of earthquakes (Jansen, 1988: 744; Goudie & Alexander, 1997: 40). The dam was initially built with a view to generate hydroelectric power; however, the creation of the same drastically altered the geography of the land including significant changes and alterations to the biodiversity of the neighbouring areas. The Kariba Lake was located in the tropics and was one of the first projects to be built in the region. It was created by damming of the Zambezi River which flowed between the two countries i.e. Zambia and Zimbabwe in the year 1959. The building of this lake was referred to as an audacious engineering feat since it was created by clearing up a large proportion of the lands leading to displacement of thousands of locals (Gray, 2000:69). Major problems encountered The construction of the Kariba dam brought about significant changes in the area, especially the generation of electricit y which was the key purpose behind the dam. However, it also led to several problems which are discussed below: Displacement of large number of people: The creation of the dam required displacement of the Tonga tribesmen, who inhabited the area. As many as 75000 tribal people were relocated to other areas during

Friday, September 27, 2019

Business Plan Essay Example | Topics and Well Written Essays - 1500 words - 8

Business Plan - Essay Example The company intends to incorporate information technology into the marketing strategies adopted by companies to gain a competitive advantage. To offer marketing services through clear-cut information systems. To be an effective information technology company that offers operational management services in relation to marketing processes. The company will strive to create a broad consumer base by improving the marketing strategies adopted by companies. The primary reason for writing this business plan is to convince our prospective clients to utilize the operational management services offered by the company. The company plans to provide information technology services to companies to improve the marketing strategies adopted. The company is concerned with formulating ways to improve productivity through effective marketing strategies. The first part of the business plan is the company description. The business plan contains an in-depth analysis of the company to explain that it is a reliable information technology company. The products and services provided by the company are also outlined in the business plan. This section describes the benefits of the services offered by the company to its clients. The business plan is concluded by an overview of the operations and management functions of the company. The business plan does not include an appendix, market analysis, or financial analysis. The reason for such omissions is attributable to the fact that the company is still new. It has not been in existence for a significant amount of time to establish the market and financial performance. However, the service description and operations and management segment provide all the relevant information about the company and the set objectives. Techmark is a limited liability corporation that focuses on providing operational management services in relation to marketing.

Thursday, September 26, 2019

Movie Application Paper - The Kingss Speech Essay

Movie Application Paper - The Kingss Speech - Essay Example The paper "Movie Application Paper - The Kings’s Speech" discovers the film called "The Kings’s Speech". The inspirational film presented the tribulations and challenges faced by King George VI, known as Bertie to the royal family. Bertie has been afflicted with a speech stammer, making it tremendously difficult to make a public announcement or speech to the nation. To make matters worse, the expectations posed by his ascendance to the throne were drastically heightened given the power and responsibilities exemplified by including the need to make public announcements and thereby, conquer his fear for public speaking. In this regard, the movie would be used to identify interpersonal conflict by citing relevant situations and linking these to concepts noted in Floyd’s (2009) book entitled Interpersonal Communication: The Whole Story. Floyd (2009) defined interpersonal conflict as encompassing the following elements or characteristics: manifesting an expressed stru ggle, occurring between two independent parties, presence of incompatible goals, arising from scarce resources, in conjunction with some form of interference. Using the definition, the eminent interpersonal conflict manifested in the movie, The King’s Speech as are follows: First and foremost, the existence of an expressed struggle in terms of capacities for public speaking due to the speech stutters that afflicted the main character, King George. For example, in the introduction, Bertie (then the Duke of York) was asked by his father. to deliver a speech in front of the public and his anxiety and deep struggle to achieve, a seemingly simple goal, drastically failed. Secondly, the interpersonal conflict existed between several parties: Bertie and his father (due to his inability to deliver a speech); Bertie and his brother (when Edward decided to abdicate the throne to marry to a divorcee) and he then had no other option except to assume the throne despite his speech impediment; Bertie and Lionel Logue, the Australian speech therapist, who was contacted by then Duchess of York, to help in overcoming the stutter but was initially perceived by Bertie with apprehension in terms of the ability to address his dilemma; and the cohorts of the monarchy who opposed and questioned Logue’s ability to improve King George’s speech impediment. Third, the presence of incompatible goals was also eminent from the start when the goal of the father was to encourage and train Bertie to overcome his stutter, to his perce ived exasperation and inability. Since he always knew that in the event of his father’s death, his brother Edward would be crowned the next monarch, it was beyond his comprehension when Edward’s goal to marry Wallis Simpson was given precedence. Finally, some form of interference was manifested when King George’s advisors found that Logue was not a licensed speech therapist and should therefore be prevented from continuing his services. There was another situation of interference when apprehension and lack of confidence to Logue and himself, initially prevented then Duke of York to pursue with the speech therapy sessions to be held at Logue’s home. Applicability of Other Interpersonal Conflict Concepts

E Ink Case Study Example | Topics and Well Written Essays - 750 words

E Ink - Case Study Example The company was receiving lots of feedback from potential investors and customers who had different views of the best use for electronic ink. The company had to decide the best opportunities for the company based on the company’s vision. The company wanted to create radio paper, but the technology was not ready for that application. The firm had multiple opportunities to generate money using the technology for other applications. Another dilemma the company had was the fact that it needed more money to continue its venture. The firm needed an additional $20 million for its second round of financing. There was plenty of interest from venture capitalist interested in investing in the company. The firm had to decide how to obtain the money and which investors to choose. The strategy the firm ends up choosing would affect the capital structure of the enterprise. Selling off too much equity could relinquish control of the company. On the other hand using debt instruments could plac e the company at risk since the firm was not generating any revenues yet. 2. The three stage approach that E Ink has plan is a very sound business strategy. The company has to take advantage of the firm’s capabilities to generate revenues. The firm cannot afford to wait 4 to 5 years for the radio paper to be ready. The first stage of the plan is to use the electronic ink to make large area displays. The marketplace for this product is huge due to the fact that there are thousands of businesses that can benefit from the application of electronic ink for its advertising displays. The company could afford to launch this product after it receives its second round of financing. The firm needs between $10 million to $20 million dollars to launch the product. The company already has a contract with JC Penney to develop its first large area displays. The product offers many advantages to customers such as lower costs and the ability to change advertising messages without having to in cur in the cost of manually changing the sign. The second stage of E Ink’s plan is to utilize the technology for flat panel displays. By 2004 the flat panel market was supposed to reach $25.9 billion. The relevant market in which E Ink could apply its invention was between $4.9 billion to $6.9 billion. The use of electronic ink enables companies that use flat panel displays to add value to its products which would allow the firms to sell their products at a premium price. The application of electronic ink would provide greater visual appeal and lower power consumption. The company needs between $30 million to $50 million to finance this phase. The third phase of the project is radio paper. Radio paper would enable the company to create newspapers and books using the electronic ink technology. The use of the technology would revolutionize the publishing industry. The use of the technology could be extremely advantageous for publishers because it could create a paper free distr ibution model. The company could be ready to create electronic books in two to three years and newspapers in four to five years. The amount of money needed to finance phase three is between $50 million to $100 million. 3. The company needs to raise money in order to finance its phase I of the project. The firm is currently spending over $500,000 a month and it soon will increase its expenses to nearly $1 million a month. The company estimates that it needs $10 to $20 million to accomplish phase I. My

Wednesday, September 25, 2019

Inherent risk Essay Example | Topics and Well Written Essays - 1500 words

Inherent risk - Essay Example The impact of this on the total shareholdings needs to be independently addressed by the auditors. Undervaluation of shares: The management believes that the shares of the Company have been undervalued and hence has reduced the holdings on 30.6.2007 by buying back 5.2.Million Shares valued at $9.3m. (Speciality Fashion Group Annual Report. 2007. P. 8). Its impact on the present holdings needs to be reviewed by auditors. Climatic Risks that impinge upon Co.'s business: It is seen that the Company, which specializes in women's garments has had lowered business trends during the winter months, especially the peak Christmas season. Moreover the various seasonal competitions has also slackened business prospects. Risks associated with the rapport and reliability of key employees: The management functions as a closely knit operational team and decisions are made on consensus. Although the members of the team are highly motivated, committed and dependable, there are always risks of management employees' attrition, for better prospects and higher positions. This could be perceived as an inherent risk in this Company Risks Risks associated with need for strategic growth: The women's garment industry in Australia and New Zealand are the main areas of marketing focus by this Company. There is always a dormant risk that customer preferences and tastes may change, due to conspicuous changes in fashion industry needs and competitive environment, in which the Company operates. Although the Company has designed garment wear for all age groups, income stratas and lifestyles, the inherent risks of a high degree of fashion obsolescence cannot be ruled out, which could affect demand for the products and cost of carrying inventories. Supply Chain Management risks and strategic vendor relationships: The Company presently has 784 locations situated in Australia and New Zealand. (Speciality Fashion Group Annual Report. 2007. P. 10). Many more stores are going to be opened to future to cater to the increasing clientele and it is necessary to have the necessary efficient logistics in place so that all the stores are well stocked with stocks at all times. It is therefore a test for the supply chain management systems in operation to build up efficiency and prompt dispatches and also have excellent vendor network so that goods are speedily replenished and restocked at all locations. The inherent risks arise when, due to failure of the system, ordered supplies are not available on demand, which could reflect upon the reordering systems in vogue.

Tuesday, September 24, 2019

Realistic painting Research Paper Example | Topics and Well Written Essays - 1250 words

Realistic painting - Research Paper Example The paper "Realistic painting" explores the painting of Realism. The history of realistic paintings is dated back to early 19s, associated with great artists such as George Bellows. George Bellows is regarded as one among the great American artists. His work ranges between 1882 and 1925, with one of his famous arts been the Crowd in black and white lithograph of 1923. Among George Bellow’s reputation is his early work about powerful boxing matches and the realistic tenement life in New York City. George also painted the city landscape and seascape, battle scenes, and portraits, with illustrations and prints. George’s work was out of influence and real life experience in the United States at that time. Most of his arts portray the dynamic and challenging nature of life in America at early twentieth century and over its first decade. In this print, George Bellows expressed the vitality of urban life through a dynamic contrast of light and dark. The intense illumination fr om a street lightly reveals an anxious and pressing crowd tightly packed into a confining space. This painting is dark in tone; many different people fill with the whole image, capturing fleeting moments. Before American Independence, most of the American artists grew and learnt in European. Over the 19 century, a large number of American artists went to Germany, France, Britain and other countries to study .This is the most probable link of confusion between the American artist's works and European artist’s work.

Sunday, September 22, 2019

Assessments and children Essay Example | Topics and Well Written Essays - 250 words

Assessments and children - Essay Example Teachers in early childhood education should be very committed, as children require extra care and the teacher should be very attentive to ensure that the children really understand what they have learnt in class. Additionally, the teacher should be ready to communicate as he or she has to inform parents about the progress of their children, has to communicate with children to ensure that they understand, and has to report to the school management (Childcare Education Institute Para. 1-7). Teachers use several tools to assess the progress of the pupils and one assessing tool used is a review and reflection tool. This tool assesses and reflects on the progress the knowledge that children have acquired in class and enables the teacher to come with strategies to handle each child. The advantage of this assessment tool is that it makes children to be keen on the things learnt in class and promotes the relationship between the teacher and the child. Additionally, there are high expectations of children understanding the lessons learnt in class through reflections (Flottman, Stewart, and Collette 6-12). In conclusion, early childhood education has been vital in molding children about life and the teachers in early childhood education should be committed and use the right tools to ensure that children understand things learnt in class. Flottman Rachel, Stewart Lucinda and Collette Tayler. Practice Principle 7: Assessment for Learning and Development. 2011. Web. 28 Jan. 2014.

Saturday, September 21, 2019

Should Abortion Be Illegal or Legal Essay Example for Free

Should Abortion Be Illegal or Legal Essay Whether or not abortion should be illegal or not is a very controversial issue. Abortion is a very personal matter and people have many different opinions about it. Reasons for or against an abortion could be rape, money issues, religious views, and or young motherhood. An argument for the prolife side would be that life begins at conception. With that being said some people would consider it murder and an act of taking a life if abortion was chosen. On the contrary to that point would be that almost all abortions happen in the first trimester, when the fetus can’t exist and isn’t alive yet. Most women (88 percent) who get an abortion have it done in the first trimester. Some people would consider abortion a safe medical procedure. Studies have shown that there’s only a 0. 5 percent risk of any serious medical complications as well as any problems with future pregnancy. Some people would argue against that saying that having an abortion would cause depression and stress. Also it’s been said that having an abortion would lead to a greater risk of a miscarriage and pelvic inflammatory disease. For the cases of rape and incest, there’s the 72 hour pill that can be taken or other medical care that can be taken to ensure no pregnancy will happen. Some teenager’s though can’t get their hands on the pill because you have to be eighteen or older to get it. Most teens wouldn’t have been financially prepared for a child or be able to get their hands on contraceptives. People with religious views can be against abortion and argue that a child is god’s gift and shouldn’t be tampered with. Tampering with â€Å"A creation of God† would lead to unwanted memories. To argue with that statement, some people don’t believe in God and don’t have any religious views. Therefore, tampering with â€Å"God’s gift† by getting an abortion can’t be proven cause there’s no scientific evidence of a God. Another against abortion argument could also be that if abortion is illegal that means there would be more â€Å"back alley† abortions. Back alley abortions can kill the mother or cause plenty complications. The contrary to that point would be that there’s plenty of other ways to get rid of your baby. Also, people think abortion shouldn’t be used as a form of birth control. Its said to be better for society to have babies aborted instead of having them be raised poor, where the child will suffer and be put through problems, and do crimes. There are many couples in the world who want to adopt a child, and have been waiting for years. Those children who are adopted have a chance to do good in life and succeed. In conclusion, there are many different viewpoints on whether abortion should be legal or illegal. Some people think that it’s a woman’s body, and nobody should be able to tell her what to do with her baby. While others think that having an abortion is murder no matter what the circumstances are. One thing is for sure though, not everyone will agree on a decision one-hundred percent.

Friday, September 20, 2019

Example Answers to Questions on Culture in the Loreal Group

Example Answers to Questions on Culture in the Loreal Group The LOreal group has been the market leader of cosmetics and the beauty industry. The products it mainly sales are in the fields of cosmetics including, hair color, makeup products, skin care products, perfumes etc. Company has also launched its several products in the field of dermatology and pharmacy. The sales and profits are maintained through its wide range of professional consumer luxury and active products showing a strong through it. It was founded in 1909 by Eugene Schueller and soon it grown into worlds largest company in the industry. The turnover of the company has grown over 19 billions euros with over 11 percent of growth which considerably indicates the success of marketing strategies of LOreal group. The company market over 70 international brands along with a number of local brands made specifically for the country it is marketing with the same international standards and flexibility according to the local needs and requirements that are to be sold to both men and wo men over 150 countries. The company has shown enough growth in the continents of North America and Western Europe with its outstanding performance of twice the market trend growth of the markets of Asia pacific, Eastern Europe, Latin America, Africa and Middle East. The global marketing efforts of the company with its smart selling efforts brought the tremendous amount of success for it. The differences between the different cultures and the needs of the native people of those different cultures have been quite successfully understood by the companys marketing personals. To understand and to answer the cosmetic requirement of the different types of people in the world the company has setup its five worldwide research and development centre which are established in the different continents like 2 in France, 1 in the US and 1 in Japan and 1 in China in order to make the products manufacturing managed according to the needs of different culture. LOreal group has successfully projected itself as a nice example of a good multi national corporation that manages its profit with considerable success through the competitions in the markets surrounded by the various geographical, social, economical and cultural risks. The company reached out to the variety of the customers with different economic status and cultural background in overall different perception through its fine global branding strategies. Through its selling of different products the company sold different genre of products like Italian elegance, New York street smarts, French beauty, etc through different global branding methods. In this report we are asked to discuss about different global marketing strategies adopted by LOreal group and how much the company is successful in understanding the different cultural distinction in the different international market. (LOreal Group) Part 1 COMPANYS GLOBAL MARKETTING STRATEGIES The famous LOreal group utilized its global marketing strategies to its extreme extent in order to show and generate the great growth opportunities in a very elegant way. The company is known for and has always been imposition of its customers as a supreme elegant French product with smart prices and superb packaging. The general belief of the management of the company is about the basic existence of two different dominative beauty cultures which are French and the American .This has been a major reason behind the company to setup two headquarters one in the Paris and one in New York. These two countries are culturally far different in terms of the background of the people, the mind set of the society and the creative background of their culture. The company even laid down the establishments of the different brands as the part of same organization in competition to each other in the field of marketing but takes the research and developmental part in the collaboration as suggested by marketing head of the LOreal, Owen Jones. He suggested and implemented various smart and innovative marketing strategies that stimulated the creativity in his department like moving around the streets of the local market to explore and analyze the needs and expectation of the product in the point of view of the native customers so that the product can be designed and marketed accordingly. The decisions over the marketing strategies in the headquarters of the LOreal group are made after consulting examining and having the proper insight of the local markets while delivering with the touch of international standards maintained giving the feel of the popular method of implementing the global along with the local satisfaction .The LOreal effectively focused on the international scale with its revolutionary which brought lot of success to the company across many countries and continents. The growth of the company in countries like India , Mexico , Malaysia , few African countries was alo ng with its immense success in its homeland of Europe and America also with its appreciative expansion in the tough markets of china and Japan which was quite significant and miles stones .The main problems faced by the marketing teams of the company in the countries in which LOreal has not been that successful as compared to other parts of the world like japan and china where there are strict health related rules and regulations and the complex distribution of markets is the considerable example may be that of Japan which is the second largest cosmetics market in the world .The company very well shouts its global presence with its subseries factories and manufacturing units and selling outlets all across the various continents of north America , Europe , Asia and Africa. To support this fact with the data and the statistical requirement the company has 18 subsidiaries and 8 factories in the continent of north America ,169 subsidiaries and 22 factories in the countries of Europe, 29 subsidiaries and 5 factories in Latin America ,23 subsidiaries and 4 factories in south Asia and with its extension in Australia, middle east and many other African countries as per the information available according to the data at the end of the 20th century. The global brands of lOreal includes the LOreal itself the Garnier ,Lancome ,Biotherm ,vichy, Maybelline ,Redken, Ralf Lauren , Goirgio and Helena which are being launched in different types of markets of the world for the different types of people in the world. The company also adopted famous marketing policy of acquiring the market through acquisition policies .This not only helped the company to settle in the overseas market but also to expand and become its leader. Some of the popular acquisitions of the LOreal group include the acquitted companies like body shop, soft sheen, matrix, etc. To summarize the overall marketing strategy the company has to maintain the standardization globally as well as to have the scope of local optimization as per the needs and requirements of the different cultures existing all round the globe. The company always had some standard product with incomparable core features and the most importantly its scope of being coupled up with the optimization required with the products in order to maximize its local response by the native customers by making adjustments in the features of products with its prices without compromising with its international brand value and quality. These were the major reasons behind the companys emergence as the global leader of the cosmetic market for different cultures and hopes of the beauty of the local men and women worldwide. BASIC CORPORATE CULTUER IN THE COMPANY The culture of any company described is in the basis of how it handles the individuals operating in the group and manages its diversity in its very own style , its own working conditions, hierarchy and the general involvement .The LOreal has been adopting nice effective policies to not only handle the personal but also the professional activities of the individual employees through different methods like motivational rewards, training and education , employees appraisal through different schemes etc. The company takes the talent development and understanding of the corporate culture by its employee as one of its responsibilities. Company allows the employees to be geographically mobile, provide high working cadencies and various other French benefits. The career development of the employee are maintained through the rewards like the rise and pain ,internal promotions, in transfers options it also conducts the activity like bi-development interview and even hence established several m anagement development centres as well. The annual expansion plan of the individual with the company is done through interviews , evaluation of the annual performance, taking into the consideration their need and professional aspiration, the coordination and communication between the employees and the employees with the top level management is effectively maintained inside the organization, the external communication with the customers with the market is done through effective brand managing with the help of press and media and having the well customer care management to resolve any issue that may arise. With the use hierarchal way of communication among the employees of the organization, the relations among them is maintained and also the internal conflicts is resolved through effective management. Emails are one of the most important ways of communication for day to day disposal of information and the general purpose to convey information with the employees of the company. The comp any promotes its brand through its effective way of external communication through press, electronic media, web promotion, etc it also maintains its brand image through promotional campaign done through sponsorships. There are various clubs and communities within the company that are established to maintain the better relationship between the employees .The company also very effectively follow the customer responsive culture .The proper internal and external functioning of the company is handled by the strong cultural backgrounds of its ethics and principal. The company has developed an embracing culture which has short procedures for doing the work which not only provide the purpose of less wastage of time and energy but also gives the feeling of independence and autonomy to each of its employees .The oral communication is considered better than the written procedure in order to have flexibility in work but it also provides a type of ease to solve any conflicts if they arise. The company very well handles its diversities in its team and the clients which is reflected through its successes at every level .The company serve his products to many cultures according to the requirement of any culture through its dedication and proper understanding. The management adopts such policies so as to utilize the working capabilities of its employees to its maximum extent. Sometime the pressure on the employees also builds up but overall they work their according to the individual perception. THE CORPORATE STRUCTURE OF THE COMPANY The companies like any other multinational company with a high prestige consist of board of directors, management committees and the stockholders. The board of directors as the governing body including fifteen members. The present members belonging to core committee are : jean paul Agon, Francisco Basco, Werner Bauer, Liliane Bettencourt, Francoise Meyers, Peter Brabeck, Charles Fillipi, Xavier Fontanet, Bernard Kasriel, Marc Lacharrier, Jean Meyers, Lindsay Owen-Jones, Franck Riboud, Annete Roux and Louis Schweitzer. The management committees have different committees responsible for administrating the different departments. The committee includes Jean-Paul Agon as Chief Executive Officer, Beatrice Dautresme as EVP of corporate communications, Christian Mullieze as EVP of finances, Fredrick Roze as Chief Executive Officer of LOreal USA, Jean Grollier as EVP of RD, Jean Lebel as the president of consumer products, Nicolas Hieronimus as the president of professional products, Geoff Sk ingsely as EVP of Human Resources and Marc Menesguen as the president of Luxury Products. The major stockholders of the company are Bettencourt family, Nestle, treasury shares and the others holded by the general public for the trade. The distribution of the shares are the Bettencourt family acquiring the 31 per cent of the companys share, 29.8 percent of the shares are acquired by nestle , 2.4 percent shares reserved for the treasury for the future and the remaining 36 percents of the share available in the market for the general public trade. Part 2 DEALING WITH THE DIFFERENT CULTURES OF THE WORLD As described by the famous author Schein, the culture in reference to the corporate world is the different corporations learning that is developed by different discoveries, invention and the development for handling the internal and the external issue effectively .These learning and development should be successful enough to be passed and taught to the coming and joining employees for handling such affairs in the future .He also remarked the famous quote ,the culture has a same meaning to the group what personality has to with individual. Also it is well understood in the current era of global market that a successful multinational company has to have an in-depth knowledge of the environment and the different cultural background of the different countries and regions in which it is operating to have a considerable amount of success. As a world leader in the field of cosmetics and beauty industries, the LOreal group is always up with the blend of beauty with the design of products by intense research in science and technology with a tinge of innovations .The company has been selling its products to the men and women to more than 130 countries based on different cultures, different mindsets and with the different perceptions to evaluate its products. For surviving in these diversities, the company has to take innovation and quality management as one of its major requirement for its product manufactured. The company sells the most advanced product in each and every country it is serving independent of any culture it has to serve .Being present in any country the company always gives the credits to its employees to build the LOreal a leader in the beauty and cosmetic Industry of the country by their unequal and unparallel talent and ambition in doing so. As described above the company has opened its subsidiaries and research centers factories etc all around the globe with the vision of having some standardized ethics and principles along with scope of flexibility t o adopt the different cultures for its employees and customers to maintain its brand value at the international level. The four different cultures that can be taken under the consideration can be that of USA, India, Canada and China which can describe how well the company has been successful in dealing up with the cultures which were entirely different in many perspectives. The LOreal USA which is based in New York has worked successfully well to sell its products mainly related to hair color, hair care, skin care, skin care, fragrances and the color cosmetics in the consumer and the professional markets. The major causes of the success of the company had been its progressive research and development of the new and innovative products, high amount of the dedication shown by its employees and the well distributed marketing of its products. The company also did some success providing acquisitions for example that of the Maybelline, Soft Sheen, matrix, etc. (LOreal USA) The LOreal group in the country of India succeeded with its objective of focusing all its energy and know-how of the Indian requirement which it used during the manufacturing of the products and then its selling through effective Indian style marketing strategies. The company provided the Indian men and the women with its all new and innovative products with latest advancements developed in its research and the development centers. The company gives the credit to its more than 600 employees who worked with all the devotions to build the LOreal India with all success in beauty and the cosmetic market in India. (LOreal India) The LOreal China had entered into the Chinese market in 1996 with all efforts to provide the customers in China their desired cosmetic requirements but providing its key products of international quality and some especially made products suiting the Chinese skin, hair, etc. The company did very well in adopting the local marketing strategies by coming up with the products like that of whitening and the anti-aging creams, etc. The LOreal group performed extremely well in the country of Canada with same commitment of innovations, best quality products and its effective marketing and distribution. The company launched its 25 prestigious brands to overcome the high amount of beauty and cosmetic needs of the people of this country. There are 1200 employ ees working in LOreal Canada with the same dedication and devotion for the profits of the company. THE IMPORTANCE OF UNDERSTANDING THE CULTURAL DISTINCTIONS For any of the successful MNC, it is very essential to understand the different cultural distinctions between the different cultures. The selling of same kinds of products in the markets that are entirely different in terms of their cultural backgrounds has always proven to be quite a tough task. Also, the product or services should not violate any rule or regulation based on the culture of the country it is operating. The promotional campaigns and the mode of the advertisements also should be designed according to the cultural background of the region it is going to be launched or shown. If these things is not taken into the marketing strategy, the product which had been very much successful in one country, may even fail in the other. The local branding strategies, management of the human resources, etc all should be decided and implemented while taking into account the cultural distinctions on whose basis its applicability and the feasibility has to be decided. The same reward sche mes, motivational methods, desired working environments, etc also cannot be the same for different employees working for the company in the different nations and thus it also needs the understanding of different aspects of the impacts of the cultural differences. For good relationship of foreign supervisor with its subordinate local employees, the cultural understanding of both becomes an essential object. When it comes to the market, the customers with entirely different cultures have a different perspective of looking the product and deciding its feasibility for them which depends upon their general mindset, price tags, quality and features required as per the natural climate, and its importance for them as an individual.

Thursday, September 19, 2019

The Story of the Crusades Essay -- Essays Papers

The Story of the Crusades The Story of the Crusades is a book that was written in 1963 by Alfred Duggan. The book’s title tells you what the book is about, the Crusades. The book follows the Western Christian’s perspective on the 200 year event, from 1095 to 1291. It starts out setting up the plot (which most good books do), then sets up the plot, and keeps on setting up the plot. The book is very slow at the beginning, then slowly starts to move but not fast enough. If I were rating this book on how exciting it was, I would not forget to count the number of times I almost fell asleep trying to read it. But the Crusades have always interested me, so I couldn’t give up on the book, The book covers all of the crusades, but it also covers all of the down time between the crusades, which is not interesting to read. I am sure it is very important to know about, but a book should be fun also, considering its written as a story, and not as the Bible. There were interesting parts though. Especially During the 3rd crusade, I never learned about the Muslim assassins who played a big part. Also I found it interesting to read more information about King Richard who was kidnapped by The Duke of Austria. Another interesting part of the book was the attitude the author took on the First Crusade. He named the Chapter â€Å"The Great Lords Ride Out†. Mr. Duggan portrays the first crusade a lot different than I have been taught in the past. The way I’ve been taught about the C...

Wednesday, September 18, 2019

Drinking on College Campuses :: beer Alcohol Abuse Alcoholism,

Drinking on College Campuses Beer bongs, keg stands, and a million new drinks to discover, these are what college is all about. First-year students are introduced to a whole new world of parties that last until 3 a.m. and drinking beer for the usual breakfast. The week consists of concentrating on school for about 4 days of the week and partying 3 days. The money that was supposed to go towards books and gas to get home has been hoarded for the latest beer run or was used to get into the bar. This trend is getting into the habit of drinking as you enter college; it seems the two go hand in hand. It has become a rite of passage that weaved its way into the introduction of university life (National Institute, October 2002). Those students who never drank in high school seem to think drinking is suddenly okay when they start studying for their bachelor’s degree. This addition of responsibility is then balanced by the act of partying. It seems completely absurd that students choose to drink while investing around $20,000 a year in school. It all starts at high school graduation. Drinking is suddenly endorsed, or protested less, by parents, coaches, adults, organizations, and businesses. When seniors in high school finally graduate, it is common for a party to be thrown in their honor. Some of these parties include alcohol, and we can be pretty sure it wasn’t bought by the graduate unless they flunked a few times and are of legal age. Parents, other adults, and older friends supply the liquor and beer for the underage partiers. When the graduates make the next major step in their life and head for college, they are confronted with many opportunities to get hammered, sloshed, annihilated, drunk, inebriated, intoxicated, wasted, and totally smashed. Other college students are eager to help their young, new friends out by taking them for a trip to the liquor store. Since some bars are legal to those over the age of eighteen, it’s not a problem getting served there either. The 21 year-olds are conveniently stamped for minors looking to spot a potential buyer. Since a minor isn’t worried about getting served, the most apparent problem is getting to the bar. One setting of this national trend can be studied locally.

Tuesday, September 17, 2019

National Forest :: essays research papers

National Forest   Ã‚  Ã‚  Ã‚  Ã‚  There are many National Forests in the United States, and they are spread over the whole country. National Forest also have a huge variety of climates. Ranging from the very cold weather of the Chugach National Forest in Alaska to the warm weather of the Kisatchie National Forest in Louisiana or even to the intermediate weather like our on Wayne National Forest in southeastern Ohio. National Forest are also very helpful towards humans and the way we live. On the other side of the hand they may also be harmful to us. Indeed there are many interesting things in the world of National Forest today.   Ã‚  Ã‚  Ã‚  Ã‚  Like I said before the climates in National Forest are different that means that the animals that live there are also different. For example Polar Bears won’t live in Florida and alligators won’t live in Alaska. The Chugach National Forest has animals likes the moose, the black bear or the elk and has a huge variety of fish to go with it. But the Kisatchie National Forest has the wild turkey to go along with many different other kinds of birds, and fish, and deer. The Wayne National Forest has animals from deer to foxes to turkeys and even some black bear, it also has many birds and fish.   Ã‚  Ã‚  Ã‚  Ã‚  Some of the good things about National Forest is that they give us plenty of oxygen to breath to begin with. They also give us some really beautiful scenery for us to look at and many animals to admire. Without them every tree in the United States would probably be cut down and used for probably useless things. The National Forest give plants for animals to eat and give animals for humans to hunt and kill with some regulations in the process then you can eat them. Not only can you eat the animals that you hunt you can eat the animals that you fish for just make sure that the fish isn’t poisonous before you eat it or else. It gives you beautiful plants and trees that gives us oxygen to breath and it also gives us plenty of fish and animals to hunt and fish for and eat if we want.   Ã‚  Ã‚  Ã‚  Ã‚  Then there is some of the bad things about the National Forest. Like protecting how many of the animals we kill witch could feed many starving people in other countries. Also by not letting people kill a lot of animals the animals could get really over populated and overrun the city streets.

Communication and management skills

Introduction:An individual, a family, and the society are engulfed in the cobweb of management skills and     pubic relations in every step of life. One is not actively aware of it. In this materialistic era of industrialization and internet civilization, public relations have not left any part of one’s life untouched. It creates better or worse effects. Public Relations is good in parts. It takes away one from the truth. Profiteering and Public Relations are alternative beats of the same heart. From the topics covered in James E. Grunig’s book, â€Å"Managing Public Relations,† one gets an idea of the domain of Management of Public Relations. The Public Relations Manager in any Organization is the key man; he has to present the best of the Organization, in all aspects to the individuals andInstitutions he is called upon to deal.Theme:The theme of any public relations exercise is ‘how to bell the cat.’ How to win over the other party to your view point! How to sell your product to the customer! How to face the competition! These challenges form the syllabus for public relations managers. The topics covered in the book are extensive and intensive. The book has enough resources for both the students and the professionals. It does the job of a knowledgeable teacher. Both the theoretical and the practical aspects are well taken care of. The Four Public Relations models defined by Grunig, deal with the core issues related to this topic.Main ideas/ techniques:The listing of the topics covered and enumerated is fairly long, but if one keeps out its printout, in the form of a pocket-guide, it will prove useful. The topics are, the concept of pubic relations, origin and contemporary structures of public relations, public relations and public responsibility, professionalism in public relations, elements of public relations management, defining and choosing goals and objectives, identifying organizational linkages and publics, budgeti ng and decision making, evaluation research, legal constraints, media relations, employee and member relations, community relations, public affairs and government relations, relations with active publics;consumers, environmentalists and minorities, financial public relations, promotion, fund raising and public communication campaigns, public relations writing, press releases, catering to the press, using radio, television and videotape, preparing to speak, brochures, fact sheets and   direct mail, newsletters, newspapers and magazines, photographs and illustrations, slides and multimedia representations, films, exhibits and special events, annual reports and financial writing, public relations advertising, lobbying and toward a mature profession.  So, that is public relations. Interesting and many times, annoying, because it is to deal with the public of various types of emotions, tempers and opinions.Evaluation:It is not possible to evaluate the issues involved in public relati ons within the perimeters of this small article. An effort has been made to discuss the most important aspect of it, in the prevailing conditions today– the management of media. Media is broadly categorized into print media and electronic media. In first flush of enthusiasm, all like media attention. But handling the media attention is not that easy. Mostly if anything adverse is reported, the readers and viewers believe it immediately.Contradicting the adverse reports is not an easy job; it is both expensive, and at times it invites further media wrath. News papers are published everyday. TV channels give the reporting 24 hours of the day. From where one can bring the enormous resources to meet the adverse challenge? The section of the viewers who have seen the adverse reports may not see your clarifications. They say, a lie reported from a platform a thousand times, becomes the truth. That is the position one would face while dealing with the media. It is necessary for you to evaluate whether the money that you are spending on image building exercise is hitting the right spot. A good press release is no guarantee for bettering the image. It may lead to both positive and negative results.People want to read what they want, not what you want. Every press release, every advertisement must have the sense of timing. You can’t advertise refrigerators for the Eskimos. You don’t advertise for woolen garments during summer, unless it is a heavy discount sale, and the people get attracted to the discount aspect. Pubic Relations, in the developing countries, is yet to take off. In the context of globalization, no business establishment can survive in isolation.The consumer is the king now, with so many brands of identical products available in the market. Fresh products arrive to provide stiff competition as for quality and cost both. It is not enough, what you produce is the best product. People need to know that it is the best product, and why it is the best product, in comparative terms. â€Å"Once you start promoting your business, don’t stop. A sustainable public relations strategy is a long-term endeavor. It can take months to capture the attention of targeted media venues. Plus, it’s important to remind the press about your business on a regular basis, so they don’t forget about you.†(Public†¦.)In Western countries, public relations are part of the top management function. It is the part of the agenda of the Board meetings. Management formulates its public relations policy. Continuous efforts are made by the public relations men to keep the organization on the high pedestal from the point of view of the public. Maintaining popularity is equally important as achieving the popularity.â€Å"We even shadow our own communications tactics trying to monitor their impact on audience perception — tactics such as face-to-face meetings, Internet and email, hand-placed newspaper and magazin e feature articles and broadcast appearances, special consumer briefings, news releases, announcement luncheons, onsite media interviews, facility tours, brochures and even special events like promotional contests, financial road shows, awards ceremonies, trade conventions, celebrity appearances and open houses — each designed to impact individual perception and behavior.†(The Fundamental†¦)Conclusion:â€Å"Now this soap has the juice of lemon, which nourishes your skin!† says an advertisement. Well, did you not know that lemon juice is good for your skin and in that case why don’t you squeeze a lemon get some juice and put it in the bucket of water and use it directly? Why buy the costly soap, just for the sake of lemon juice? And yet you buy! Why?-because the model engaged by the Company in the television advertisement has told you so. You pay for the soap and for their advertisement costs!   Yes, this is managing public relations!References Cited :Grunig, James E. Book: Managing Public RelationsHardcover: 565 pagesPublisher: Harcourt Brace College Publishers (January 1984)Language: EnglishISBN-10: 0030583373ISBN-13: 978-0030583377Article: Public Relations Strategy on a Tight Budgetwww.startupnation.com/articles/1241/1/public-relations-strategy.Retrieved on December 9, 2007.Article: The Fundamental Premise-Public Relations-ezinearticles.com/? Public-Relations:-The-Fundamental-Premise&id=17377 – Retrieved on December 9, 2007.

Monday, September 16, 2019

Reflective Statement Essay

For this module, we are required to do an assignment with regards of SME company. The purpose of writing the report is to analyze the key internal issues the management is likely to face when strategizing their marketing formula. Besides, we are also required to provide a practical recommendation for the company. For this project, the class was divided into 3 groups and each group consists of 3 members. My group members are Miss Tai Geok Yeong and Miss Sharanya. Discussions among group members were held 4 times, on the 29th October, 2nd November, 4th November and 6th November, respectively. Besides of our normal eeting in college, the discussions also were held through the MSN chat and email. Each of our group members was allocated with task and although conflicts arise during the discussion, we still managed to solve the problem. In my opinion, conflict in a group is not necessarily bad and we use several of techniques in order to resolve conflicts like compromising and exercises work delegation. Throughout completing the task – CareKoolTint Sdn Bhd, I have gained lots of new information about SME and the company. In order to get more facts about the company, we held an interview with one of their sales representatives on 2nd November 2009. From the 1 hour interview, we managed to gather the information needed for this project, which for example are, their current marketing strategies and the company’s internal issues. One important lesson I learnt from the interview is that, even though small firms is not properly structured, it does not mean that SMEs do not engage in marketing. It is only that, they are doing marketing according to their own terms and not according to a theoretical framework. Other than interviewing the sales representatives, my group and I also did a research based from their websites and also by reading books. It is important so that e will have a broader view on the business environment and help us to write the task more accurately. In order to complete the task, I read Marketing and Entrepreneurship in SMEs, Principles of Marketing by Philip Kotler and Fundamentals of Management to have a better understanding about SME and its management as well as several websites related to the topic which for example SME Info Portal. This whole process, I believe has improved both my knowledge and skills. I learnt how to work with others as a team, it taught me how to compromise as I need to be open in accepting other people ideas or opinion and also in handling conflicts. In addition to that, basically, I am more knowledgeable on this topic. From the research, I discovered various type of SME in Malaysia which can classified under 3 category that are Primary Agriculture, Manufacturing (including Agro-Based) ; MRS, Services Sector (including ‘CT) . Furthermore, I am also more aware on characteristics needed to be an entrepreneur, and one essential trait they must have is to be a risk taker. This is important as SME business environment is very uncertain and whenever they make a wrong decision, it may affect their business as a whole.

Sunday, September 15, 2019

Human Resource Intercountry Differences Essay

I. Introduction Human Resource management consists in the planning, organization, development and coordination, as well as control of techniques, that enable the company to promote the efficient performance of the personnel and at the same time allows indirectly and directly that the people who collaborate within the company will reach their personal objectives. Managing Human Capital means to conquer and to maintain people in the organization, who will work and give the maximum of themselves, with a positive and favorable attitude. HR represents all those things that cause that the personnel remains in the organization. The following work will attempt to answer the question Can Inter-country differences affect HRM. What are some of the ways you expect â€Å"going international† will affect HR activities in your business, in order to answer this question this project will open with a review of the literature that has been written on the issues raised by the question above. It should be noted that a vast amount of writing has been done on these issues but only a few of them dimmed to provide the most benefit to the purposes and intent of this assignment have been sited. see more:welcome address for annual day The reason why going international affects not only HRM but the whole company in general is because organisations are not only based on elements like technology, machines or information; but â€Å"the key of a right company is its management and the people who participate in it†, for this reason if we take in count that each person is a phenomenon subject that is affected for the influence of many variables then we can understand why going international will affect the main resource of the company which is the people and therefore the organization will have to adapt all the different areas of the company in order to meet the differences of the environment that eventually will affect the employees and the company itself. This paper makes a review of Inter-country Differences towards HRM having in count the cultural differences and the effect that these have on Human Resource going international. To further illustrate this point, the group also takes a look at what has been written on the relationship between more fundamental issues of HR management and the general concept of HR  globalisation paying particular attention to the subject matter of the above question. These issues that include, Cultural, Economical, Labour factors among some others are discussed in the body of this assignment bringing out the major difficulties that will be faced in each of these areas, by HR management departments in organisations that have opted to go international. Examples are drawn from a variety of both secondary and primary sources and they serve to ilustrate the points that have been made. The work concludes with some suggestions as to how the difficulties that have been identified in the course of this work could be surmounted by HR managers. II. Inter-country DifferencesAs business nowadays becomes more global, Human Resource Management becomes a bigger and more interesting issues for all organizations. The differences between each countries in terms of cultures, economics, legislation, or even environment have both direct and indirect influence to the owners, managers, employees, and other people related to the company. These influences cover the areas of Human Resource activities, which are recruitment and selection, training and development, and performance and reward management. Several years ago, researchers asked senior international human resources managers, â€Å"what are the key global pressures affecting human resource management practices in your firm?† and the three that emerged were:(Gourlay, S. 1999) Example 1:The case study called Cross-cultural Assessment over a Cup of Coffee from Vance (2006) could be one of the good examples showing how international difference would affect Human Resource. According to the case study, Livia is a consultant who work in the United Kingdom. She was once conducting an organizational study in Hungary with various groups of managers from different countries. During her study, she interviewed with American managers and she had the feeling that she was not welcome by them. On the other hand, the Hungarians offered her coffee. Therefore, she assumed that Americans were rude and lack of hospitality skills. In terms of doing business, Americans had an attitude of â€Å"get down to business† One the other hand, she thought Hungarians seemed to be more relationship oriented since they spent more time getting to know people. Therefore, she questioned herself whether it was because the culture differences or could be because Americans drink less coffee than Hungarians  or Americans do not like Hungarian coffee. The answers would base on individual overviews. Example 2:In china, special insurance should cover emergency evacuations for serious health problems, and medical facilities in Russia may not meet international standards. (Gourlay, S. 1999)Example 3:One of the major challenges that might be encountered by HR is that of finding the right people for the jobs that have been exported. A person trained in India and who has never left the country to experience aspects of the English culture, is recruited to work in a call centre set up for a UK based bank. It is obvious that such a person will have problems interacting with customers in England who make calls to the call centre. It is a known fact that often, callers have been frustrated with these call centre workers to extent that some of them have moved their accounts to other banks. This defeats the whole purpose of the organisation’s move towards out sourcing which is to maximize profit by reducing cost in the sense that when customers continue to move their accounts to other banks with UK based call centres, it will get to the point where the bank will loss all business to it’s competitors. Take note that in recent times, this trend has been so rampart, such that some banks and Nat West being an example now use the phrase the phrase UK based call centres to in their adverts to attract new customers. In theory, it has been proved by many researchers that differences in countries have effects to Human Resource Management. In summary, there are some main factors that have a great impacts on managing organizational human resources, including:CulturalInternationalization of HRManagementLabour Cost FactorsEconomicRelations Factors2.1) Cultural FactorsThese is dealing with; language, religion, value, attitudes, education, social organization, technology, politics, and laws of the country. Example 4:The use of language has critical implications because of differences in languages from one country to another country. So in the interviews or appraisal feedback meeting people managers must be aware of cultural differences covering. Example 5: The cultural norms of the Far East system affect the typical  Japanese worker’s view of his or her relationship to an employer as well as influence how that person works. Japanese workers have often come to expect lifetime employment in return for their loyalty, for instance. As well, incentive plans in Japan tend to focus on the work group, while in the West the more usual prescription is still to focus on individual worker incentives. Example 6:A few months ago in London a Muslim woman that was working in a restaurant as a waitress sue the restaurant over claims that she was fired for refusing to wear a dress that suggested she was â€Å"sexually available.†. Her cultural and Religions believes were first and for this reason she didn’t use this dress that as she said :†If you put this dress on, you might as well be naked†¦Ã¢â‚¬  (www.upi.com, 2008)2.1.1. Dimension to cultureExample 7:Hofstede (1980) stated that there are four main cultural dimensions affecting the international organization which include power distance, uncertainty avoidance, individualism, and masculinity. He has said that Japanese have high uncertainty avoidance tend to concern more on saving faces and not making people feel embarrassed in public (Jackson, 2002). Example 8:When you compared several thousand IBM employees in over 50 countries using attitude questionnaires. Significant differences are found between employees in one country and another, despite their similar jobs and membership of an organization which is renowned for its strong corporate culture. The dimension of culture is as follows:Power distance: the nature of people, marked is the status differences between people with high and low power. Example 9:In Colombia employees try to be more relaxed and les formal within their professional relationships, the CEO of a company could be very close to the lower level of the company without jeopardizing the Company’s interests, stricted hierarchy rules are not taking in account. Individualism :how people related to others it can be individuals or groups. Example 10:For example, American’s emphasis on individuality main help to explain why European managers have more employment related problems, for instance in relation to laying off workers. (Gourlay, S. 1999)Managing  Global Human ResourcesUncertainty avoidance :primary mode of activity, this measure of flexibility and need for rules. Masculinity or femininityLong term or short term orientation – Time orientation is the most effect to human resource management because different cultures have different attitudes towards time. Time-keeping is treated tolerantly in underdeveloped societies – with few things to do, one can do them in any order. But in industrialized countries there are many things to do and they must be co-ordinated with other people. Hence, time becomes more important and is regarded as something precise and highly significant. Cultural AspectsDressFoodClimateHousingCross cultural differences in work place – Cross culture differences which can affect human resource management in work place are easily seen in the following situations:How interviews should be conductedHow training should be deliveredHow managers should act with their subordinatesHow negotiations should be conductedHow people should be paid for workIn another theory, Tayeb (2005) compared the attitude of employees t owards power and authority between in high-inequality cultures and low inequality cultures. He found that in high-inequality cultures, people tend to be afraid of power, employees are less likely to confront with their managers. The management style is likely to be autocratic and decisions are usually made by a few senior managers. Instructions always come from the top to the lower levels who are expected to follow the orders. In contrast, in low-inequality cultures, the management style is totally different. Employees are still respect their managers but feel more comfortable to give their opinions. Unlike in high-inequality culture, junior employees can be part of the decision makers. Another example given by Tayeb (2005) is the overview on leadership behaviours. He concluded that Japanese and British leadership are different. The Japanese employees would see a manager as a good leader if he/ she spends extra time at work, frequently meets with members and subordinates to discuss about work progress and evaluates group performance. In comparison, the British employees prefer seeing a manager show them how to use equipments in the organization and provide them an opportunity to make suggestions and discuss a problem with a group. Example 11:A company taking its production abroad could get highly benefits, in Barranquilla,  Colombia is a multinational company that produce umbrellas, but taking in count that Colombia has 20 bank holidays during the whole year, the company had to move all the production plant to a different country where there where less bank holidays and the production could be opened for longer days during the year. 2.2) Economic FactorsEconomic systems among countries also translate into intercountry differences in human resource practices. In free enterprise systems, the need for efficiency tends to favor human resource policies that value productivity, efficient workers, and staff cutting where market forces dictate. Moving along the scale toward more socialist systems, human resource practices tend to shift toward preventing unemployment, even at the expense of sacrificing efficiency. All the differences in the systems as Economic systems are directly translated in differences in human resources management politics and policies due to the fact that some companies agree more with the idea of a free enterprise than others. 2.3) Labour Cost FactorsIn labour costs may also produce differences in HR practices. High labour costs can require a focus on efficiency and on HR practices (like pay-for-performance) aimed at improving employee performance. Intercountry differences in labour costs are substantial. Example 12:Nike, and American company, producing and marketing sports shoes has had a bitter experience with out sourcing it’s factory. In the nineties, Nike saw that it’s cost of production was becoming too high them to maintain a profit and to keep up with their competitors and so they set production factory in Cambodia which proved to be a solution to their demise in the sense that cost of production was greatly reduced while maintaining the quality of the goods produced. Had things gone on like this, critics who argue that there are instances where labour can be successfully exported without resulting in a fall in the quality of the work done would have been held correct. However as earlier mentioned, what those critics failed to do was to look at other areas of HR which might be affected in a Negative way as a result of this. In Nikes case problems arose when it was made known to potential consumers of their products that the Cambodians who worked in  factories where subjected to work long hours in near slave situations, and a call was made for the boycott of Nike products. The Cambodians themselves had no issues neither with their pay or working condition. To them it was just the way of life to work such long hours under the situation in which they did and for such little money. In fact, they considered themselves better off as opposed to other Cambodians. What happened in this case was that a comparison was made by the working conditions in these factories, to those in the American offices. Example 13:Working hours and labor cost are closely related with this economical factors, the working hours and the compensation for it are different from country to country and make a substantial difference in labor cost. Example 14:In Germany, for instance, codetermination is the rule. Here, employees have the legal right to a voice in setting company policies. On the other hand, in many other countries, the state interferes little in the relations between employers and unions. Lastly, the difference in industrial relations factor of each country has a great influence on the relationship among the workers and the employees in the organization, and the unions.(Gourlay, S. 1999)Example 15 :France and Belgium is a good example regarding to the industrial relations factor. In the past, Belgium used to be a dependent province of France. Even though, later on, it has been independent, some cultures from France still impact Belgium people until now. One of them would be the French language that has been used as a legal  language for Belgium government. However, in terms of the influence of trade unions, they are totally different (Chris, 2004). Example 16:In France, the number of trade union members are quite low. More than half of the French companies stated that the number of union members is lower than 10% which is the lowest score among other European countries. The main reason is because French unions do not offer any collective services. On the other hand, in Belgium, more than half of companies reviewed that about 50% of workforce are union members. This is because there is a competition among the group of three powerful union organizations at the national, regional, and company level (Chris, 2004). III. International Human Resources ActivitiesGoing international is a crucial decision for a business in all of its aspects. As for the HR activities in a business, there are other small sub-factors that need further consideration, in special, the current day to day running of Human Resource Management. The reason why this is changeable overseas is owed to the same aspects that other countries or regions will conduct and perceive practices. It can be said that one of the main concerns for moving into a global business is based on cultural differences. One of the decisions that firms need to make is on the re-design and structure of the organization. This include the adaptation for a new cultural environment for the whole process of HR planning and strategies. This decision involves choosing the forms, understanding the stages of development, and implementing the strategy through each functional level of the organization, including HR management. To support and advise on the firm’s strategic direction, HR managers must understand the organizational design issues that firms face, the evolving phases in the development of the firm as it grows internationally, and the most common methods of implementing human resource strategy within those designs and phases (Briscoe & Schuler, 2004). International Human Resource Management is characterized by increased complexity of HR activities, cultural awareness and tolerance, stronger relationship with employees and their families, different expectations and requirements of employees across cultures, management of cross-cultural  teams and diluted risk on the business front and increased risk on the people front. When a company is recruiting, the search for new employees should include opportunities for all types of sub-cultures including age, gender, ethnicity, nationality, etc provided that the environmental circumstances are appropriate. If, for instance, an organization advertises job vacancies in only one source, such as in magazines mainly destined for young people or for the male sex, it is rather possible that employers would be limiting vacancies to young males only. Expansion of business horizons implies greater challenges in terms of human resource management. The different IHRM activities include normal HR activities like human resource planning, performance management, compensation management, training, etc., but at a higher level of complexity. The specific IHRM activities include expatriate assignment management, expatriate training, management of cross-cultural work-teams, cross-cultural training etc. 3.1) Recruitment and SelectionThe procedures of selection and recruitment process will be different because of the society and internal organizational factors. In developed countries, such as the US, the formal procedures including interviews and written tests will be used to select the most suitable person. In developing countries such as some in the Middle East and Africa, the recruitment process is normally done through informal networks of relatives and friends. (Tayeb, 2005). Example 17:The international Nike case problem emerged when Cambodians working in the manufacturing sector were told they have being paid less than if they were working in Nike Company home country. However, the Cambodians themselves were in fact glad to be paid the salary sum, despite the boycott because normally no Cambodians are given the opportunity to receive such salary for the job they have been doing. The report called the situation a case of slavery, despite it was found that the workers themselves were satisfied with the salaries. The example above stands out job expectations from different countries, hence the necessity of organizations to understand international human resource protectionist laws that can affect the current HR practices in the home country. 3.1.1 Criteria of SelectionExample 18:The criteria of selection is also different. In Japan, companies prefer selecting someone with a wide range of educational qualifications and will be then trained to perform cross- functional jobs. The main purpose is to make the internal employees flexible and skilful so they are able to perform any jobs when necessary (Tayeb, 2005). In the US, the criteria are base on specialism. They tend to employ new skilful people who are able to perform the jobs without further training. In Britain, the combination of the two is used. Applicants are selected on a fit-the-job basis, and are then trained to perform that specific job properly (Tayeb, 2005). For recruitment method, both in Turkey and Israel tend to use the current employees as a main method to fill the manager positions. However, the second source in Turkey is using recruitment companies or consultancy while in Israel using newspaper advertisement. In selection process, 94% of the Israel companies use interview as a tool to select the applicants while in Turkey, filling application form is the most popular method (Chris, 2004). 3.2) Training Most of the companies use induction and on-the- job training as the main training method. However, nowadays, further training is necessary since competencies arise. While some countries take a form of informal training, others take the form of either in-house tuition or externally – provided services. In the past, employee training is widely used in UK. Now,  it has been replaced by more formal courses. For developing countries, skill training is still necessary. The relationship between the supervisor and the new recruit is similar to teacher and pupil, or even parent and child. In many countries, training policies and practices are normally not required by the law. However, some countries such as France, medium and large companies are required by law to spend some percentage of their annual turnover on employee training. Apart from France, Japanese, German and US companies also spend a sum of money and time on training. (Tayep, 2005)3.3) Job expectations and motivation policiesIt is obvious to agree that the majority of people have their own goals and try their best to achieve them. Different societies with a variety of cultures and environment may have different views of job expectations and motivation (Tayeb, 2005). Example 19:According to the employee attitude survey conducted in English and Indian organisations by Tayeb (1988), it can be concluded that ‘being creative and imaginative at work’ and ‘good pay and fringe benefits’ were more important to the English employees than to the Indian employees. On the other hand, ‘having an opportunity to learn new things’ and ‘having freedom and independence’ were more important to the Indian employees than the English employees. 3.4) Performance appraisal, reward, and promotion policiesIn many traditional countries such as in the Middle East, loyalty to a superior is more important that effective performance. In addition, harmony in the organisation can help it run smoothly instead of using performance measures. Example 20:Segalla’s (1998) conducted the research on 100 European managers and found that different countries have different aspects to human resource decisions. Promoting managers in German is based on objective performance. French managers, on the other hand, promoted on a basis o seniority or group loyalty. Regarding to the redundancy, more than 70% of the English respondents would have made redundant a middle-aged, high-salary manager with average performance. On the other hand, German respondents prefer discharging young managers who could find new jobs easier. French respondents were more likely to redundant a younger average quality manager than an older one (Tayeb, 2005). IV.RecommendationsWhen a company decides to  expand internationally, it must follow the same steps that its local employees accomplish when incorporating for its first time, but with a higher care in details and considering certain requirements that are fundamental for the success of the new project of going international. The steps that we recommend are the following:Every company that is planning in the short or long term going international must do a rigorous selection having in account not only the technical knowledge, but the adaptability that can have an employee in the future. The acquired experience is important also (labour, level of education, language skills,etc.), since the majority of companies looks for candidates who have evolved very well in similar positions in other parts of the world, making easier to achieve the goals of the new challenge. In the case of a manager or other employee who is going away to make a position of the company in a determined country, the HR department is due to prepare this person as far as the customs that will find, the language that will be spoken, the conditions of life that will find and all the information required in order to accomplish successfully this challenge. In order to enable the employees so that the organisation’s politics and strategies prevails abroad the company will have to stablish some measurement process, owing to the fact that if the company is well prepared the impact by the cultural differences will not affect the success of the business. There is always very important that the company majes an evaluation or the organisation’s strategy, goals and also a very detail SWOT analys which will help the company to have a complete analysis and in this way they HR deaprment will be prepare in how the challenges of going abroad will influence the company in its future performance.. Another step occurs with employee that will be transfer abroad, who will need all the information concerning the country destiny and some abilities of adaptation in order to make this person to fit in the new site of work. Compensations is a point of extreme importance when going international, because costs of life are very different and the remuneration must be in agreement with this item, or with majors incentives or a better wage. Finally, the true key to succeed in the mission of taking a company’s operation abroad is to enable in the best way possible each one of the employees involve in this process, for each one of the persons that participate in the internationalisation having the information and knowing beforehand the challenges that will take place and how to handle it will make the differences in which companies succeed and which doesn’t. V.ConclusionIn a world with so immediate changes and where internationalization is increasing every day, a good HRM will be fundamental so that the companies that wishes to project to go international can, prevail in foreign marketsGlobalisation, opening, unification, are referring terms to the new world order that has been displaying with great force in the last years. The companies have been part fundamental of these events and they do not remain apart from all the internationalization process that has come displaying in all sense. For such reason after writing this report is understood that the change process includes all the directed activities to help the organization so that it successful adopts new attitudes, new technologies and new forms to make businesses, due to the fact that the new challenges that HRM faces in a world where the globalisation, not only of the companies, is latent. We already treated the steps that must follow a company so that their employees can be successful abroad, that is to say, how he is due to select, to enable and to compensate dices the new challenges which they are going away to face. Nevertheless, other factors exist to very consider like the remarkable differences as far as the legal systems, the availability of manpower, etc., that exist in the countries. Like final conclusion, the adventure can affirm that to look for new courses always will bring challenges. The best thing, therefore, is to prepare  itself of the best form and to adapt completely to the new specifications that are in this difficult but exciting way. Writing this report has made us understood that the change process includes all the directed activities to help the organization so that it successful adopts new attitudes, new technologies and new forms to make businesses. The effective administration of the change of going international, allows the transformation of the strategy, the processes, the technology and the people to reorient the organization to the profit of its objectives, to maximize its performance and to always assure the continuous improvement in an atmosphere of businesses/ money changer. References (Part A)Chris B., Wolfgang M., and Michael M. (2004), Human Resource Management in Europe: Evidence of Convergence?, Elsevier Ltd Publisher. Hofstede, G (1980), Culture’s Consequences: International differences in Work Related Value, Sage Publications, Beverly Hills. Jackson, T (2002), International HRM: A Cross Cultural Approach, Sage Publications. Keegan, W, (2002), Global Marketing Management, 7th edition, UK, Prentice Hall, p. 117. Segalla, W. and De Menzes, L. (1998), ‘High Commitment Management in the UK: evidence from the workplace industrial relations survey, and employers’ manpower and skills practices survey’, Human Relations, vol. 51, no. 4, pp. 485-515. Tayeb, M. H. (1988), Organizations and National Culture: A Comparative Analysis, London: Sage Publications. Tayeb, M. H. (2005), International Human Resource Management. New York: Oxford University Press Inc. Vance, Charles M. (2006), Challenges and Opportunities in International Human Resource Management, M.E. Sharpe Inc. Publisher pg 57. Cardy, Robert L. â€Å"Future-Oriented and Organizational-Lxvel Approaches to Job Analysis.† In K.P. Carson (Chair) Future Directions in Job Analysis. Symposium presented at the Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco (April 1993). Katz, Daniel and Robert L. Kahn. The Social Psychology of Organizations. New York: John Wiley, 1978. Probst, S Raub, and Kai Romhardt, Adapted from Managing Knowledge Building Blocks for Success,John Wiley, 1998 (p.34)Miller, Janice,S.,and Cardy,Robert, Technology and Managing People: Keeping the â€Å"Human† in Human Resources, Journal of Labour research,Bray, P. (1999) Do you know what you want?, Sunday Times, Knowledge Management Supplement, 25 April, p.15. Gourlay, S. (1999) Knowledge Management and HRM, Croners Employee Relations (Review), March, Issue 8, pp. 21-27. Human Resource Management 11th Edition Author; Gary Dessler. Managing Global Human Resource, Going international, Managing the expatriation experience, Marc Raynaud. Harvey, C. & Morouney, K. (1998) Organization structure and designUPI (2008). Suit Waitress Fired for Refusing Dress. Available from:http://www.upi.com/Top_News/2008/12/19/Suit_Waitress_fired_for_refusing_dress/UPI-69741229747725/ [Achieved on 4 February 2009]Bibliography (Part A)Black, J.S., Morrison, A., & Gregersen, H.B. 1999. Global Explorers: The Next Generation of Leaders. Evans, P., Pucik, V., Barsoux, J. 2002. The Global Challenge: Frameworks for International Human Resource Management. Mendenhall, M.E., Kà ¼hlmann, T.M. & Stahl, G.K. 2001. Developing Global Business Leaders: Policies, Processes, and Innovations. Westport, CT: Quorum Books. Becker, B. E. & Gerhart, B. 1996. Human Resources and Organizational Performance: Progress and Prospects. Academy of Management Journal (special issue: Human Resources and Organizational Performance)Becker, B.E. & Huselid, M.A. 1998. High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources ManagementBecker, B.E., Huselid, M.A., Pickus, P.S., &