Isaac’s Storm, by Erik Larson Research Paper

Isaac’s Storm, by Erik Larson - Research Paper Example (Isaacs Storm Erik Larson Book Review.). Representing the tempest, Mr. Larson plainly recommends his theory as intersection of human blunder; presumption and legislative issues were the underlying drivers that cleared the path for such a fiasco. The essayist, Thurston Hatcher properly remarks about the book that it's anything but a calamity book then again it is a wake up call about a time wherein incredible mechanical advancement made an imperfect feeling of strength. One of the central matters that Larson needs to support through his work is that innovative hubris will consistently put us in a difficult situation with nature. Thurston Hatcher further remarks that people are highly worried about the carelessness that new instruments can bring and yet he neglects to concentrate on the catastrophe that may happen one day. (Hatcher, 2000). In Isaac’s Storm Erik Larson recounts to the tale of Galveston, its kin and the tropical storm that crushed them with the assistance of a successful mixing of science and history. In portraying the entire scene the creator keeps the rhythm ascending in pace with the breeze and waves. The individual record introduced in this work traits a sensible touch and advances the reader’s believability. The main shortcoming that one could discover is an absence of photos in light of the fact that on various events Larson alludes to old highly contrasting photos that he had seen during his examination for this book, however he neglects to share these with his crowd. Considering every one of these variables this is an incredible work qualified to be

Three Passions free essay sample

Living in a Foreign Country Living endlessly from home your nation can be a truly fascinating and remarkable experience, and yet it has significant impacts on our life. I moved to U. S in 2005 and that was a hard choice to leave my nation. I was just 18 years of age and I had no beneficial experience. At that point, everything changed, for the best I think. One impact is that once I began a customary life away from home, I miss everything. This reality doesn't imply that I am miserable however that I am mindful of being all alone. Missing my family and the consideration that they all paid to me is exceptionally normal detail. Subtleties like sitting on Sunday early daytime staring at the TV with my sibling or having a decent talk with my mother causes me to acknowledge how important family truly is. I miss all the offices that I used to have back home, similar to my home, my bed and my restroom. We will compose a custom exposition test on Three Passions or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Other impact is figuring out how to acknowledge an alternate kind of society and culture in my day by day life. This is a nation with various traditions and conventions from mine. I needed to make new companions, learned different purposes of perspectives, and acknowledged individuals assessment and worth. The language was the most hard to become accustomed to it and to learn. Rather listen my local language constantly; I needed to listen individuals talking in English. The most noteworthy impact of living path from home is the freedom conduct that had becomes within me. Living all alone a long way from my family gives me a great deal of encounters toward arranging my life. I need to go to class, tidy up my room, wash my garments and take care of every one of my tabs, this is implies that I have a decent obligation. Being autonomous and dependable causes me overcome life each objective that I need to accomplish. Living a long way from home, can be extremely hard toward the start. I need to recollect that all progressions are troublesome, however they are important to experience. Generally significant of all, it causes me value everything that I have. I understand that I am so fortunate to be here, on the grounds that solitary great open door has come since I arrived. I need to make the best out of them.

Free Essays on Multiple Sclerosis

Numerous Sclerosis is the most widely recognized sickness of the focal sensory system. In the United States alone, there are at any rate 250,000 cases. For reasons that stay muddled, it is progressively pervasive in northern calm zones and influences perceptibly a larger number of ladies than men. The normal time of beginning is thirty years. These zones of sclerosis likewise alluded to as sores or plaques, happen in the white matter of the focal sensory system. Dark issue comprises essentially of nerve cells. Axons (nerve strands) are the associations between the cell body and the muscles, tangible organs, and essential organs, for example, the heart. These nerve cells are the correspondence framework both inside the focal sensory system and among it and the remainder of the body. Axons are sheathed in myelin, a white substance that protects them and paces transmission of driving forces along the cell filaments. Electrical driving forces move along the nerve fiber to the neurotransmitter to the following nerve cell. Indications of MS shift immensely, both from patient to understanding and, after some time, in one patient. Manifestations may incorporate shivering, tingling sensation, deadness, twofold or obscured vision, ungainliness of fine developments or of strolling, recurrence and direness of pee, muscle shortcoming and fits, agony or loss of motion, in coordination, and disposition or thought unsettling influences. Patients once in a while don't have the capacity do to carry on typical day by day exercises. Engine side effects incorporate shortcoming, spasticity, loss of equalization or in coordination, and discourse issue. Tangible side effects incorporate tingling sensation, shivering, sentiments of snugness or robustness and, some of the time, sharp agonies. Visual indications incorporate obscured or twofold vision, automatic eye developments, and, once in a while, visual impairment, which is quite often transitory. Urinary manifestations are normal, as are visit urinary tract diseases. Vitality issues incorporate an absence of vitality, simple fatigability, and absence of continuance, especially within the sight of warmth and moistness. Warmth and hu... Free Essays on Multiple Sclerosis Free Essays on Multiple Sclerosis Numerous Sclerosis is the most well-known ailment of the focal sensory system. In the United States alone, there are in any event 250,000 cases. For reasons that stay muddled, it is progressively pervasive in northern calm zones and influences observably a greater number of ladies than men. The normal period of beginning is thirty years. These zones of sclerosis additionally alluded to as injuries or plaques, happen in the white matter of the focal sensory system. Dim issue comprises principally of nerve cells. Axons (nerve strands) are the associations between the cell body and the muscles, tactile organs, and essential organs, for example, the heart. These nerve cells are the correspondence framework both inside the focal sensory system and among it and the remainder of the body. Axons are sheathed in myelin, a white substance that protects them and velocities transmission of motivations along the cell strands. Electrical driving forces move along the nerve fiber to the neurotransmitter to the following nerve cell. Manifestations of MS fluctuate colossally, both from patient to quiet and, after some time, in one patient. Manifestations may incorporate shivering, tingling sensation, deadness, twofold or obscured vision, awkwardness of fine developments or of strolling, recurrence and direness of pee, muscle shortcoming and fits, agony or loss of motion, in coordination, and temperament or thought unsettling influences. Patients here and there don't have the capacity do to carry on typical day by day exercises. Engine manifestations incorporate shortcoming, spasticity, loss of parity or in coordination, and discourse issue. Tactile side effects incorporate tingling sensation, shivering, sentiments of snugness or robustness and, some of the time, sharp torments. Visual indications incorporate obscured or twofold vision, automatic eye developments, and, once in a while, visual impairment, which is quite often brief. Urinary indications are normal, as are visit urinary tract diseases. Vitality issues incorporate an absence of vitality, simple fatigability, and absence of continuance, especially within the sight of warmth and moistness. Warmth and hu...

Young Goodman Brown Response - Free Essay Example

When reading â€Å"Young Goodman Brown,† I was confused at first. I had to reread the text approximately three times to grasp a better understanding of the message, Nathaniel Hawthorne, was trying to betray. The first line that caught my eye, out of all the times reading this short story, was So they parted; and the young man pursued his way, until, being about to turn the corner by the meeting-house, he looked back and saw the head of Faith still peeping after him, with a melancholy air, in spite of her pink ribbons. At the beginning of the story Young Goodman Brown is leaving Salem village to embark on a journey. Before Goodman Brown set out on his journey, him and his wife, Faith, exchanged goodbyes. I liked line number six because of the emotions I could feel being drawn from this sentence. Love, worry, sadness, and understanding was just a couple of emotions I, myself, could partake from this line. You gained the feeling of pensive sadness after reading the beginning of line six. But, the primary aspect of this sentence that made me attracted to it was at the end of the line, when Goodman Brown mentioned Faith’s pink ribbons once again. Goodman Brown intrigued me to find what significance these ribbons had in the story. When we first read about Faith, Hawthorne makes a note of the pink ribbons by writing, â€Å"letting the wind play with the pink ribbons of her cap,† My first interpretations of the pink ribbons were that they represent innocence and kind-heartedness, or that the fabrics themselves are just a modest, innocent decoration. But, when I start to think of the color pink, I automatically associate the color with a baby girl; babies, in general, are innocent and pure. So, after reading the short story, I concluded that the pink ribbon must represent Faith’s purity. I liked line number six because of the emotions the sentence evoked, and the knowledge I gained from it. I could feel Faith’s yearning for Goodman Brown to return home safely, and for him not to leave on his journey at all. Also, any reader can get the sensation that Goodman Brown is sad because he does not want to leave his dear wife. I gained much knowledge about how close the young couple was, and how the pink ribbons played a very significant role in helping you grasp a better understanding of the story.

Negative Criticism Of Frankenstein - 1581 Words

â€Å"Have your never wanted to look beyond the clouds and the stars, or to know what causes the trees to bud? And what changes the darkness into light? But if you talk like that, people call you crazy. Well, if I could discover just one of these things, what eternity is, for example, I wouldn t care if they did think I was crazy.† -Henry Frankenstein (Frankenstein, 1931) A. The images of Frankenstein are so vividly burned onto our collective consciousness, so universally recognizable, that it’s hard to view their original visual offering as a true masterwork of artistic expression, rather than simply a piece of parodied pop culture. And yet James Whale’s original 1931 film—adapted from author Mary Shelley’s 1818 novel ­Ã¢â‚¬â€not†¦show more content†¦In trying to place each character into a context it was one of the first things that came to mind. And yet, perhaps because I’m slightly biased against Freud, and also would rather not dive into some psychoanalysis discussion, I choose to look at the character as something else entirely. Thematically I look at him as inner truth—whether that be Whale’s truth as a homosexual man in an era who viewed the lifestyle as monstrous, perhaps his own view on himself—conflicted between the attractive doctor of wealth and title, and t he destructive, chaotic, and conflicted monster. It’s hard to say. I do find it interesting that on several occasions the monster is referred to as a wedge between Henry and his soon-to-be wife Elizabeth: directly when Elizabeth states, â€Å"Something is coming between us† and more subtly when Henry’s father, Baron Frankenstein, when trying to comprehend what is keeping his son away from his fiancà © exclaims, â€Å"There is another woman, and I’m going to find her!† There is a bit of irony in that it is not in fact another woman, but another man who is keeping the Baron’s son away. Arguments for Whale’s sequel to Frankenstein, the 1935 film Bride of Frankenstein, being a gay allegory are much more prevalent and apparent than the original. Still I wonder if Whale’s ability to synthesize theShow MoreRelatedNegative Criticism Of Frankenstein1279 Words   |  6 Pagesshocked to life is named Frankenstein. However, that is not the case in the original book â€Å"Frankenstein† by Mary Shelley. As my classmate said, â€Å"Frankenstein† is not only an ionic book, but also ironic considering that the theme of Frankenstein is people being misunderstood when the book itself has misconceptions over the true meaning thanks to the movie that changed the views people had over Frankenstein. Today there are several viewpoints over the works of â€Å"Frankenstein†. Some people consider theRead MoreFrankenstein Analysis Essay1252 Words   |  6 PagesKade Gilbert Mrs. Shelley Wisener ENGL 2321: Frankenstein Analysis Essay 2 October 2017 Mary Shelley’s Journal The human brain while complex, initiating every impulse that controls the body, can be simplified. Simple things such as memories, beliefs, or passions can define the decisions that a person makes. The impulses of humanity may cloud a person’s logic, while each person’s logic, in turn, may affect the impulses of humanity. Mary Shelley’s Frankenstein is overflowing with emotionally based decisionsRead MoreA Transformation from Gracious to Malicious1072 Words   |  5 PagesMost people are kind at heart, but society’s negative perceptions changes them. Mary Shelley’s novel, Frankenstein, portrays this concept. Frankenstein’s monster treats humans kindly - refuting the stereotype that all monsters are evil. In this novel, the monster is kind towards mankind until society criticizes him and turns him into a malicious creature. The monster that Frankenstein creates has kind-hearted morals, but because society harms him based on his hideous appear ance. Because of his treatmentRead MoreFrankenstein Essay1374 Words   |  6 PagesCompare Shelley’s Presentation of Women in Frankenstein with that of Brave New World Throughout the novel, Frankenstein, a feminist theme subtly pervades the novel, and is crucial to the characters of the story, the plot line and the setting of the novel. The reasons for the creation of the monster lie within Frankenstein s own familial relationships, especially with the grief he experienced at the loss of his mother. Frankenstein is riddled with passive female characters who suffer throughoutRead MoreThroughout The Novels, Pride And Prejudice And Frankenstein,1191 Words   |  5 PagesThroughout the novels, Pride and Prejudice and Frankenstein, Jane Austen and Mary Shelley, respectively, warn their readers of the social consequences of excessive pride and prejudice. They use their characters as embodiments of pride and prejudice in order to discuss this theme. While both authors emphasize the negative effects pride and prejudice have on reaching one’s goals and on forming relationships, Shelley’s tone and message holds much darker implications as she argues that pride and prejudiceRead MoreFrankenstein: Abandonment, Loneliness, and Rejection1422 Words   |  6 Pagesfaulty natures,† writes the narrator of Mary Shelley’s novel, Frankenstein, Dr. Frankenstein. Without a companion of some sort, people will only suffer more. However, without the supervision of parents, c hildren altogether are greatly affected for the rest of their lives. An innately good and sympathetic creature, Dr. Frankenstein’s monster struggles to survive in the human world. After creating and abandoning his creature, Dr. Frankenstein is the juxtaposition of a monster, portraying humans as shallowRead MoreAnalysis Of Mary Shelley s Frankenstein 1527 Words   |  7 Pagessymbolize romantic fears, offering a tale of certain demise, one that gives technology negative connotations in the form of the creature whom is represented as an outcast of society. To emphasise this, the sublime settings in the text, provide a space where the marginalised can be heard, however, for in contrast to the power of beauty which works to contain and maintain social distinctions, the sublime in Frankenstein opens the way for the excluded to challenge the dominant discourse and this appearsRead MorePursuit Of Knowledge In Frankenstein1866 Words   |  8 PagesIn the gothic novel, Frankenstei n, written in 1818, author Mary Shelley tells a blood chilling story of Victor Frankenstein and his monstrous creation. Many of the main concepts in the Romantic literary movement are prevalent throughout the novel. Some of these concepts include nature as beauty and truth, strong personal motivation, and gothicism which inhibits intense emotion and complex psychology. Victor’s   monstrous creation can be categorized as a romantic hero because of his continuous rejectionRead MoreThe Speed Of Dark By Mary Shelley942 Words   |  4 PagesThe Speed of Dark by Elizabeth Moon and Frankenstein by Mary Shelley are novels that demonstrate society’s lack of acceptance towards abnormalities. The characters in both of these novels are used to portray the challenges people face in order to be accepted in society. In The Speed of Dark an autistic man, Lou, endures poor treatment at work because he performs tasks differently due to his autism. As a result, his boss offers him the opportunity to receive a life changing surgery in order to makeRead MoreFrankenstein: the Dangerous Pursuit of Knowledge1552 Words   |  7 PagesDanielle Bouquio ENG 210 10/16/12 Frankenstein: The Dangerous Pursuit of Knowledge Over the past few centuries, the intellectuals of society have made countless advances in science and the development of technology, which, to different degrees, have all benefitted mankind. These scientific discoveries are a result of man’s thirst for and dedication to acquiring knowledge, information, and power. The innate curiosity and desire for understanding in an individual can grow so immense that his

Israel Is A Technologically Advanced Market Economy

Israel is a Middle Eastern Country located along the eastern coastline of the Mediterranean Sea. It is surrounded by Lebanon, Syria, Jordan and Egypt, and lies at the crossroads of three continents: Asia, Europe, and Africa. Israel is a technologically advanced market economy. As of 2013, the country as a whole ranked 19th out of 187 nations on the UN s â€Å"Human Development Index†. It is considered a highly developed country. Metal, biomedical and electronic equipment, pharmaceuticals and chemicals are some of Israel’s major money moneymaking sectors. In conjunction to this they also have a booming diamond industry. Although they are a world leader in advanced technology they are not completely self-dependent. They relay on other countries†¦show more content†¦The Orthodox people (the most religious) have power over key institutions that make up government and policies throughout Israel. As Conservative and Reform Judaism continuously grow, their participant s are looking to change the makeup of their government so that they can be more thouroughly represented in the decision making process for their people. In a recent Guttman Report, fifty seven percent of Israeli’s identify as either â€Å"ultra-orthodox, religious, [or] traditional,† while forty three percent identify as â€Å"secular.† Furthermore, sixty one percent of Israeli Jews contend with the fact that Reform and Conservative movements should be equal to the movements of their Orthodox counterparts. Specifically, as the reform movement continuously grows within Israel, the gap in the different groups ideological and philosophical interpretations is beginning to open. An article in the New York Times titled, Israeli Minister Says Reform Jews Are Not Really Jewish, distinguishes Israel’s minister of religious services, David Azoulay, as an Orthodox Jewish person. That being said the article states; â€Å"The moment a Reform Jew stops following the religion of Israel, let’s say there’s a problem†¦I cannot allow myself to call such a person a Jew.† With this, he refers to what he say the â€Å"religion of Israel,† is, as â€Å"Orthodox Judaism.†

Music and the American Culture Essay Example For Students

Music and the American Culture Essay Music has played a vital role in human culture and evidence based on archaeological sites can date it back to prehistoric times. It can be traced through almost all civilizations in one form or another. As time has progressed so has the music and the influences it has on people. Music is an important part of popular culture throughout the world, but it is especially popular in the United States. The music industry here is, and has been, a multi-million dollar business that continues to play an important role in American popular culture. This is also a art form and business that is forever changing as the times and more importantly, technology changes. Technology has changed the way music is made as well as how it is produced, marketed, sold, performed and other various factors associated with music. Women’s rights have progressed over recent history as well as gender roles associated with both genders. The feminist movement has made great progress for the betterment and advancement of women in this country. Women are seen as equals at home and in the workplace because of this feminist movement and theory. Women are not content with being stay at home moms and are pursuing higher education and better professions, previously reserved for men. The feminist movement fights for women in all aspects and is not afraid to stand up for what they believe in. Over my generation I have seen examples and conflict between music and the feminist movement in multiple instances. The artifact I have chosen for this assignment is the recently popular Fat Joe and Lil Wayne song, â€Å"Make It Rain†. This song came out in 2006 but reached more popularity with the remix in 2007. This is also a song that was nominated for a Grammy award in 2008. This is a very catchy song that immediately became popular in the club scene, radio, MTV, and in popular culture overall. Many see it as a catchy rap song with a good beat, but the actual message it portrays would have many listeners and parents disgusted. The basic message of this song is that Fat Joe and Lil Wayne like to throw stacks of money at strippers and make it look like its raining in the club, hence the title of the song. These rappers are portraying the lifestyles of young, rich, defiant rap artists. A portion of the lyrics in the chorus are, â€Å"Got a handful of stacks better grab an umbrella. I make it rain, I make it rain (Oh), Make it rain on them hoes†. This chorus is repeated multiple times throughout the entire song. This type of message and song does not fit in with the messages, goals, values and beliefs of the feminists movement and we see a clash between the music industry, specifically rap music, and the feminist movement before and after this song. Since the beginning of its art form rap music has been subject to scrutiny throughout its existence. In a Theresa Martinez reading from the semester, the author describes rap music as a resistance. She builds on a theory of oppositional culture that was composed by Bonnie Mitchell and Joe Feagin (1995). In this article, â€Å"POPULAR CULTURE AS OPPOSITIONAL CULTURE: Rap as Resistance†, Martinez explains how African Americans, American Indians, and Mexican Americans draw on their own cultural resources to resist oppression. She states that this very resistance to the dominate culture in turn, influences popular culture. She goes into detail on possible reasoning behind rap music and where the attitudes and beliefs stem from. She briefly touches on the topic of women in rap and where the attitudes come from. This article gave me a different way of looking at rap music as a whole and the influences of it. In a genre that has tried to bring light to many social issues such as poli ce brutality, poverty, healthcare, discrimination as well as others, I don’t fully understand why rap artists and record companies openly degrade and put women down. Martinez suggests that the misogyny of women can reflect ones family experience and/or structure as well as reflect the sexist American culture and music industry. This type of behavior and example that is being set for younger generations seems to undo all the positive messages and plights that was endured by generations and musicians before. Rap music with negative messages towards women, or anything negative, adds to stereotypes, puts an even bigger microscope over rap music and makes it more apt to criticism. Song and Dance Journal EssayWorks Cited Adams, Terri, and Douglas Fuller. The Words Have Changed but the Ideology Remains the Same: Misogynistic Lyrics in Rap Music. Journal of Black Studies. Sage Publications. Web. 18 Apr. 2011.  . Johnson, James D., Mike S. Adams, Leslie Ashburn, and William Reed. Differential Gender Effects of Exposure to Rap Music on African American Adolescents Acceptance of Teen Dating Violence. Sex Roles 33.7-8 (1995): 597-605. Print. Martinez, Theresa A. Popular Culture as Oppositional Culture: Rap as Resistance. Sociological Perspectives 40.2 (1997): 265-86. JSTOR. University of California Press. Web. 18 Apr. 2011.

Kenya Ameru Tribe Essays - Meru People, Kenya, Meru, Embu People

Kenya Ameru Tribe annon Kenya is a country that has nine provinces. It lies on the equator on the slopes of Mount Kenya and the Nyamben Mountain Range. It covers an area of 3,850 square miles. The climate of Kenya is one of short rains between March and May, with a long rainy season between October and December. Temperatures range from 68 degrees in the higher altitudes around Mt. Kenya, to 90 degrees in the arid Semiaro lands. The people of Kenya hold a proud tradition of farming. Ninety percent of the people are farmers. The population is large and spread out covering both the dry, arid lands as well as the fertile areas. Crops grown fit the type of area of land in which they are cultivated. Livestock and beekeeping are other methods of farming popular in eastern Africa. Wheat is grown in the upper and lower Highlands. Pyrethrum, potatoes, maize, beans and tea are other crops that grow in the area. Farmers grow substance crops to feed their family as well as to sell for cash. The livestock are kept for dairy products used in the home. Maize, fodder beets, and napiergrass are grown to feed livestock. In 1880 changes were brought to Kenya from British Columbia. In 1963, Kenya won its independence. Their independence brought about a change in the economy. Prior to the separation, Kenya was forced to give profits to Britain. Independence provided changes in the relationship between the people and their land. The introduction of cash crops changed the Meru farming systems. The Ameru people could not produce enough of the cash crops and still have enough left to support their families. For the first time, they were forced to pay taxes. To prevent the exhaustion of the land, the people developed new methods of farming. By rotating the crops, larger profits could be made. The people of the Kenya/Ameru tribe came from the area around the Niger River in West Africa. They traveled through the Congo Basin up to Kantanga, where they moved toward the eastern part of Kenya. The Ameru arrived at Mt. Kenya as a single group. Originally they settled around Mt. Kenya. When the people began to migrate into eastern Kenya, the Koomenjave or Spiritual Leader divided the Ameru into three groups. The Koomenjave was responsible for keeping law and order. He was in political control of all of the groups within the Ameru Tribe. In addition to governmental power, the Koomenjave was the one who set down the social order as well. Elders were to be treated with total respect. He realized that the people must work well together to be successful in their farming ventures. Today the Ameru are a simple people. They farm without the sophisticated technology that the farmers of the United States are privy to. They are not a wealthy nation, but they are successful in what they do. The tribesman work hard. The family works hard. Their needs are fulfilled because of the strong work ethic. Despite the lack of education and modern ways of life, the people of the Ameru Tribe, have built a successful farming community

Letter to a local MP on Euthanasia †Health Essay

Letter to a local MP on Euthanasia – Health Essay Free Online Research Papers Letter to a local MP on Euthanasia Health Essay I live next to the Swiss Clinic where an assisted-suicide charity, The Dignitas, is using. Everyday, I see people walking towards the clinic, with a mixture of fear and nervousness on their faces. I know that, within minutes, they are going to be put to death by euthanasia. Euthanasia means the intentional termination of life by another at the explicit request of the person who dies. Sometimes, a group of people go to the clinic together. When I look at them, I feel pity for them, because I think that they only chose death under emotional and psychological pressures which were overpowering. It is frightening to think of the number of people who were killed in that clinic to date. People who support euthanasia say that euthanasia is only voluntary, but if the choice of euthanasia is considered as good as a decision to receive care, many people will feel guilty for not choosing death. Financial considerations, added to the concern of being a burden to your family, could serve as powerful forces that would lead a person to choose euthanasia. Also, euthanasia is a rejection of the importance and value of human life. People who support euthanasia often say that it is permissible to take human life under some circumstances such as self defense, but they miss the point that when one kills for self defense they are saving innocent life either their own or someone elses. With euthanasia, life is only taken and no life is saved. Some people might ask: â€Å"Wouldn’t legalized euthanasia and assisted suicide make certain that patients can die peacefully, surrounded by their families and doctors, instead of being suffocated by plastic bags or dying in excruciating pain?† I think not, because legalizing euthanasia will only create many more problems to come. In simpler terms, the cons of euthanasia outdo the pros of it. Adding to that, euthanasia is also referred to as â€Å"a permanent solution for a temporary problem.† Another thing that people for euthanasia believe in is that, euthanasia is a way to relieve a patient from excruciating pain. Euthanasia activists often exploit the natural fear people have of suffering and dying. Such claims are totally irresponsible and untrue. Now, in the 21st century, virtually all pain can be eliminated with the use of modern medicine. Now, I urge you to start opposing euthanasia, and to ask your friends to oppose euthanasia too, because it is an unlawful thing for anyone to do. Yours truly, Timothy Research Papers on Letter to a local MP on Euthanasia - Health EssayArguments for Physician-Assisted Suicide (PAS)Capital PunishmentThe Masque of the Red Death Room meaningsPersonal Experience with Teen PregnancyGenetic EngineeringThe Fifth HorsemanComparison: Letter from Birmingham and CritoTwilight of the UAWMarketing of Lifeboy Soap A Unilever Product19 Century Society: A Deeply Divided Era

Scientific Management was the product of 19th Century industrial Essay

Scientific Management was the product of 19th Century industrial practices and has no relevance to the present day. Discuss - Essay Example Referring to Murugan (2004), scientific management is a systematic and thoughtful approach to the job of management which applies the scientific methods of study and analysis to the problem of management, while using scientific approach of techniques to improve efficiency. This approach was based on the four main principles as developed by the earlier pioneers ; it included developing a science of work, scientific selection and training, educating workers and managers in the benefits of scientific management, equal division of responsibility, maximum output and finally specialization and collaboration between workers and managers (Admin, 2011). The modern form of management has been inspired through the social, economic, technological and legal importance attached to a firm or business. Modern management has blown out the significance of scientific management by introduction of reliable concepts which step further away from the classical management thought. Modern management employs empirical, decision theory, social, quantitative management, system management and contingency approach schools of thoughts, which create easier and flexible methods to handle differences in behavioural changes of the work force, and the demanding tasks in the working environment. Globalization: Pioneers of scientific management in the 19th century focused their attention on a particular area of production in manufacturing industries. The science of work carried out rotated within the industry hindering its application on the wider scope. Today, modern management operations have focused on broad concepts of management without limitations to its application on a variety of work environments, both local and foreign. Geographic boundaries are no longer barriers to management, even as organizations are increasingly been set up in different regions. Every business outside there has a mission to make profits in the common markets; the managers and other leaders in an organization will exp erience similar challenges inline with their job, not unless it can be able to sustain a comparative advantage over other competitors in the market. Modern management has extended to international co-operations which require managers to have a strategic plan in coordinating the functions and activities at different platforms. The scientific concept is primarily applicable to production operation of industrial engineering more than the general management, restricting its applicability to serve functions (Murugan 2004). Following the modern system’s approach, â€Å"management is expected to perform maintenance and adaptation functions† emphasizing on the interrelationship and interdependence among various activities of an organization (Murugan 2004, p.66). As organisations spread out across the globe through branches, their management complexities become difficult to monitor, requiring new faces to shape current practices in management, and solve different forms of crisi s as managers also take a new direction in the way they carry out their jobs. Though the entire large system is sub divided into manageable sub systems, all of them must be in balance with each other to ensure harmonization. The open system is ready to adapt new changes from the environment that is affected by different instabilities around the globe. Technology: Jobs today differ from the old method of manual practice. Businesses and organizations

Managing in Multinational Companies Research Paper

Managing in Multinational Companies - Research Paper Example Culture refers to a set of gained knowledge that some individuals may employ to make meaning of experiences towards generating a unique set of behavior. Different business establishments engage diverse cultures in their setups. These cultures are necessary for guiding the entire organization towards a common objective, by promoting a uniform way of thinking and acting. In other words, an organization prevents the subjectivity of decisions and behaviors in an organization, which promotes uniformity and team working spirit. On the other hand, countries will have different cultures that organizations have to respect, which are inherent in the views and values of such a country. A multinational company setting its operations in the US will need to observe a relatively diverse organizational culture compared to one setting operations in Mexico. An organization has to respect and observe a country’s culture while designing its organizational culture. This report investigates the dif fering views and beliefs surrounding overtimes and how the issue differs across the two countries. In this investigation, the report will illustrate that national cultures have a role to play in shaping organizational cultures.  A common aspect in both countries is that a company will consider other types of employment other than permanent employment to save on labor costs, to achieve flexibility and to benefit from workers for a short period (JILPT, 2009). Such an approach is common in short-term specialized jobs. In addition, there is a major variation in hourly pay rates between permanent and part-time workers in Japan compared to Germany (Smith 2000). Part-time employees have fewer benefits in bonuses offered compared to their full-time colleagues in Japan than in Germany where bonuses are not of much importance. Germany has more part-time employees than in Japan due to the working time variation. There are two reasons to explain the prevalence of part-time working in Germany than in Japan. One, such part-time workers are found in the tertiary sector, which bore the brunt of economic crises than the manufacturing sector, which has motivated employers to source more part-time workers (Smith, 2000). Part-time working in both countries has mainly improved because of structural changes in the economy towards a service economy. In Japan, non-regular employees get much fewer salaries with the difference increasing when the bonuses and one-off payments are considered in permanent employment (Ishiguro 2008). In Germany, on the other hand, part-time employees and regular employees have fewer differences in their wages; a part-time worker earns almost like a regular worker (Smith, 2000), with part-time workers taking advantage of overtime payments to bridge this salary gap. These are some of the factors differentiating working patterns between the two countries.

Patton- Fuller Financial Statement Review Essay Example for Free

Patton- Fuller Financial Statement Review Essay The success of any organization is heavily based on its ability to appropriately handle every aspect of its financials. Those aspects include a range of financial activities that include the inflow of cash and the outflow of cash which can be affected by a number of events including the raising of revenue through products or services, investments, purchases, debts and sales to name a few. With the number events that can take place within a particular reporting period, it is important that those transactions be monitored and tracked so that year end reports can reflect the most accurate overview of a the organization’s performance. These events and transactions are recorded and tracked through a number of financial reporting referred to as financial statements. For Patton- Fuller Community Hospital, information regarding its financial activities is included within their Annual Report. This report is compiled from financial statements that include their Balance sheet as December 31 for 2009 and 2008(audited) and the Statement of Revenue and Expense 2009 and 2008 (audited). In addition to the audited balance sheet and the audited statement of revenue and expense, other financial reports were utilized by Patton- Fuller which includes Balance Sheet as December 31 for 2009 unaudited, the Statement of Revenue and Expense 2009 and 2008 (unaudited), the Statement of Retained Earnings and Stockholders’ Equity and the Interim Statement of Income (unaudited) though these reports were not included within the annual report. In comparing the audited and unaudited reports there were differences were observed between the two. For the balance sheets, the unaudited balance sheet reflects $128,867 under total assets whereas the audited sheet reflects $127,867. This difference of $1000.00 is the result of the change in current assets reported under the patient  account receivable whereas the net allowance for bad debts was increased. As a result of this change, the total current assets reported for 2009 changed in addition to the total amount of assets reported. Other differences were observed in the area of total liabilities and equity where the audited balance sheet reflects a decrease of $1000.00 which is a change from the unaudited reporting of $588,767 to $587, 767. In reviewing what the effect was of revenue sources on financial reporting, the facility may have performed determinations based on a contribution margin. Utilizing this would show how the organization has increased or decrease in sales, profits, and assets. Further review of the financial reports indicates that on the Patton Fuller Financial Statement there was a huge negative decrease in the Investment Income. This caused a -123.48% drop. Other sources of revenue showed a positive increase from 2008 to 2009. Further review of the full report reflects that findings that indicate that the sources of revenue and the expenses in 2008 were much lower than 2009. The unaudited expenses show that there was $41,391 difference between the two years. The expenses that increased within the two years were the salaries and benefits of employees, supplies needed, and utilities. Within this time frame from the point where there was a negative impact, the organization was able to increase revenue and turn around what had been a negative into a positive. Patton-Fuller Community Hospital has grouped revenues into one category and expenses into another. All the revenue is what they are making from providing services and the expenses are what they have to pay out to keep the hospital staffed, supplies, and running. Patton-Fuller groups there revenue by care settings and there are only two. Eighty percent of the revenue is from inpatient care and the other twenty percent is from emergency care or outpatient services. This type of grouping allows Patton-Fuller to see exactly what they are making for certain services they provide. All the financial reports generated by Patton- Fuller Community Hospital provide an overview of the company’s activities that will be useful in future planning, controlling, organizing and decision making. In addition, they provide information to internal and external auditors that demonstrate the organization’s ability to properly track funds that are received and dispensed. For other external users such as investors and creditors, these same reports provide financial data that demonstrates how well a company is performing and has performed in  the past. These reports are also important to employees, as the financial health of the organization is used to make determinations regarding raises, expansion and compensation. Overall review of the statements, including the annual report, shows the company’s ability to be transparent to both internal and external users. In doing so their reports serve as valuable tools that allow for improvement and continued growth to occur based on the organization’s mission and goals. References University of Phoenix. (2015). Week Three Learning Team Assignment: Virtual Organizations. Retrieved from University of Phoenix, HCS/405- Health Care Financial Accounting course website. Baker, J. Baker, R.W. (2014). Health Care Finance: Basic Tools for Nonfinancial Managers, Fourth Edition. Jones Bartlett Learning. Retrieved from University of Phoenix, HCS/405- Health Care Financial Accounting course website.

Eating Disorders Essay -- essays research papers

Eating Disorders An eating disorder is a way of using food to work out emotional problems. These illnesses develop because of emotional and/or psychological problems. Eating disorders are the way some people deal with stress. In today’s society, teenagers are pressured into thinking that bring thin is the same thing as being happy. Chemical balances in the brain that may also result in depression, obsessive compulsive disorders, and bi-polar disorders may also cause some eating disorders. Other causes may be emotional events, illnesses, marital or family problems, manic depression, or ending a relationship. Over eight million Americans suffer from eating disorders. Over 80% of girls under age thirteen admit to dieting, one of the main factors linked to eating disorders. Although eating disorders are mainly found in middle- to upper class, highly educated, Caucasian, female adolescents, no culture or age group is immune to them (EDA HP, n.p.). The three major eating disorders are anorexia nervo sa, bulimia nervosa, and compulsive over-eating or binge-eating. The most dangerous eating disorder is anorexia nervosa. â€Å"Anorexia nervosa translates to â€Å"nervous loss of hunger†. It is a mental illness involving the irrational fear of gaining weight. Usually, the victim is a perfectionist, although he or she may suffer from a low self-esteem. In general, a member of the opposite sex triggers anorexia. The first disease resembling present-day anorexia is one called â€Å"Anorexia Mirabilis,† or â€Å"Miraculous lack of appetite.† It is described as McCurry 2 a disease of insanity, possibly like cancer, tuberculosis, or diabetes. It was believed to arise from a diseased mental state. Sir William Gull, a physician to England’s royal family, said that these anorexics were suffering from â€Å"a perversion of the will† (Silverson). In 1888, a French psychiatrist, Charles Lasegue viewed anorexia from a social standpoint. He believed it was a way of rebelling. The Children of this time were expected to and forced to clean their plates. They were also accustomed to well-regulated meal times. Another cause of the disease in the Victorian era may have been women’s expectations, such as to remain home after childhood. Their only job was to get married and enhance the family’s social status. No emotional outbursts, such as temper tantrums were permitted. The family life was suffocating, but a y... ...t, as the disorder is often a result in lacking in coping skills. Symptoms of binge eating include: eating more rapidly than usual, eating until uncomfortably full, eating large amounts when not physically hungry, eating alone because of embarrassment of the quantities of food consumed, and not being able to purge after consuming large quantities of food (Dobie 1). Because it is not always recognized as an eating disorder, compulsive over-eating may have the most adverse effects on health. McCurry 6 Anorexia nervosa, bulimia nervosa, and compulsive over-eating are extremely serious illnesses that must be recognized before they can be treated. The media is blamed for so many distorted images of the body. People are beginning to refuse the idea, however, that thinner is better. Body shapes are known to go in and out of style. In the 1800s, plumpness was a sign of wealth and class. Thinness became a sign of beauty in the 1970s with the British super-model Twiggy. There are many treatments for eating disorders today. One of the hopes of many psychologists is that humans will begin to feel happy about the way they are, even if it is a little bigger than the media portrays as ideal.

Benefit and Compensation

This company is a commercial contractor with annual revenue between 10-20 million dollars (PC One Source Contracting, 2013). According to their website, PC begins part-time general laborers at $10. 50 per hour (www. Vociferousness. Com). They offer medical benefits, vacation pay, and merit increases for full time employees. Management and project leaders are also offered a car allowance, and retirement plans (www. Vociferousness. Com). Bellow Disaster Restoration is an international commercial construction company with operations in both Michigan and Arizona.Bellow currently creates approximately $20 million in revenue within the Detroit area (Bellow Property Restoration, 2013). They offer pay structures (depending on position) within both markets averaging from minimum wage to $1 00,000 per year (Bellow Group Salaries, 2014). They offer incentive programs for early completion of projects, bonuses for exceeding sales goals, and merit increases for exceeding performance or promotions. In addition, Bellow offers medical benefits, accrued paid time off, paid sick leave, retirement plans, and car allowance and travel expense reimbursement for applicable employees (Bellow Group Salaries, 2014).According to Glissando. Com, the national average wage for commercial contractors (not including additional benefits in a total compensation package) is $65,239 (Salary: Contractor, 2014). In both markets, competitors of similar size are offering wages between minimum and approximately $100,000 per year (dependent on position). Competitors also offer compensation packages with merit increases, health insurance, paid vacations, productivity incentives, retirement plans, and are within the national average compensation of $65,239 for commercial construction contractors.This market survey and evaluation will allow Clayton Commercial Construction to better prepare a competitive and relevant compensation package for employees of the Detroit, Michigan and Arizona operations. Compens ation Structure and Position in Market Since the company wants to be comparable to other construction companies it is easier to determine the pay structure that can be used for the company. This can be achieved by using the practice of benchmarking. This can be done one of two ways.The company can take a direct approach, go around to different companies in Arizona, and see if their human resources department will give them a look at how theirs works. Another way to benchmark would be to use the internet job boards to see what current salaries in the area are going for. The best recommendation would be to grade each job on a points scale to decide difficulty and importance. From there decide which jobs have an average salary and which ones should have a pay scale based on time in service and skill level.From there the company can identify how many positions for each job title the will have and can factor in the projected payroll of the company against the projected gross value. This will allow for growth within the company as well staying competitive with other companies. For the expansion to Arizona, the company will have to look at trying to undercut prices Of competitors. The positioning will be weak and should look to specialize in smaller jobs. According to central. Com (2014) the top 10 companies billing is from $500 million to $47 million.This company currently nets about 20% of the tenth ranked company's billing amount. Positioning themselves as a smaller company that offers a more intimate experience is the marketing strategy to go with. People like to do business with companies that give the impression of personal touch. Bigger companies can lose this eel and open the door for other businesses. This is where Clayton Commercial can really make their money. Compensation and Benefits Strategy Expanding into a new market presents many challenges, but perhaps the most critical element is recruiting excellent talent in the new market to ensure successful gr owth.Ensuring that Clayton Commercial Construction is attractive to potential hires is the key goal behind designing a competitive compensation and benefits strategy. Our recommendation for Clayton is to provide a wide variety of options to employees and then allowing them to hose the benefits they want to pay for. We recommend assigning costs to each benefit, and we will provide employees with a budget of â€Å"Benefit Dollars† to spend on the benefits they care about most. Employees may go over these â€Å"benefit dollar† budgets, but they will be responsible for extra expenses beyond their budget.We recommend allotting employees 20% of their annual base salary in â€Å"benefit dollars† to spend how they choose, and then charging employees based on the benefits they take. This cafeteria-style approach will allow Clayton to save money by not paying for benefits that are r low extreme flexibility to Clayton employees. It will also reinforce with the employees of Clayton just how much these benefits cost much off benefit the company is paying for. Morale and employ appreciation will be higher and employees will be less likely to tall benefits packages for granted.Regarding compensation, we erect Clayton utilize market research to set and maintain comparable Our preliminary research indicates that in Arizona, a typical front construction worker earns roughly $31 ,OHO per year (Indeed. Com skilled tradesman makes $46,000 per year (Salary. Com, 2014), an, rings home $120,000 (Salary. Com, 2014). In terms of raises, rata annual raises, we recommend that Clayton conduct annual mark into comparable salaries and then adjust pay as needed to stay IR with industry norms.Claptrap's plan is to increase workforce size which constitutes 130 employees. Assuming we have 1 director, 45 skilled laborers, 60 unskilled laborers, and 21 support staff, ‘M manage three different full construction teams. Each team will h manager, 15 skilled laborers, 20 uns killed laborers, and seven soul resulting in a per-team annual cost of roughly $1. 7 million. Clap dated that they are aiming for a net revenue growth of -3%, we r this team aim for exact revenue neutral, so they must earn $1. 7 revenue to offset the increased cost.Performance Incentives and A performance incentive system is and merit pay is a way to retail employees and should be used to recruit top employees. Enema) set goals for their employees that are attainable and realistic, who turn motivate them to work harder to attain the goals set by the Some incentives to look at would be bonuses, stock, and time off Merit pay is used frequently amongst businesses to pay their me based on performance. In order for the merit pay program to be employers must assure that the reward is delivered to the top en will be prominently healthier than raises given to average or subs employees.The theory of performance-based compensation for is that they should be compensated generously for out perf ormer workers, but if a worker performance is ordinary, that worker cord should show that. Compensation law The primary federal law to be aware of when it comes to compel benefits is the Employee Retirement Income Security Act, or IRIS sets the standards ensuring employee benefits plans are fair and mound and establishes employer obligations to provide benefit AR retirement plans (United States Department of Labor, 2009).Thud requires persons managing plan funds to refrain from conflict of transactions, disclose information on conditions of the plan, and the funds of the plan to the exclusive benefit of participants. ERE! Codifies provisions for COBRA, which gives former employees of large companies the right to continue health coverage at previous group rates, well as establishing rules for exclusions relating to preexisting conditions (United States Department of Labor, 2009). With regard to state law, there are a few requirements: Clayton is required to pay employees twice a Mont no more than 16 days apart, on regularly scheduled paydays.Employees w work beyond 40 hours in a week must receive 1. 5 times normal base and characteristics such as sex, ethnicity, and religious preference may not be considered when determining salaries (State Bar of Arizona, 2014). Conclusion To assist with the expansion to Arizona, it was important for Clayton Commercial Construction's strategies are comparable to other commercial construction business within the area. Team a made recommendations WI sat considerations with the compensation laws, benefits, incentives and marketing to assist Clayton Commercial Construction to excel in their new location.

Aspects of Human Resource Management globalization - Free Essay Example

Sample details Pages: 15 Words: 4457 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Executive Summary: The report aims to discuss aspects of Human Resource Management in light of the ever changing business world given the globalization of businesses today. Globalization has seen changes in the way businesses work and are expected to deliver investor value. Companies started competing not just with local competitors but with organizations across continents which forced companies to relook at continuously innovating and providing a unique value to its customers to retain them. Don’t waste time! Our writers will create an original "Aspects of Human Resource Management globalization" essay for you Create order Talent Sourcing and Talent Development within an organization have become a science that identify and accept that diverse employee base form the backbone of a business and are responsible for contributing towards achievement of organizations global goals and directly impacting competitiveness and delivering that Investor value. This report will discuss: The concept of Globalization The increasing diversity of the workforce The changing nature of the workplace The impact of Human Resource Management functions in work organizations. Table of Contents:- 1. Introduction 2. Main Body with examples 3. Critical Success Factors with examples Recommendations 4. Conclusion 5. References Human Resource Management in a Globalized Economy Introduction Early in the 1800s during the times of Industrialization, the approach to managing workforce was primitive task drive approach. Historically, Henry Fords assembly lines and Studies of Frederick Taylor such as the time and motion studies thought of improving productivity by putting employees in line with mechanics. They tried to boost productivity by designing the way work is carried out. They focussed purely on productivity since productivity was what gave profits and therefore competitive edge. Workforce was put them in the same league as machines inviting organization conflict and distraction from the goal. As globalized environment changed the rules of the game, Organizations realized that employees and their talents is the single most important supply of sustainable competitive advantage. Employees are the ones that deploy scarce resources optimally. To survive and to succeed, organization need to leverage its human resource capitals talents to develop new products and servi ces and creating value for customers. This marked change in attitude of managements saw the emergence of concept of Global Human Resource Management which characterizes implementation of personnel policies to maximize objectives of organizational integrity, employee commitment, flexibility and quality at a global level. Global Human Resource Management hence becomes very important since globalization and international operations bring with them challenges beyond a simple Human Resource Management program at a local level. Global Human Resource Management not only covers International recruitment Appropriate training and development Deployment of these resources But also goes beyond simple HRM in maintaining affable international industrial relations. With international operations, managing the employee base worldwide has its own challenges. P Morgan: There are 2 sets of variables when it comes to HRM in for an International Organization First -employee types Second Political, labour laws, culture, legal environment, economic, and practices prevailing in different countries A successful HRM model for an international organization is the successful interplay between these 2 sets. Clearly there is a need to go beyond basic HRM practices to include: More functions and activities In depth wisdom of employment law of the host country Close involvement with employees personal variables Provide for external influences Exposure to newer hurdles and risks Managing differential pay packages Managing ethnic, gender differences More liasoning activities More travel and coordination Higher management of unknown risk variables beyond the country where the headquarters are based It is imperative that Human Resources Management models are deployed in a global context to ensure success. Main Body The Concept of Globalization: While Global trade itself is not a new concept, Globalization is. Globalization can be defined as a process of trade and investment transcending political boundaries undertaken by an interaction of people, processes, entities and spurred on by advances in political systems, technology, business ethics and affecting culture, environment societies leading to cross border prosperity. International trades have been undertaken historically. Traders have traded goods and services over large distances travelling by land and sea. Eg, The silk route that connected the Western World with Central Asia China during the Middle Ages. As time progressed further, we see that cross-border trade, investment immigration boomed. Eg. Since the middle of the 20th Century to today world trade has exponentially grown by 20 times. Only in the last 5 years of the 20th Century, foreign investment currency flow went to US$ 827 billion from a meagre US$ 468 billion. This has had an impact on fiscal policies of governments that have opened up its economies in a controlled manner, both domestically as well as beyond their borders. Eg. The 1991 Financial Budget given by then Finance Minister of India, Dr. Manmohan Singh was figuratively the door to globalization for India. India hasnt looked back since in terms of its growth and prosperity. India adopted a free-market economic system. This greatly increased its own production potential and created a bouquet of opportunities for its own companies and organizations across the world for international trade and investment. Companies started growing by virtue of the geography of their businesses and operations: HRM in the face of such Globalized businesses: In such a dynamic environment today Human Resource Management in a global paradigm involves the manpower planning of staffing requirements the world over, selection of the right candidates, training development of employees for global operations. Since it is established that human resources form the backbone of any strategy, implementation of any strategy to succeed globally with Human Resource Management at its core can provide a strategic competitive edge. Human Resource function in this environment has to provide a support function to line manager by providing guidelines, searching, training, and evaluating employees. With an effective HRM function deployed, the organization would be able to leverage the knowledge, experiences and the skills of its distinctive employee bases the world over. The Increasing Diversity of the Workforce: As Globalization gains steam and becomes the norm, the employee base of multinationals has become varied and rich with nationals from all over the globe. Human Resources across companies have become homogenized, enriching the organizations with depth of knowledge about variables affective markets both within the countries as well as between them. The most successful organizations are ones which utilize this resource to the maximum. Having an experienced employee from a remote market on the team is a natural consequence towards better understanding new market dynamics and new consumer behaviour. Culture in different countries or the mode of doing business in different countries is also different Deal Focus Relationship Focus Country wise distribution: Formal Culture Informal Culture Country wise distribution: Therefore HRM today for an international organization, has to consider Differences in HR practices in the local organizations Perception of HR as a function. Attitude and actions of headquarters towards HR Resistance to change in a myriad of different situations Cultural differences in teaching and assimilating styles The Changing Nature of the Workplace: A diverse organisation will out-think and out-perform a homogeneous organisation every single time. A. Lafley, CEO Procter Gamble Global competition presents a case for Global co-operation. Today, more than ever before, employees find themselves rubbing shoulders with someone from a different culture, race and society on an everyday basis. HR departments in these multinationals have to recruit, develop and retain people who have vastly different backgrounds. This has resulted in new skills to succeed such as sensitivity and other relational aspects. This is termed as cultural intelligence. Cultural intelligence is defined as the capability to adapt effectively across different national, organizational and professional cultures (Earley, Ang and Tan, 2005). Today employees across industries are given job roles globally, taking them around the world. In this new environment employees from home country as well as the expatriate have to learn how to work with each other given that they not only think and communicate differently but also execute differently. The Human Resource Departments need to develop their cultural intelligence to manage this diversity in their companies. The departments have to allow for newer challenges in the face of international employee deployment such as Managing international assignments Employee and family adjustment Selecting the right person for a foreign assignment Culture, communication and gauge Language and communication Staffing Function in an International Organization: Staffing in an international organization goes beyond simply forecasting requirements and selection of the right candidates to fit a job description. It is also a tool to develop and promote the organizations own value system and culture. In an international scenario the following models could be deployed: An Ethnocentric staffing policy A Polycentric staffing policy or a Geocentric staffing policy ETHNOCENTRIC STAFFING POLICY: In this policy, top management positions filled by parent-country nationals. It is actually the best suited to international organizations. Advantages: If the host nation does not have qualified managers, the vacancies can easily be filled The culture of the HQ is easy to spread. Easy transfer of key skills and operating procedures Disadvantages: May result in bitterness in host country Deterrent to cultural diversity POLYCENTRIC STAFFING POLICY When this policy is deployed Host-country nationals manage subsidiaries and parent company nationals hold key headquarter positions. Multi-domestic organizations can benefit from this Advantages: Help rich cultural diversity Implementation is cost effective Easy transfer of key skills and operating procedures Disadvantages: Limits chances of host country employees getting exposure outside their own nation Possibility of gap in mission, values and work culture between HQ and host country operations GEOCENTRIC STAFFING POLICY This policy seeks best people, regardless of nationality. Transnational organizations and Global entities can benefit from this Advantages: Optimum deployment of optimum resources Employees get exposure to different cultures Creates a centralized value system Disadvantages: Local immigration policies may inhibit 100% deployment Higher costs associated with training and relocation May require complex Compensation structures to succeed. The Expatriate Dichotomy: Further when a citizen of one country works in another country, HRM needs to take care of a myriad of issues without which there is a strong chance of failure and a premature return of the employee to his home country The costs associated with failure are not low and are generally estimated at three times the expats annual salary in addition to the costs associated with relocation The issues that can crop up when expats are deployed: Immediate family may not adjust to a new environment The employee may not adjust Other personal issues Culture shock May not be able to cope up with bigger responsibilities Based on how complex the business is and strength of the HR function, it is important to deploy the ideal staffing policy. Recruitment and Selection: International Labour Market Sources Parent Country Nations (PCNs) PCNs are managers who are citizens of the Country where the MNC is headquartered. The reasons for using PCNs include The desire to provide the companys more promising managers with international experience The need to maintain and facilitate organisational coordination and control The unavailability of managerial talent in the host country The companys view of the foreign operation as short lived The host countrys multi-racial population The belief that a parent country manager is the best person for the job. Host Country Nationals (HCNs) HCNs are local managers hired by MNCS The reasons for using HCNs Familiar with the culture, language Less expensive, know the way things done, rules of local market Hiring them is good public relation Third Country Nationals (TCNs) TCNs are managers who are citizens of countries other than the one in which the MNC is headquartered o r the one in which it is assigned to work by the MNC. The reason for using TCNs These people have the necessary expertise They were judged to be the best ones for the job. Selection procedure of Expatriates Use of selection test Technical Ability Cross cultural requirements Following traits are identified s predictors of expatriate success Cultural empathy Adaptability Diplomacy Language ability Positive attitude Emotional stability and maturity Family requirements Multinational requirements Management philosophy or approach The mode of operation involved The duration of assignment The amount of knowledge transfer inherent in the expatriates job in foreign operation Language skills Expatriate Success factors Willing and motivated to go overseas Technically able to do the job Adaptable Good interpersonal skills and be able to form relationship Good communication ability Supportive families Adaptabi lity to cultural change Work experience with cultures other than ones own Previous overseas travel Knowledge of foreign language Ability to integrate with different people, cultures, and type of business organisation The ability to sense developments in the host country and accurately evaluate them The ability to solve problems within different frameworks an from different perspectives Sensitivity to subtle differences of culture, politics, religion and ethics in addition to individual differences Flexibility in managing operations on a continuous basis, despite of lack of assistance and gaps in information Globalized HRM role Two major types of adjustments that an expatriate must make when going on an overseas assignment. Anticipatory adjustment Carried on before he leaves for the assignment It is influenced by following factors predeparture training pervious experience In-country adjustment Takes place on site It is influenced by following factors Ability to maintain a positive outlook in high pressure Jobs as reflected by the role he plays in managing, authority he has to make decisions, newness of work-related challenges and the amount of role conflicts Organisation culture Non work factors toughness with he faces new cultural experience, family adjustment with new country Socialisation factor to know what is what and who is who Expatriate Training and Development Need for Training to Expatriate Cost of expatriate failure is very high To build a team of internationally oriented, committed and competent personnel Minimize personal problems such as politeness, punctuality, tactfulness, orderliness, sensitivity, reliability, tolerance and empathy Improve overall management style Pre-departure Training- Emphasises on cultural awareness and business customs of the country of posting to cope with unexpected events in a new country. Post-departure Training helps in minimising culture shock and depression that usually sets in a new country and culture. Cultural Integrator An individual who is responsible for ensuring that the operations and systems are in accordance with the local culture. He advises guides and recommends action needed to ensure this synchronisation. Even though expatriate are trained before being sent abroad, they are still not totally prepared to deal with the day-to-day cultural challenges because t hey lack field experience. He is responsible for handling problems between the subsidiary and host cultures. He may be from parent country or host country who has intimate knowledge of the companys culture and can view operations from both sides. He can only advice ore recommend a course of action. Management philosophy and training Ethnocentric companies will provide all training at the HQ. Polycentric companies will rely on local managers to assume responsibilities for seeing that the training function is carried our wherever appropriate. Geocentric companies organise training courses in different parts of the world, where a particular function is best carried out. Regiocentric companies organise training courses in different countries of the region. Cultural Awareness Training There are five types of pre-departure training Area studies that include environmental briefing and cultural orientation Cultural assimilators Language training Sen sitivity training and Field experience To decide the rigour and level of training, following factors are important degree of interaction required in the host culture similarities between home and host cultures If interaction is low and similarities are high, then training should be on task and job related issues rather than culture related issues. If interaction is high and similarities are low, then training should be on cross cultural skill development as well as task. Preliminary visits average duration will be about one week A well planned overseas trip for candidate and spouse provides a preview to access their suitability for job, introduction to host country management, accommodation required, and schooling facilities available. Language training Types of cross cultural training Environment briefing about geography, climate, housing and schools Cultural orientation to familiarise with cultural institutions and value system of host countr y Cultural assimilators to provide intercultural encounters Language training Sensitivity training to develop attitudinal flexibility Field experience to make expatriate familiarise with the challenges of assignment Cultural Assimilators It is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs and values of another culture. These assimilators are developed for one culture where the candidate is currently working and the other culture is where he is proposed to be posted. Type of assimilators The trainee read a short episode of cultural encounter and choose an interpretation of has happened and why. Critical incidents: to be identified as a critical incident, a situation must meet at least of the following conditions: An expatriate and a host interact in the situation The situation is puzzling or likely to be misinterpreted by the expatriate The si tuation can be accurately interpreted if sufficient knowledge about the culture is available The situation is relevant to the expatriates task or mission requirements Compensation Management Factors Influencing Compensation Programmes Compensation decisions are strategic decisions and play a key role It should be consistent with overall strategy, structure and business needs of MNC It must attract and retain the best staff It must facilitate the transfer of international employees in a cost effective manner. It should give due consideration to equity and ease at administration. It requires the knowledge of employment and taxation laws, customs, cost of living index, environment and employment practices, the knowledge of labour markets and industry norms, foreign currency fluctuations. Paying Expatriates: unique problems Discrepancies in pay between PCN, HCN and TCN The need to vary expatriate compensation depending on the life cycle of the expatriates family Compensation issues related to re-entry into the parent country organisation Approaches to Expatriates Compensation Going Rate Approach Base salary remains linked to the salar y structure of the host country. Required information is obtained through compensation surveys and published information. This approach is favoured by polycentric organisation Advantage Equality with local nationals and expatriates of different nationals Simple approach Attract the nationals of PCN and TCN if location is a high-pay country Disadvantage Transfer from a developed country to a developing country Fighting for getting favourable posting and resisting low pay country postings Problems when the expatriates repatriated to the home country An export or import or franchising arrangement Company appoints an export manager who reports to chief of marketing and all operations concerning export and imports are controlled by the home office Balance Sheet Approach It links the salary of expatriates and TCNs to home country salary structure. Assumption Foreign assignees should not suffer financially due to transfer Salary package is d ivided into goods and services, housing, income taxes and reserve. Cultural Impact and Compensation Policy National cultural difference High power-distance the compensation system should reflect hierarchical divisions in the firm. Low power-distance the salary system should be more egalitarian and performance based. Individual cultures rewards should be given on an individual basis. Collectivist cultures they should be team based. Culture with high masculinity compensation policy focus on social benefits, quality of work life and equity. Culture with high uncertainty avoidance structured and consistent pay plans are preferred with no variable plans and discretionary allocation. Culture with low uncertainty avoidance pay should be linked to performance. Performance Management in International Organisations Performance Management and its link with other HR Processes Reward Management Human Resource Planning Training and Development Process Relationship with strategy Multinational Performance Management Whole vs part Non-comparable data Volatility of the international environment Separation by time and distance HQ-subsidiary interdependence Ethical and legal issues Market Maturity Performance Management of expatriates decisions and play a key role Setting clear goals for each unit, each department and each employee Goals must be mutually supportive and balanced for long and short term needs. Setting standard and measurement criteria for evaluating each type of goal Formal monitoring and review of progress towards these objectives Using the outcomes of the review process to reinforce desired employee behaviour through differential rewards and identifying training and development needs. Variables that Influence Performance of Expat riate Compensation Package Nature of Assignment Role Clarity Psychological Contract HQs support Environment of the Host Country Cultural Adjustment Critical Success Factors Recommendations: The Impact of Diversity and the Changing Nature of the Workplace on Human Resource Functions in Work Organizations: Given the era of Globalization, managing diversity at the workplace has become a business issue for the HR Department and no longer simply a moral, social, or legal concern. The challenge is no more creating a diverse employee demographic, but empowering one that already exists due the natural global nature of the business. Despite all the hype around Diversity and the pros of having a multicultural workplace, organizations still tend to reflect: Soft implementation of highly expensive Diversity Management Programs A poor gender ratio when it comes to higher managerial positions Poor integration of disabled people into the employee base. Senior management teams not reflecting ethnic diversity. Some critical success factors to ensuring that diversity is leveraged well by organizations include: A) Clear organization wide understanding of the business case for Diversity. The HR department along with the senior management and the line managers need to be clear about the need to be diverse and embrace new cultures and ethnic backgrounds into their folds. Going beyond corporate trainings and having blurred notions of how multi-cultural employee base would help the organization to gain competitive edge over local competition in remote markets, all levels of the organization need to clearly articulate how a diverse human resource base would help reach the organization goal and hence their own individual goals. Further they understand that a multi-cultural workforce can improve their organizations adaptiveness and change readiness. This would clearly improve the culture within the organization to recruit, develop and retain the best staff. B) Assessment of Current Situation. HR departments that are particularly successful at managing diversity routinely spend time, money and effort in gauging the ever changing composition of the workforce given geographical expansions, attrition and new recruits. They routinely assess not just numbers associated with the above dynamics but also behaviours, and culture associated with these changes. Eg. Eastman Kodak created a specialist external diversity panel to conduct an outsider review of the current situation. The Management of Eastman Kodak assessed recruitment policies to address cultural imbalances and even cultural blocks to retaining and developing a multi-demographic employee base. Without the above HR Departments would only end up paying lip service to managing diversity or spending huge amounts on expensive specialist corporate trainings on managing diversity without actually creating a basic inclusive work culture. Ergo, wasting time and effort on initiatives that are unsustainable in an environment where self assessment itself is not done. C) Managing Diversity is a top-down approach. Successful diversity management initiatives are ones that have high visibility of the senior management team. Eg. Back in mid 90ies, Lou Gerstner identified diversity as a key strategic initiative for IBM globally. He was a strong proponent of leveraging differences to address new markets. He established eight task forces representing various ethnic groups, allocating executive sponsors from his direct reporting team and insisting on specific measurable results within specified timelines personally reviewing progress on the results. Many HR departments have gone beyond simply including diversity management in their employee handbook and actually championed setting up panels and councils that include senior executives. Diversity management may require fundamental changes to the very culture of the organization and hence require stewardship by the senior executives. D) HR initiatives need to promote cultural harmony rather than address cultural imbalances. Initiatives from HR need to promote creating a multi-cultural environment. Simply having reservation seats and quotas and fancy cultural training and diversity training is not enough. HR Departments need to ensure that minorities have the same opportunities and such initiatives are an integral part of their day to day working rather than simply an extra curricular task! Ensuring objective appraisal systems, rewards and recognition and universal training and development opportunities is key to promoting an all encompassing holistic HR approach. E) Objective assessment of the Diversity management initiative and scientific assessment of programs are key. Many HR Departments have succeeded in developing measurable diversity management programs. E.g. the Hyatt Hotel Group the world over ties approximately 15% of the bonus potential to diversity goals. HR Departments that have been successful in managing diversity have translated it into a core competency used to assess the performance of management. F) Diversity Management principles are all encompassing and wholesome enough for everyone to participate. If the Diversity Management programs are only a bastion of the senior management, the entire exercise would be superficial and unsustainable. In order to result in successful recruitment, retention and development of employees in a globalized world, it is important that it is an inclusive program cascading throughout the organization. E.g. IBM created specific task forces but more importantly invited participation in the form of inputs to help these task forces in creating an inclusive culture. Managing diversity and the every changing workplace in the face of globalization is not the prerogative of the senior management alone but is to be implemented at the grass root level where managing diversity to retain and recruit top talent is a challenge in itself. These critical to success factors for managing diversity are not complicated models however they are tough to actually execute and require a motivated effort on the part of the Human Resources team and buy-in from the entire organization. Conclusion: Clearly Globalization has brought about a paradigm shift to International Trade providing it with a great boost. I feel, employees form perhaps the most critical resource base since they are the ones to deploy other resources and hence, in todays Globalized world, competitive advantage can be gained only by effective Human Resource management. A natural caveat to be issued in such a varied workplace is greater requirement from organizations to focus on differences between ethnic and cultural groups in attitude and performance at the workplace. Diversity requires Human Resources Department to find similarities and recognize differences as workplaces get more and more diversified. The test for Human Resource Departments therefore is to manage and appreciate the diverse workforce. With a multinational approach to Staffing Recruitment and Selection Compensation Management Performance review and management An organization can leverage the human potential to su cceed regardless of the geography and the ethnic composition in its employee base. For truly the organization of today, the difference between success and failure can depend on the recruitment and retention of the most skilled, qualified and talented staff from the world over, creating a unique and strong multi-cultural backbone to get the valuable competitive edge.