Statement Of Philosophy. Record Your Statements Of Philosophy

Statement of Philosophy Record your statements of philosophy of Nursing and of personal philosophy. Explain how these are reflected the values, vision, and personal interests that you recorded in your â€Å"My Vision and Interests† tool. My personal philosophy of nursing is to assist all my patients and their families during this crisis of illness and improve to their outcomes, using only the best nursing practices. Although their hospital stay may be unpreventable I can better facilitate their journey to a better state of health. My personal philosophy also includes pursuing my education to improve my nursing practice. Learning from my patients, families and my peers on this journey will allow opportunity for growth and knowledge. The†¦show more content†¦Goals must be stated in measurable terms, i.e., how can you tell you have accomplished that goal? Identify dates for accomplishing each goal. Setting goals is what drives people to growth and change within themselves. If one fails to dream and sets goals, it is unlikely the will grow or change (Scott, 2014). Allowing myself to set goals is a personal commitment and a drive to make change. Growing, educating and knowledge with time allows one to feel safe to dream and thrive to make better and larger goals. My first goal after obtaining my BSN in April 2017 is to work on myself and my family. In my career, my goal will be to work on my clinical ladder and seek ways to improve myself and my facility. There are many committees I would like to join and be a part of at work. I know I will have reached my goal when I have moved up several levels on the clinical ladder. My plans for professional development in the next three to 10 - 15 years will still be working at the bedside spreading my knowledge to others who are willing to learn. If financially I am able I would like to pursue my MSN. Being a leader is something that inspi res me and I wish to be knowledgeable enough to help and teach others later in life. The final goal would be to not retire, but to cut down to part time and remain at the bedside. I would love to travel and volunteer my time to others in need of healthcare outside of the US. I will know I have reached this goal when I am at peaceShow MoreRelatedDesigning an Early Childhood Program1156 Words   |  5 Pagesdesigning an early childhood program, the first step would be to assess the need in your community. You need to determine what is missing in your community and then offer a solution. The next step would be to develop your program philosophy. This will let people know how you plan on addressing the need and what values you will be instilling in the children you serve. The last step in establishing a program in your community is to decide the type of program or curriculum that will fit the need thatRead MoreLeadership in Business Richard Branson1570 Words   |  7 Pagestreat y our employees, is the way they will treat your customer. Branson appears to be an example of modern leadership. The way he lead the employee, manage the company and doing business in general are unconventional. This report is an analysis about leadership in business by Richard Branson, the eccentric, fascinating and successful British entrepreneur who is known as the founder of Virgin Group. CHAPTER 2 ANALYSIS 2.1 Richard Branson â€Å"My philosophy is, putRead MoreThe Role Of A Teaching Philosophy Statement1408 Words   |  6 PagesThe Role of a Teaching Philosophy Statement (TPS) Personal development is one aspect of gaining new information to enhance skills, abilities and overall knowledge. 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What organizational method might you use to arrange main points for speeches with the following specific purpose statements To inform my audience of the causes and effects of Parkinson’s Disease Casual Order because the speech is describing of causes and effects To inform my audience about the major kinds of symbols used in Native American art Topical order because major kinds of symbols can be divided into subtopics To persuade my audience about that the stateRead MoreEthics in Accounting1196 Words   |  5 PagesEthics, also known as moral philosophy, is a branch of philosophy that addresses questions about morality—that is, concepts such as good and evil, right and wrong, virtue and vice, justice and crime, etc. Source: http://en.wikipedia.org/wiki/Ethics †¢ What is â€Å"Accounting†? Accounting is basically maintaining and providing records of transfer of funds for an individual or business. 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The key to making this effort, in spite of my ingrained tendency to â€Å"cram† at the end, is given by Covey when he writes about the â€Å"endowmentRead MoreThe Philosophy of Socrates: a Lover of Wisdom2030 Words   |  9 PagesRunning Head: THE PHILOSOPHY OF SOCRATES 1 The Philosophy of Socrates: A Lover of Wisdom (2052 Words) THE PHILOSOPHY OF SOCRATES 2 The lessons of life that are delivered by Socrates act as a basis for Western philosophy. Plato, the writer of The Apology, significantly respects Socrates and his dialogues actRead MoreEssay on Transcendentalism1619 Words   |  7 PagesTranscendentalism nbsp;nbsp;nbsp;nbsp;nbsp;Many people have theories and philosophies about life in general. There have been hundreds of thousands of books published by many different people on the ideas of people in the past and the present. Transcendentalism falls in amongst all of these ideas. There have been articles, essays, poems, and even books written about this subject. Transcendentalism has effected many people since the philosophy was first introduced. The idea was complex and hard to grasp forRead MoreInnovative Widgets Customer Service Plan1059 Words   |  5 Pages †¢ This is a statement of how you envision customer services being delivered in the future In five years’ time, Innovative Widgets will be the leader in customer service satisfaction, providing timely, responsive service with integrity, simplicity and a passion for excellence, while meeting or exceeding the customer’s expectations. Mission statement †¢ This defines what a company will do to achieve its vision. It may include the company’s functions, goals and philosophies The missionRead MoreInnovative Widgets Customer Service Plan1104 Words   |  5 Pages †¢ This is a statement of how you envision customer services being delivered in the future In five years’ time, Innovative Widgets will be the leader in customer service satisfaction, providing timely, responsive service with integrity, simplicity and a passion for excellence, while meeting or exceeding the customer’s expectations. Mission statement †¢ This defines what a company will do to achieve its vision. It may include the company’s functions, goals and philosophies The mission

Culture of New Zealand Free Essays

British and European Custom interwoven with Maori and Polynesian tradition. Maori tradition dominated the beginning of human existence in New Zealand and has stayed around even as the culture modernized. Maori established separate tribes, hunted and fished, traded commodities, developed agriculture, arts and weaponry, and kept a detailed oral history. We will write a custom essay sample on Culture of New Zealand or any similar topic only for you Order Now Regular European contact began approximately 200 years ago, and British immigration proceeded rapidly during the nineteenth century. Colonists affected the Maori tradition by introducing religion, technology, and the English language. European New Zealander’s, despite being far from Europe, kept strong ties to the â€Å"mother land. † These ties were weakened by the demise of the British empire and their loss of special access to British meat and dairy markets. More recently, New Zealand culture has been broadened by globalization and immigration from the Pacific Islands, East Asia, and South Asia. European and Maori remain the two largest ethnicities Maori and Kiwi: Language has evolved to two major languages, Maori and English. The two have influenced each other Maori demeanor: Maori are friendly and place great value on hospitality They are easy to get to know and will say hello to strangers. They often break into speech or song and even if they don’t know each other they may close conversations with a song. Maori will know the same songs so they are able to sing together even if they just met. New Zealand’s indigenous people (Maori) have tattoos covering their face. This art stands for warriors. Some New Zealanders are still representing these tattoos today. Kiwi demeanor: . New Zealanders are friendly, outgoing, somewhat reserved initially yet polite, and enjoy extending hospitality. . They are quite easy to get to know as they say hello to strangers and will offer assistance without being asked. . Because they do not stand on ceremony and are egalitarian, they move to a first name basis quickly and shun the use of titles. Kiwis dress casual. There are no dress codes in restaurants. Even business men may take off suit jackets and roll up shirt sleeves. Modern New Zealanders live very casually and laid-back. Environmentalism: Kiwis are extremely concerned with the environment and keeping their counties beauty. One of the major local issues is importing of predators. Boarder controls are very tight and there are huge fines for importing food or other natural products such as wood, cane, etc. The local attitude about the environment comes from the indigenous people, the Maori. . They believe that all things have a ‘mauri’ – a life force. Damage to this life force, or human attempts to dominate it, result in the mauri losing its energy and vitality, which affects the lives of people as well as the resilience of ecosystems. . Maintaining the mauri of the environment and ecosystem resilience are equally important for sustainable development Egalitarianism: New Zealand has no formal class system. They take pride in individual achievement and wealth and power are not extremely important. As a ‘welfare state’ unemployment and health benefits are available to those who cannot afford it. New Zealanders believe that everyone is equal regardless of race or social status. Etiquette: Traditional Maori greetings consist of a handshake and they often touch their faces to each other. Kiwi meetings are casual and move quickly to first names. Greetings consist of a handshake and a smile New Zealanders can be somewhat reserved with people they do not know. Rugby is the largest sport in New Zealand. The Kiwi (New Zealanders) are very competitive when it comes to rugby. The All Blacks are a favorite Rugby team. The all blacks have won 75% of games since 1903. How to cite Culture of New Zealand, Papers

Cults Essay Research Paper On November 18 free essay sample

Cults Essay, Research Paper On November 18, 1978, in a cleared-out spot of the Guyanese jungle, Reverend Jim Jones ordered the 911 members of his flock to kill themselves by imbibing a cyanide potion, and they did. It seems cultists were brainwashed by this megalomaniac Jones, who had named their jungle small town after himself and held them as practical slaves, if non populating living deads. Jones himself was found dead. He # 8217 ; d shooting himself in the caput, or person else had shot him. Is it plausible that more than nine 100 people took their ain lives volitionally, merely because he told them to? This paper will analyze facets of certain spiritual groups around the universe that have shocked us with similar types of behaviour. Most of these groups have been categorized into what we refer to as cults. While most of these new spiritual groups are highly inactive in their methodological analysis, it is my nonsubjective to look at those that have gone outside the boundaries of our norms and done such things as mass self-destruction and Acts of the Apostless of terrorist act. I will seek to understand how the leaders of these groups are able to carry members to give up all of their ownerships and in some instances their lives. What causes people to take themselves from their occupations, and households? A cult is any group of people who surround themselves around a strong authorization figure. Cults, like many other groups, effort to spread out their influence for the intents of power or money. However, to accomplish these terminals, destructive cults employ a powerful mixture of influence and misrepresentation over members and new recruits. Using methods such as brainwashing, thought reform, and mind control. A successful transition into a destructive cult removes a individual # 8217 ; s former individuality and replaces it with a new one. This is where the new member accepts all of the beliefs of his new group and a new individuality is created. However one time a member of the group, any divergence from the cult leader # 8217 ; s instructions is purely out. Individuality is suppressed, and capable to fear and intuition of everyone around in the group. What could do people to fall in such groups when it is common cognition that these groups are known to travel against the norms of our society? Many of those who study these groups say that people tend to be more susceptible to use in times of major alteration and crisis. During the 1960s there was an detonation of these new spiritual groups such as the Hare Krishna and Transcendental Meditation. A decennary subsequently, the human possible motion emerged, learning self-awareness and consciousness enlargement. Groups with soi-disant s like Charles Manson, David Koresh, and Marshall Applewhite have flourished, learning impending day of reckoning, utilizing mixtures from Christianity, millennialism and even science fiction. Most of those who join these groups, do non fall in them with the purpose of going a cultist, they are normally seeking a new spiritual group, or a self-help group, looking for some betterment in their lives. It is the group that they join that drama on the single # 8217 ; s insecurities and giving them some sense of order and a ground for their being in the universe. There have been many spiritual groups that have caught the medias attending with their aberrant behaviour such as the members of Jonestown. Here are some other illustrations that will exemplify the complete laterality that the leaders were able to keep over the members of the cult. David Koresh # 8217 ; s Religious group, known as the Davidian is one of the more familiar cuts during the past decennary. On February 28, 1993, Storm Troopers of the ATF tried to come in the Branch Davidian compound in the outskirts of Waco, Texas, where David Koresh and his followings had set up their oasis. The compound was stockpiled with arms that were to be used for a holy war that the had claimed would be coming shortly. David and his followings vowed there would be no resignation. For 51 yearss at that place was a draw between the cult, and the ATF. The Judgment Day prophesier promised to convey forth an apocalypse for all those with him in the compound. When the ordeal over 90 people were dead. Many of the subsisters blame the U.S authorities for their onslaught on the compound and have since launched a million dollar case. Marshall Applewhite believed that a UFO would come to the planet and pick up him and his followings. When the ship did non get when expected he and 39 of his followings committed self-destruction with the cult belief that they would lift to run into a infinite ship in the sky How could 39 intelligent people be so misled by a baffled cult leader anticipations seemed destined to neer turn out? The group known as the Heaven Gaters died in three displacements over a three-day period. 15 cultists died the first twenty-four hours, 15 the 2nd and the staying nine the 3rd twenty-four hours. As one set of cultist ingested the toxicant, a deadly dosage of Phenobarbital assorted in with pudding and/or apple sauce and chased with a shooting of vodka, they would lie down and another cultist would utilize a plastic bag to rush up the death. A scarily anal-retentive mass self-destruction, the cultist would clean up after each unit of ammunition of killing. Before the last two killed themselves, the y took out the rubbish go forthing the rented sign of the zodiac in perfect order. Desiring to be helpful even after dead, all organic structures had some kind of designation. Queerly, though, they besides had five-dollar measure and alteration in their pockets a nd little bags neatly tucked under the fingerstalls and beds. Applewhite was non merely able to convert his members that self-destruction was their lone option, before this he had all of the work forces castrate themselves, in order to stamp down their sexual desires. Exemplifying the complete control he had over his followings. Charles Manson, the boy of a teenage, bisexual, alcoholic, cocotte was the poster-boy of institutional life. Before he was 35, he had spent more than half of his life incarcerated During the late 1960 # 8217 ; s he built himself a hareem of immature adult females by praying on the castawaies of society. At its highest degree his cult had over 30 immature adult females who truly believed that he was god. With an uneven reading of the Beatles # 8217 ; song # 8220 ; Helter Skelter # 8221 ; Charles believed that a war of the races was coming in which the inkinesss would win. However one time this war was over the inkinesss would necessitate person to demo them what to make, and Charles would be the true leader of the new universe. During his reign Charles had his members commit nine slayings. Who # 8217 ; s ferociousness still shock us today? Even during his test members were outside of the courthouse carving Hakenkreuz in their brows, in order to mime their leader. The Order of the Solar Temple is the closest illustration that I have been able to happen. This group came to visible radiation on October 5, 1994, when 53 members committed murder-suicide at the same time in Switzerland and Canada. The two known leaders of the group, Luc Jouret, a Doctor, and Joseph di Mambro, a affluent man of affairs, were among the dead in Switzerland. Research workers have been seeking to happen out who took over from the Jouret and Di Mambro. Gallic constabularies say the new leader could be Michel Tabachnika, a Swiss orchestra music director. The music director has denied imperativeness studies that he is a cult member, nevertheless, his married woman died in the 1994 murder-suicide rite in the Swiss small town of Cheiry. The cult seems to give great importance to the Sun. Their ardent ritual murder-suicides are meant to take members of the religious order to a new universe on the star # 8220 ; Sirius. # 8221 ; To help with the trip, several of the victims, including some kids, are shot in the caput, asphyxiated with black plastic bags and/or poisoned. Luc and Joseph wrote, in a missive delivered after their deceases that they were # 8220 ; go forthing this Earth to happen a new dimension of truth and absolution, far from the lip services of this universe A 2nd mass self-destruction ritual occurred about a hebdomad before Christmas in 1995. On December 23, on a distant tableland of the Gallic Alps constabularies found 16 charred organic structures arranged in a star formation with their pess indicating to the ashes of a fire. Like the rites of 1994, they all died by knifing, suffocation, hiting and/or toxic condition. Their organic structures were burned to a chip as portion of a cleansing ritual. A hebdomad before detecting the organic structures, Swiss and Gallic governments suspected the worst when the 16 cult members disappeared from their places. Some left behind handwritten notes showing their purposes of perpetrating mass self-destruction. One of the notes stated: # 8220 ; Death does non be, it is pure semblance. May we, in our interior life, find each other forever. # 8221 ; Two of the dead were the married womans and boy of Gallic ski title-holder and millionaire oculus wear maker, Jean Vuarnet. In March 23, 1997 five more dead organic structures were found in a burned house owned by Didier Queze, a member of the Order, in St. Casimir, Quebec. The organic structures of four cultists, Didier, her hubby and another twosome, were found in a bed upstairs positioned in what may hold been intended to be the form of the cross. The female parent of Didier was found dead on a couch downstairs with a plastic bag over her caput. Unlike earlier self-destructions in which grownups killed their kids, the three teen-age kids of the cultist twosome were spared In all of these instances it has been shown that these people were clearly moving out of their normal behaviour. But how is it possible for these s to take take such control over there members. Many feel that the modern cults provide its participants with a degree of societal support and credence that compares with what they may happen in their atomic household. Cult activity, is frequently which is defined as direct contact with the Godhead, bring forthing a sense of belonging to something profound and of being a person. The modern cult may be viewed as a group that gives its members an individuality and a sense of significance in a universe that has someway failed to supply them these things. With over 3000 destructive cults in the U.S. claiming over 4 million members, it seems that there may merely be more problem to come with these new spiritual organisations starting up about out of nowhere. Their leaders seem to pray on the vulnerable and lonely. Possibly doing them to act in a mode that would non be in their normal behaviour. I am non proposing that all of these spiritual groups are menace to our society. In fact I believe that these self-help groups are an plus to the people that they help. However problem arises when the leaders of these groups lose control, demanding complete and entire obeisance. It is rather apparent that one individual # 8217 ; s cult may be another individual # 8217 ; s faith, and history has proven that yesterday # 8217 ; s periphery group may be tomorrow # 8217 ; s mainstream faith. All of our popular spiritual groups one time started every bit out as a cult at one clip or another.

Organisational Group Behaviour

Introduction Organisational group behaviour comprises of a wide array of topics ranging from sociology, psychology, management, to communication among others. All these elementary principles are critical to the formation of an effective group. This area is a dynamic concept that has received a lot of attention because the various theories regarding organisational group behaviour are somewhat novel in their application in this context.Advertising We will write a custom research paper sample on Organisational Group Behaviour specifically for you for only $16.05 $11/page Learn More As such, the theories have existed for quite a long time, for instance, the vital quality of communication as an icebreaker in any relationship, but their specific application to an organisational context requires further expertise. Numerous theorists have attempted to piece together what necessary elements are requisite in achieving this desirable intricate balance, and most of these theorists have ended up writing books that are too complex for lay managers and group leaders. Subsequently, readers and authors alike are in the quest for a simplistic explanation of what comprises organisational behaviour, as well as analogous case studies and real-life examples of how to apply this knowledge. Based on this background, this paper seeks to use the publications of two â€Å"more comprehendible† authors, Ian Brooks’ â€Å"Organisational Behaviour: Individuals, Groups and Organisation† (13 Nov 2008) and John Hunt’s â€Å"Managing People at Work: A Manager’s Guide to Behaviour in Organisations† (1 Apr 1992), to provide a better understanding of organisational group behaviour concepts and theory. Structural context There are several possible entry views to organisational group behaviour. One such view bases its arguments on the time factor and classifies its discourse within the modern, symbolic, and postmodern view. This view is a very general theory as the finer elements as motivation and communication are lost in the attempt to categorise organisational behaviour into periods. Conversely, another view subdivides its discourse into a bi-pronged format comprising of macro and micro organisational behaviour.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Under this view, micro-organisational group behaviour focuses on the dynamics of relations between individuals in groups within a particular organisation, whereas macro organisational behaviour focuses on the wider perspective of inter-organisational and inter-industrial relationships of organisational groups. It follows that this dimension is the preferable view within the context of this paper because the second dimension, (macro) builds on the theories observed with the first (micro) as they are similar but applied on a wider scale. As such, loo king at the macro level simply expounds the initial theories while introducing minimal additional information that becomes significant at the macro level. Both Brooks and Hunt use this perspective in their textbooks, and this aspect assists the reader in further understanding the concepts they are building. Principle-agent problem and the Incentive Theory (motivation) This theory is a cocktail of both human resource and management theory and is expounded by both Brooks and Hunt. Conventionally, the incentive theory is one among the variety of motivation theories such as Maslow’s Hierarchy of needs, equity, and the attributive theory. It posits that human beings need some form of incentive that arouses their desire to achieve a certain envisioned goal. Brooks opines that the motivational force ought to direct the subjects and maintain their concentration upon the attaining of the goal, otherwise the force would be ineffective and the goal would remain elusive. Hunt builds on t his opinion by referring to the misguided notion of monetary gain as an incentive. He asserts that money alone cannot maintain an individual’s focus on achieving some goal; moreover, he observes that other extrinsic factors such as the work environment and labour gratification are key players in maintaining motivation. However, a study conducted by Fehr and Gotte (2007) indicates that monetary rewards are the major driving forces of improved performance. In this context, Brooks fails to categorise work places and appreciate the fact that in some organisations especially in developing countries, workers would rather work under abusive conditions than to lose their only source of income, something that Fehr and Gotte highlight clearly in their study.Advertising We will write a custom research paper sample on Organisational Group Behaviour specifically for you for only $16.05 $11/page Learn More Laffont and Martimort (20012) also note that monetary rewards remain at the top in the hierarchy of employee motivation. In today’s capitalistic market place the majority of workers just want to have money, lots of it and thus money remains a key motivation element. Industrial Revolution Brooks and Hunt discuss this concept although in different dimensions. The industrial revolution is responsible for the diversification of labour and the labour market. It follows that individual group members have possibly invested in human capital to attain proficiency in a variety of tasks. Consequently, organisational groups are often infiltrated with diverse individuals with just as diverse skills; therefore, organisations in need of those skills find themselves at a risk of losing priceless talent and profits if they are incapable of managing the organisation’s staff as per the optimal standards. Brooks states that, on-the-job trainers invest millions each year to internal educational programs meant to qualify employees and employer s to the specific or customised needs of various task forces. However, he adds, such investment can easily turn into loss statements if the firm does not set its house in order in terms of the other elements necessary to retain group satisfaction. He suggests that organisational group behaviour in the 21st century has since shifted from the scientific approach theory that only required leaders to identify the objectives then appoint customised members to fulfil their respective related obligations. Instead, it has shifted in line with human relations approach, which was a result of the Hawthorne studies that determined the significance of group norms on human behaviour and work output. Beyond that, the decision making approach that alludes to principles of opportunity cost comes into play and asserts that for optimal results, group members should be in a position to sacrifice decisions that would not yield optimal conditions for goal achievement when making goal-oriented decisions.A dvertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More He further states that for such a decision to be made, loyalty to the group is necessary, and that there exists several ways of earning such loyalty including achieving group-member buy-in, which refers to feelings of ownership in the desired objectives that group members are required to achieve. There are several possible ways of accomplishing this starting with involving members in decision and strategy design. Building a comprehensive group culture that the members identify with, as a constant during turbulent times, also helps along the turbulent journey to achieving loyalty in a group. Additionally, it is important to ensure that in appointing duties, the process is equitable and uniform in order to avoid social loafing, which refers to the tendency of some group members taking a spectator approach leaving the majority of the tasks to more competent members. In an attempt to counter this element, Hunt holds that there should be specification of tasks for each group member, to e nsure that every group produces results necessary for the comprehensive conclusion of the task. He also suggests that members should be motivated so that they do not feel dispensable and this aspect requires the delegation of equally challenging tasks, which require effort and cooperation to achieve. Hunt introduces the Neo-Human’s relations school concept that is fit for the modern organisational group due to its allegiance to various famous theories, especially Maslow’s hierarchy of needs. As such, members will work optimally if all five levels of human needs, viz. psychological, love, safety, esteem, and self-actualisation are met. He adds that the self-transcendence tier that Maslow added to his hierarchy near death also requires attention, as in his opinion, this tier underscores the inexorable force behind the success of philanthropic successes. Additionally, he suggests theory Y dimensions of management by asserting that members inherently act responsibly while on a task and that the role of leadership is to ensure that they achieve their individual goals through working on the organisation’s objectives. Hunt favours theory Y and states that it carries the mark of true leadership in any organisation to get the employees to work as if they were building their own personal business, while working for the organisation. This concept builds on Brooks’ buy-in concept. Nevertheless, Bobic and Davis (2003) note that theory Y has many inherent weaknesses, which underscore why many firms have failed miserably in the contemporary market place; therefore, they insist that theory X would work best for these firms. Stewart (2010) echoes these sentiments and states that while theory Y might underscore one of the best management techniques, it is not applicable across board and thus it might score poorly in some cases. Communication Communication is a vital element of any group’s dynamics and it comes into play when any task is to be executed. Communication in a group can be categorised into two basic faucets. First, there is the leader-member communication that transcends the vertical structure of the group and is made manifest in case a new task is to be achieved. Groups should set up forums for discussing new responsibilities among members including the best implementation technique, and when there is participation at this initial stage of decision-making, the transition into the new policy becomes smoother. Secondly, the significance of confidentiality of shared communication cannot be overemphasised. The concept of assessment results is a sensitive issue especially if it is internal and members are required to evaluate each other. Assessors should be sensitive to malice as this element can adversely affect the report done on a member. As organisations continue to market free and open communication, whistle blowers find themselves in jeopardy of losing their employment or its equivalent in the form of their status at work among peers. Therefore, it is critical to guarantee that their complaints shall be handled with utmost confidentiality and ethical means in order to foster free disclosure and raise the ethical standards of the organisation. Linked to this concept is the management of unethical conduct. Brooks suggests that any viable organisation should put in place some structured methods of dealing with unethical behaviour within its ranks, and that such a method should be applied uniformly and persistently regardless of who the victim may be. This, he adds, shall be instrumental in inspiring confidence among workers due to the predictability of the system. Group leadership Through job design, praise, constructive feedback, and goal setting, a leader can motivate members to perform better. As concerns goals, SMART goals, viz. Specific, Measurable, Attainable, Realistic, and Time bound goals are very effective. Leadership marks a point of divergence between Brooks and Hunt as the la tter’s idea of ideal leadership is one that orders and controls member behaviour to achieve organisational goals, whereas Brooks prefers leadership that advances member interests and manages to accomplish organisational objectives simultaneously. As per Brooks, such leadership is characterised by extrinsic features of openness such as open offices and regular assessments of performance aimed at improving member’s prospects of advancements. This argument disappears from Hunt’s notion of a visible gap between the management and human resource departments of an organisation, which features leaders receiving blatant displays of an appreciation for their status in the form of fringe benefits and accolades. Whereas both authors drive a poignant point, this paper insists that, a less-obvious gap between the two groups is more favourable. However, Schermerhorn, Hunt, and Osborn (2000) note that it is important have clear-cut boundaries defining who is in charge because in the absence of such a distinction, anarchy or chaos could easily emerge and thus lead to the disintegration of a group. Conclusion This paper has briefly compared and contrasted the views of two famous authors of organisational group behaviour in a contemporary concept. It has analysed several areas of interest including motivation, the industrial revolution its impact on organisational groups, communication, and leadership. Both authors are commendable in their brief yet very comprehensive analysis of group behaviour, and the credibility of each other is somewhat reaffirmed when one’s views complement the other’s. However, Mr. Brooks is more convincing of the two and this paper has capitalised on his superior positions on group behaviour. Reference List Bobic, M Davis, W 2003, ‘A Kind Word for Theory X: Or Why So Many Newfangled Management Techniques Quickly Fail’, Journal of Public Admin. Research and Theory, vol. 13 no. 3, pp. 239-264. Fehr, E Gott e, L 2007, ‘Do workers work more when wages are high? Evidence from a randomised field experiment’, American Economic Review, vol. 97 no. 1, pp. 298-317. Laffont, J Martimort, D 2001, The Theory of Incentives: The Principal Agent Model, Princeton University Press, New Jersey. Schermerhorn, R, Hunt, J Osborn, N 2000, Organisational Behaviour, Wiley, New York. Stewart, M 2010, ‘Theories X and Y Revisited’, Oxford Leadership Journal, vol. 1 no. 3, pp. 81-87. This research paper on Organisational Group Behaviour was written and submitted by user Shania Kerr to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sula Essays - Sula, Boobies, Sulidae, Different Kinds Of Tenants

Sula Essays - Sula, Boobies, Sulidae, Different Kinds Of Tenants Sula Is "Sula" a tragic novel? I think it is. Because Sula grows up in an unusual family and many tragedies happen during her growth. Those kinds of tragedies we can even see it at the very beginning of the story. "Eva had married a man named BoyBoy and had three children: Hannah, the eldest, and Eva, whom she named after herself but called Pearl, and a son named Ralph whom she called Plum." (32) After five years of their marriage, BoyBoy left Eva without leaving anything except $1.65, five eggs, three beets, and three children. "She was confused and desperately hungry." (32) Sometimes, she will get help from her neighbors in the Medallion town. In one middle of December, Plum stopped having bowel movements. Eva tried her best to save his life. Two days later, she left all her children with her neighbor and left the town. Eighteen months later, Eva returned with one leg. "First she reclaimed her children, next she gave the surprised Mrs. Suggs a ten-dollar bill, later she started buildin g a house on Carpenter's Road, sixty feet from BoyBoy's one-room cabin, which she rented out." (35) From here, we can see that there is a tragedy after the leaving of BoyBoy, Eva has no choice and becomes desperate. She leaves the town and sells her leg to support the family. We also see that Eva loves Plum. Hannah is the mother of Sula. She married to a man called Rekus who died when Sula was about three years old. Sula was staying in the big old house with Eva until she left the town after her best friend, Nel's marriage. It is rather peculiar because in the big old house, there are different kinds of tenants and there are many male guests playing around in that house. There are Dewey boys and Tar baby. All of them are staying in the house because Eva takes them in. From that, Eva earns respect from the community because she benefits the homeless. It is also very strange that he Dewey boys originally are different young boys. But they always mix up themselves in front of people. Therefore, they always mess people up. There is a lot of male guests in the house because "'With the exception of BoyBoy, those Peace women loved all men.' 'Hannah simply refused to live without the attentions of a man, and after Rekus' death had a steady sequence of lovers, mostly the husbands of her friends and neighbors.' '? Sula came home from school and found her mother in the bed, curled spoon in the arms of man' '? taught Sula that sex was pleasant and frequent , ...'" (41, 42, We can see that from here Sula is growin g up in a disorder and chaos family. In 1920, another tragedy happened. Plum returned from the war and became drug addicted. At one night, Eva went to his room and burned him up. She burns him up because she has to kill him before the drug totally destroys her son. "She demonstrates a deep and abiding love for Plum that when she saturates him in kerosene and strikes a match, we accept her heinous crime as an act of desperation born out of love." (Melby 76) From this point, we can also see that Eva is controlling everything on her own hand. As she feels that she has sacrificed herself to save the family. Her children have to do everything that she wants them to do. Sula is growing up in this family with disorder and chaos. However, her best friend, Nel, is totally different from her. Nel's mother, Helene Sabat is the daughter of Creole whore. In Helene's early childhood, she stayed with her grandmother for sixteen years. Then, she married to Wiley Wright who was a seaman. He will only be at home three days out of every sixteen. Therefore, Nel stays with her mother most of the time. "'Helen's hand the girl became obedient and polite. Any enthusiasms that little Nel showed were calmed by the mother until she drove her daughter's imagination underground.' 'Helene Wright was an impressive woman, at least in Medallion she was.'" (18) Although these two

Characteristics of a Business Partnership

A partnership is a voluntary association between the partners that is based on a contract. The life of a partnership is limited by agreement or by the death of incapacity of a partner. Normally, each partner can act as an agent of the others partners and commit the partnership to any contract within the apparent scope of its business. All partners in a general partnership are personally liable for all the debts of the partnership. Limited partnerships include one or more general partners plus one or more (limited) partners whose liabilities are limited to the amounts of their investments in the partnership. The risk of becoming a partner results in part from the fact that partnership characteristics include mutual agency and unlimited liability. The initial investment of partnership assets is recorded by debiting the assets contributed at the fair market value and crediting the partners’ capital accounts. A partnership’s profits or losses are allocated to the partners according to the terms of the partnership agreement. The agreement may specify that each partner will receive a given fraction, or that the allocation of profits and losses will reflect salary allowances and/or interest allowances. When salary/ or interest allowances are granted, the residual profit or loss usually is allocated equally or on a stated fractional basis.When a new partner buys a partnership interest directly from one or more of the existing partners, the amount of cash paid from one partner to another does not affect the total recorded equity of the partnership. The recorded equity of the selling partner (s) is simply transferred to the capital account of the new partner. Alternatively, a new partner may purchase an equity interest in the partnership by investing additional asset in the partnership. When this occurs, part of the new partner’s investment may be credited as a bonus to the capital accounts of the existing partners. Also, to gain the participation of the new partner, the existing partners may give the new partner a bonus whereby portions of the existing partner’s capital balances are transferred to the new partner’s capital account.When a partnership is liquidated, losses and gains from selling the partnership assets are allocated to the partners according to the partnership profit – and – loss – sharing ratio. If a partner’s capital account has a deficit balance that the partner cannot pay, the others partners must share the deficit in their relative profit and loss sharing ratio.

Community Project that is Hand Washing Education from Kindergarten to Term Paper

Community Project that is Hand Washing Education from Kindergarten to 3rd Grade - Term Paper Example diseases which might be caused due to improper hand-washing practices, a plan needs to be proposed for creating awareness within the Carroll community and also would involve a number of definite activities. Each activity will be highly focused towards demonstrating the significance of hand-washing for the kindergartens and grade 3 children within the various areas of the community. A large number of proposed events will be executed in different locations which would entail school and community based programs with respect to creating awareness concerning the needs of hand-washing for the children within the Carroll community. Kindergarten significantly refers to the education program intended for the children in their preschool periods. The proposed planning for providing educational program related to the significance of hand-washing will include certain activities for the kindergarten till grade 3 children across the Carroll community. The proposed plan will involve certain objectiv es such as, general information that is when to wash hands, the actual process of washing hands along with the use of appropriate soap and liquid materials and miscellaneous information regarding prevention of probable diseases (Harris County Public Health & Environmental Services, 2008). General Information The general information of the awareness program will include various information and impacts related to germs which give rise to a number of physical ailments. With this concern, the hand-washing education program for the kindergartens in the Carroll community will highly focus to deliver the information regarding the negative influences of the germs. The awareness program will be focused to provide information on various communicable diseases to all the government as well as privately... This paper stresses that the hand-washing education program can be considered to be one of the foremost exercises for the kindergarten children to keep them away from the adverse affects of bacterial and other infectious diseases. With this concern, the program will be beneficial for this segment within the Carroll community in order to educate them towards fighting against the germs which are hidden in the skin. The hands are measured to be one of the major carriers of various types of germs from other person or environment to the body. Hands can pick up microorganism from objects that are touched by other persons which might create a vulnerable condition for the human body. Therefore, an appropriate process of hand-washing can be highly considered to be necessary in order to prevent various types of germs that are transferred from the environment or any other subjects. This report makes a conclusion that the hand-washing education program for the kindergarten to grade 3 children can also be considered as one of the major steps for communicating the significance of hand-washing along with the other major issues that might get prompted due to non-washing or inappropriate washing of hands. However, it is also important to address a standard health need along with an effective support of the stakeholders in terms of conducting hand-washing education program for any community.

How the Hip Hop Music Culture Spread Into Eastern Countries Essay

How the Hip Hop Music Culture Spread Into Eastern Countries - Essay Example Through the mandatory learning of the modern English language in Eastern countries during the 80s, to the technological revolution, including the accessibility of the internet and television, hip-hop music has been embraced, as well as evolved, within the East, as well as the rest of the world. Hip hop music originated in the United States of America in the 1970s, primarily in the â€Å"Bronx† in the state of New York in New York City (History, 2011). Though America, back then, was a for the most part considered to have a â€Å"white† majority, with many of its most successful business people being â€Å"white†, hip-hop music was actually created primarily by the African-American and Latino-American cultures (History, 2011) who chose to share their hard life and street experiences as a â€Å"minority† in a primarily â€Å"white† society through the use of â€Å"street poetry†, or â€Å"rap† music, if you will. The rhythm, rhyme and out rageous party themes of hip-hop/rap became so overwhelmingly popular that it drew crowds of all races and ages, especially the youth. However, in several of the Eastern countries, the lack of exposure to the genre caused a delay, especially in Europe, of its acceptance and evolution. Once introduced in America; however, it wasn’t long until the business people of America, regardless of the question of morality or immorality of its themes, realized that hip-hop music and the African-American and Latino-American cultures had the power to make music that could be marketed for a horrendous profit. Underground hip-hop artists and various rappers and â€Å"hip hopsters† began recording and distributing music across America. Though hip hop/rap music was not considered mainstream American music, the artists and their investors were making profits off marketing the â€Å"underground† releases.  

Internet Small Computer System Interface Essay Example for Free

Internet Small Computer System Interface Essay A heterogeneous network of both IP-based SAN’s and FCP-based SAN’s should be setup based on a standard naming convention in order to facilitate communication between the client applications and the SAN which stores information. The network architecture should ideally be setup using a naming convention which is simple and precise, whilst facilitating communication between all of the network resources. This technique is based on having a convention which links a variety of technologies together as well as other resources seen on a network. A heterogeneous network consists of various network nodes with various protocols and operating systems in operation together. In the case of a Storage Area Network (SAN), the various operating systems in use on the network need to be able to see the remote storage volumes as if they are locally attached, therefore speed is essential to the successful working of a SAN. The use of a descriptive naming convention is also important as it means problem identification can be made easier and helps to minimize operator errors on the network. There are a number of protocols in operation on every network, and the need for an efficient protocol for SAN use is paramount. The current options for running a SAN are to use standard TCP/IP protocols namely the Internet Small Computer System Interface (iSCSI) protocol, or to use a specific protocol called FCP which usually operates over bespoke fiber infrastructure. These protocols are different in the way they operate, however can in fact be used together to improve the performance of a SAN. A naming convention suitable for a TCP/IP based network is very different to a naming convention for an FCP based network. TCP/IP is a network protocol which is used for communication between resources on a standard LAN, however FCP is a protocol which sends SCSI commands via a fiber optic cable to remote storage devices. The iSCSI protocol allows various network storage resources to be identified and used over standard network protocols, which requires compliance with the standard network naming policy, yet which enables the specific nature of their operation to be identified. Naming conventions for the LAN and SCSI storage devices should comply with standard network naming conventions. The servers and iSCSI devices which operate on a network should be been named in compliance with a standard policy and should be unique on the switch fabric of the network. Standard SAN naming conventions should be created with a few factors in mind, each component should be named based on its physical location, what it connects to, which database it is used by, and another unique field of identification. Naming conventions are important because they can save administrators time and effort, and must be created whilst considering many factors. Initially there must be a system whereby network names are created centrally and uniquely so that duplicate records are not made. This naming approach must be consistent throughout the network, and it must be applied across the entire organization regardless of location or operation. This element of the naming convention helps to prevent the duplicity or confusion of network names and is required to enable a high performance network to operate. This issue is not so important when dealing with an FCP-based SAN, because the devices are connected by a separate network of fiber which cannot usually be accessed by resources on the standard network which do not use specific applications or databases. In conclusion the operation of a storage area network relies on speed and an efficient and effective naming system which is able to be managed, diagnosed and repaired where necessary in the simplest and most cost effective way possible. This must be done consistently when using the standard TCP/IP protocol, however specific FCP SAN protocol allows for a much simpler convention.

Essay --

â€Å"Awaking on Friday morning, 20 June 1913, the South African Native found himself, not actually a slave, but a pariah in the land of his birth† (Gish 18). Desmond Tutu is one of the greatest rabble-rousers for peace that there ever was. He maintains huge political and religious influences even to this day. Most people in South Africa and many more countries hear his voice. His impact on fixing the apartheid system in South Africa was a major one. This apartheid system was very segregated towards whites and blacks in South Africa. Blacks were being forced to move to so-called â€Å"homelands.† The blacks had very little land to live with such many people. These people were being oppressed only because they had a different skin color then white people. Despite growing up in the poverty of South Arica, Desmond Tutu used his religious and political influences to help black South Africans that were being segregated by the government of South Africa. Born is Klerksdorp, Transvaal, South Africa, Desmond Tutu was born under the name Desmond Mpilo Tutu. He attended multiple schools throughout his life, including Johannesburg Bantu High School. Tutu’s father was a schoolteacher while his mother was a domestic worker. Nowadays, Tutu rarely discusses his ethnic roots. While Tutu was in his early years, the government passed the Natives Land Act. Less than eight percent of the country was dedicated as â€Å"reserves† for blacks. The black peoples only had this land to live off of. On top of this, Desmond caught polio as a young kid. Polio is a very deadly disease, so hid life hung by a thread. Luckily, he survived but with long-lasting effects. To this day, his hands still shake due to having polio as a kid. â€Å"Life was actually quite full. It was fun†¦al... ... and degrees in his lifetime, and the Nobel Peace Prize was one of them. This among many other medals shows his influence on the world. Desmond Tutu grew up in the poverty communities of South Africa. He overcame this to become on of the most influential man through both religion and politics. He can make his voice louder than many others, and he can voice his opinions throughout the world. He holds a major role in the religious community, having been archbishop in many places. Many strong and powerful government officials believe what Tutu has to say, and they voice his opinion through politics. Desmond Tutu is still alive today. He still strives to help the world become a better place. He was a major key in fixing the South African apartheid system. Maybe even without him, that system would still be present today. Desmond Tutu is a very influential and great man.

19th and 20th Century Gender Expectations in Literature Essay

The late 19th century produced a myriad of successful authors, poets and play-writes that often incorporated the local customs, traditions and expectations of the time (and perhaps their own experiences) into their work. A fact of the times, even into early 20th century, is that women were not equal to men and the expectations of women were not equal as well. This point will be illustrated by comparative analysis of two separate forms of literature: Tristan Bernard’s humorous play I’m Going! A Comedy in One Act, and Kate Chopin’s short story â€Å"The Story of an Hour. † Authors can use plays, stories or poems to bring us into their world, and through imagination we can connect with them, if only briefly, and enjoy their point of view and what they are trying to convey. Through their writing, they are actually giving us a look at history and through that snapshot of time we can see the differences between society’s expectations then and now. Tristan Bernard’s (1866-1947) I’m Going! A Comedy in One Act (1915), (Clugston, 2010a), is a play set in Paris about a married couple (Henri and Jeanne) who on a Sunday morning are trying to decide how they are going to spend their day. Henri wants to go to the races but he wants Jeanne to stay home, though she wants to go with him, or to see her friend (Clugston, 2010a). The theme of the play is one of distrust and manipulation, as each truly wants to spend the day on their own, and at the end of the play that is exactly what they do (Clugston, 2010a). See more: Analysis of Starbucks coffee company employees essay In this play, Bernard uses the setting of the stage and symbolism to convey to the audience a sense of separate desires of the couple starting with the opening scene when Henri and Jeanne enter and sit on opposite sides of the room (Clugston, 2010a). Bernard, in fact, used symbolism in many of his works, and exploited the psychoanalytical technique to draw his dramas together (Degasse, 2008). What one really has to look through the mist to see, however, is how Bernard incorporates society’s expectations (or double standard) of women in  Paris (and throughout the world, really), though in a humorous and dramatic style, into the play. One has to keep in mind that the male audience of that time probably had the same attitude and beliefs as the character Henri, and though it may have been viewed as right or wrong, women were expected to be subservient and obedient while the male was allowed further freedoms. Henri wants to goes to the races alone, and ultimately, that is what he does while Jeanne stays home, but let us look deeper at the play and uncover the nuances that show the inequality of the times and how Bernard conveys that conviction. After Henri and Jeanne’s initial entrance and they set down, the first thing that happens is Henri makes a comment about how every Sunday the weather is nice until noon, then its cloudy and rainy or there is an advancing thunderstorm (Clugston, 2010a). This verbal observation of the weather may be a metaphor and actually provide two meanings; one is that it is in fact rainy and Henri is setting a negative atmosphere for Jeanne who expects him to take her out for the day, and the other could be the weekly Sunday dilemma of Henri trying to go to the races without Jeanne. The rainy, or soon to be, day also sets a tone of despair, but provides Henri with an excuse to go to the races alone and save him and his wife the additional cost of a carriage in order to avoid the rain, and additional cost of a ladies ticket (Clugston, 2010a). In truth, it is just a manipulation of the circumstances for Henri to try to dissuade Jeanne in joining him at the races (Clugston, 2010a). Then in Bernard’s I’m Going, A Comedy in One Act (1915), Henri recommends a promenade (a walk) with his wife instead of accompanying him to the races and Jeanne responds â€Å"Yes, up the Champs-Elysees together! And have you looking daggers at me all the time! Whenever I do go with you, you’re always making disagreeable remarks. † Henri responds with â€Å"Because you are in a bad humor – you’ll never give me your arm. † (Jeanne called him on his bluff, because he really doesn’t want to take a walk either), (cited in Clugston, 2010a, 1. 1. 26-29). She has no real intention of going for a walk with him as she did not intend to go to the races, but does not want to see him go alone to the races and enjoy himself alone, either. This is another example of manipulation; her manipulating him and vice versa, and starts the back and forth farce of both supposedly wanting to spend the day together when they really do not (Clugston, 2010a). When Jeanne decides Henri can go to the races alone because she intends to go see a friend, Henri decides he will stay at home and not go to the races (Clugston, 2010a). This is an obvious representation of the husband not trusting the wife, and even though she has given sanction to him to proceed, he abandons all intentions to leave because of his suspicion of her meeting with her friend and also perhaps meeting another man. The deception between both characters is obvious at this point in the play but not obviously clear as to why. Though we know by this point that Henri’s intention has always been to go to the races alone, it is not yet clear why Jeanne reacts the way she does. Is it that she is abused, or expected to stay home alone while Henri goes to the races, or does she have her own nefarious agenda, or both? Finally, and after much back and forth ruse of both characters, Jeanne decides to stay at home alone and lets Henri leave for the races alone, only to delight in the fact that she can spend her afternoon working on hats and enjoying chocolate at home as detailed immediately after Henri departs for the races in Bernard’s I’m Going! A Comedy in One Act (1915), (cited by Clugston, 2010a, 1. 1. 81-185): (Waits for a moment, listens, and hears the outer door close, then rises, and goes to the door at the back. She speaks to someone off-stage) Marie, don’t go before you get me a large cup of chocolate. Bring two rolls, too. Oh, and go at once to my room and bring me my box of ribbons and those old hats. (She comes down- stage, and says beaming) What fun I’ll have trimming hats! Throughout this play Jeanne is expected by Henri to stay at home while he enjoys the afternoon alone, and despite the opposition Jeanne gives him, she eventually desists and Henri has his way while she is left at home. This is an excellent example of how women were treated by their husbands then as compared to how most men and women interact today. There was probably no other recourse for the character Jeanne but to resolve herself to some enjoyment at home with her hats, and chocolate, and rolls. It could be argued that that is what she wanted all along, that she only wanted a reassurance that her husband loved her, but probably not, more than likely she simply had no other choice than to occupy her Sunday alone as best as she could and succumb to her husband’s wishes. There stands some ambiguity as to whether they really love each other, or if Jeanne is simply stuck and cannot get out of the situation she is in. Sixteen years earlier than the play by Tristan Bernard discussed above, but in the same era of male dominance, Kate Chopin (1850-1904) wrote several short stories and novels which also depict the sexist plight of women in her time and the choices they had to endure in order to survive, including quite possibly domestic violence in a time when no recourse was available (Tate, 2000). Unlike Bernard, who was a renowned writer at the age of 25, Chopin was considered a feminist, and as a young widow who had to raise six children alone when she lost her husband to swamp fever, she eventually succeeded by turning to writing and was widely accepted in the southern United States literary circle (Tucker, 1996). Much of her writing incorporates her own life experiences and tribulations, such as â€Å"The Awakening,† (1899) which depicts a 19th century woman who is adulterous, but maintains her strength and individuality despite of what society thinks about her (Tucker, 1996). It is of little doubt that Kate Chopin was of the same opinion and character of many of those characters in her stories. According to Leary (1968), much of her writing â€Å"Speaks of marital unhappiness and of dangers which lie in wait for people who do as they want to do without concern for other people† (p. 60). Kate Chopin’s â€Å"The Story of an Hour† (1894), (Clugston, 2010b), is written clearly and succinctly leaving little room for ambiguity or misinterpretation. Chopin’s direct style of writing draws the reader in quickly and gives immediate insight to what is happening and what the feelings of the characters are, thus increasing the understanding of what the author is trying to convey. Like Bernard, Chopin uses symbolism and tone to enhance the (in this case) imaginary setting to further the reader’s experience. Unlike Bernard, Chopin’s form was short stories and novels instead of plays to be performed in front of live audiences. It is also important to look at Kate Chopin from a biographical/historical perspective to realize Chopin has also used life experiences as a basis for some of her characters: in this story Mr. Mallard has reportedly been killed in a train accident, while in reality Kate Chopin’s father really was killed in a train accident (Tucker, 1996). According to Seyersted, (cited in Kelly, 1994, p. 332), after critiquing â€Å"Athenaise,† he states that â€Å"In spite of its ‘happy ending,’ this tale is, on a deeper level, a protest against woman’s condition. Seyersted is undoubtedly referring to women’s struggle at that time for equality with men. Closer comparison of this story with Bernard’s play will bring to the surface many similarities of the uphill struggle women of this era endured and how it is depicted and evident in our literature. In Chopin’s â€Å"The Story of an Hour,† the main character, Mrs. Mallard receives word at home that her Husband had been killed in a train accident, she was distraught and crying, and when this subsided, she retires alone to a large armchair facing an open window in her room (Clugston, 2010b). This initial reaction to her loss seems fairly normal up to this point in the story, but then the Narrator describes what Mrs. Mallard sees, smells and hears from the open window, using symbolism and tone to describe a renewal in life, as described in Chopin’s â€Å"Story of an Hour,† (cited by Clugston, 2010b, para. 5): She could see in the open square before her house the tops of trees that were all aquiver with the new spring life. The delicious breath of rain was in the air. In the street below a peddler was crying his wares. The notes of a distant song which some one was singing reached her faintly, and countless sparrows were twittering in the eaves. As the story unfolds, Mrs. Mallard feels an emotion coming to her which she initially cannot identify, but ultimately does identify it; it is relief and a sense of a newfound freedom (Clugston, 2010). But why would she feel this way now unless she felt oppressed or abused when her husband was alive? A better description of what Mrs. Mallard had endured under her Husband’s rule and what she imagined the future to hold is stated in the story: â€Å"There would be no powerful will bending hers in that blind persistence with which men and women believe they have a right to impose a private will upon a fellow-creature† (cited in Clugston, 2010b, para. 14). The Author is speaking to the reader about this issue in 1894, a very bold and controversial statement for a time in which women were not expected to behave this way. Nearing the end of the story Mrs. Mallard finally accepts her newfound freedom and rejoices to herself â€Å"Free! Body and soul free! † (cited in Clugston, 2010b, para. 19), only to be persuaded out of her room by her sister and lead downstairs just as her husband comes through the front door, he was in fact not dead after all (Clugston, 2010). Mrs. Mallard died upon seeing her husband though the doctors said it was heart disease (earlier in the story it does mention she had a weak heart), (Clugston, 2010). One has to wonder though, did Mrs. Mallard die from heart disease or is this another symbol the Author uses to express Mrs. Mallard (or any oppressed woman) would rather die than give up her freedom and individuality? Tristan Bernard’s I’m Going! A Comedy in One Act is a play written by a man in France sixteen years after Kate Chopin’s â€Å"The Story of an Hour,† which is a short story written by a woman in the United States. Though there are differences in the Authors, origin, form, audience or reader, some compelling similarities exist; the time they were written (1915 & 1894, respectively), that both Authors incorporate issues of the time into their work, and perhaps most importantly, they both display the subservient, oppressive place which women are expected to take in the 19th and 20th centuries.

Book Review: War! What Is It Good For?

Putting 100 years in respective and compare the 100, 200 million people died from a population of 10 billion which makes a percentage of 1 to 2 who died violently. Those born in the 20th century are lucky as the average of violent death is 10 times less compare to those born in Stone Age. This text has one of the greatest paradoxes of human history as it states that war has made the world much safer now. War Is considered as a massive murder and claiming that it has a positive consequence In not right, but the author argues to It as the philosopher Thomas Hobbes once concluded the same In the 1640 urine the English Call war.Archeology has shown that people has been killing themselves for about 50000 years and their population Just Increase by twice but during the Ice age 10000 BC where there were less wars, the plant and animal multiplied themselves at a very high rate. Before 10000 BC all humans had been hunters and after 10000 BC human started farming. Later something unusual happe n, the stronger started to include the weaker into larger societies. Slowly from Egypt to Peru many were adopting this method.The stronger understood that to cake lager societies they need to make a stronger government and this was done by suppressing violence among the subjects. Those who govern stop killing the well behaved as they are easier to govern and taxed that those who are violent thus, this has resulted into a 90% decrease in violent death. It Is true that not all government is good at delivering peace. Dictators Like Heelers, Stall's, Mass and Did Malls, tend to shoot, stave and gas a lot of people to make things done. Thus war has made states and states have made peace.War may not be a pleasant way of making larger and useful societies but it was the only way that human have found. The author argues that if conflicts could have been argued and resolved by discussion, human could have greatly benefited from it. The author added that people uses war as a way to make gover nment. The larger and safer the societies the richer the government. Peace can result in economical growth. So in a way war has enriched the world. The author concluded that somehow war has been beneficial as it has brought bigger societies, stronger government and bring peace and prosperity in the societies.Nowadays, people live twice as those in 10000 years before. War has not Just bring peace and wealth but also made us good at fight more efficiently organized and bigger destructive weapons. Book Review: War! What Is It Good For? By perplex The atrocity of war cannot be overstated but, Ian Morris gives a different view about it. In 1945, mostly 100 million people died and the nuclear war begun. Between the First World War and civil war it is said to be the worst but also the best time of states that war has made the world much safer now.War is considered as a massive ruder and claiming that it has a positive consequence in not right, but the author argues to it as the philosopher Thomas Hobbes once concluded the same in the 1640 during the English Civil war. Archeology has shown that people has been killing themselves for about 50000 years and their population Just increase by twice but during the ice age 10000 BC where there were less wars, the plant and animal has resulted into a 90% decrease in violent death. It is true that not all government is good at delivering peace. Dictators like Hitless, Stalin, Mass and Did Mains, tend to

Vietnam Currency Protectionism Essay Example

Vietnam Currency Protectionism Essay Example Vietnam Currency Protectionism Essay Vietnam Currency Protectionism Essay Vietnam’s determination to devaluate its currency by 5 per cent last hebdomad to protect itself from undervaluation of the Chinese renminbi. and the disquieted response from Thailand and other Asiatic states. suggests the move towards planetary trade struggle may already be unstoppable. As one group of states seeks to derive or keep trade advantage by pull stringsing their currencies. the historical case in point suggests that states that are non able to devaluate will react with trade protection. particularly duties and other barriers. and planetary trade will endure. In the 1930s many. but non all. major economic systems imposed Draconian restraints on trade which aggressively contracted international commercialism and about surely slowed the planetary recovery. It was widely understood so that the prostration in international trade would merely decline the crisis. and yet states. seeking to protect their ain places. jointly engaged in behavior that left them worse off. American economic experts Barry Eichengreen and Douglas Irwin late published a paper analyzing the roots of the post-1930 rush in protection. They argue that during the 1920s and shortly after the oncoming of the 1929 crisis. several states abandoned the gilded criterion and engaged in beggar-thy-neighbour competitory devaluations. These states later experienced rapid betterments in their trade balances and suffered much less from the depredations of the planetary contraction of the 1930s. But others. most evidently the US and European gold bloc states. were aggressively constrained in their ability to set their currencies. These states suffered much of the brunt of the accommodation as imports became more competitory against their domestic industries. particularly in relation to states that were less constrained. These were besides the states that were most likely to fall back to what the writers call the second-best accommodation mechanisms – duties. import quotas. exchange controls. and so on. The exchange rate government and economic policies associated with it were cardinal determiners of trade policies of the early 1930s. they wrote. States that remained on the gilded criterion. maintaining their currencies fixed against gold. were more likely to curtail foreign trade. With other states devaluating and deriving fight at their disbursal. they adopted such policies to beef up the balance of payments and fend off gold losingss. That should non surprise us. In a universe of undertaking planetary demand policymakers were concerned non merely with steps to hike domestic demand but besides with steps that allowed them to get a greater portion of foreign net demand. The easiest manner to make this was by devaluation. But states that were unable to realine their currencies remained under force per unit area to happen alternate ways of assisting their domestic industries. They resorted to duties and import quotas. The same thing may be go oning once more. Of class no currency is any longer tied to gold. so there is no state whose ability to devaluate. as in the 1930s. is limited by a committedness to keep gilded para. But there are states whose abilities to pull off their currencies are however badly constrained. The US dollar. for illustration. is widely believed to be overvalued. particularly in relation to the currencies of Asiatic states. Because of monolithic intercession by Asiatic cardinal Bankss. nevertheless. it is turn outing about impossible for the dollar to set sufficiently. except against drifting currencies such as the euro. This creates a similar job for Europe. Although few analysts believe the euro to be undervalued against the dollar – so. most believe it is more likely to be overvalued – it is however forced to bear the brunt of US dollar accommodation by farther grasp. This means that both the US and eurozone states suffer from currency intercession and competitory devaluations elsewhere. with small room to set. What can the US and Europe make? If Messrs Eichengreen and Irwin are right. they are likely to fall back to the same second-best options available to them as states locked into overvalued gilded exchange rates in the thirtiess. They will raise duties or otherwise intervene straight in trade. and it is pretty clear already that as US and European choler over currency misalignment grows. the resort to protectionism is besides turning. About everyone agrees that a universe that retreats into direct and indirect signifiers of trade protection is a universe that is worse off and likely to retrieve more easy from the planetary crisis. But the fact that everyone seems to hold on this point should non still our concerns. In the 1930s. it was besides good understood that the crisis would be exacerbated by immersing international trade. This did non halt a descent into protectionism which put the Great into the Great Depression. Once once more it seems we are traveling to do the same error. States that can spread out their portion of planetary demand by competitory devaluations are seeking to make so. States that can non will about surely see more direct signifiers of intercession. We should worry. Without serious planetary co-ordination. in which the US and Europe forswear protectionism in exchange for important grasp of undervalued currencies. lifting duties appear inevitable.

A Group Decision-making Technique in the Marketing Project Team Case Study - 25

A Group Decision-making Technique in the Marketing Project Team - Case Study Example More importantly, the project team would have employed a critical analysis technique in decision making. This means that the group members should have lost their individuality and the possible psychological intimacy barriers that would have existed among them and as a result give objective critique to the contributions of each member. Moreover, the project group should have come up with criteria for evaluating the decisions made (Chen and Kyaw-Phyo 37). This is important because it would have enabled the most creative ideas which were in conformity with the needs of the client company to be included in the final decision about the design and presentation of the advertisement. The technique of evaluation in decision making would have also helped the group to select the best idea through a group cohesion approach and equal participation in the evaluation and decision making. As a result, dissimilarity would have been achieved in the implementation of the decision. Collaborative communication would have been employed by the project team to ensure effectiveness and conformity of the marketing idea with the norms and needs of the client company. Active participatory communication should have also been used by the project team (Lee 210). This means that all members of the team should have been given a chance of communicating their idea elaborately and hence leading to the evaluation process. Participatory and collaborative communication should have been used by the group in the evaluation process so that the teamwork process would have cohesively reached the idea that was in conformity with the set criteria and purpose of the project. Because active participation in communication was not used, it was only Conner who had the chance of communicating his idea to the team. Derek was passive in the communication process and as a result, his idea of the advertisement was not presented to the group regardless of the fact that this idea was very congruent with the needs of the client and the image the company wanted to portray to the market.

Global and Substantive Revision Coursework Example | Topics and Well Written Essays - 500 words

Global and Substantive Revision - Coursework Example The analysis directed in the paper initially gives a statistical snapshot of ration within the American population affected by obesity. Additionally, the theoretical aspects towards the food consumption trends are listed showcasing the change in food tendency since the year 1990. This occurrence is progressively documented towards a dedicated and oriented future population that exercises healthy eating habits. The key argument in the paper although lacks a broad and exemplified demonstration of how the proposed approaches for solving the unhealthy eating habits would improve and promote healthy eating trends. For example, the development of healthy foods via the use of technology ought to have been thoroughly emphasized on through the use of instances like food processing plants or industries. The sources and evidence material used in this paper are appropriately referred to within the text of the document. The sources effectively fulfill and facilitate the conveyance of information to the reader through aiding them to achieve a better understanding of the opinion highlighted in the paper. The introduction described requires a clear and well defined subjective statement with original text expounding on the main topic of the paper. The information in the paper is directed towards the general population with the main aim of offering positive advice to the emergent trends and the suitable or healthy foods to consume as an individual. The paper categorically addresses the trends in human food consumption form the past to the present backed up with duly accredited sources that aid in further illustration of the prevailing eating trends. The organization, arrangement and general formatting of the information require review in order to offer a more presentable, informative and good looking paper. Certain section so of  the paper requires reconsideration in order to provide feasible and neat content that a reader would find interesting.  

Alshareef_ENVM510_M4GradedAssign Assignment Example | Topics and Well Written Essays - 1250 words

Alshareef_ENVM510_M4GradedAssign - Assignment Example Different types of bias that exist result in mistaken estimates of the exposures’ effects on the risk of the disease. In epidemiological studies, researchers encounter two types of primary bias: the selection bias and the recall bias. The selection bias arises where the relationship between the exposure and the disease is very different for those who participate in the study than for those who would be theoretical eligible for the study but do not participate. The common consequences for the bias in selection are the difference between exposures and outcomes for those who are eligible and for those selected for the study (Yarbro, Wujcik & Gobel, 2011). For instance, in the study, the difference in the number of people available for study and those targeted is quite significant. The estimated population exposed to benzene was 9,024 but only 3,249 participants were located. According to Friis & Sellers (2009), illnesses and death are possible reasons for this. This is most likely to result in inaccuracy. Recall bias results when the participants recall past exposures inaccurately. If the participants were not able to recall benzene exposures clearly, the results would be invalid. Some participants may also lie or choose to exaggerate the exposure levels for financial gain. Moreover, the methods used in collecting data may lead to inaccurate results if they had some errors. In the study, a misdiagnosis of people with leukemia or those exposed with benzene would occur. When the method of estimating the associations between leukemia and the exposure is inaccurate, the result would be either an under-estimation or over-estimation of the actual association (Yarbro, Wujcik & Gobel, 2011). According to â€Å"Threats to Validity† artcile (2013), â€Å"The prediction of the potential sources leading to selection bias is one way of reducing the

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News brief - Essay Example In the past two years, the small businesses have increased steadily by 16%. This is attributable to the laws and regulations in the economic sectors. The government is awarding loans at exceptionally low interest rates to encourage investment in the small and medium enterprises. In the state of the nation address by the president, there were assurances to reduce the cost of doing business so that more individuals can venture into small businesses. The performance of small businesses in America is incredibly excellent. This is because of the affordability and availability of goods and services by the entrepreneurs. The impact of these businesses is exceedingly significantly on the entire Americas economy. Along with the above point, the small businesses are doing exceedingly well because of their capacity to acclimatize to the varying trends in the market. In America, most of the exporters are the small and medium businesses. The businesses provide massive employment opportunities and offer affordable goods and services to the customers. The quality of goods and services produced by the small businesses is high vis a vee those produced by the large firms. This explains why the products are doing excellent in the market. The government has reduced the cost of licensing the small businesses so that they can motivate people and make it an alternative means of employment and investment. Small and medium enterprises in America accounts for 52% of the work force in the country. The small businesses are increasing by 2%, and the employment rate is increasing by 6%. In 2012, 56% of the net export in America was accounted for by the small and medium enterprises. This is because they produce goods that are affordable by most people outside America. 38% of America’s gross domestic product is contributed by small businesses. According to small business administration, it

Expatriate Management in MNCs as Knowledge Management

Expatriate Management in MNCs as Knowledge Management Expatriate Management in MNCs as a Form of Knowledge Management and its Applicability in Reduction of Soaring Turnover Rates: a Case Study Approach Abstract This dissertation in International Human Relations addresses the potential of expatriate management as a tool of knowledge management and its applicability to the reduction of turnover rates in a global economy. Companies today cannot survive and prosper without some form of globalisation. When an appropriately planned expatriate program is utilised, the flow of information supports knowledge transfer, which can enhance the entire functionality of the company. The specific vehicle for knowledge transfer will be cross-cultural training, with its generalisable lessons for the global corporations. In this research, the case study approach is utilised along with the study of archival materials. After extensive research into the United States Peace Corp and its handling of expatriates, Tyco Flow Control/KTM Company of Japan and Electrolux of Sweden, supported by an extensive review of current literature, this dissertation reaches the conclusion that the decision on whether or not to use expatriates and in what fashion they should be used must be based on a combination of the needs of the company and the companys organisational structure. Expatriation is expensive and companies should plan for success if they intend to utilise an expatriate program. However, the knowledge gained from the study of expatriate programs can be successfully utilised to mange the spread of knowledge throughout the organisation and to develop interventions, which will lower the overall rate of turnover within an organisation. Certainly, we cannot afford to ignore these lessons. Chapter One Introduction 1.1 Chapter Introduction There are a number of challenges involved in the development of multi-national corporations (MNCs) in todays era of globalisation. Increasingly the trend has been for companies to utilise expatriates on tasks that are critical to the companys operation or continued success. MNCs use expatriates for a number of reasons. In general, the perception exists that it is easier to control an employee from the home office, carefully chosen and indoctrinated in the companys culture. Thus, the concept of corporate control plays a large role in the selection and the use of expatriates, but it is certainly not the only reason. Many times, expatriates have specialties that the company believes it can export when developing the global market. In addition, expatriates who have been thoroughly trained in the companys procedures can be very valuable during the process of entering new markets and setting up the office and administrative under structure that inevitably follows such expansion. Human resources management inevitably becomes more complex in an international venue. Companies must consider not only the corporate culture and the national culture of their home country, but also the national culture of the country or countries which they are expanding into. Expansion into other nations also brings with it a myriad of laws and regulations that may well conflict with the home countrys laws or rules. The situation becomes more complex with each additional field office or subsidiary that the company acquires or develops. 1.2 Context There is a great deal of research that suggests that the way companies manage their human resources contributes to whether or not the company will succeed or fail (Tung, 1984). International human resources management can make or break a new expansion, and poor management of expatriates within established MNCs can send the company into a crisis. Companies must be able to communicate with their employees and to coordinate actions, activities, and regulatory compliance between a number of corporate and governmental entities. Failure to do so successfully can affect the bottom line of any multi-national corporation or company, and can destabilise a company that is not experienced in dealing with international human resources. Financially, there is a great deal at stake for the MNC which utilises expatriates. The obvious cost, of course, occurs if the project that the expatriate is assigned to fails. Such a significant financial blow can, as pointed out, destabilise a company. There are many other costs associated with expatriate management, however, that may not be obvious on the surface. Employees must be recruited into the programme and trained. Their families should receive training regarding the area of assignment. Moving or relocation costs are significant even if the family travels light. Many companies provide housing assistance in the country of assignment, and trips back to the home country on a scheduled basis. All of these expenses add up. One additional expense that must be considered is the replacement of the employee who enters the expatriate programme. If the employee is already a member of the organisation, his or her transfer to a foreign office will leave an internal position that must be filled. MNCs must also consider the ramifications to the company if their expatriate behaves in a fashion that the host country members consider improper. The amount of ill will that can be generated throughout the host community can be nearly incalculable. Even though it is an indirect cost, it can be as devastating as a more direct financial loss. Even in the best of cases, when the expatriation fails without loss of business and the expatriate returns quietly to the home base, the expatriate may leave the company. When this happens, the company loses a valuable employee and the investment that went along with that employees training. When the problem of failed expatriation is looked at from these perspectives, it becomes clear that the financial repercussions may be greater than they appear at first glance, but the loss of money is only a small part of the overall problem of expatriate loss. Indeed, the operation of the entire organisation can be threatened, along with the investments from the companys stakeholders and employees. This provides a great deal of impetus for investigation of the issues related to expatriate management and reduction of turnover both nationally and internationally. In the past, one might make the argument that expatriates and local employees are not in the same category. After all, expatriates face other cultures on a routine, day to day basis. As a matter of fact, they are immersed in their home culture. As Hofstede (2003) points out, every culture defines its own version of being socially correct. These constraints govern how cultures do business. It has become big business to help companies and individuals understand the different ways that host companies interpret what we may consider average, day to day gestures. The various governments recognised this concept long ago. Virtually every country provides some form of training in culture applications for ambassadors and members of the state and foreign service divisions. Nevertheless, business has been slow to adopt that concept. Even when MNCs recognise the need to provide this training, they may not fully understand the impact that the difference in culture has on the employee. The employee generally travels with family, and it is as important to acknowledge that family members and their success at adaptation have a large input into whether or not the employee adapts successfully. Thus, MNCs that fail to include all the family members in a culture immersion programme fail in their handling of expatriates. Today, all companies operate in a multi-cultural environment. Even small mom and pop operations are exposed to customers, suppliers, or regulators who are from other cultures. Nearly every country is now a cultural melting pot of residents, and those that are relatively homogenous still have influx from visitors and tourists. While it is easy to downplay the importance of a single tourist who has wandered off the beaten path, it is impossible in this day and age of modern technology to estimate the importance of that single customer. Placed in context, an unfortunate interchange with an individual who turns out to an important stakeholder in his or her professional community can be devastating. Attitudes of employees to customers or suppliers can cause supply chains to dissolve, large numbers of customers to disappear, or contracts to be cancelled. In a sense globalisation has caused a return to small town front porch mentality where everyone either knows everyone or knows his or her cousin. The Internet and global communications offers such anonymity that it is now possible for a companys largest customer to conduct a surprise visit and not be recognised. Given the right – or wrong – circumstances, the impact on business can be devastating. It is this concern, the concern for the international aspect of all business today, that ties together large MNCs and small, at-home operations and cautions us to develop a greater understanding of other cultures, whether we manage expatriates, or merely serve customers in our tiny walk-in. How a company treats its customers and stakeholders affects the survivability of the business, and retention of well-qualified and well-trained employees is part of that survivability, especially when it relates to cultural aspects of functionality. This paper, then, addresses the system of business that relates to intercultural communication and impacts management of expatriates as well as the home office. At the present time, there is a great deal of research that shows the difficulty that expatriates face on assignment and on repatriation, and there is significant research that indicates that cross-cultural training offers possibilities for helping these employees adapt. There is a gap in the research between these issues and the types of cross-cultural training that may lead to a decreased turnover rate. Additional research may be most helpful. When we review what types of cross-cultural training may be most useful, there is also indication that successful expatriates who return from assignment and remain with their companies may be able to add to the knowledge base of successful adaptation. It is this concept that successful expatriates contribute to knowledge management that I address in this research. Successful management of this knowledge may contribute not only to a lowered turnover rate among expatriates, but may offer suggestions to how business can lower the turnover rate overall. I suggest the concept that expatriate management tends to overlook one extremely important concept: that turnover EVERYWHERE is extremely high, and it will be no different in the expatriate population if we treat regular employees in the same manner that we treat expatriates, assuming the expatriate programme is successful. Thus, development of a plan to manage and retain expatriates has great generalisability for the companys population as a whole with regard to retention. This concept has been touched on in the available research but is not fully developed. A work developing this concept can truly add to the field. 1.3 Aims and Objectives The aims and objectives of the research will be to explore why some MNCs are successful at increasing retention of expatriates and what role cross-cultural training plays in that success; to explain the steps that successful MNCs take in utilising the knowledge they gain in working with expatriates as a form of knowledge management, and to describe how this information can be utilised by other companies to lower the overall general turnover rate. A number of research questions evolved that will be useful in determining why some companies are so successful with expatriates while others are not. The questions will guide the research: How do some MNCs lower the rate of turnover of expatriates? How do companies that lower the rate of turnover of expatriates utilise what they have learned as a form of knowledge management? What role does cross-cultural training play in successful retention of expatriates? What is the generalisability of the success of expatriate management in the MNC as a form of knowledge management and its application to the reduction of soaring general turnover rates? 1.4 Rationale The overall turnover rate of employees throughout the world is soaring. The problem is particularly high in America. The cost to companies of employee turnover is so high that one sometimes wonders how the companies stay afloat. At the same time, there are a number of difficulties with expatriate management. As the rate of expatriate attrition increases, so does the cost to the multi-national company in both financial terms and in terms of morale. In researching problems with international human resources management, particularly problems associated with the management of expatriates, a link between increasing rates of general expatriate turnover and generally high rates of employee turnover seemed to present. Gaps in the research indicate there must be more research into the process of repatriation and knowledge management, for this is the point at which the greatest knowledge exchange back to the company in terms of cultural knowledge should occur. Research must determine what contributes to success repatriation and why some expatriates choose to terminate contracts early. All of these areas will be investigated. The next step, then, is to investigate why some companies seem to manage expatriate programmes successfully, and why some programmes fail. By reviewing successful expatriate management, we may learn general lessons of human resources management that may well contribute to the base of knowledge for the reduction of overall turnover rates throughout the working world. 1.5 Methodology Qualitative research seeks to address the why and how of occurrences, making it ideally suited for a project of this nature. Though there are many forms of qualitative research, two forms seem particularly applicable to the nature of this investigation. A literature review will be conducted, of course, to place the state of the knowledge of expatriate management in the context of general management of human resources. An archival investigation, however, will take and utilise the literature review as a starting point. Through a thorough investigation of archival materials available, additional research information will be gleaned. The case study method will also be utilised to investigate three specific multinational companies or organisations that have had a great deal of success with the expatriates that they managed. Case study approach allows me as the researcher to concentrate on details that might otherwise be overlooked in a traditional literature review. Archival review materials will also contribute to details of the case studies. 1.6 Chapter Outline Chapter One of the dissertation consists of an introduction to the study and places the study in context, the aims and objectives, rationale, and methodology of the paper are reviewed. Chapter Two reviews literature related to the topics of international human resources, expatriate management, turnover, and knowledge management. The literature review presents various perspectives of the research topic and reveals how previous researchers have investigated the topics. The literature review is expected to reveal gaps in the research and suggests areas that this research will explore. It is guided by the aims, objectives, and research questions, but can also provide an indication for modification of those aims, objectives, and questions if changes are needed. Finally, the chapter provides a framework for the overall research. Chapter Three discusses methodology of the research and details the strategies that were undertaken during the research, including data collection methods and methods of analysis. Methodology describes methods that were utilised to conduct the research and defines the reasons they were selected. Chapter Four provides the analysis or the synthesis of the research. It ties together the research questions, the theories behind the research, and the methods of doing the research. Finally, in a good research project, the analysis will actually raise questions that will be guidelines to future research in the field. Chapter Five details the main findings of the paper, gleaned from the analysis, and describes how the results are similar to prior research, but also how they differ. The contribution of the research to the knowledge base of expatriate management and reduction of general turnover rates will be provided, and the limitations of the research will be defined. Suggestions for future research will be provided and ways to reduce limitations of future research will be discussed in the context of the experience of myself as the researcher for this project. The paper will be concluded with a bibliography of works utilised in the preparation of the paper, and if necessary, supporting materials will be provided in appendices. 1.7 Chapter Summary This chapter has set the stage for the research project and dissertation. The subject matter was introduced, and the study was placed in context of international business and human resources. The aims and objectives of the research were described and the rationale for the dissertation was produced. A summary of the methodology of the paper was provided, and a chapter outline of the work was also presented. In summary, Chapter One set the stage for the research and provided an overview of the project. Chapter Two Literature Review 2.1 Chapter Introduction Today, all companies have retention problems (Ramiall, 2004). In 2005, the United States had an overall turnover rate of employment of 23%. Companies face fierce competition in the quest to retain employees (Mitchell, Holtom, and Lee, 2001). Hay (2002) reports that in the past 10 years, employee turnover increased by 25%, making the problem of retaining employees the number one employment problem in the United States (Kaye Jordan-Evans, 2000). With a shortage of potential labour until approximately 2012, the pool of qualified and available labour is small, making the problem of retention much more intense. Clearly a need exists to lower the rate of turnover in companies. While the presented references above are in evidence of a turnover rate in American companies, the issue is global, especially in this day of large multi-national companies. The problem is, perhaps, even more pronounced with expatriates due to the large amount of money it takes each MNC to recruit, train, and support expatriates and their families. A retained expatriate can be an asset to the company; a lost expatriate represents a significant financial drain. It makes sense, then, to explore how expatriates can be retained, and to utilise the knowledge gained to lower the overall turnover rate of the company, thereby increasing retention and decreasing costs. Retention of expatriates contributes to the companys knowledge management capacities and to retention of trained employees in the MNCs, and cross-cultural training seems to offer one of the most promising avenues to encourage retention of qualified employees. The literature review served as a basis of study during the preliminary phases of the project and was supplemented a great deal in the final paper. As the research developed, it was clear that there were many avenues that needed to be explored to gain a holistic understanding of the issues relating to international human resources management and successful administration of expatriation programmes. Through the course of the initial review of the literature, a link became clear between lessons learned by companies that have successful expatriation programmes and companies that could utilise this knowledge in lowering their turnover rates. All businesses today, it is clear, have a multi-cultural aspect that must be addressed. The issue then becomes how multi-culturalism will be addressed and how knowledge gained from successful expatriation can contribute to the overall knowledge of successful MNCs (Sizoo, Plank, Iskat, and Sernie, 2005). This project will help bridge the gap between l arge MNCs with offices in other nations, and smaller companies that may benefit from their knowlege. 2.2 Importance of International Human Resources Management Tye and Chen (2005) state that capturing and maintaining a competitive advantage is not the most important issue for many organisations. At its lowest common denominator, the purpose of business is to make a profit. Friedman (1970) even argued that business has a social responsibility to make a profit for its investors. Friedman argued that business leaders needed to do whatever it takes to acquire and maintain that profit. Tye and Chen (2005) point out that there is now a general consensus that larger companies must operate successfully on a global level in order to capture and maintain the competitive advantage which leads to profit. As businesses have an increasingly international role, how to manage the people in the business on a global scale becomes a huge challenge (Lee and Liu, 2006). Businesses cannot operate without people, despite an increasing dependence upon technology. In order to retain people, there must be adequate human resources management systems. For large international companies, then, the human resources managers and their systems must aim towards acquiring and maintaining people who are competent not only in business, but in functioning in the international environment (Liu and Lee, 2006). For many years, the tendency was to believe that management was the same whether the company being managed was in the managers home country or a foreign land. This universal approach to management is considered an ethnocentric approach (Dowling and Welch, 2004), in which the values established in a corporations home country are the values that predominate through every field office. In this form of management, all of the practices of the business stem from practices and values of the home office, and all of the employees that become managers in field offices are hired and trained at the home office. While this approach offers certain advantages (for instance, the level of corporate control), it is not the most beneficial model of operation if one hopes to expand the business significantly in the targeted areas of other nations (Kuhn, 2000). Indeed, as Kuhn points out, ethnocentric organisations have essentially no advantage in local market areas. What difference is there between a human resources manager that deals with employees within the bounds of one nation, and one that deals with international situations? The basic difference is that when dealing with international human resources issues, the level of complexity between the rules, regulations, and operating mechanisms between different countries can be overwhelming, especially when more than one group of national workers is involved (Dowling and Welch, 2004). The difference may well be less pronounced in the nations of the European Union, where laws and operating regulations have been standardised to a degree, but national identities of workers complicate the issues. Indeed, even strong cultural identification roles can impact the path that international human resources managers must take. In addition, employees who will be fulfilling an expatriate role must be carefully matched to the job. In 1998, Stone suggested that the selection of expatriate employees is much more difficult than selecting personnel who will remain in the home office. This contention, however, is one of the concepts that will be investigated in the research. While Dowling and Welch argue that the selection of expatriates with personal issues such as low capacity to adapt, poor emotional stability, or bad attitude leads towards failure of the match to the expatriates job, one might argue just as easily that a bad attitude, immaturity, and refusal to adapt are indicative of poor selection of any employee, not just an employee who will be expatriated. It may seem simplistic, but a good, stable expatriate employee will make a good employee. On the other hand, a good employee will not necessarily make an adequate expatriate. It is this rule that led to my decision to explore a potential link between expatriate retention and retention of the average employee. Sizoo et al. (2005) concluded that adequate c ross-cultural training of any employee in a MNC greatly increases employee effectiveness and can lead to increased promotions and pay raises, which cut turnover rates. The argument could also be made that the same would apply in smaller companies, especially those in areas with a high cross-cultural population component. An expatriate who has negative attitude, poor emotional stability and maturity, lack of language ability, and a low level of adaptability also is a poor choice in host nations, where the chance of culture shock already exists (Dowling Welch, 2004). 2.3 Turnover Todays companies are faced with the prospect of continually replacing employees who have left the company. The cost of turnover is high both in direct turnover rates related to the physical process of hiring and firing and in the indirect rates of education, checking of the references, and so on. The costs are even higher if the member that leaves is a member of the expatriates, or if the member has recently repatriated at cost to the company. Thus the company cannot afford to keep replacing employees from a financial cost and a morale cost. Some turnover is caused by tension with management while other turnover is caused by having unclear job expectations. Increasingly in the international arena employees leave because they do not understand what they have to do to get ahead, or they feel they followed the companys directions and are still not appreciated for the service they have rendered. Peter Senge has identified three types of leaders: the peer leader, the line manager and the executive. Each one works to help build collaboration, to educate staff, and to strengthen the company culture. Teamwork and teaching should be utilised as a method of advancement (Senge 1990, 1996) and it is in this way that the expatriate can be particularly utilised. These employees can become leaders, and be promoted to management in the future. 2.4 Four Approaches to Management Orientation What exactly constitutes a multi-national company? Loosely defined, it is a corporation or large company that provides goods and/or services in more than one country. The MNC may have operations in a fair number of other countries. To be able to supply goods or services across national lines, the company must have significant resources. Thus, MNCs by their definition have access to a great deal of money or financial backing. The company is financially able to acquire the goods, services, and personnel acquired to function at a high level. To put it bluntly, companies with large budgets can purchase the best; few people would argue that a multi-national company as large, for example, as Wal-Mart, will have an operating budget larger than some small companies. Given that many companies have budgets that can buy the best, why is the expatriate failure rate so high? Black and Mendenhall (1990) pointed out that over 40% of all assigned expatriates return home early, and the expatriates that remain in the host nation, only 50% function effectively. Does the failure of the expatriate lie solely in the personality and training of the individual expatriate? Some evidence suggests that failure may be associated with the approach to management that the multi-national organisation chooses. Management approaches in multi-national companies can be polycentric, ethnocentric, geocentric, or electocentric. Each of the four models is discussed briefly below. Polycentric The polycentric approach to management utilises the belief that managers in host countries know the best way to approach work within their country and are the most familiar with effective ways to manage businesses within their country (Banai and Sama, 2000). Companies that adopt this attitude have generally concluded that all countries are different and that local subsidiaries should adopt policies and practices that are appropriate locally and are under the direct supervision of local managers from the local area (Banfield, 1998). Kuhn (2000) states that polycentric organisations offer the greatest local control to subsidiaries, which can be a tremendous advantage when the local manager is effective and savvy to local culture, customs, and business operations. Polycentric models are sometimes referred to as multilocal models, or even a multidomestic organisation. Ethnocentric As pointed out earlier, ethnocentric management embodies the concept that the home office manager knows best, regardless of the circumstances or culture of the host office. Dowling and Welch (2004) characterise this as a universal approach to management and believe that the main advantage of this form of management is the level of control it offers the MNC. Another advantage of this mode of operation, however, is that it presents the company with a more homogenous approach to business: no matter which office one is in, things are done the same way; managers are selected for the same reasons regardless of the location, and promotional paths remain the same regardless of where one transfers. Kuhn (2000) states, however, that this mode of operation is a distinct disadvantage if one a company wishes to expand operations in the host company. It offers no benefits when dealing with the local population, and may well be a disadvantage in terms of understanding local procedures and cultural impacts to business. Geocentric In the geocentric mode of operation, the company makes the decision that no one culture or organisation is better than another. Instead, the company concentrates on operating in as culture-free a manner as possible. Every effort is made to have a central control system, combined with a high level of standardisation. The organisation itself encourages all office to participate in decision-making based on a global rather than local context (Myloni, Harzing, and Mirza, 2004). Geocentric organisations offer one huge advantage: they are able to hire the best person for the job, without regard to nationality or national location. According to Kuhn (2000), the geocentric mode of organisation offers the best local advantage, along with the polycentric mode. Companies that embrace the geocentric view are sometimes referred to as borderless, or transnational. Electocentric / Regiocentric This model, also known as transregional model, is a model of globalisation that combines the geocentric model with the polycentric model. Companies that adopt this model of operation will frequently develop into a global or geocentric model of operation. In this mode, managers are hired locally and may be transferred within a general geographic region. The region tends to be fairly independent of the home company and does enjoy a certain amount of autonomy. This mode offers most of the benefits of the geocentric model. 2.5 Other Views of Management Approach Goshal and Bartlett (1998) present a different few of management approaches of multinational companies. They define the approaches as multinational, global, international, and transnational. In their definition, multinational companies decentralise and tend to regard their overseas offshoots as separate business acquisitions with their own autonomy