How Long Should A College Essay Be?

How Long Should A College Essay Be? Should a crisis occurs in the classroom, students should have their phones on hand to make a call. If a student has a child, he or she may need a phone in case of a medical emergency. If the student is on call for work, he or she will need access to a phone. The list of exception-worthy scenarios is endless. The primary argument supporting cell phone control in the classroom is the fact that phones can be distracting. Keep your thesis short and limit your supporting points, since you always need to set aside plenty of room in your essay for introspection. Use our free and easy online tool for counting characters, words, sentences, paragraphs and pages in real time, along with keyword density and reading level. Always think about your audience when writing a scholarship essay. What organization is issuing the scholarship, and how can you tie that into your writing? What is the underlying information they want to learn from your essay? guments against cell phone control typically focus on safety concerns. No matter which side of the argument you choose, you should acknowledge the other angle and negate those statements. As you will see below, we remark on why some students may not want cell phone usage policies. We will also suggest how to get around those concerns. Students should be permitted to keep their phones in their bags, pockets, or other belongings as long as the phones are on silent in class. Vibrate settings may be permitted if the instructor does not believe it will distract him or her, since the noise of the vibration may not be noticeable in a large classroom. If a student needs to answer the phone during an emergency, he or she can step out of the classroom to do so. This setup would give the students and the instructor peace of mind. Arguments against cell phone control typically focus on safety concerns. Doing this provides the best possible support for your thesis because it shows you have taken every angle into consideration. Learn to write the perfect 500 word essay with this step-by-step guide. Includes sample introduction, body, and conclusion paragraphs. It is my experience that everything that you send to a school is read. Then on the second day, you can look at the essay with fresh eyes to do your final edits. Cell phone restrictions in classrooms should also include specific disciplinary actions for breaking the rules. If a student is caught using the phone in class, he or she should be excused for the rest of the day. Professors should refrain from physically taking possession of a student’s phone because of liability conflicts. Write in a way that shows you are the best candidate for the scholarship. Get all your thoughts on paper, and you can extend or shorten the essay during the editing process. Give yourself at least two full days to write the essay. You can use the first day to write a draft and do some minor editing. If the phone is damaged while in the professor’s possession, the school or the instructor could be held responsible for the repairs. It is safer to ask the student to leave the classroom than it is to take the phone away completely. The best solution is to create cell phone usage rules that allow devices to be accessible without disturbing other students’ educational opportunities. Not only do cell phones distract instructors, but they may also distract students trying to pay attention to the lecture. This is the same effect as a moviegoer looking at his phone in a theater. Even if the phone makes no noise, the light from the screen is enough to catch someone’s attention. phone restrictions in classrooms should also include specific disciplinary actions for breaking the rules. best solution is to create cell phone usage rules that allow devices to be accessible without disturbing other students’ educational opportunities. What’s most curious about the college essay is that many of the topics on this list also happen to be some of the most commonly used topics out there. After writing your conclusion, you might think that you have completed your essay. Before you consider this a finished work, you must pay attention to all the small details. Your strongest points should be the first and last paragraphs within the body, with the others falling in the middle.

Management of multinational companies - Free Essay Example

Abstract Staffing management of multinational companies is a complex but crucial issue to the international human resource management (IHRM) research. Based on literature review, this article is to investigate the staffing management in the multinational companies. Firstly, the author will summarize the conceptual introduction, general challenges, culture distance, and new alternative in the expatriate assignments. Secondly, the author will discuss how to retain subsidiary staff retention in the whole HRM of multinationals. Thirdly, in order to complete the research successfully, the author will utilize the qualitative research method through literature study and one-to-one interview to figure out the puzzle about the staffing management in multinational and draw the conclusion. Introduction The topic of this paper is the staffing management in the multinational companies by using qualitative research method. In this report, what kind of information is valued for this research? How to collect information? What kind of technology will be used and how to organize this research? All these questions will be described in the following parts. First at all, the clear understanding about qualitative research is necessary and helpful. Qualitative research is a field of inquiry that crosscuts disciplines and subject matters. It involves an in-depth understanding of human behavior and the reasons that govern human behavior. Unlike quantitative research, qualitative research relies on reasons behind various aspects of behavior. Objective The objective of this article is to investigate the staffing management in the multinational companies. In the last decades, an extensive amount of articles on this topic have been published. Obviously, the staffing management is a critical issue in the human resource management for the multinational companies. How to balance the PCNs, HCNs, and TCNs? How to reconcile the individual career plan to the corporation scope? How to manage the multicultural team? All of these topics have been explored in conceptual theory and empirical analyses. At the same time, with the development of the world economic and political, some new trends have appeared in international business, for example, global virtual team, the e-business, etc. These new challenges bring new patterns for the staffing management. Thus, in this article, the author focuses on new changes, such as alternative for the conventional expatriate assignments and the retaining of the local staff retention. Literature Review In order to get the general knowledge about the staffing management in the multinational companies, six books have been chosen as the literature related to the topic. In those books, the authors claimed that people are the foundation in a multinationals; most of the attention of human resource management in multinationals is concerned with the staffing management, while the staffing management is the most difficult task for them. How to effectively manage people in various countries and cultures is a big issue in the staffing management in the multinational companies. At the same time, in order to get the recent research topic in the multinational staffing management, some articles which were published in the academic journals have been chosen as well. 1. Conceptual Introduction Staffing management deals with a comprehensive term for all operative functions namely recruiting, placing, appraisal, rewarding, assessing, developing performed in HR management. According to International HRM model created by Patrick V. Morgan and Peter J. Bottrall, three dimensions are involved : Human resource functions Procurement Allocation Utilization National or country functions The host country where a subsidiary may be located The home country where an international company is headquartered And others countries that may be the source of labor or finance Employees functions Local/ host-country nationals (HCNS Expatriates/parent-country nationals (PCNS) Third-country nationals (TCNS) Face to those options and wide resource, the managers in global enterprises have particular concern about the employees ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation. Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage. With regard to executive nationality staffing policies, There are major four categories on the HRM within Multinational corporations : the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach. In summary, those four approaches are useful for multinationals, and the MNC can choice one of four approaches to manage its international staffing. However, there are no restricting rules for staffing management. The following questions for the multinationals must to face: Predictors of expatriate success, expatriate failure rate, repatriation, equal employment opportunity issues, and recruitment and selection of HCNs and TCNs. 2. Challenges in multinationals The nature of international business is undergoing a sea change. The rapid expansion of global trade, business consolidation and geographical diversification are pushing companies for changes in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. Another factor driving the need for change is the global mergers and acquisitions. Companies acquire other companies abroad need to change their HR policies as it is not applicable on the acquired company. It is beneficial to invite top executives of the acquired firm to join the parents top management. 2.1 Career blockage Lots of employees will be exciting to have the opportunity to work abroad. In fact, for host-country manager who always have limited opportunities to gain experience outside their own country and can not progress beyond the senior positions in their own subsidiary. While, the parent-country manager have limited too, and they will feel frustrate when they come back home to see their colleagues are promoted and their career have been sidetracked. 2.2 Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. 2.3 Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. 2.4 Family problems Family problem for PNC manager is another challenge. The oversea employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. 3. Managing multicultural team Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article Managing multicultural team, the author states that Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . At the same time, the accent and the lack of fluent communication will affect the understanding and the integration between team numbers. The direct effect of misunderstanding can also be the barrier to constrain the team achieving the project common goal. Therefore, the scholar indicates the four strategies as following to manage the multicultural team (J eanne Breeet, Kristin Behfar, and Mary C. Kern, 2007) : Adaptation: acknowledging cultural gaps openly and working around team Structural intervention: changing the shape of the team Managerial intervention: setting norms early or bringing in a higher-level manager Exit: removing a team member when other options have failed Although those four strategies can be used to deal with some challenges in the multicultural team, the first step to manage the multicultural team for team manager is to identify what kind of challenge the team would face. Sometimes, we can advocate the post-modern thinking as a popular but unofficial thinking which can be used among the team numbers. We try to understand and think about questions from the other side without prejudice. However, the official team management needs some norms and rules to keep the right orientation. In my opinion, when facing the team troubles, we should see the troubles from the culture angle, through the social thinking ways instead of from the personality. 4. New alternative in the expatriate assignments According to Edstorm and Galbraith(1977), there are three motives why MNCs use expatriates. As position fillers when suitably qualified host country nationals (HCNs) were not available. As a means of management development, aimed at developing the competence of the individual manager. As a means of organizational development, aimed at increasing knowledge transfer within the MNC and modifying and sustaining organizational structure and decision processes. However, the high cost and the family problems are the evident shortcomings of the conventional expatriate assignments. Recently, more and more research begins to question the utility and viability of the conventional expatriate assignments. According to the Changing patterns of global staffing in the multinational enterprise: challenges to the conventional expatriate assignment and emerging alternatives (David G. Collings, Hugh Scullion and Michael J. Morley, 2007) , there are five aspects related to the debates: supply side issues, demand side issues, expatriate performance and expatriate failure, performance evaluation, cost and finally career dynamics. By reviewing the reasons of those challenges, the authors explore some alternative forms in the international assignments now: Short term international assignments Frequent flyer assignments Commuter and rotational assignments Global virtual team The HR implications of managing alternative forms of international assignments Although those new patters appeared in the international staging assignments, each alternative has both positive and negative influences. For example, as scholars mentioned that the short-term assignments are the most popular form of non-standard assignment. At the same time, they also identify the following situations in which short-term assignments are used in MNCs: (1) Problem solving or skills transfer; (2) for control purposes and; (3) for managerial development reasons. And the disadvantages: (1) taxation issues particularly for assignments over six months duration, (2) the potential for side-effects such as alcoholism and marital problems (3) failure to build effective relationships with local colleagues and customers and (4) work visas and permits (Tahvanainen et al., 2005) . Eventually, the challenge for IHRM practitioners is to ensure that each international assignment has clearly defined goals and in this context to continue the advancement of techniques aimed at measuring the return of investment on international assignments. 5. Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel. According to the literature review, we can see that the staffing management is the big and critical issue in the multinational human resource management. Although some models and some rules can be used in the staffing management in multinationals, there is no magic formula which we can follow, and there is no silver bullet that gives the kill. Simultaneity, I also find some challenges and some new patters of the staffing management in multinationals, in order to get the better understanding about the staffing management strategy in multinationals, and to prove some confused questions in my minds, like why are there so few women on international assignments? The designed qualitative research which addresses the staffing management in multinational companies will be presented as the following: Methodology A successful qualitative research should have the clear introduction about the research methods, the detailed and scientific research, and the justice and related data analysis. In this part, how to develop and execute this qualitative research will be described: 1. Research methods Research methods are the tools to be used in this qualitative research. It is the basic elements to do the research, and the better and clear understanding is helpful and necessary for the success of the research. In the following part, I will introduce some research methods which will be used in this qualitative research. In-depth interview: are typically used in survey development. One-to-one interviews are conducted (with people meeting the criteria for completing a particular survey) when individuals complete the instrument. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. Five persons (individual profiles as the following table) will be interviewed to talk about this project. The questions sheet was designed for the interview. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Interviewees Age Gender Background Working experience 36 Male PHD Electric Engineer 7 years Engineer 33 Male Master engineer MPM 5 years HR manager 32 Male Master MPM 4 years marketing manager 29 Female Master MBA 2 year HR 25 Female Master MBA 1 year HR 2. Research Procedure In this research, the five persons who have the background with working in the multinational companies or who have the academic ideas about the human management will be involved in this research. This research have two parts, the first part will discuss about the important position for staffing management in one multinational company. The second part is about the challenges, and tries to find the solutions for those challenges. 3. Data collection and analyzing In this stage, the enough and useful data is necessary for qualitative research. Collecting data is the key step to achieve the research goal after in-depth interview and case study. Based on the four challenges about the human resource management in the multinational companies, through the in-depth interview with five persons and the case studies, the result about this research is to find the way how to solve those challenges. 4. Research Schedule All the research development will follow the deliverables on the course outline. Proposal: Deadline is February 20 Interview protocol: Deadline is March 12 Interview: Deadline is April 10 Oral presentation: Deadline is April 16 Research report: Deadline is April 28 5. Interview 5.1 Interview plan Traditionally, the detailed plan is the first step for a success interview. For me, the major thing should be described is about the interview tools. The in-depth interviews are typically used in the interview. One-to-one interviews are conducted as the individuals complete the instrument being tested. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. At the same time, based on the topic which is staffing management in the multinational companies, I will choice the telephone interview too. Five persons will be interviewed to talk about this topic. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, the forth person is my friend who works in a multinational company in Toronto, and I will meet him in the weekend to do the interview. The last person works in Montreal, and I will take a telephone interview. 5.2 Level of Language The effective communication is the critical issues for the success of the interview. The better understanding is helpful to achieve the purpose of the interview. 5.3 Interview questions Do you think the staffing management is a critical issue for multinational companies? Do you think staffing issues are different and complex in the multinational companies? Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? How to motives the expatriate employees? How to make the justice between local and expatriate employees? How to implement the performance management for the host-country nationals? How to manage the diversity management? Why are there so few women on international assignments? What kinds training are necessary for the international assignees? What are the challenges about staffing management in the multinational companies? 5.4 Analyses about the interview questions As I mentioned before, five persons were be interviewed to talk about this topic. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, one person who works in the AMD in Toronto, I was meeting him last weekend. And another person who works in Montreal, I already called him to do the telephone interview. Those entire people have the common thinking which is staffing management is very importance and diversity in multinationals. The detailed analysis about the interview questions as following. 1. Do you think the staffing management is a critical issue for multinational companies? The same answers from five interviewees. All of them given yes to this question. Analysis: People are one of the most important parts in the multinational companies. The staffs are from different countries, they have diverse cultures, religions, and working styles. Therefore, the working environment can be very complex. Finding skilled and talented personnel and motivating them then become more and more important. How to resolve problems and conflicts, and integrate the diverse human resource and management is going to be a critical issue. 2. Do you think staffing issues are different and complex in the multinational companies? All of five interviewees answered yes in this question. Analysis: Compared to the national company, the multinational companys target market may be numerous country or while world. According this situation, the employees of multinational companies have different culture, religion and life habit. The employees diversiform culture background can help the multinational company understand the local market environment; however, it increases the cost of staffing management. The multinational companies should pay more an attention on the HR management. The enormous human resource data and complex work environment is a trouble for the multinational companies. At the same time, communication problem is also critical when people speak different languages. 3. Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? The answer is yes. Analysis: Based on the countries different conditions like economic, living standard, market, etc. The local, expatriates and third-country nationals employees are in the different positions. The HCNS are familiar with the culture, environment, and the communication habit. Therefore, the management strategy can be very simple and easy. However, for the PCNS and TCNS, they are unacquainted with the country, and it is harder to accommodate themselves with the new living and working environment. So the communication process will be more complex. Consequently, the companies should use different strategies between the different nationals employees. 4. How to motives the expatriate employees? In this question, building own company culture which is not only local culture but also expatriate and recognizing the and respecting the different culture and habits has been mentioned in all five interviewees. As interviewees C states that familiarizes the new employee to the companys culture, business values, people, organization and processes in an efficient manner. Then, helping the person fit into their new environment, lowers feeling of isolation and anxiety, and increases feelings of comfort, security and belonging. Also, creates a favorable impression and attitude. At the same time, interviewee D thought that Special benefits and holidays are the necessary and important rules to motives the expatriate employees. 5. How to make the justice between local and expatriate employees? The answers about this question related to the understanding about culture and habits and the performance evaluation. Firstly, a series of regulations and rules should be created, Then, try to avoid bias, think objectively, and stand by different positions to see the view. At the same time, the performance evaluation should have the same standard. 6. How to implement the performance management for the host-country nationals? The performance management should be made based on the appraisals which provide legal and formal organizational justification for employment decisions. Also, the appraisals are used as criteria in test validation and provide feedback to employees. Meanwhile, the appraisals can help establish objectives for training programs and determine organizational problems 7. How to manage the diversity management? In this question, there are many answers: A, create chance to know each other B, Equal opportunities is just one part of diversity, detailed policies and procedures should be user-friendly. C, establish a heterogeneous workforce performing to its potential in a fair work environment where no member has an advantage or disadvantage for any reason other than merit. E, Establish training system to reduce fail and conflicts. Establish effective communication to exchange information in time. 8. Why are there so few women on international assignments? In this question, there have the different answers between the male and female interviewees; two male interviewees state that this situation based on the history, culture, like working capability of women cant be accepted by everyone. One male interviewee claims that he did not find this situation because one of the groups in his department is all women who are in charge of both local and international assignments. The two female interviewees said that Women have more family and emotional burden, and women always lack of career progress (glass ceiling). 9. What kinds training are necessary for the international assignees? In this question, most interviewees mentioned that the international assignees should be trained of the knowledge of culture, religion, value and working style. Interviewee B still talked about the training should be connected with Sexual Harassment, Legal Issues and Global Corporate Finance. 10. What are the challenges about staffing management in the multinational companies? Touch different thinking approach and culture How to Improve Expatriate-Local Relations How to respect the diverse values, and establish the same corporation values is most challenge Conflicts between cultures, communication problems, performance standard. Unions want to cooperate but compete with each other for jobs Finding and Results The interviews proved my viewpoint that the staffing management is critical and complex to a multinational. Therefore, to successfully achieve its goal, the multinational not only insist its successful experience and culture but also should adjust the strategy due to the diversity and complexity of human resource management which includes the staffing management strategy. In my research, I focus on two aspects: first is about the importance of staffing management in multinational, which even should be considered as the most crucial part in multinationals life. My interview has proven my standpoint, all interviewers agree on the importance of staffing management. A mistake the multinationals may make is they believe the successful experience in the home country will work well in other parts of the world. But the fact usually says no. Therefore, the multinationals need to learn how to face the difference in different thinking ways, policy, culture and peoples desires. Thus, the second aspect is how to make and implement the proper staffing management due to de complexity and difference of country situation. Base on this understanding, I listed my questions like How to motives the expatriate employees, How to manage the diversity management? and What kinds training are necessary for the international assignees. Most of these questions relate to the people. Undoubtedly, people are the most important factor in all aspects. No matter how correct a decision or strategy has been made, it depends on how people implement it. My interviewees answered the questions through different aspects which base on their experience. Clearly, all of the answers based on one common point that the staffing strategy has to meet peoples basic demands, culture, and inspire them properly. Above all, the interviews supported my original viewpoint and extended my visions in several aspects which I learned from the literatures. I will give the conclusion in next part. Conclusion In the past ten years many business cases proved that human resource management especially the staffing management is the critical factor for the business successful. Based on the analysis about the interviews, I got some conclusion. Firstly, the staffing management is the critical issue for the multinational has been proved. People are one of the most important parts within the company. People with different culture will cause a lot of problems because of culture differences for multinational companies. Because of globalization, business are not just addressed within a Country, and it becomes global as well. So how to find, select and train skilled and talented personnel and motivating employees then become more and more important. Secondly, the staffing management issues are different and complex in the multinational. These issues still related to the culture understanding. Different people have the different thinking ways based on the individual background, and different nations h ave the different habits by the history, religion, policy, etc. So, employees in a multinational have the different thinking ways for the same thing. Those results result to the complex and different staffing strategies. Thirdly the culture shock is another bid issue for the staffing management in the multinationals. All of the five interviewees talked about the better understanding of the different culture and habits, it indicates that diverse culture, religions thinking ways and working style become more and more important in the multinationals, and taking the justice between local and expatriate employees is very important too. In fact, as we all known, staffing for a multinational company is complicated by the more diverse environment , such as business, economic, political, legal, cultural implications and the Parent companys need for control. At the same time, as I mentioned before, there is no magic formula which we can follow, and there are even more challenges that Human Resource has to face when the organization goes international. In a multinational corporation, one of the most difficult tasks is to effectively manage people in various countries and cultures. As we discussed before in this article, the employees are the base for the company, and human resource management is the critical factor for the business successful. According to the situation of human resource management in one organization, the HRM managers take special responsibilities. In fact, there is also no denying that the status of the HRM in the enterprise will be higher than before throughout the next decade. At the same time, with the development of global economy, the multinationals acted the more and more important roles in the global trade. This fact enforce the enterprise have to development human resource management on the global perspective. Above all, every multinational will and must face the risk in exploiting aboard markets. No matter how much expense the risk will take, globalization is the only path that multinationals have to go through. The final goal of foreign subsidiaries is to become local enterprise. Becoming a local enterprise means a lot to multinationals. Firstly, it helps reducing the cost, not only the manufacture cost but also the implement cost. Secondly, it means a foreign enterprise has involved into the aim market society and been accepted by its customers. For this aim, a proper and scientific staffing management system is necessary. We can easily find out that every successful multinational has the proper staffing management rules and system to guarantee running the aboard company properly. This is the relationship of what you want to achieve and how to achieve. The same as my research process, my original understanding of the topic is superficial and insufficient. As my research going, I used t he proper method by studying literatures and interviewing experienced managers to improve my understanding into higher level. However, my research has not completed yet since the complexity of my topic. As the developing of modern societies, the research has to go deeper to find out the intrinsic motivation which forced multinationals changing the management strategy through the four steps. I believe benefits is not the only reason which forces multinationals making adjustment. For example, McDonald has donated millions of dollar for giant earthquake victims in China last month. Ironically, McDonald is suffering fierce criticism that be considered as cold blood foreign businessman. The reason is McDonald didnt advertise its contribution publicly which caused the misunderstanding between McDonald and the Chinese customers. Worse, McDonalds employees refused to work since they dont want to be put the quisling tag. In this example, I noticed that the multinationals always face new challenges since the existing of new problems. What is the root of these challenges and how they make the adjustment in staffing m anagement? I hope to find it out in future. Solutions to the IHRM issues By learning the challenges and practices of various HRM cases all around the world, there are things in common. In terms of IHRM, we discovered some specific policies and procedures to facilitate the performance. Selection: first of all, the selection must meet job requirement and is complement with the organization strategy. The IHRM should pay more attention on the culture. They also should use cultural sensitivity as a selection criterion. Training: in IHRM, the training content is special. What they need emphasis is the cross cultural dimensions. The expatriates should given more information about the host country and culture. Career design: The IHRM should let the employees clearly see their future. International assignment should be as a step for promotion within the firm. Compensation: this is the sensitive and frequent question how much money we should pay to the employees we send abroad? The organization do needs a clear policy which obey the follow aspect. References https://en.wikipedia.org/wiki/Qualitative_research https://en.wikipedia.org/wiki/Staffing International dimensions of human resource management, Peter J. Dowing Randall s. Schuler, page 4 Managing the global work force: Challenges and strategies, Academy of Management Executive, Roberts,K.Kossek,E.E., and Ozeki,C(1998) 12(4): 6-16 Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 : Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p87 (AN 22671287) Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p88 (AN 22671287) Edstrom, A., Galbraith, J. R. (1977). Transfer of managers as a coordination and control strategy in multinational organizations. Administrative Science Quarterly, 22: 248263. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p200. Tahvanainen, M., Welch, D., Worm, V. (2005), Implications of short-term international assignments. European Management Journal, 23: p663673. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p210. :B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p530. https://www.colmr.research.va.gov/mgmt_research_in_va/methodology/qualitative_research.cfm

My Interracial Family was not Allowed Essay - 1058 Words

I have a lot of respect for my parents but its only as Ive got older Ive learned to appreciate them. When I was younger I was oblivious to what they did for me. But Im not the only one, its called emotional immaturity and the blindness of youth. Growing older can bring a constant evaluation of the past based on the new insights and understandings of life as we grow in years. I respect my parents because they were so pure in their intentions. Part of that purity was their blindness to colour. I could have easily been another child writing this and that child being Black. Before having me my parents fostered an African girl, her name was Janine. We still have the photos of her. She was very dark, of the more darker African†¦show more content†¦Firstly if they had of adopted Janine everyone would have known she was adopted by the difference in skin colour. This demonstrated to me they were not concerned if people knew their children were adopted. Not that I think its a case of being ashamed or embarrassed of adopting children but social conformity does influence. Living the conventional life which they living its easy to get sucked in. Nobody likes to stick out and everyone likes to be like everyone else type mentalities tend to fester. White parents with a black kid would have stuck out. So I like the fact that they were not letting the approval of others rule their lives. If I was too adopt I dont know how Id feel with the constant questioning and staring from other people. Its going to happen thats for sure. When youre at the school pickin g up your kids with all the other parents, chatting away to them while you wait what happens when your black child arrives? Its not something you can easily hide not that you want to. Theyre either going to say nothing out of politeness or ask if your child is adopted. Wherever you go youre constantly going to run into the issue. And it wasnt that we grew up in a multicultural area. We grew up in Rochester Kent, outside of London which at the time the majority of children were white. Im thinking now throughout my school years the number of black people in my class. Im still sitting here thinking, I cant remember a single person. Ive never thought on thisShow MoreRelatedDescriptive Essay About Pashtun1279 Words   |  6 Pages I have a place with Pashtun family. My dad and mom both are Afghan, and their entire age are Pashtun. Pashtun (also spelled Pushtun, Pakhtun, Pashtoon, Pathan) are a people who live in southeastern Afghanistan and the northwestern domain of Pakistan. The y are one of the greatest ethnic social occasions in Afghanistan. There is no bona fide written history of the Pashtun in their own specific land. Pashtun are for the most part serene drifters (herders who move sometimes to find brushing land)Read MoreRacial Relations: Dating Interratially 1085 Words   |  5 PagesWhile sitting in a small circle eating lunch, my friends and I somehow got onto the topic of dating. We all confessed who may or may not have our current attention and amongst my very diverse group of friends, one of them, a Hispanic, said she was interested in dating a white male. In response, another friend asked, â€Å"you like those white boys don’t you?†. It was a simple joke as all of my friends are open into interracial dating, but there are many people in American society who do not feel theRead MoreThe Hardships of Following Your Dreams and Immigration1404 Words   |  6 Pagesbetter future for my kids, I ignored the complexity of the factors th at are required to fulfill my dreams. Moving from a socialistic culture to an individualistic one, being the last one, the culture that my kids are more likely to adopt I realized the importance to build a solid family, and I started looking for possible factors that might give me a clear view on how to achieve my quest. The first factor that I found interesting was the high percentage of single-parent families, and the almost extinctRead MoreInterracial Relationships1553 Words   |  7 Pagesin America. Many solutions have been suggested, and one of the various solutions is black and white interracial relationships. Such relationships have recently been successful in the 21st century, which leads us to the definitive question: can interracial relationships help reduce black and white racism in the 21st century? Background of Situation In the earlier days of the 20th century, racism was largely black and white; today racism has become multicultural and multicolored. The period from 1890Read MoreThe Last Of The Mohicans1552 Words   |  7 Pageswill consider why interracial love and friendships use to be important for the survival of some people, how it made conflict amongst people surrounded by one another , and what could have possibly happened if interracial relationships had not been desired. In the book , The Last of the Mohicans. SECTION HEADER The main thesis I wanted to focus on and the only one that caught my attention in this book would be Interracial love and friendships in The Last of the Mohicans, which was written by JamesRead More The Melting Pot: Interracial Marriages Essay1270 Words   |  6 Pages Interracial Marriages 2 The Melting Pot: Interracial Marriages To be or not to be? Once again this is the question. In the past, social scientist and society in general, categorized people involved in interracial romances as disturbed, or they labeled these relationships as acts of rebellion, or attempts to move up on the social ladder (Majete 2000, 1). Today this no longer seems to be the case. However, this can still be quite controversial. Part of the reason for this controversy begins withRead MoreMy Personal Reflection On My Life847 Words   |  4 PagesTrue Colors April 7, 2014, this date marks the beginning of my journey. This was the day my boyfriend, Jiovanni and I started dating, clueless as to the situation I had just jumped into. Throughout, this relationship I have learned, first-hand the struggle of being an interracial relationship. This experience has by far changed not only my perspective of the world around me, but also of the people close to me. My journey has taken me down a twisted road. In addition to learning many lessons aboutRead MoreThe Effects Of Media On The Media1564 Words   |  7 Pageshand may be about race, the following analysis will show that in any piece of media we could pick all day long at the potentially politically incorrect content within. While none of these other issues may have been noticed or addressed, the company was faced with the dilemma of continuing to air the content. One side always has to prevail, and in the case of this ad campaign it is on the side of equality, and they are not losing any s leep or loyal customers over the decision. It is an awfulRead MoreInterracial Intimacy : The Regulation Of Race Romance, Antimiscegenation Laws And The Enforcement Of Racial Boundaries Essay1153 Words   |  5 PagesRosa Salcido Professor Coffman Sociology 320 September 5, 2015 Title Summary: In the article â€Å"Interracial Intimacy: The Regulation of Race Romance, Antimiscegenation Laws and the Enforcement of Racial Boundaries,† Rachael E. Moran writes about the problems blacks and Asians experienced in regards to sex, marriage, and family. Laws were created addressing interracial sex and marriage with the goal of keeping whites superior to all other races. Blacks and Asians encountered many restrictionsRead MoreGay Marriage Is The Same Way?1389 Words   |  6 PagesMarriage in America â€Å"Gay marriage won t be more of an issue 25 years from now than interracial marriage is† Jared Polis. This quote, I believe is extremely truthful. Interracial marriage has been legal ever since 1967, that was forty seven years ago. In this day of age interracial marriage is not a big deal. No one really makes a fuss about a black man and a white woman getting married, but pre 1967 interracial marriage was illegal and not right what-so-ever. Black people were lynched for even being near

The Crucible - Emnity and Distrust - 1769 Words

Arthur Miller’s play, The Crucible, is set in Salem village where an atmosphere of enmity and mistrust has been created through the conflicts and disagreements many villagers experience throughout the play. Many of these are caused by or, similar to the conflict between Parris and Proctor, are inflated by the many accusations of witchcraft occurring in the village. John Proctor is very rarely involved in village affairs, preferring to spend time on his farm than getting involved in politics. He does however still have conflicts with others in the village, especially Parris, whom he mistrusts greatly. Proctor genuinely dislikes Parris and disagrees with all that he does. Proctor’s hatred of Parris causes him to rarely attend church†¦show more content†¦Proctor vows to â€Å"cut off [his] hand before [he’ll] ever reach for [Abigail] again†. Abigail is devastated that Proctor is now loyal to his â€Å"sickly† wife. Abigail holds a grudge against Goody Proctor because she had her fired and is now â€Å"blackening† her name in the village. Although the original accusations of witchcraft were made to avoid a whipping, Abigail sees an opportunity to eliminate her competition, Elizabeth. The awkwardness between Abigail and Elizabeth is increased to hatred when Abigail accuses Elizabeth of witchcraft and devis es a plan to frame her. When Elizabeth discovers that Abigail saw Mary Warren push the pin into her poppet and that she is willing to go to the extreme lengths of stabbing herself with a pin, her loathing of Abigail increases to the point where she exclaims that Abigail is â€Å"murder† and should be â€Å"ripped out of the world†. The hatred between the two has stemmed directly from the affair between Abigail and Proctor, thus adding to the hostility of Salem Village. Although Parris is the Minister of Salem Village, he is far from the most respected and decent man and has many grievances and conflicts during the play. Parris’ main conflicting personality is John Proctor but he has many other grievances that may seem insignificant to many, but to Parris, the threat that they provide appears enormous. The danger that Parris is concerned about most is the possibility that his reputationShow MoreRelatedConflict Rises from Power Essay1568 Words   |  7 PagesConflict is about power; it results from struggles to maintain or gain power The need for power is a reality of life; to use or abuse, to claim or deny, own or disown. However the struggle many go through to gain that feeling of control and power can lead to inner turmoil and conflict between others and one self. Set in the times of the tragic witch trials The Crucible is a drama that shows power resting on moral, legal and religious dynamics that lead to inner, social and religious conflictsRead More Conflict rises from power Essay1531 Words   |  7 Pages Conflict is about power; it results from struggles to maintain or gain power The need for power is a reality of life; to use or abuse, to claim or deny, own or disown. However the struggle many go through to gain that feeling of control and power can lead to inner turmoil and conflict between others and one self. Set in the times of the tragic witch trials The Crucible is a drama that shows power resting on moral, legal and religious dynamics that lead to inner, social and religious conflicts.Read MoreComparing The Scarlet Letter by Nathaniel Hawthrone and The Crucible by Arthur Miller1394 Words   |  6 Pagesto act out of Christian love, but to cruelly lash out at those who sinned or were deemed unfit for society. Two works of literature that display both aspects of this society very accurately are The Scarlet Letter, by Nathaniel   Hawthorne, and The Crucible, by Arthur Miller. The Scarlet Letter displays a society that treats two people very differently who commit the sin of adultery together. The woman, Hester Prynne, admits her sin, is forced to alwa ys wear a scarlet letter A on her bosom, and is ostracizedRead MoreThe Crucible879 Words   |  4 PagesThe Crucible In the story The Crucible, by Arthur Miller, it explains a play that involves historical events like witch trials in Salem, Massachusetts in 1692. This drama is an example of the unjust events that happened, due to the terrible lies that some young girls made up, who were supposedly witchcraft. This was a hard situation for the entire town because of the accusation of witchcraft toward innocent people. In The Crucible, Miller shows us several examples of themes, some interestingRead MoreCorrupt Government Lies In 1984 And The Crucible1496 Words   |  6 Pagescorrupt government lies to their citizens to preserve their power in their texts, 1984 and The Crucible. Through their characters, the authors portray the conflict between the State’s propensity to lie and the individual’s desire for truth. Orwell depicts Winston Smith fighting against the â€Å"lies† of the party through the use of literary techniques such as symbolism and imagery, while Miller shows Joh n Proctor fighting for truth through his interactions and dialogue with the other characters. In the modernRead MoreHow Does Arthur Miller Create Drama and Tension in Act 1 of ‘the Crucible’?1661 Words   |  7 PagesHow does Arthur Miller create drama and tension in Act 1 of ‘The Crucible’? The Crucible is a play, which explores the witch- hunting hysteria that happened in Salem 1692. Miller uses this â€Å"organized mass-hysteria†[1] to comment on his own similar experience during the 1950s. Through â€Å"The Crucible†, Miller is able to draw an analogy between the hysteria of the Salem witch-trails and its modern parallel of the anti communist ‘witch-hunts’ which occurred due to the HUAC-House of un-American CommitteeRead MoreThe Themes Of Mccarthyism In The Crucible By Arthur Miller1685 Words   |  7 PagesPeople often lie if they must choose between telling the truth which would ruin their lives or lie and accuse others to save oneself. In The Crucible, Arthur Miller emphasizes mass hysteria caused by people accusing innocent people to save oneself from death. Even though the Salem witch trials and the McCarthyism era took place in different time periods, they both show the reoccurring theme of chaos caused by lying and accusing others t o save oneself. The Crucible, which illustrates the time duringRead MoreThe Crucible By Arthur Miller1117 Words   |  5 Pagesyears to come. The Crucible by Arthur Miller was written as a parallel between the Salem Witch Trials of 1692 and the fear of communism that was widespread through the United States after the Second World War. Although it was written with a four act structure, the plot of the play is able to fit the standard five act structure. Act I of The Crucible is primarily the exposition, with the introduction of vital characters such as Abigail Williams, John Proctor, Reverend Parris, and Reverend Hale.Read MoreThe Dedication Of Abigail Williams And Elizabeth Proctor1684 Words   |  7 PagesAmber Chan American Lit I Ms. Crimmel March 6, 2015 The Dedication of Abigail Williams and Elizabeth Proctor Arthur Miller creates many unforgettable characters in his play, The Crucible, to depict the historical events of the Salem witch trials. Although there are many other influential characters in the town of Salem that cause major events to happen during the trials and are eventually subject to their consequences, two women were most prominent. As a young, manipulative, vengeful, jealousRead MoreThe Art Of Deception : The Origin Of And Escape From The Spread Of Falsehoods Essay1413 Words   |  6 Pagesinstances of widespread panic can disrupt social and political order. In The Crucible, Arthur Miller reveals that self-centered ambition underlies the spread of false ideas, which can fuel societal paranoia. However, Miller argues that individuals can escape this hysteria and preserve their dignity if they choose to sacrifice their personal needs by denying false allegations. First, Abigail’s rivalry with Elizabeth Proctor and Mrs. Putnam’s grief over infants’ dea ths demonstrate that people accuse

MGT 448 Final Exam free essay sample

1. While workers in manufacturing industries are considered to be vulnerable to the negative effects of globalization, workers in service industries are relatively secure. a. True b. False 2. Which of the following was set up to promote economic development globally? a. World Bank b. International Monetary Fund c. United Nations d. World Trade Organization 3. Companies hope to lower their overall cost structure or improve the quality or functionality of their product offering which allows them to compete more effectively by engaging in a. predatory pricing practices. b. outsourcing of core functions. c. dumping. d. globalization of production. 4. In the early 20th century, the social ideology split into two broad categories – communism and social democracy – both of which were still going strong at the beginning of the 21st century a. True b. False 5. Political systems can be assessed according to two dimensions. Which of the following is one among them? a. The degree to which they are socialist or capitalist. We will write a custom essay sample on MGT 448 Final Exam or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page b. The degree to which they are democratic or totalitarian. c. The degree to which they are based on religious principles. d. The power orientation of the society. 6. Individualism lays emphasis on the importance of guaranteeing individual freedom and self expression a. by letting some collective body dictate what is in the societys best interest. b. by viewing the needs of society as a whole. c. by restricting anything that runs counter to the good of society. d. by letting people pursue their own economic self-interest. 7. Norms are abstract ideas about what a group believes to be good, right, and desirable. a. True b. False 8. _____ are the routine conventions of everyday life b. Values b. Folkways c. Culture d. Mores 9. Norms are? a. abstract ideas about what a group believes to be good, right, and desirable. b. social rules and guidelines that prescribe appropriate behavior in particular situations. c. routine conventions of everyday life. d. an association of two or more individuals who have a shared sense of identity. 10. There may be benefits to trade even for products a country can produce for itself. a. True b. False 11. When a country is more efficient than any other country in producing a particular product it is said to have a. an absolute advantage. b. mobile resources. c. a comparative advantage. d. diminishing returns. 12. Which of the following theories stresses that some countries specialize in the production and export of particular products not because of underlying differences in factor endowments, but because in certain industries the world market can support only a limited number of firms? a. New trade. b. Trade bloc c. Free trade d. Balance of trade 13. Both government and consumers realize significant gains as a result of tariffs, while domestic producers typically see a negative effect. a. True b. False 14. This is a quota on trade imposed by the exporting country at the request of the importing countrys government. a. Tariff rate quota. b. Quota rent. c. Voluntary export restraint. d. Embargo. 15. How does a subsidy influence international trade? a. By competing against foreign imports. b. By favoring consumers. c. By requiring that some specific fraction of a good be produced domestically. d. By imposing a quota on trade at the request of the importing countrys government. 16. FDI flows were steadily increasing from 1975 to 2000, but have been decreasing ever since. a. True. b. False. 17. All of the following are reasons why firms prefer to acquire existing assets rather than undertake greenfield investments EXCEPT a. mergers and acquisitions are quicker to execute than greenfield investments. b. foreign firms are acquired because those firms have valuable strategic assets. c. they believe they can increase the efficiency of the acquired unit by transferring capital, technology, or management skills. d. there is evidence that most mergers and acquisitions realize more than anticipated gains. 18. Which of the following is NOT a factor that drives the shift to services in recent times? a. Reflects the general move in many developed economies away from manufacturing and toward service industries. b. Many services can be traded internationally. c. Many countries have liberalized their regimes governing FDI in services. d. Rise of Internet-based global telecommunications networks has allowed some service enterprises to relocate some of their value-creation activities to different nations. 19. The Single European Act committed EU countries to adopt a single currency, the euro. a. True b. False 20. The level of economic integration is highest in a a. common market. b. political union. c. customs union. d. free trade area. 21. An economic union involves all of the following EXCEPT a. free flow of products and factors of production between member countries. b. the adoption of a common external trade policy. c. a central political apparatus which coordinates the economic, social, and foreign policy of the member states. d. harmonization of members tax rates, and a common monetary and fiscal policy. 22. Exchange rates are determined by the demand and supply of one currency relative to the demand and supply of another. a. True. b. False. 23. This involves the short-term movement of funds from one currency to another in the hopes of profiting from shifts in exchange rates. a. Liquidity risk b. Exchange rate c. Currency speculation d. Risk mitigation 24. Amber, a French distillery exports its whisky to the U.S. The distillery is paid in dollars, but it cannot be spent in France until they are converted to Francs. So the foreign exchange market is used by this business to a. pay a foreign company for its products or services in its country currency. b. invest their spare cash for short terms in money markets. c. convert payment it receives from its exports or foreign investments into home currency. d. speculate on currency. 25. It is impossible for late movers to compete once the early entrants have become well established. a. true b. false 26. Choosing which markets to enter depends on all of the following factors EXCEPT a. the size of the market. b. the value an international business can first create in its home market. c. the future wealth of consumers. d. the political climate of that region. 27. Which among the following is a first-mover advantage? a. Ability to create switching costs that tie customers into their products or services. b. Ability to avoid the often substantial costs of establishing manufacturing operations in the host country. c. Ability to avoid incurring pioneering costs. d. Ability to side-step regulatory risks, especially in developing countries. 28. Issued by the importer, the letter of credit represents a promise of payment. a. True b. False 29. Which of the following is true of reactive firms? a. They may not even consider exporting until their domestic market is saturated. b. They create excess productive capacity and actively hunt for opportunities in foreign markets. c. Almost all large firms fall under this category. d. They systematically scan foreign markets for profitable export opportunities. 30. Which of the following helps explain why exporters still account for only a tiny percentage of U.S. firms? a. Tariffs; FDI restrictions b. Lack of export opportunities; buoyant demand within U.S. c. Unfamiliarity; intimidation by the complexities d. Regulatory burden; barriers to free trade 31. Source effects and country of origin effects always have a negative impact on the firm. a. True b. False 32. This refers to identifying distinct groups of consumers whose purchasing behavior differs from others in important ways. a. Marketing mix b. Market distribution c. Market segmentation d. Market niche 33. According to the text, this is probably the most important aspect of cultural differences in a global market. a. Impact of tradition. b. Impact of class systems. c. Impact of social structure. d. Impact of education. 34. Problems of limited liquidity are limited to less developed nations, which tend to have smaller domestic capital markets. a. True. b. False. 35. Which of the following capital market players typically earn profits from the interest rate spread? a. Investment banks b. Commercial banks c. Insurance companies d. Mutual funds 36. Which of the following observations is true of an equity loan? a. Repayment is made at regular intervals regardless of how much profit a firm is making. b. The amount of the dividends is fixed in advance. c. Dividends are determined by management. d. It includes cash loans from banks and funds raised from the sale of corporate bonds. 37. The return that a firm makes on its invested capital is its profitability. a. True b. False 38. What is profitability? a. Increase in a firms sales over a period of time. b. Rate of return that the firm makes on its invested capital. c. Percentage increase in net profits over time. d. Value of product to an average consumer. 39. This focuses primarily on increasing the attractiveness of a product. a. Low-cost strategy b. Positioning c. Differentiation strategy d. Resource allocation 40. Management decisions on where to locate an operation or facility can include considerations in political economy and national culture, but international trade theory is usually beside the point. a. True b. False 41. What are the three characteristics of manufacturing technology that are pivotal to location decisions? a. minimum efficient scale; level of fixed costs; flexibility of technology. b. level of fixed costs; economies of scope; exchange rate movements. c. informal trade barriers; flexibility of technology; level of variable costs. d. flexibility of technology; level of variable costs; exchange rate movements. 42. Which of the following statements about Six Sigma is true? a. It is a statistically based philosophy. b. It is easily possible for a company to achieve Six Sigma perfection. c. At six sigma, a production process will have 66 defects per million units. d. At six sigma, a production process would be 100 percent accurate. 43. Failure rates for American expatriates sent to developing countries run as high as 70 percent a. True b. False 44. Identify a reason for the firm to pursue an ethnocentric staffing policy. a. It believes the host country lacks qualified individuals to fill senior management positions. b. It is less expensive to implement. c. It is less likely to suffer from cultural myopia. d. It enables the firm to make the best use of its human resources. 45. All of the following are functions of HRM EXCEPT a. staffing. b. performance appraisal activities. c. culture. d. basic RD. 46. When evaluating foreign investment opportunities, the parent should be concerned with its cash flows, not those of the subsidiaries or projects. a. True b. False 47. This quantifies the benefits, costs, and risks of an investment from a given location. a. Capital budgeting b. Flexible budgeting c. Working capital d. Operations budgeting 48. Identify the incorrect statement regarding cash flows that a firm must estimate, to decide if it should go ahead with a project. a. In most cases, the cash flows will be negative at first, because the firm will be investing heavily in production facilities. b. Once the cash flows have been estimated, they must be discounted to determine their net present value using an appropriate discount rate. c. After some initial period the cash flows becomes positive as investment costs decline and revenues grow. d. If the net present value of the discounted cash flows is less than zero, the firm should go ahead with the project. 49. The Foreign Corrupt Practices Act was ultimately proved to be disadvantageous to American firms. a. True b. False 50. Which of the following is NOT a source for ethical concern for international businesses? a. Employment practices b. Human rights c. Environmental pollution d. Currency movements 51. Which of the following observations is true of facilitating payments? a. They are also known as bribes. b. They are payments to secure contracts that would not otherwise be secured. c. They are the payments to obtain exclusive preferential treatment. d. They are sometimes known as speed money or grease payments.. 52. Companies with a low degree of diversification and a domestic structure based on functions tend to favor the worldwide area structure. a. True b. False 53. This stands for the totality of a firms organization, including formal organization structure, control systems and incentives, processes, organizational culture, and people. a. Organizational architecture b. Control systems c. Organizational culture d. Processes 54. Which of the following is one of the main arguments for decentralization of an organization? a. It can help ensure that decisions are consistent with organizational objectives. b. It can facilitate coordination. c. It can give top-level managers the means to bring about needed major organizational changes. d. It permits greater flexibility.

Summary of the Indolence of Filipinos Essay Example For Students

Summary of the Indolence of Filipinos Essay The Indolence of the Filipinos In this essay of Rizal, he observed the behaviors of the Filipinos past and present in his time. He said that the indolence is the effect of the backwardness and troubles of experienced by the country. In the start of his essay he said that the hot climate is a reasonable predisposition for indolence. By this he means that the Europeans have a cold climate thus they need to move around more to compensate with their climate, they also make more food for storage in case a calamity strikes, and that produces more work. The Spaniards labeled us as bums and lazy people because they are egocentric. We will write a custom essay on Summary of the Indolence of Filipinos specifically for you for only $16.38 $13.9/page Order now That clearly doesn’t show that we are lazy. It simply shows that we are contented with our way of living. Carrying on with the essay, Rizal said that an illness will worsen if the wrong treatment is given. Before, early Filipinos were already carrying out trades; they were into agriculture and mining. That shows that we are hardworking and independent group of people. We have a society that is clearly showing off progress. When the Spaniards arrived they criticize our way of living. That eventually led to changing the Filipino culture. So what makes our country not achieve progress? Sadly, we have a misfortune past. When the Spaniards arrived, the frequent wars, insurrections, and invasions have brought disorder to the communities, thus resulting to chaos and destruction. Filipino men have been brought to different countries to fight wars for Spain, force labor was implemented to ship yards and natives move to mountains because of the abuses the Spaniards has brought to them. That caused resulted to decrease in Filipino population, neglect of farms and trauma. Trade has declined, because of pirate attacks and the many restrictions imposed by the government, which gives no aid for crops and farmers. This and the abuse suffered by farmers have caused many to abandon the fields. Businesses were monopolized by government officials, discrimination in education against natives, red tape and bribery operate, and gambling was tolerated by the government. This situation is compounded by the Church’s wrong doctrine which holds that the rich will not go to heaven, thus engendering a wrong attitude toward work. This notion of work makes the Filipino people think that the poorer you are the higher the chance of you getting to heaven. That makes the Filipinos do less work and thus making them ignorant and lazy. In this we see that the natives have poor education, unfair opportunities and discrimination of races. They think that they are an inferior race that they submit to the foreign culture and imitate it. Rizal said that for the Filipinos to progress they must have education and liberty. Filipinos are lazy yes, but we were once a progressing race. Let us be united and be what we are again. Education is the foundation; unity is the push we need to globally competitive.

Sense and Sensibility

Sense and Sensibility Sense and Sensibility Sense and Sensibility By Mark Nichol This post lists and defines words derived from the Latin verb sentire, meaning â€Å"feel† or â€Å"perceive.† The direct descendant of sentire is sense, which means â€Å"be or become conscious of† or â€Å"comprehend† or â€Å"detect.† As a noun, the word has a more extensive set of definitions- it can pertain to awareness; intelligence; conveyed or intended meaning; and the faculty or function of perceiving through sight, hearing, smell, taste, and touch. (The word also pertains, less directly, to the capacity to appreciate validity or wisdom, as in â€Å"That makes sense,† or an overall feeling about a mood or a trending opinion, as in â€Å"The sense among the committee members was favorable.†) As used often in these posts, the word also pertains to the various meanings of a word depending on connotation. A sensation is an awareness, feeling, or state of consciousness, or something that is the cause of such; by extension, the word applies to excitement or to someone or something that causes excitement, such as a particularly successful theatrical production or extremely talented athlete or performer; the adjectival form is sensational, and sensationally is the adverbial form. The adjective also pertains to an appeal to emotional reactions, as in the case of publicizing gossip. Sensationalism is the use of subject matter or communication techniques for this purpose; sensationalist is the noun form as well as one adjectival form; the other is sensationalistic. In addition, the adjective sensate describes something that relates to the senses (the adverbial form is sensately), while its antonym, insensate, along with the corresponding adverbial form, refers to a lack of awareness or to brutality or foolishness. The adjective sensory refers to the faculties of the senses, as do sensual and sensuous, though those terms are more often employed in reference to gratification of the senses, especially in terms of sexuality. The respective noun forms are sensuality and sensuousness. Assent and consent both mean â€Å"agreement† or â€Å"approval,† but the former is used in the context of an idea or a suggestion, while consent applies to permission; the distinction can also be expressed as pertaining to judgment or understanding on the one hand and feelings or the will on the other. Both words also serve as verbs as well as nouns; in addition, one who assents is an assenter (or assentor), while consenter is a noun and the adverbial form is consentingly. The adjective consenting is used in the phrase â€Å"consenting adults† in the context of freedom to engage in acts or behaviors as long as other participants are willing partners, while â€Å"age of consent† pertains to the age at which a person is legally considered an adult and is entitled to make decisions about personal behavior. Consensus is a general agreement or solidarity; the adjective, consensual, refers to mutual consent in any endeavor but often pertains to sexual behavior. Dissent is a noun and a verb referring to disagreement or, less often, withholding of approval; it is often employed in the context of a judicial panel, though on a larger scale it pertains to deviation from political or religious ideas. One who dissents is a dissenter, and the term is often capitalized in historical references to various groups of people who did not conform with orthodox religion. Insense is occasionally used in British English to mean â€Å"inform† or â€Å"instruct† or â€Å"impress with an idea†; incense is unrelated. To resent is to feel annoyed or envious; the feeling is resentment. Nonsense refers to words or other communication that does not convey any ideas or meaning or that is absurd, impudent, or trivial; the adjectival and adverbial forms are nonsensical and nonsensically. (Nonsense, as well as antisense and missense, is also used in genetics in reference to coding.) Sensible means â€Å"rational† or â€Å"reasonable,† â€Å"aware,† â€Å"conscious,† â€Å"perceptible,† and â€Å"receptive†; additional meanings are â€Å"convinced† and â€Å"practical,† and the noun form is sensibility. Sensitive shares the meaning of â€Å"receptive† and is a synonym for sensory, but it also applies to restricted information or to issues that require caution or tact, and it often applies to susceptibility to differences or fluctuations or to delicate emotions. Extrasensory is an adjective pertaining to perception of stimuli outside the five physical senses and usually applies to clairvoyance, precognition, and telepathy. Multisensory applies to something involving several of the senses, while multisense pertains to multiple meanings. Sensorium, meanwhile, denotes the areas of the brain associated with receiving and interpreting stimuli; the plural is formed as sensoriums or sensoria. Sensurround, a trademark for a sound system used in movie theaters, is a combination of sense and surround. Common sense is the ability to behave with good judgment and think and make prudent decisions; the usual adjectival form is commonsense, but variations include commonsensical and commonsensible, and commonsensically is the adverbial form. â€Å"Horse sense† is a synonym for â€Å"common sense,† based either on the notion that people who handle horses are attuned to them or on the behavioral qualities of horses. Words descended from sentire that writers may not associate with feeling and perception include sentence, which (from the notion of expressing a feeling or an opinion) denotes either a self-contained syntactical unit or an analogous mathematical expression or a legal judgment or the punishment stemming from such a judgment; sentence is also a verb in the legal sense, referring to the action of imposing a legal judgment or, by extension, causing one or more people to experience suffering. Another such word is sentient, meaning â€Å"aware† or â€Å"conscious of or responsive to stimuli,† or, less commonly, â€Å"acutely perceptive.† The adverbial form is sentiently, and the quality is sentience. A sentiment is an emotion or feeling, an opinion or a thought based on feeling, or the emotional subtext of a thought, statement, or passage. To be sentimental, meanwhile, is to be influenced by feelings or governed by emotion rather than reason or thought; the adverbial form is sentimentally. The word can have a negative connotation pertaining to an excess of emotion; the noun form for this sense is sentimentality. A sentinel is a guard or someone or something suggestive of a guard; the synonym sentry is perhaps a truncation of sentinel, though it may be derived from sanctuary. Scent also stems from sentire; it means â€Å"odor† but also refers to the sense of smell or the power of detecting an odor and, by extension, a course of discovery or pursuit, or an inkling. Scent is also a synonym for perfume and, by extension, refers to any mixture used to lure fish or game. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Possessive of Proper Names Ending in SConnotations of 35 Words for Funny PeopleThe Difference Between "Shade" and "Shadow"