Writing reflection papers

Saturday, August 1, 2020

Essay Topics

Essay Topics My best new business sources are from referrals and people who have done business with me in the past. So yes, if you do a good job for me I will brag to my friends about it. Thanks again for all your help - whenever I have a chance to speak to friends who have children with college ahead I recommend your services. Minoring in Spanish, I have read various pieces of literature from Mexico and have come to respect Mexico and Latin American culture and society. I look forward to conducting this research as it will have a more qualitative tilt than my thesis in psychology, therefore granting an additional understanding of research methodology. As an undergraduate, I was privileged to gain extensive research experience working in a research lab with Dr. Carol. Participating in such a large study from start to finish has validated my interest in academic research as a profession. In order to pay for school and continue being active in the community, I enlisted in the Texas Army National Guard as a Medic. Due to the increased deployment schedule and demands placed on all branches of the military after September 11, my attendance in school has necessarily come second to my commitment to the military. There are various semesters where, due to this demand, I attended school less than full time. Despite taking a long time and the difficulty in carving separate time for school with such occupational requirements, I remained persistent aiming towards attending school as my schedule would allow. In addition to just science, I am drawn to State University for other reasons. I strive to work with the diverse group of people that State University wholeheartedly accommodates â€" and who also share my mindset. They, like me, are there because State University respects the value of diversity. I know from personal experience that in order to achieve the trust, honesty, and success that State University values, new people are needed to create a respectful environment for these values. I feel that my background as an American Sikh will provide an innovative perspective in the universityâ€™s search for knowledge while helping it to develop a basis for future success. The winter of my seventh grade year, my alcoholic mother entered a psychiatric unit for an attempted suicide. Mom survived, but I would never forget visiting her at the ward or the complete confusion I felt about her attempt to end her life. Today I realize that this experience greatly influenced my professional ambition as well as my personal identity. While early on my professional ambitions were aimed towards the mental health field, later experiences have redirected me towards a career in academia. My military commitment ends this July and will no longer complicate my academic pursuits. I come from a small, economically depressed town in Northern Wisconson. Many people in this former mining town do not graduate high school and for them college is an idealistic concept, not a reality. And that, truly, is the greatest success I can imagine. In addition to steps the University takes, each student, faculty, staff member, and administrator makes a significant impact on the well-being of the entire NYU community. We must be in this together to keep each other safe. I wanted to thank you for all the help you have given me regarding my son Robert's financial planning for college. We offer premium one-on-one consulting services for select families who are ready to invest in a mentoring and coaching relationship. Even before Coronavirus hit, 2020 was shaping up to be a banner year for bargaining with colleges. P.S. If the link to our booking page doesn't work it's because we have stopped accepting clients for the time being. This fall I will embark on writing an additional honors thesis in political science. While the precise topic of my thesis is undecided, I am particularly interested in Mexico and its development towards a more democratic government. Click the link in our bio to learn about the core elements of our public health strategy for the academic year. That knowledge, coupled with his excellent programs for test prep, essay workshops, etc. were invaluable and made the entire process bearable. Hopefully we will be as successful with our youngest. We are now working with Andy for the second time after he provided tremendous assistance with my eldest daughter. If I do a good job for one guy he tells someone else. Feelings of being trapped in a stagnant environment permeated my mind, and yet I knew I had to graduate high school; I had to get out. Although most of my friends and family did not understand my ambitions, I knew I wanted to make a difference and used their doubt as motivation to press through. Four days after I graduated high school, I joined the U.S.

Essay Topics

Friday, July 31, 2020

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 studentâ€™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 professorâ€™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 studentsâ€™ 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 someoneâ€™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 studentsâ€™ educational opportunities. Whatâ€™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.

Monday, July 6, 2020

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

Tuesday, May 19, 2020

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 AfricanÃ¢â‚¬ ¦show more contentÃ¢â‚¬ ¦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 Ã‚ |Ã‚ 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. 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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 Ã‚ |Ã‚ 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. 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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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 5 PagesRosa Salcido Professor Coffman Sociology 320 September 5, 2015 Title Summary: In the article Ã¢â‚¬Å"Interracial Intimacy: The Regulation of Race Romance, Antimiscegenation Laws and the Enforcement of Racial Boundaries,Ã¢â‚¬ 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 Ã‚ |Ã‚ 6 PagesMarriage in America Ã¢â‚¬Å"Gay marriage won t be more of an issue 25 years from now than interracial marriage isÃ¢â‚¬ 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

Wednesday, May 6, 2020

The Crucible - Emnity and Distrust - 1769 Words

Arthur MillerÃ¢â‚¬â„¢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. ProctorÃ¢â‚¬â„¢s hatred of Parris causes him to rarely attend churchÃ¢â‚¬ ¦show more contentÃ¢â‚¬ ¦Proctor vows to Ã¢â‚¬Å"cut off [his] hand before [heÃ¢â‚¬â„¢ll] ever reach for [Abigail] againÃ¢â‚¬ . Abigail is devastated that Proctor is now loyal to his Ã¢â‚¬Å"sicklyÃ¢â‚¬ wife. Abigail holds a grudge against Goody Proctor because she had her fired and is now Ã¢â‚¬Å"blackeningÃ¢â‚¬ 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 Ã¢â‚¬Å"murderÃ¢â‚¬ and should be Ã¢â‚¬Å"ripped out of the worldÃ¢â‚¬ . 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. ParrisÃ¢â‚¬â„¢ 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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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 NathanielÃ‚ 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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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 StateÃ¢â‚¬â„¢s propensity to lie and the individualÃ¢â‚¬â„¢s desire for truth. Orwell depicts Winston Smith fighting against the Ã¢â‚¬Å"liesÃ¢â‚¬ 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 Ã¢â‚¬Ëœthe CrucibleÃ¢â‚¬â„¢?1661 Words Ã‚ |Ã‚ 7 PagesHow does Arthur Miller create drama and tension in Act 1 of Ã¢â‚¬ËœThe CrucibleÃ¢â‚¬â„¢? The Crucible is a play, which explores the witch- hunting hysteria that happened in Salem 1692. Miller uses this Ã¢â‚¬Å"organized mass-hysteriaÃ¢â‚¬ [1] to comment on his own similar experience during the 1950s. Through Ã¢â‚¬Å"The CrucibleÃ¢â‚¬ , Miller is able to draw an analogy between the hysteria of the Salem witch-trails and its modern parallel of the anti communist Ã¢â‚¬Ëœwitch-huntsÃ¢â‚¬â„¢ which occurred due to the HUAC-House of un-American CommitteeRead MoreThe Themes Of Mccarthyism In The Crucible By Arthur Miller1685 Words Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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 Ã‚ |Ã‚ 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, AbigailÃ¢â‚¬â„¢s rivalry with Elizabeth Proctor and Mrs. PutnamÃ¢â‚¬â„¢s grief over infantsÃ¢â‚¬â„¢ dea ths demonstrate that people accuse

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Friday, July 31, 2020

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Monday, July 6, 2020

Management of multinational companies - Free Essay Example

Tuesday, May 19, 2020

My Interracial Family was not Allowed Essay - 1058 Words

Wednesday, May 6, 2020

The Crucible - Emnity and Distrust - 1769 Words

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