We Do NOT Need Affirmative Action Essay - 549 Words

Affirmative Action is steps that are taken to ensure that the opportunities are equal between minorities and others. There have been many heated debates over this issue, and maybe the worst is yet to come. Some might feel it is necessary because they feel opportunities are not equal for minorities. Many people believe that gaps need to be closed between minorities and others, but there is a difference in the method. I feel the current method is not constitutional, lawful, and not proven to be an adequate solution. We don’t even know what is the cause of inequality. How can we figure out what the solution is? There is no evidence showing whether imbalances in education and the workforce are racial or economical.†¦show more content†¦Affirmative Action goes against what our country was founded on. Our preamble to the Constitution proclaims liberty and justice for everyone. We have worked so hard to perfect our country with our numerous amendments to the Constitution. In stead of solidifying the equalities we have worked for, it challenges the concept of equality. Affirmative Action is unlawful. Affirmative Action goes against the Civil Rights Act of 1964. The Civil Rights Act was made to insure that no one would be discriminated against, yet we use reverse discrimination to insure equality. The Civil Rights Act did not establish superiority of one race, religion, or sex over the other one. To give preferential treatment to any minorities is a blatant violation of Title VII. Affirmative Action is also a violation of Title II where interstate commerce is involved. Affirmative Action in federally funded schools also violates Title IV. The Affirmative Action Program is not reaching its goal. The program was supposed to be an equalizer. Minorities were supposed to have the same opportunities in the workforce, and education as others. Now the gap is bigger than thirty years ago. Less African American’s go to college now than in 1990. 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Starbucks Structure Free Essays

Starbuck’s Structure MGT 330 Jerry Simpson August 20, 2012 We all live in a world or businesses and organizations. Our day to day lives are dependent on large public organizations, small businesses, well-known private companies or even voluntary groups. The ways these organizations are structured varies a lot and even in the same business categories companies/organizations differ a lot. We will write a custom essay sample on Starbucks Structure or any similar topic only for you Order Now initially started in 1971 as a very small structure, run by three partners in a small shop in Seattle. By that time the company then was simply selling whole bean and ground coffee but after taking over the operation of Starbucks in 1987, Schultz decided to expand the company’s business, which has now shops all around the world. In a generic way, it is possible to say that an organizations structure describes the way tasks are divided supervised, and coordinated. The first one is the size and age. A small and young company usually has a very simple structure but complexity and formality increase with size or age. Then we have the core process which must be aligned with structure so as to avoid important disruptions in daily operations. The structure of an organization also has to adapt itself to the environment. While a stable structure might be more easily addressed with an organization with a simple structure, an unstable and turbulent one will be, surely, more suited to an adaptable structure. Strategies and goals stand for others imperatives, structure and process must be both flexible as to adjust themselves to change. As for Starbucks, the best structural configuration for a company of this magnitude would be a divisional structure. This is due to the large size of the company, as well as the multi-market and multi-product offerings of the Starbucks Corporation. Though it must be noted that among the many weaknesses of the divisional structure is the duplication of activities and the potential for counter productive, inter-market competition for customers. What this means is Starbucks could end up competing against themselves essentially for customers which is a waste of resources. This is why it is imperative for Starbucks to implement the divisional structure as effectively as possible. In addition, if Starbucks plans to operate as efficiently as possible, they will be best served to utilize departmentalization by matrix (which is used by high tech firms or multinational companies). This creates circumstances in which maximum flexibility and adaptability in operations as possible. Starbucks employees would then have to be able to adjust to change and accept some role ambiguity as part of the daily routine. The tasks they work on tend to vary. The only constant would be the employee’s functional supervisor. This form of departmentalization should remain the same for stores offering food products and lunch in order to provide commonality amongst stores. This creates brand recognition, not only on the part of the consumers, but also on the part of the employees of the company as well. In that sense we can say that for every structure we can find successful companies. The trick appears to be the balance the manager finds between contingency factors and the organizational structure through which resources are deployed and managed. Moreover, as the result of internal or external changes, every organization, no matter what core or  type, has to restructure at some stage in life. Restructure is more than a fashion, in some cases, is really a matter of survival. Employees of various companies deal with restructuring all of the time. Starbucks has many employment opportunities within its brand and I have chosen to discuss the position of Barista and come up with a job description as well as job specifications for the position. Barista Job Description: The Barista position is an essential job within the Starbucks organization. As a Barista, employees will be expected to: Welcome guests when the walk in to the coffee shop Take the orders of the guest upon request Inform guests of product offerings Inform guests of promotions Make sure the coffee shop is clean and professionally maintained at all times Responsible for making specialty coffees for guests and understanding ingredients used The Barista is the first point of contact for the guests of the Starbucks corporation, so it is essential for all Starbucks barista’s to have a positive attitude and to work with a smile. References Reilly, M. , Minnick, C. , Baack, D. (2011). The five functions of effective management. San Diego, CA: Bridgepoint Education. Starbucks Facts (2008), Company Fact Sheet, Starbucks Coffee, Retrieved from http://www. starbucks. com/aboutus/Company_Factsheet. pdf Starbucks Corporation. (2009), International, Retrieved November 6, 2009, from http://www. starbucks. com/default. asp? How to cite Starbucks Structure, Essay examples

Employee selection of Omantel Company †MyAssignmenthelp.com

Question: Discuss about the Employee selection of Omantel Company. Answer: Introduction The research subject is to analyze the method of employee selection in the context of Omantel Company. In the existing business scenario, it is obligatory for an organization to gain their understanding about the selection of employees. It can be effective to improve the profitability of an organization. For this, it is effective for a company to improve the skills of the human resource manager and increase the understanding towards the employee selection method. However, it can be significant to improve the financial condition of an organization. In addition, it can also be appropriate for gaining the competitive benefit in future. The employees selection method is imperative for increasing the productivity of corporate systematically. A corporation can use the effective selection method can help the researcher to select appropriate people at the right place. Furthermore, it can also be said that most of the organization has used employee selection methods to accurately operate the firm and obtain higher profitability in less time and cost. In addition, it is also stated that the implementation of employee selection method can be vital to enhancing the current condition of corporate. As a result, the company can be able to control on the unexpected occurrence in the business (Roth, et al., 2016). Research justification The employee selection method is significant to enhance the current financial condition of the company. In addition, the ways of employee selection method can be imperative to gain the production and values of organizations by hiring the appropriate people in less time and cost. Further, the Oman organization faced many issues in the context of hiring appropriate people at the right place due to enhancing the organization performance. This research can also help to gain understanding towards the different factors that can affect the employee selection method. Through this research, a corporation will capable to address the ways of employee selection method and also address the strategies that can be effective to improve the employee selection method systematically. At the same time, this research proposal can support to improve the knowledge of researcher towards the employee selection method. This research is effective for researchers if they want to make their career in the human r esource management. This research proposal can be supportive for existing and new business because of gaining understanding towards the importance, role, and output of the effective employee selection method practices. Consequently, it will aid the organization for effective use of employee selection method. In addition, this research plan can be imperative to make adequate policy with respect to employee selection method (Miles, et al., 2014). Research aim and objectives The main aim of this research is to analyze the methods of employee selection in the context of Omantel Company. To analyze the meaning and concept of employee selection method in context of Omantel Company To analyze the type of employee selection method in Omantel Company To explore the factors that affect the employee selection method To identify the strategies to improve the employee selection method Research question What is the meaning and concept of employee selection method? How many types of employee selection method? What are factors that affect the employee selection method? What are the strategies to improve the employee selection method? Literature review To analyze the meaning and concept of employee selection method in context of Omantel Company According to the Alshamlan et al., (2015) the procedure of interviewing and analyzing applicants for a particular job and hiring an individual for operating the business systematically. The ways of employees selection can be very complicated or easy that can be based on the norms of the organization. It is also stated that anti-discrimination laws can be used by the organization during the selection of employees. The employee selection is a way by which an organization can select a right person at the right place. It can be a process of matching the needs of the organization with the education and qualification of the individual. To analyze the type of employee selection method in Omantel Company Gupta et al., (2014) stated that the human resource selection method can rely on the staff and resources of the firm. There are different methods that are used by the organization to hire the employees such as phone interviews, preliminary screening, and face-to-face meetings. It is effective to identify whether the applicant is appropriate for the job. In the small organization, these methods are implied to select the candidates at the right place. Further, it can be effective in the situation of imitated staff resources. It is also examined that the employee selection method enabled the organization to make an effective decision, retain the employees and decline the level of employee turnover systematically. To explore the factors that affects the employee selection method I support to this, Abernethy, et al., (2015) examined that a large number of the organization is depending on the specialist of human resource management section to make an effective selection decision as per the organization norms. It is also addressed that the selection of appropriate applicants to fill the job placement in the organization can be confronting, but at the same time some factors may affect the selection method of employees. A business owner and their staff member should comprehend the values of factors that may directly impact on the employee selection method. It can be effective to attain the specified goal of the organization in the context of employee selection. It is also stated that lack of relevant experience, qualification, salary requirements, and transfer can impact on the ways of employee selection. To identify the strategies to improve the employee selection method Nolan et al., (2014) argued that general mental ability, structured interviews, and situational judgment tests methods are effective to improve the employee selection method systematically. An organization should use the GMA method to enable the candidates for online computer adaptive test and paper pencil test. It is also analyzed that both tests are appropriate for the organization due to enhancing the method of employee selection. In support to this, Cook (2016) examined that the structured interview method is also imperative for improving the employee selection method. Under this, an organization should use structure base interview wherein organization previously determine the questions that will be asked to the candidates at the time of hiring an employee. Through this method, an organization can include 2-4 experienced managers for asking the question to the applicants and react on the particular. It can also be effective to gain the reliability of employee selection method. As a result, the company can get a feasible result in less time and cost due to the selection of right person at the right place. Govindan et al., (2015) the situation judgment can also be used by the organization to improve the employee selection method. Under this, the organization has used the multiple-choice equivalent for performing the structured interviews. The candidates are able to react on some specified topics related to the target job. It is also illustrated that this method can enable the organization to deeply understand the opinion and thinking of candidates towards any particular subject. It will also allow of the organization to comprehend how the candidate reacts to the particular situation. As a result, an organization can improve their employee section method and productivity (Brinkmann, 2014). Variables The researcher has determined some different independent variables that can direct impact on the employee selection method in an organization (Taylor, et al., 2015). The following table shows the independent variables of employee selection method: Dependent Variable Independent Variables Employee selection method Relevant experience Education Salary requirement Transfer Skills Research Methodology The research methodology can be effective to identify the tools and techniques that will be required to complete the research aim and objectives systematically (Mackey, et al., 2015). The following methods are considered in the research methodology: Research Strategy For this research, the researcher will use literature review and survey through a questionnaire to attain the research objectives. It will also permit the researcher to pool the adequate information towards the ways of employee selection method. The literature review method will enable the researcher to collect theoretical data towards the research issue while the survey through questionnaire support to collect the opinion and views towards the research aim (Krylovas, et al., 2014). Research design The researcher will imply both data collection method like qualitative and quantitative method due to getting the adequate result in less time and cost. In addition, a research will use the qualitative research design to build the conceptual understanding towards the research matter. Beside this, quantitative research design is implied to show the numeric data through statistical methods (Nikolaou, 2014). Data Collection Method For this research, the researcher will use both data collection method such as primary and secondary data collection method. A researcher will use the primary data collection method to collect the fresh data in the context of the research matter (Guerrero, et al., 2015). There are different kinds of methods such as observation, survey through a questionnaire, and interview to collect the data. Besides this, the secondary data collection method is also used by the researcher to collect the information from existing sources such as journals, government publication, offline sources, and books (Li, et al., 2014). Sampling Procedure In this research, the researcher will use the probability sampling method due to mitigating the biases from the research. It offers an equal chance to the participant for contributing to the research (Vahdani, et al., 2014). From this research, the researcher will choose 50 employees from the Ooredoo Oman, Nawras, and Omantel to conduct the research and pool adequate data. Data analysis method The data analysis method will also imply by the researcher to evaluate the collected data and get a feasible outcome. The researcher will execute the statistical data analysis method for evaluating the collected data of this research. A researcher will also practice the MS-excel by involving different tools like a pie chart, bar diagram, and column diagram (Stephenson, et al., 2014). Research Limitation The research limitation can direct impact on the reliability of research result. There are different types of factors that are considered in the research limitation like cost, time, and resources. In addition, the specified time can bound the researcher to collect the data about the research dilemma. Moreover, it is also analyzed that the primary data collection method can take more time and cost that will restraint the researcher to get the adequate result in the context of the employee selection method (Gatewood, et al., 2015). Ethical approval In this research, the researcher will use the data safety and security act 1988 to secure the data of participants and make a robust relationship with them. A researcher will also concentrate on some factors such as university regulation, data manipulation, and reference. It will support to avoid the ethical issues from the research (Ababneh, et al., 2014). Timeline The following table shows research plan: Table 1: Research schedule for completing project Research actions Time 1 2 3 4 5 6 7 8 9 10 Research dilemma selection Development of research aim and objectives Data collection method Questionnaire development Sampling techniques Data evaluation Report writing Final submission From the above table, it is analyzed that the data collection methods take more time than the other research activities. Budget For this research, the researcher will estimate $2400 to attain the research objectives systematically (Rana, et al., 2014). Purpose Estimated amount ($) Literature Review (LR) 800 Data Collection Method 800 Data Analysis 800 Total financial plan Expectation 2400 References Ababneh, K. I., Hackett, R. D., and Schat, A. C. (2014) The role of attributions and fairness in understanding job applicant reactions to selection procedures and decisions,Journal of Business and Psychology,29(1), pp. 111-129. Abernethy, M. A., Dekker, H. C., and SCHULZ, A. K. D. (2015) Are employee selection and incentive contracts complement or substitutes? Journal of Accounting Research,53(4), 633-668. Alshamlan, H. M., Badr, G. H., and Alohali, Y. A. (2015) Genetic Bee Colony (GBC) algorithm: A new gene selection method for microarray cancer classification,Computational biology and chemistry,56, pp. 49-60. Brinkmann, S. (2014) Interview, InEncyclopedia of Critical Psychology(pp. 1008-1010). USA: Springer New York. Cook, M. (2016) Personnel Selection: Adding Value Through People-a Changing Picture, USA: John Wiley and Sons. Gatewood, R., Feild, H. S., and Barrick, M. (2015) Human resource selection, USA: Nelson Education. Govindan, K., Rajendran, S., Sarkis, J., and Murugesan, P. (2015) Multi-criteria decision making approaches for green supplier evaluation and selection: a literature review, Journal of Cleaner Production,98, pp. 66-83. Guerrero-Baena, M. D., Gmez-Limn, J. A., and Fruet, J. V. (2015) A multicriteria method for environmental management system selection: an intellectual capital approach,Journal of cleaner production,105, pp. 428-437. Gupta, N., and Shaw, J. D. (2014) Employee compensation: The neglected area of HRM research,Human Resource Management Review,24(1), pp. 1-4. Krylovas, A., Zavadskas, E. K., Kosareva, N., and Dadelo, S. (2014) New KEMIRA method for determining criteria priority and weights in solving MCDM problem,International Journal of Information Technology and Decision Making,13(06), pp. 1119-1133. Li, D. F., and Wan, S. P. (2014) Fuzzy heterogeneous multiattribute decision-making method for outsourcing provider selection,Expert systems with applications,41(6), pp. 3047-3059. Mackey, A., and Gass, S. M. (2015) Second language research: Methodology and design, UK: Routledge. Miles, A., and Sadler-Smith, E. (2014) With recruitment I always feel I need to listen to my gut: the role of intuition in employee selection,Personnel Review,43(4), pp. 606-627. Nikolaou, I. (2014) Social networking websites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), pp. 179-189. Nolan, K. P., and Highhouse, S. (2014). Need for autonomy and resistance to standardized employee selection practices.Human Performance,27(4), pp. 328-346. Rana, S., Ardichvili, A., and Tkachenko, O. (2014) A theoretical model of the antecedents and outcomes of employee engagement: Dubin's method.Journal of Workplace Learning,26(3/4), pp. 249-266. Roth, P. L., Bobko, P., Van Iddekinge, C. H., and Thatcher, J. B. (2016) Social media in employee-selection-related decisions: A research agenda for uncharted territory.Journal of Management,42(1), pp. 269-298. Stephenson, M. C., Jagger, S. P., Banasik, P., and Baechler, A. T. (2014) U.S. Patent Application No. 14/207,264. Taylor, S. J., Bogdan, R., and DeVault, M. (2015)Introduction to qualitative research methods: A guidebook and resource, USA: John Wiley and Sons. Vahdani, B., Mousavi, S. M., and Ebrahimnejad, S. (2014) Soft computing-based preference selection index method for human resource management,Journal of Intelligent and Fuzzy Systems,26(1), pp. 393-403.

The Culture of Fear

Introduction The culture of fear is a new phenomenon growing among the American citizens. It refers to the tendency to adopt irrational scares, especially when advanced by the media, politicians, and monomaniacal advocacy groups. This qualifies as paranoia associated with issues such as road rage, breast cancer, pedophiles, blacks, immorality, plane crashes, among others. Glassner and Wainwright provide the reader with statistics to debunk most of the misrepresentations advanced by the media.Advertising We will write a custom essay sample on The Culture of Fear specifically for you for only $16.05 $11/page Learn More Masquerading ‘experts’ who in reality are phonies with dubious qualifications being trotted up to back the media’s prejudicial notions are exposed with the backing of statistics. An interesting point that Glassner brings to attention is how these journalists seem quick to brush aside genuine experts who seek to discredit their generalizations of solitary incidents into ‘trends’. Glassner’s ‘The Culture of Fear’ is quite a revelation of matters concerning misplaced fears based on delusions by the press. It touches on issues than include fear for airline safety, road rages, teenage pregnancies, monster moms, youth violence, terrorism, crack babies, pedophilia, kidnappings, overemphasis of diseases such as SARS and West Nile Disease, feminists’ banter on silicone breast implants, and racial stereotyping among others (Glassner 2010, p. 3). It also provides an explanation of why people succumb to these ploys by the media, politicians and lobbyists. Finally, Glassner offers suggestions on how to counter these irrational fears propagated by such falsities. Wainwright’s ‘A Sociology of Health’ is a complex text on health issues. For the purposes of this paper, the focus is on chapter two, which discusses ‘Doing Better, Feeling Scared: Health Statistics and the Culture of Fear’. Wainwright’s work is a reflection of Glassner’s many concepts, with more emphasis laid on the statistics, to debunk the paranoia that comes with ignorance. However, he gives a detailed explanation of the nature of ‘actuarial risk’ (Wainwright 2008, p. 91). This paper will discuss both authors’ contributions jointly. The culture of fear is not new: it continues to breed with the sustaining efforts of the opportunistic politicians seeking votes from the public by playing on people’s emotions through mass media. It thrives on sensationalism and exaggerated reports of occurrences to keep people tuned in and single-minded advocacy groups that exaggerate the prevalence of certain diseases and conditions to solicit funding. Unfortunately, these extreme, albeit spectacular depictions are detrimental to society in terms of propagating further hardships and eclipsing the real, and usually less popular problem s.Advertising Looking for essay on cultural studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, Glassner posits that the widespread anti-breast cancer campaigns spread fear among affected parties, making it less likely for daughters whose mothers had breast cancer to conduct screening tests. He also gives the example of the hype over illegal drug usage, such as marijuana, cocaine, and heroine. Focusing on these abusers shifts our attention from the abuse of legal drugs and the negligent prescription of wrong medication by health practitioners. Another instance is the decline to handle violent crimes by instigating bans on gun ownership and possession. The media works on the philosophy ‘if it bleeds it leads’ which explain the gross exaggerations and christening of incidents into trends. It happens when there are several sequential or even sparse occurrences of newsworthy events. A good example is the youth kill ings in Littleton Colorado, which earned the title ‘monstrous youth’. Such generalizations of specific people’s crimes into an entire category’s nature are a major reason why paranoia spreads among the public. â€Å"Entire categories stand out as innately dangerous†¦Ã¢â‚¬  (Glassner 2010, p. 9). Consequently, parents no longer trust public schools. Politicians are notorious for their scare mongering, especially during campaigns. Glassner quotes Richard Nixon who once stated, â€Å"People react to fear, not love†¦They don’t teach that in Sunday school, but its true† (Glassner 2010, p. 15). Surely, if that is the motto of politicians, then the country is in for a great scare. The last group addressed in this category is lobbyists, who single-mindedly misrepresent the prevalence of certain diseases and conditions to hike funding, or in support of their ideologies. A good example is the feminists who launched an anti-silicone breast i mplants campaign until the FDA banned them in 1992, yet extensive research found no connection between these implants and deteriorated health of individuals who had them (Wainwright 2008, p. 148). The issue of health and fear also occurs in the form of people feeling healthy, yet believing that they will fall ill. Countless journals constantly present data in millions of Americans with rare diseases, epidemics like SARS, West Nile Disease, and the Gulf War Syndrome. All this is at the expense of numerous Americans ‘actually’ suffering from malaria and malnutrition, among other dangerous conditions. It seems ironical to note that these figures once combined or summed up come up to over 500 million Americans yet the last census only accounts for less those 300 million citizens. Glassner proposes that there be a shift from the sensational to the mundane if change is to occur. â€Å"We have the resources to feed, house, educate, insure, and disarm our communities if we res olve to do so†¦We can choose to redirect some funds to combat serious dangers that threaten large numbers of people†¦At election time, we can choose candidates that proffer programs rather than scares† (Glassner 2010, p. 210).Advertising We will write a custom essay sample on The Culture of Fear specifically for you for only $16.05 $11/page Learn More He notes that whereas in the last three decades the crime rate has declined by almost thirty percent, press coverage has shot up to 600%! The result of this discrepancy is the appearance of an increasing crime rate. The same applies for many other societal vices on the decline such as suicide rates and abortions. The public will always be vulnerable to deception by opinion leaders because most people cannot reason probabilistically, and they lack understanding of the rules of inference and statistical evidence. Education on probability may be of help, but the burden lies on the deceivers to correct their ways. The society needs to take accountability for its actions, or lack of actions, especially in failing to route for corrective policies, instead of blaming drug addicts, or blacks, or other marginalized groups in need of welfare and respite. References Glassner, B., 2010. Introduction to the Tenth Anniversary Edition. In The Culture of Fear. New York: Basic Books. Wainwright, D., 2008. Chapter 2, Doing Better, Feeling Scared: Health Statistics and the Culture of Fear. In A Sociology of Health (pp. 89-96). Oregon: Sage Publication Ltd. This essay on The Culture of Fear was written and submitted by user Colin Taylor to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Norway essays

Norway essays People around the world have many different views on what is considered proper etiquette. If one decides to do business without being informed of the customs and etiquette of the area, there is a slim chance that their business dealings will work out. When a representative is sent to another country, the representative is not only representing their business but also their country and themselves. To make sure you leave a good impression, when doing business with another country, one must be well informed on the area, culture, and business practices of that country. If you are a representative sent to Norway, first you should know a little about the area. Norway occupies the western part of the Scandinavian Peninsula and shares borders with Sweden, Finland and Russia. Norway has a long coastline and a mountainous interior that is blanketed by some of Europes largest glaciers. Over 500 sq km of Norway lies north of the Arctic Circle, but the countrys western coast usually remains ice free year-round due to the warm waters of the Gulf Stream. The country is at its best and brightest from May to September, and at its worst between November and March when average temperatures are below freezing. Midnight-sun days are days when the sun never drops below the horizon; these days extend from May 13 to July 29 at Nordkapp in the far north and from May 28 to July 14 in the Lofoten Islands. Southern Norway has daylight from 4 am to 11 pm in midsummer. On the other hand, the sun does not rise in the north from the end of November to the end of Jan uary. Knowing this you can plan what to wear. Secondly, you should know about the business dealings and economy of the area. Norway is a wealthy country with extensive offshore oil and gas reserves and traditional industries based on natural resources such as timber, aluminum, fishing, farming, and shipping. The country is almost self sufficient in hydroelectric power and e...

Learn More About Conjugations for the Italian Verb Addormentarsi

Learn More About Conjugations for the Italian Verb Addormentarsi addormentarsi: to fall asleep, go to sleep; take slowly Regular  first-conjugation Italian verbReflexive verb  (requires a  reflexive pronoun) INDICATIVE/INDICATIVO Presente io mi addormento tu ti addormenti lui, lei, Lei si addormenta noi ci addormentiamo voi vi addormentate loro, Loro si addormentano Imperfetto io mi addormentavo tu ti addormentavi lui, lei, Lei si addormentava noi ci addormentavamo voi vi addormentavate loro, Loro si addormentavano Passato remoto io mi addormentai tu ti addormentasti lui, lei, Lei si addorment noi ci addormentammo voi vi addormentaste loro, Loro si addormentarono Futuro semplice io mi addormenter tu ti addormenterai lui, lei, Lei si addormenter noi ci addormenteremo voi vi addormenterete loro, Loro si addormenteranno Passato prossimo io mi sono addormentato/a tu ti sei addormentato/a lui, lei, Lei si addormentato/a noi ci siamo addormentati/e voi vi siete addormentati/e loro, Loro si sono addormentati/e Trapassato prossimo io mi ero addormentato/a tu ti eri addormentato/a lui, lei, Lei si era addormentato/a noi ci eravamo addormentati/e voi vi eravate addormentati/e loro, Loro si erano addormentati/e Trapassato remoto io mi fui addormentato/a tu ti fosti addormentato/a lui, lei, Lei si fu addormentato/a noi ci fummo addormentati/e voi vi foste addormentati/e loro, Loro si furono addormentati/e Future anteriore io mi sar addormentato/a tu ti sarai addormentato/a lui, lei, Lei si sar addormentato/a noi ci saremo addormentati/e voi vi sarete addormentati/e loro, Loro si saranno addormentati/e SUBJUNCTIVE/CONGIUNTIVO Presente io mi addormenti tu ti addormenti lui, lei, Lei si addormenti noi ci addormentiamo voi vi addormentiate loro, Loro si addormentino Imperfetto io mi addormentassi tu ti addormentassi lui, lei, Lei si addormentasse noi ci addormentassimo voi vi addormentaste loro, Loro si addormentassero Passato io mi sia addormentato/a tu ti sia addormentato/a lui, lei, Lei si sia addormentato/a noi ci siamo addormentati/e voi vi siate addormentati/e loro, Loro si siano addormentati/e Trapassato io mi fossi addormentato/a tu ti fossi addormentato/a lui, lei, Lei si fosse addormentato/a noi ci fossimo addormentati/e voi vi foste addormentati/e loro, Loro si fossero addormentati/e CONDITIONAL/CONDIZIONALE Presente io mi addormenterei tu ti addormenteresti lui, lei, Lei si addormenterebbe noi ci addormenteremmo voi vi addormentereste loro, Loro si addormenterebbero Passato io mi sarei addormentato/a tu ti saresti addormentato/a lui, lei, Lei si sarebbe addormentato/a noi ci saremmo addormentati/e voi vi sareste addormentati/e loro, Loro si sarebbero addormentati/e IMPERATIVE/IMPERATIVO Presente - addormentatisi addormentiaddormentiamociaddormentatevisi addormentino INFINITIVE/INFINITO Presente: addormentarsi Passato: essersi addormentato PARTICIPLE/PARTICIPIO Presente: addormentantesi Passato: addormentatosi GERUND/GERUNDIO Presente: addormentandosi Passato: essendosi addormentato 1001 Italian Verbs:  A  |  B  |  C  |  D  |  E  |  F  |  G  | H |  I  | JK |  L  |  M  |  N  |  O  |  P  |  Q  |  R  |  S  |  T  |  U  |  V  | W | X | Y |  Z

Context Analysis and IMC Recommendation Assignment

Context Analysis and IMC Recommendation - Assignment Example Mainly Integrated Marketing Communication (IMC) technique will be used to serve the purpose. Different techniques of marketing communication can be used by VOLVO, but selecting a communication strategy which has right blend of clarity, large communication impact and consistency can be a challenging task. The next half of the project will discuss about the features of the product. VOLVO MOVE is a seven-sitter MPV which has already won NCAP (New Car Assessment Programme) status according to European safety standard. Fuel consumption rate is very low for this car and applications like satellite navigation and park assist facilities are also offered along with their standard model. Moreover, the product is also priced at an affordable rate of ?24, 995. VOLVO has also successfully positioned itself as a car that offers safety and durability to the customers. SWOT analysis for VOLVO MOVE Strength VOLVO is perceived as a reliable and durable brand that manufactures durable cars. The company gives high value for safety and. Likewise in the process of manufacturing MOVE; the company has implemented all such measures. VOLVO has already created a group of customers who strive for safety and in the same way their new product can target the families and elderly people. Weakness Factor like traditional design can create a negative image in the mind young people and unknowingly VOLVO is de-marketing their product for their target young customer (D'Amico, â€Å"Demarketing e turismo sostenibile†). VOLVO lacks the technology to design stylish cars which is the reason why they cannot compete with the car brands like BMW, Cadillac and Lexus in terms of style quotient. Opportunity VOLVO MOVE can change its marketing strategy by using social media marketing to fulfil the primary intention of spreading their message for test driving. VOLVO MOVE can enhance technical features along with better design. VOLVO can use their previously satisfied customer groups to generate word of mouth promotion via online social interaction. Threat VOLVO is not a premium car brand and rather it competes with car brands like Infinity, Lexus and others. VOLVO MOVE has to change their marketing communication strategy constantly otherwise their competitor can copy their move. VOLVO MOVE needs to improve their research and development program on a regular basis to match with customer’s requirement. There is a threat for the car brand in the form of its old fashioned design. However it needs to change with respect to time. Integrated Marketing Communication (IMC) IMC is a strategic marketing communication technique and it represents four types of marketing communication modes. 1. General Advertising-General Advertising creates awareness about the brand and provides information to customers about different aspects and applications of the product. 2. Direct Marketing- This is an approach to create relationship with customers and delivering information about products to the customers. Direct marketing also helps to close sales cycle in a structured manner. 3. Sales Promotion-It is not a long term process. Incentives are there for both consumers and traders. 4. Public Relation- Companies can go for organizing public

Wabash Watershed Essay Example | Topics and Well Written Essays - 2000 words

Wabash Watershed - Essay Example There is also a relevant trend for the cycle of increase of temperature if we based it on the average annual maximum temperature in the Wabash valley watershed based on the 5-year and 10-year data from 1961 to 1990. It started higher somewhere in 1961 then went to a downward spiral somewhere in 1981 and 1982, but again it surged higher back to the temperature equivalent to almost one unit experienced in 1961 based on a 10-year covered data. The above trends are consistent with the overall trend of the average annual temperature in the Wabash valley watershed. There is a remarkable cycle of temperature increase, starting with the lower one in 1961, then a relative increase along the way, and decrease in 1981 and again a remarkable increase of the graph slope until 1990. This trend significantly shows a cycle of temperature increase, but reveals us the point that in totality there is an observed temperature increase within the range of time between the years 1961 to 1990. To look at it a specific level, we can also observe the average daily temperature range in the Wabash valley watershed. The graphical representation shows a downward trend from 1961 to 1990 based on the average 5 and 10-year data. This is in fulfilment to the envisioned scenario of some theorists that there is a more pronounced warming of minimum temperatures than maximum temperatures, which we can relatively observe as realistic if we based in on the graphical trend representations. Furthermore, this could be observed from a reduced range of temperatures, which we significantly see from the decreasing trend of the average daily temperature from 1961 to 1990, as the 5-year and 10-year average data show. The evidence of drought and water surplus To investigate the evidence of drought and water surplus conditions for inland or continental locations, we can look at the trends in precipitation amounts and the frequency of certain amounts of precipitation taking place at Wabash valley watershed. Glob al warming theorists believe that global warming phenomenon foresees drought and less surplus water conditions for inland or continental locations. The average annual precipitation in the Wabash valley watershed generally has an increasing trend starting from 1961 to 1990 and if we also based it on the 5-year and 10-year data. On the average annual days of light precipitation in the Wabash valley watershed, the trend remarkably goes high and even higher starting from 1982 to 1990, 5-year and 10-year data. This trend is also remarkably observed if we based it on the average annual days of precipitation in the Wabash valley watershed, as there is a depiction of increasing trend from 1961 to 1990. On the other hand, the average annual surplus in the Wabash valley watershed relatively increases to fewer inches, higher in fewer inches from 1961 compared to the level in 1990. Between these corresponding years, there is also evidence to suggest that the surplus level tends to maintain a hi gher trend compared from 1961. Expectation from a warming climate As there is evidence to support the overall warming of the environment based on the data generated from Wabash valley watershed, the average annual actual evapotranspiration has an increasing trend starting from 1961 to 1990.

Multinational Expansion Of Companies Essay Example for Free

Multinational Expansion Of Companies Essay Ghe increasing multinational expansion of companies requires individuals who can perform effectively across national borders by handling cross national job assignments (Stahl Bjorkman 2006). Expatriates/international assignees are employees who work outside their national borders. A lot depends on human resource (HR) management in selecting appropriate workforce and rewarding them accordingly in company’s best interests. HR managers need to show expertise in choosing suitable personnel for international assignments based on employee’s personal characteristics, interests, overseas experience and the type international assignment. Moreover, it becomes the responsibility of HR managers to look after compensation packages, and compliance with regional work standards and government policies. Hence, it is necessary to review all these issues in detail to gain an idea on the role of HR professionals in relation to international assignees. Firstly, to understand the aspects of expatriate selection and functions, it is first necessary to review the reason for global expansion of companies and their requirements. Companies Go Global   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are various reasons for companies choosing international existence. They include increased pressure on costs, search for new markets, greater customer demands and product and service qualities, government policies, search and desire for technology development, worldwide communication and information flow, increasing global opportunities with interdependence of nations in trading blocs, integrating cultures and values leading to common consumer demands, availability of skilled workforce, decreasing trade barriers, and E-commerce (Briscoe Schuler 2004).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This increasing globalization requires companies to look for employees with ability to operate at varied conditions. Accordingly, various criteria are set for the selection of international assignees. International assignees may be parent-country nationals (PCNs), host-country nationals (HCNs) or third-country nationals (TCNs) Selection of International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Human resource (HR) managers have a major role in selecting international assignees. The highly followed selection process includes self-selection, creating a candidate pool, technical skills assessment and making a mutual decision (Frazee 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   HR management has to consider several criterion before selecting the candidates, such as candidate’s maturity, ability to handle foreign languages, possession of favorable outlook on the international assignment by the expatriate and his/her family (Briscoe Schuler 2004). Apart from these personal characteristics like health, desire for the assignment, individual resourcefulness and adaptability are very important.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   International assignees should have various qualities such as computer literacy, prudent negotiating skills, ability as a change agent, visionary skills and effective delegatory skills (Briscoe Schuler 2004). Functions of International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The functions of international assignees may include all or any of the following areas depending on job responsibilities. Technical responsibilities Managerial responsibilities Cultural responsibilities such as interacting with local nationals and local communities In general, global long term assignments may vary between two and five years. In long term assignments employees are generally loaned to the host company by the home company (Mullaney 2007, p. 3). The position and seniority of the assignee often determine the nature of the assignment package. Executive assignees are seen as prominent members of the local management team, whereas assignees at manager level or below are credited with career development opportunity. An Insight on the Roles of HR Managers In the current globalization arena, the role of human resource (HR) personnel in relation to international assignments should be viewed in specific perspectives: human resource personnel and international assignees, and the role of past experience in dealing with diverse employees. Whatever the role is, the basic requirements are openness to people, flexibility, autonomy, and career motivation (Frazee, 1998, p. 29). Firstly, the phases in selection of international assignees can be described as self-selection, creation of a candidate pool, assessment of technical skills, and making a mutual decision. Firstly, the candidate has to self analyze whether he or she can be a global assignee. Moreover, the favorability of family and other conditions need to be evaluated. In selecting global assignees, it is better to opt for self-selection than traditional selection. While traditional selection in meant for choosing assignees by employers through various interviews and tests, self-selection promotes self-assessment of candidates and decide on whether or not to go for the next step for selection process (Frazee, 1998, p. 29). The factors of self-selection include personality and individual characteristics, career and family issues. According to Johns, in case of personnel who shift from another position to HR, the experience in past positions and the change of influencing abilities pertaining to the post may help perform better as a HR manager in dealing with employees from different backgrounds (as cited in Frazee, 1998, p. 52).   Ã‚  Ã‚  Ã‚  Ã‚   Furthermore, HR managers do have a major role in proper orientation of global assignees and making them adjust with new environment. Moreover, HR personnel need to evaluate the costs associated with expatriate programs. Finally, they may have to deal with situations where employees may rise about differences in compensation between local and global assignees. Requirements of International Business Management in the Context of HR Professional in Working with International Assignees In my opinion, such requirements as workforce planning and staffing, training and health safety, and Crisis Management are the central issues of international business management in the context of HR profession when working with international assignees. The most significant subject for planning of training for international assignees is the importance of understanding the restricted culture and language. The organization of the compensation programs for multiple workforces around the world is a compound and not an easy work that is put into effect with the help of the balance sheet approach.   Health and safety practices vary among countries as per related laws in those countries. However, HR managers should understand and cope with business decisions that are concerned with strategies, health and safety systems, and different practices faced in countries that may have an impact upon workforces and employee relations between international assignees. So, the requirements include learning the laws, systems of working and understanding the cultures of the countries. Global HR activities that involve preparation, scheming, structuring, implementing, organizing, or developing may be unsuccessful if they are used without considering the differences in countries. Successful processes and systems that are used in one country may fail when they are used in the same way in another one. All the aspects of the international business have a human element. The human recourse management was underestimated for a long time, but its functions and roles, nowadays, are accepted to be one of the most important. Nevertheless, ‘the HR professionals must first learn the geography and characteristics of the field’ (Ohmae, 1990). Potential Involvement of International HRM   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   With the increasing human resource problems in the multinational companies due to increased global operations, it has become to necessary to redefine the scope and role of the human resource management.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   International HRM should be involved as a active partner in formulating global strategies. Necessary skills need to be imparted into senior HR professional through proper training. HR professionals should lead developing processes and activities involving emerging strategies (Briscoe Schuler 2004, p. 398). Companies should facilitate the development of global strategies by finding out the skills necessary for management and employees, and a major role should be played by the HR department in accomplishing it (Briscoe Schuler 2004, p. 398). Enhanced interaction is essential among line management, HR personnel and workgroups. Moreover, it is better to decentralize the functions of the headquarters IHR departments. Also, main HR departments should assign basic administrative responsibilities to venders with expertise in HR activities, as the main departments will need to deal with many growing global responsibilities (Briscoe Schuler 2004, p. 398). Expatriate Performance, Training and Interactions Joint ventures and foreign subsidiaries are usually structured and organized much like their mother companies; the only distinction is that they have both expatriate and local managers. That’s why the international business operations are more difficult and have more complex structure than the domestic business operations. Regardless of the effectiveness or availability of Performance Management (PM) tools, expatriate PM success depends largely on the manager and expatriate in question: how well they both understand, internalize, and accept PM, and how skillful they are in its implementation. To this end, appropriate PM training should be available for all expatriates, including their superiors. (Johnson 2003). The high level of the performance management of the expatriate leads to improvements in their careers and company’s development.   The performance management system that is used in the global business includes a lot of areas of international human recourse management responsibility, such as evaluating foreign managers and international assignees for pay increases. However, one of the most important obstacles to the successful administration and progress of these managers and international assignees is the regular require of recognition of the value of their overseas experience and expatriation, in general, and the casualness with which companies often evaluate these international assignees foreign performance. Certainly, big enterprises that have a lot of overseas assignees and many foreign subsidiaries say that ‘most (83%) do not use performance management to measure international assignees success. And many (35%) dont use any type of measurement at all.’ (Andersen 1999, p. 18) One of the most important factors that influences upon the international assignees’ performance is the performance appraisal system of the company. However the correct and effective system of the performance appraisals is not an easy task even in the native country. The knowledge and the skills that have to be developed by the international assignees differ a lot from the abilities of the workers of the company that is located in the native country should have.   The international assignee and other foreign managers have to increase and make use of the knowledge that is necessary for any managerial assignment without any doubt. The requirement for more number of highly qualified human resource personnel has resulted in the need to use larger numbers of foreign nationals. ‘Most multinational firms favor hiring local nationals for foreign subsidiaries, home-country nationals at headquarters, and, where a regional organization exists, a mix of foreign and home-country managers for regional positions.’ (Johnson 2003) Thanks to such method of international HR management the ethnic groups unite usually varies with the environment of a firms business and with the product strategy. So, the role of the staff that works at the native country diminishes in the case of lowering the importance of the area expertise. The principal subject for a large amount of companies in the management of their international assignment system is the arrangement of the competing interests of the firm, international HR management, and the international assignees and family. The business that is concerned about its globalization requires fast deed in order to produce innovative revenues, and to direct the expenses and threats involved with doing that. International human resource department requires adequate lead time to discover and choose successful international assignees. As Ohmae (1990) writes ‘they need a low enough case load of international assignees to be able to provide good service; they want to be able to apply an effective process for selecting and developing quality of international assignees candidates; and they desire to be able to apply a consistent policy of treatment of international assignees.’ International assignees themselves, and their families, need sufficient compensation for the individual and profession sacrifice they make while they relocate; they would like their family concerns to be given essential priority; and they look ahead to   be able to come back to a profession promotion that   takes benefit of their foreign practice. So, the way to success in the global operations is to satisfy the needs of companies and the needs of international assignees. The role of international assignees is very significant; because whether the business strategy will be clear and understandable all over the world depend on their working performance. In order to improve the results of the work there are a large amount of programs that consist of relevance, acceptability, sensitivity and practicality. The factor of relevance means that the HR manager and the worker should realize the relevance of their labor in the general activity and to evaluate the situation correctly. Acceptability is the right evaluation of the job from the side of the HR manager and the diligent execution of the duties by the expatriate. It needs to be seen as fair, reasonable, and accurate. Sensitivity is the attitude of the administration that includes taking into consideration cultural differences and adequacy in evaluating the business reality. The fact that the programs should be practical for the expatriates is also important. They should correspond to the business strategy and be not difficult to execute but not to simple. In this case there is a threat that such program will be done partially. These entire characteristics have to be implemented by the HR managers and need special attention. Compensation for International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   International HR department has to create compensation packages that appropriate for employees and profitable to the companies. The components of a balance sheet approach that are helpful in determining expatriate compensation are described below. Home-country salaries International standard Regional standard Better of home or host policy Expatriate Failures The three main reasons for expatriate failure are inappropriate selection, inadequate preparation and the stress associated with expatriation (Enderwick Dunning 1994). Proper training of expatriates before giving international assignments is necessary to overcome failure. All in all, performance of international assignees depends greatly on proper selection and training. Moreover, appropriate compensation packages are necessary. Women as International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Coming to the gender differences in international assignees, there are important aspects to consider. It has been observed that though the number of women employees is increasing over the years, they are not making a substantiate percentage in international assignments. To be precise, in spite of having 47% women workforce in the United States by 1998, only 13% to 14% were selected for international assignments (Varma et al. 2004). Also, in spite of having 30% female students in MBA programs in the US, only 14% are being selected by corporate America for international postings (Koretz, 1999).   Furthermore, the estimated number of female expatriates is between 2 and 5 percent only (Harris, 1993).There are multiple reasons for this scenario.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The important cause is the reluctance of management to send women employees abroad stating that they face more prejudice than men at the new workplace. Also, supervisor-subordinate relationship seems to be an important factor. It was found that female employees showed higher agreement with female supervisors than males (Varma et al. 2004). It becomes crucial, as most of cases require women to interact with male supervisors.   Ã‚  Ã‚  Ã‚  Ã‚   Other related reasons can be explained such as over estimation of women’s problems at workplace by males, and lower availability of corporate development programs such as fast track programs, individual career counseling and career planning workshops for women. Further reasons include the traditional confinement of women to only certain job categories, socio-cultural issues of host countries and the problems of dual career couples. Conclusion In conclusion it is necessary to say that global HRM is more democratic than it was earlier. It provides employees with lots of opportunities and possibilities without paying attention to such factors as cultural characteristics or racial prejudices. Global HRM tries to present cultural diversity at all level of organizations. HRM model in public sector is characterized by lifetime employment, social cohesiveness and seniority wages. The vitality of organization is less important in the country that family ties and friendship. It is seen that GCC countries are not greatly influenced by globalization processes. Managers try to promote their relatives instead of teaching staff how to work. HRM model in the private sector is only on the evolution stage. It is still trying to find innovative ways how to manage the staff effectively. It is recommended for strategic human resource management of future to be characterized by cultural diversity and equal job opportunities for all people. HRM should use the concepts of globalization and labor division in order to achieve highest results. HRM should provide qualified employees with proper positions. Human resource managers should also have highest qualification and professionalism to achieve company’s goals and objectives. One more recommendation is to create more job places and to provide people with them. The cultural dimensions of power distance index, individualism, masculinity, uncertainly avoidance index and long-term orientation are necessary to be studied by the HR managers. The improvements of the programs that are aimed at the expatriate’s learning should include relevance, acceptability, sensitivity and practicality. As the result the production will increase as well as the organization’s revenue and profits. All in all, HR management has a great responsibility in company’s success pertaining to international assignments. They need to identify required personnel with adequate skills and experience to carry out international assignments. HR managers should plan proper reward packages to retain efficient employees on international assignments. Moreover, they need to adjust existing and adopt new policies in order to gain compliance with respective country’s policies and standards. Also, they are supposed to plan and implement relevant training for employees to perform effectively as international assignees. References 1998, ‘ROI on International Assignees’, HR Focus, Vol. 75, no. 3, p. S5. Briscoe, D. R. Schuler, R. 2004, International Human Resource Management, Second Edition, Routledge, London and New York. Budhwar, Pawan. Human Resource Management in Developing Countries. London:   Routledge. Chiavenato, Idalberto. 2001. â€Å"Advances and Challenges in Human Resource Management in the New Millennium†. Public Personnel Management, 30, pp. 17-25. Dunning, Joseph. 1999. Governments, Globalization and International Business. Oxford: Oxford University Press. Eaton, Jack 2000. â€Å"Transnational Companies, Globalization and Industrial†, Comparative Employment Relations, Cambridge, Polity Press. Enderwick, P. Dunning, J. H. 1994, Transnational Corporations and Human Resources, vol. 16, Routledge, New York. Frazee, V. 1998, ‘An HR Pro Forges a Well-rounded perspective’, Workforce, Vol. 77, no. 2, p. 52. Frazee, V. 1998, ‘No Common Thread in Expat Selection’, Workforce, 4, 4, p. 9. Frazee, V. 1998, ‘Selecting Global Assignees’, Workforce, 3, no. 4, pp. 28-30. Harris, H. 1993, ‘Women in international management: Opportunity or threat?’,Women in Management Review, 8, no. 5, pp. 9-14. Hofstede, Geert.1998. International and Cross-Cultural Management Research. Sage: Jean Claude Usunier. Iii, Edward E. Lawler. 2003. Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions. Stanford, CA: Stanford University Press. Johnson, David. 2003. International Business: Themes and Issues in the Modern Global Economy. London: Routledge. Kim, Pan Suk. 1999. â€Å"Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector†. Public Personnel Management, vol. 28, pp. 27-37 Koretz, G. 1999, ‘A Womans Place Is..  :Men Frown on Female Execs Abroad’, Business Week, 3646, no. 28, p. 28. Less Available to Female than to Male Expatriates?’, Journal of Business Ethics, 43, no.  ½, pp. 125-136. Mullaney, E. 2007, ‘Global Mobility in a Brave New World’, International Assignment Perspectives, PricewaterhouseCoopers, pp. 1-54. Ohmae, K. 1990. The Borderless World. New York: HarperCollins. Rowden, Robert W. 1999. â€Å"Potential Roles of the Human Resource Management Professional in the Strategic Planning Process†. SAM Advanced Management Journal, vol. 64, pp. 22-28. Selmer, J. and Leung, A. S. M. 2003, ‘Are Corporate Career Development Activities Sims, Ronald R 2002. Organizational Success through Effective Human Resources Management. Westport, CT: Quorum Books. Solomon, C. M. 1997, ‘Destination U.S.A.’, Workforce, pp. 18-22. Sparrow, Paul, Brewster, Chris and Harris, Hilary. 2004 â€Å"Globalization and HRM†, Globalizing Human Resource Management, Oxon, Routledge. Spring, Joel. 1998. Education and the Rise of the Global Economy. Albany, NY: State University of New York Press. Stahl, G. K. Bjorkman, I. 2006, Handbook of Research in International Human Resource Management, Edward Elgar. Varma, A., Stroh, L. K. Schmitt, L. B. 2001, ‘Women and International Assignments:   The Impact of Supervisor-subordinate Relationships’, Journal of World Business, vol. 36, no. 4, pp. 380-388.

Female Sex Offenders: Perception is Not Reality Essay -- Criminal Just

Perception is not reality. The common assumption that the court system often treats female sex offenders differently than male sex offenders, the punishments of female sex offenders are more lenient than men who commit the same types of crimes, and the differences between male and female victims are all perception and not reality. Objective considerations to additional factors make the perceptions baseless. These additional factors solidify the factual differences between male and female sex offenders. The acceptance that the court system often treats female offenders differently than male offenders is an accurate statement; however, it comes with many caveats. Generally, the public views women as nurturers, motherly and incapable of harming a child. Research indicates that female sex offenders capable of committing such acts have serious psychiatric and psychological problems. In comparison, research indicates male sex offenders are more callous, more antisocial, and promiscuous, involved in the criminal justice system, and have more victims (Miccio-Fenseca, 2012, slide 7). The consensus is that men commit their acts for sexual pleasure while women commit their acts due to psychiatric and psychological problems. Law enforcement, juries, and judges tend to empathize more when there are additional mitigating factors such as emotional or psychological problems. Due to these mitigating factors, it appears treatment of female sex offenders is more lenient than male if their crimes are similar in nature. Research by Miccio-Fenseca (2012) indicates that in comparison to their male counterparts, â€Å"female sex offenders rarely use force or violence far less than often†¦rarely use threats of violence to silence victims†¦rarely use threats o... ...emale sex offenders. 1-16. Embry, R., & Lyons, P. M. (2012). Sex-based sentencing: Sentencing discrepancies between male and female sex offenders. Feminist Criminology, 7(2), 146-162. Kinder-Matthews, J. (1994). Working with female sexual abusers. (pp. 57-67). Miccio-Fonseca, L.C. (2012). Female Sex Offenders [PowerPoint slides]. Retrieved from http://www.fmhac.net/Assets/Documents/2012/Presentations/MiccioFonsecaHandout.pdf Vandiver, D. M., & Teske, R. (2006). Juvenile female and male sex offenders a comparison of offender, victim, and judicial processing characteristics. International Journal of Offender Therapy and Comparative Criminology, 50(2), 148-165. Wijkman, M., Bijleveld, C., & Hendriks, J. (2010). Women don't do such things! characteristics of female sex offenders and offender types. Sexual Abuse: A Journal of Research and Treatment, 22(2), 135-156. Female Sex Offenders: Perception is Not Reality Essay -- Criminal Just Perception is not reality. The common assumption that the court system often treats female sex offenders differently than male sex offenders, the punishments of female sex offenders are more lenient than men who commit the same types of crimes, and the differences between male and female victims are all perception and not reality. Objective considerations to additional factors make the perceptions baseless. These additional factors solidify the factual differences between male and female sex offenders. The acceptance that the court system often treats female offenders differently than male offenders is an accurate statement; however, it comes with many caveats. Generally, the public views women as nurturers, motherly and incapable of harming a child. Research indicates that female sex offenders capable of committing such acts have serious psychiatric and psychological problems. In comparison, research indicates male sex offenders are more callous, more antisocial, and promiscuous, involved in the criminal justice system, and have more victims (Miccio-Fenseca, 2012, slide 7). The consensus is that men commit their acts for sexual pleasure while women commit their acts due to psychiatric and psychological problems. Law enforcement, juries, and judges tend to empathize more when there are additional mitigating factors such as emotional or psychological problems. Due to these mitigating factors, it appears treatment of female sex offenders is more lenient than male if their crimes are similar in nature. Research by Miccio-Fenseca (2012) indicates that in comparison to their male counterparts, â€Å"female sex offenders rarely use force or violence far less than often†¦rarely use threats of violence to silence victims†¦rarely use threats o... ...emale sex offenders. 1-16. Embry, R., & Lyons, P. M. (2012). Sex-based sentencing: Sentencing discrepancies between male and female sex offenders. Feminist Criminology, 7(2), 146-162. Kinder-Matthews, J. (1994). Working with female sexual abusers. (pp. 57-67). Miccio-Fonseca, L.C. (2012). Female Sex Offenders [PowerPoint slides]. Retrieved from http://www.fmhac.net/Assets/Documents/2012/Presentations/MiccioFonsecaHandout.pdf Vandiver, D. M., & Teske, R. (2006). Juvenile female and male sex offenders a comparison of offender, victim, and judicial processing characteristics. International Journal of Offender Therapy and Comparative Criminology, 50(2), 148-165. Wijkman, M., Bijleveld, C., & Hendriks, J. (2010). Women don't do such things! characteristics of female sex offenders and offender types. Sexual Abuse: A Journal of Research and Treatment, 22(2), 135-156.

Suffering From Advanced Dementia Health And Social Care Essay

Dementia is defined as a aggregation of symptoms that include decreased rational operation that interferes with normal life maps and there are presently over 600,000 persons populating with dementedness in the UK ( 2 ) . There are several types of dementedness and diagnosing is a complex procedure depending upon specific, chief symptoms, the order they present and how they progress over clip ( 3 ) ( Table 1 ) . As the disease progresses to the ulterior phases, it is known as advanced dementedness ( AD ) . Wandering is an inauspicious behavioral trait in about 60 % of dementedness sick persons ( 4,5 ) , with about 50 % of instances ensuing in persons going physically harmed, losing or deceasing ( 2,5,6 ) . Rolling is one of the primary concerns of dementedness sick persons, carers, medical professionals and their relations ( 7,8 ) and can set an AD person into an institutional scene prematurely ( 6 ) . AD sick persons wander for grounds they may happen difficult to explicate to others and it may be a pick, non merely a symptom of dementedness ( 8 ) ( Table 2 ) . Table 2 – Causes of Wandering in Individuals enduring from AD and the Reasons and Preventative Actions ( 9 )Some Potential Causes of RollingReasonsPreventive ActionsMedication ( for depression, wakefulness and anxiousness ) Side effects can do confusion, irregularity urinary piece of land infections and agitation. Regularly review medicine. Ensure lavatories are identifiable. Insomnia Confusion over clip of twenty-four hours. Worrying about something ( future or past ) Treatment for insomnia. Discuss any concerns with patient to set their head at easiness Use relaxation techniques. Pain Rolling may supply reprieve from hurting. Persons may be looking for hurting alleviation medicine. May be unable to pass on about their hurting. Regularly discuss and reexamine hurting direction with persons particularly when they have good cognitive ability. Pain may non be a seeable hurt. Hunger / Thirst Persons may roll looking for nutrient / H2O. Ensure persons on a regular basis eat and imbibe as AD persons frequently forget to eat and imbibe. Distress Persons may experience fed up and unmotivated and wander to happen stimulation. Persons may experience they have a undertaking to make. May experience stressed about being in a secure room and demand to ‘escape ‘ . Ensure persons are encouraged to interact with other persons and motivated when they are mentally able. Allow patients to hold boundaries for rolling. Allow persons to discourse their life before AD.Use of Electronic TaggingIn the early phases of the dementedness, persons have the ability to inquire for aid if they become lost when rolling but as the disease progresses and confusion additions, this is non the instance ( 5 ) . Electronic tagging ( ET ) is a signifier of surveillance and could be used with AD persons who are regarded as ‘at hazard ‘ when embarking out-of-doorss independently ( 9 ) . ET can be used in two ways: a wireless frequence signal which is used as portion of a tracker system to find the location of the ‘wanderer ‘ utilizing a manus held device or as an contraption which sets off a boundary dismay when a specified threshold is crossed ( 7 ) . The systems can be used in concurrence ( 10 ) . Tags can be discreet and wristbands are normally the labeling device of pick ( 7,10 ) , although senders which attach to apparels are available ( 11 ) . The usage of ET in dementedness has been an ongoing argument for many old ages ( 10 ) and can look to be a simple reversible argument: the wellbeing and protection of the dementedness sick person versus the violation of their human rights and privateness, but it is a more complex issue ( 7 ) .Key Ethical AspectsJusticeMany persons with AD want to keep an independent life style for a long as possible but this may non be executable without supervising and security. ET can let AD persons freedom with less limitations ( 7,10 ) , which can soothe carers and relations ( 7 ) . It can besides convey comfort to the single knowing that they can be easy located if they become astray ( 5 ) , nevertheless, AD persons must to the full understand that some electronic tickets are non easy removable, even if they becomes annoying and troublesome ( 12 ) . ET may dehumanize and degrade AD persons ( 8,10 ) and has the stigma of being compared to felons or animate beings ( 12 ) . AD persons could stop up being treated ‘as objects ‘ instead than people. Additionally, as the aging population additions and, hence persons diagnosed with dementedness, institutes and carers may neglect to present good attention ( 10 ) . This is because decreased staff: patient ratio in attention places and the demand for households to work, may take to ET being used as a replacement for attention alternatively of as a support tool ( 13 ) . Technology should ne'er be a replacing for human attention and compassion ( 9 ) . Ad sick persons are capable to personality alterations and a antecedently sort, caring individual can go violent and aggressive as the dementedness progresses. This must be remembered when an person is allowed to roll independently ( 4 ) as indefensible verbal or physical onslaughts may happen on members of the populace. More frequently than non, AD persons can acquire lost, sometimes in assorted phases of undress which is undignified. ET may assist forestall this ( 7 ) , nevertheless, baffled persons may non desire to return to their topographic point of abode and coercing them to make so can do them distraught ( 9 ) .AutonomyThe chief concerns environing the usage of ET are consent, privateness and freedom. The Human Rights Act 1998 states that â€Å" everyone has the right to esteem for his private and household life, his place and his correspondence † ( 14 ) every bit good as the â€Å" right to liberty and security † ( 15 ) . Families and carers tend to be centred on the safety of the person and non the violation of privateness ( 10 ) and some critics have stated that the concern over invasion of privateness is merely an issue if the person has something to conceal. This is non a good plenty ground to implement ET upon an unwilling participant but it should be noted that normally used engineering, such as CCTV, besides compromises privateness and is pattern in most establishments ( 7 ) . AD persons should non experience coerced into ET out of sense of responsibility to their carers and path for independency. ET should besides non be enforced merely because it may be a routinely used pattern in their attention place ( 12 ) . This is a future concern as ET may be used as a ‘treatment ‘ by medical professionals for persons in infirmaries under the Mental Health ( Care and Treatment ) ( Scotland ) Act 2003 ( 9 ) . This would get rid of the patients ‘ freedom of pick. While a individual enduring from dementedness still has rational capableness, they have the right to make up one's mind whether to take part in ET. This determination can be made in progress of losing rational capacity ( 4 ) . A instance survey in France by Faucounau et Al, 2009 demonstrated that AD persons who still have some cognitive ability favoured the usage of electronic tagging ( 16 ) . Consent for ET should ever be obtained prior to utilize, from the person or their power of lawyer ( 5 ) and must be reviewed at on a regular basis as people have the right to alter their head ( 12 ) . It must besides be remembered that cognitive ability can change daily and even though an AD person has antecedently had the capableness to make up one's mind to utilize ET ( 9 ) , there would be no point in leting person, who is holding an highly baffled twenty-four hours, to roll entirely. If they are deemed non to be in the right head frame, they should still be able to go forth their premises b ut with equal supervising from a care-giver. Options to ET include utilizing unafraid suites, picture surveillance, restraints and medicine ( 5,7 ) , which can hold inauspicious effects ( 2 ) ( Table 2 ) . Subjective barriers can besides be used in which the doors are concealed behind mirrors or drapes but this can take to psychosocial torment ( 7 ) . ET appears to be one of the least restrictive methods of keeping an AD patient. Engagement in ET can non lie with the AD patient entirely if they live with partners or other relations. The co-operation and age of the ET locater users must besides be considered. Family members may be aged and happen utilizing the locater hard without sufficient preparation and pattern. Locator devices require the usage of a nomadic phone/computer and internet entree and most participants are acute and willing to larn this new engineering ( 16 ) .WellbeingGeneral wellness and well-being can be improved with physical exercising and ‘wandering ‘ could be classed as a physical activity ( 9 ) . Leting AD patients to roll does hold hazards but deficiency of exercising can besides be damaging ( weakening of castanetss, hapless musculuss mass and impaired balance ) ( 17 ) . ET can ease independent physical activity and better quality of life ( 7 ) by leting longer independent life. Boundary systems would alarm carers to an single go forthing a designated country but would non halt them from making so or prevent injury. This is why it should be used in concurrence with a tracker system ( 9 ) . ET besides can non state you what the person is making when they wander ( 8 ) . Boundary dismaies may be utile in a infirmary environment when dementedness patients are admitted ( for a non-physical ground ) . There may non be equal staff Numberss in a ward or clip to adequately supervise rolling patients and boundary dismaies can halt patients go forthing their topographic point of safety. However in this scene, the patients self-respect may be affected as triping the dismaies could be mortifying and persons may experience like a load on staff ( 9 ) . Another job country lies in the industry and dependability of electronic tickets in built up countries ( 10 ) . Devicess are besides battery operated and are rendered useless if the batteries run out ( 12 ) . This shows that the usage of ET to protect from injury is null ( 10 ) .Policy / Practice / Regulatory FrameworksThere are no current Torahs or statute laws refering the specific usage of ET ( 5 ) , nevertheless, the Mental Health Act 1983 includes consent to intervention ( 18 ) . ET can be thought of as a signifier of intervention, assisting AD persons maintain independency and public assistance. Section 58 of the Mental Health Act states that â€Å" a patient shall non be given any signifier of intervention†¦ †¦ unless he has consented to that intervention † and subdivision 60 declares â€Å" where the consent of the patient to any intervention has been given†¦ †¦ .at any clip before the completion of the intervention retreat his consent † . This should protect the AD single whilst ET is regarded as an optional tool for dementedness but the likeliness is that it may go compulsory, particularly in hospital scenes, in which instance subdivision 63 ( intervention non necessitating consent ) of the Mental Health Act could use. This would let physicians to implement ET if it is thought to forestall impairment and better the dementedness symptoms ( 18 ) . As a consequence, specific statute laws and protocols need to be introduced ( 5 ) to protect all stakeholders.DecisionET appears to hold the right balance between safekeeping of an AD person and independent freedom ( 13 ) when used in the right scenes and helps ease the concern of rolling jobs for relations, carers and medical professionals. Early surveies have shown positive consequences and attitudes from participants ( 19,20 ) . Nevertheless, ET should non be an alternate to staff supervising in establishments ( 12 ) as a diminution in personal contact, supervising and attention can cut down quality of life ( 4,5 ) . In add-on, ET should non be a replacement for understanding the patients need to roll ( 7 ) . There have been several successful surveies including the ‘Safe Walking ‘ strategy in Edinburgh which used ET to supervise the motions of aged patients. Early studies from this survey stated that the participants ‘ households feel that it prevented their relations from traveling into attention and allowed them to populate independently for longer ( 19 ) . Additionally, a survey in Spain used ET to turn up lost Alzheimer sick persons. Alert signals were raised when the persons strayed outdoors defined boundaries and besides activated by the constabulary control Centre if the person became lost ( 20 ) . Due to the success of the survey, ET is now used routinely across Spain for Alzheimer ‘s patients ( 9 ) . Future considerations should include the cost deductions of ET. Who should pay for ET – NHS or in private funded? Can the authorities warrant the cost deductions of buying ET systems for each person with AD who wants to stay living independently at place? Is the cost of ET cheaper than the cost of infirmary admittances due to harm obtained due to rolling? Are options cheaper such as tranquilising medicines to forestall roving? Could the cost of ET increase the cost of an person in a attention place? All these inquiries need to be answered before ET can be to the full implemented into society.

Are Education Systems Modern as Well as Practical Essay

A willing and able person who cannot find a job is given the title of unemployed. /When person who is willing to do work and also has the ability to do so cannot find a job, they are given the title of unemployed. Willingness to work can come about for a number of reasons such as the desire to escape from poverty or attain a higher standard of living. The problem comes in with the ability of that individual to earn a stipend. With the annual population growth being 1.8% during the last four years, nearly a million workers are being added to the workforce every year. However despite such vast potential at hand, the employment rates are creating an unfavorable environment. Nearly 60% of the population is in the ‘economically productive’ age group and with the alarming fact that the rate of youth unemployment in Pakistan is 8%, higher than the overall unemployment rate of 6% this year. Almost half of the Pakistani workforce is unemployed according to the figures released by the Pakistan Economy Watch. The low growth in labour productivity has not matched the rising labour force and due to the low literacy rate coupled with ongoing economic depression, poverty is constantly growing. Since the scientific revolution and the times of the Age of Enlightenment, our knowledge and the way we are educated has progressed through the advancing scientific methods. In our modern times, colleges give us the option of studying, for example, applied science or theoretical science. Our primary education sector /According to data from the International Labour Organization, the /Our primary and secondary education are to an extent meeting modern standards of education but the problem lies with the Tertiary sector. Unemployment and poverty have affected not only our country but the world. The foundation of the eurozone crisis lies with the 11.8% unemployment rate, up from .1% in only a month. Close to 19million in the 17-nation zone have been affected. The risk of poverty is constantly growing, and has become a global issue. Thoughtfully executed management of (social norms and expectations ) our agricultural sector can prevent the takeover of foreign companies along with the loss of jobs due to mechanization. The modern education as it is seen today consists of learning through the mediums of technology, that being the computer,projectors and the internet. The way I see it, the cramming of facts and dates and rote learning does not benefit our society, instead a practical aspect of learning needs to be taught by the government and private institutions. According to various records, with 50% of our population being women, the number of girl enrolling in middle school is alarming. Science has always fascinated children, but with time the motivation dies down. Reading a textbook surely giving us the knowledge but in the end we learn, give exams and forget. A practical demonstration on the other hand would enable the child to grab the idea better, en-rooting the knowledge permanently in their minds. The government has to not only focus on successfully executing growth-oriented policies but manage our agricultural sector.

How to Build Your Reputation at Work

How to Build Your Reputation at Work Having a good reputation at work is not only important to get along well with your colleagues, a less than pleasant reputation can follow you to future jobs and hold you back. If you’ve been too gossipy, difficult, testy or unreliable with your coworkers, it isn’t too late to change their perception of you by doing a little damage control. A few tips can get you started on the way to becoming an employee with a good reputation and these tips work for all types of jobs, whether in a health care job, at a desk or outdoors in construction. Keep DeadlinesYour reputation can be injured if you are one of those people who promises faithfully to have your work finished on time but can’t seem to hit that deadline. While you might be the nicest person in the office, bringing in homemade brownies and remembering everyone’s birthday with a card, that won’t count for much if you don’t get your work done on time. Make a serious effort to get your work in o n time, and your reputation as a reliable employee will increase.Make Your Office the No Whining ZoneEvery business environment has an employee who complains and is negative all the time. Instead of complaining and rehashing a complaint to everyone at work, if you have an objection to some issue or way of doing something, just say it and move on. When you do have an objection to something, try and say it tactfully and perhaps offer a suggestion that might be an improvement.Stay Away From GossipAll workplaces seem to have a gossip, and gossiping and spreading tales is a good way to get a damaged reputation. Ignore the office negativity and never spread rumors because it might come back to you in a bad way. If you feel the need to talk to someone, make it a friend outside the office environment. Gossiping at work can create hard feelings among other employees and cause you to lose their trust.Learn to Prioritize and Be PreparedEveryone in a business setting knows at least one individu al who doesn’t carry his or her load and is unprepared. This is a big way you can damage your reputation. It can make you look uninterested, lazy or flighty, even though you have the best of intentions. Use a calendar or planner to organize your work, include notations, deadlines and other information that can help you get the job done. Don’t take on more work than you know you can do. While you might want to be perceived as a super worker in the office, that can backfire if you can’t get the work done on time. Spend a little time to prepare for meetings in advance. Showing up at a meeting appearing as though you are the only one who doesn’t know what is going on can not only be embarrassing, but it can make others wonder why you are there.Offer an ApologyIf you do something wrong or offend someone at work, apologize for it. A sincere apology can do a lot to raise yourself in the eyes of others. If you are late getting your work done or were in a hurry an d brusque with someone, an apology can go a long way toward making amends.How Long It Takes to Change a ReputationThe amount of time it takes to raise a reputation can depend on what the offenses were and how long your reputation has been suffering. Just remember that once you begin to change that pattern, the faster you will reach your goal. People tend to be forgiving, especially when they see that someone is trying to improve themselves.Building a good reputation is important in any work environment because it makes the job more pleasurable. In addition, it may affect your future employment if you decide to check out the classified job ads to move up or just because you want a change. TheJobNetwork can help you by searching job ads for you and sending alerts to your email when those jobs come on the market. All you do is fill out a form with your qualifications and job preferences to start the search. Sign up with TheJobNetwork now to get started.