Themes of Innocence and/Or Experience

Introduction The themes of innocence and/or experience come out clearly in A good man is Hard to Find by O’Connor, Salvation by Hughes, AP by Updike and Advice to My Son by Meinke.Advertising We will write a custom essay sample on Themes of Innocence and/Or Experience specifically for you for only $16.05 $11/page Learn More The characters in these three stories portray innocence while the theme of experience stands out conspicuously in the poem. In A Good Man is Hard to Find, grandmother shows innocence for she has blind faith and she considers everyone a ‘good man.’ Sammy in AP shows a lot of innocence as he struggles to handle his feelings towards some scantily dressed young women. Langston’s innocence leads him to give up on his faith in Salvation while on the other side; Meinke shows experience as he gives, Advice to His (My) Son. The characters in these three stories portray the theme of innocence whilst the narrator in th e poem portrays the theme of experience. In A Good Man is Hard to Find, the grandmother exhibits innocence of a small child. She simply believes everyone is a ‘good man’ without questioning his or her goodness. After Red Sammy questions why he has allowed some strangers to bill their gasoline, grandmother says, â€Å"you did it because you are a good man† (O’Connor 30). Simply because Red Sammy allowed two strangers to bill their gasoline, grandmother calls him a good man; this is innocence mixed with gullibility. When she recognizes Misfit and says that he cannot shoot a woman, the grandmother brands him, ‘a good man’ and calls him â€Å"one of my own children† (O’Connor 33). Due to the grandmother’s innocence, she believes Misfit is a ‘good man’ and thinks that he qualifies to be one of her children simply because he would not shoot a woman and he believes in Jesus Christ. Nevertheless, her innocence turns f atal when Misfit shoots her dead. Grandmother’s actions are driven by her innocence as O’Connor brings out this theme. In AP, Sammy is very innocent. Due to his innocence, he allows the three girls to enter the grocery even though they are appareled for the beach; something not allowed in this grocery. After the general manager of the grocery reproves the women because of their dressing, Sammy feels embarrassed, removes his apron, and resigns immediately. He says, â€Å"†¦but remembering how he made that pretty girl blush makes me so scrunchy inside† (Updike Para. 7).Advertising Looking for essay on american literature? Let's see if we can help you! Get your first paper with 15% OFF Learn More He innocently sympathizes with these girls for no good reason to an extent of feeling ‘scrunchy’. He runs out expecting that the three women would sympathize with him only to find they are gone. All these events underline Sammy’s inno cence. The fact that Sammy is willing to quit his job because he feels his ‘friends’ have been mistreated, highlights how innocent he is with feelings concerning women. Hughes in Salvation presents a rare case of innocence. When Langston hears about Jesus’ sermon on the mountain, he takes it literally without knowing Jesus used metaphors. Auntie Reed tells him, â€Å"when you were saved you saw a light, and something happened to your insides† (Hughes Para. 5). Due to his innocence, Hughes expects to see light and feel something; he believed this because, hitherto he had heard, â€Å"a great many old people say the same thing† (Hughes Para. 6). The fact that Hughes took what he heard literally and believed because he had heard many people say such things in the past underpins his innocence. To cap it all, he finally gives up in believing Jesus because he cannot hear anything in his insides or see any light as Auntie Reed said. The theme of innocence comes out clearly here because Hughes cannot figure out what salvation really means if he cannot literally see what he hears from the adults. Finally, Meinke as he advises his son portrays the theme of experience. He starts by saying, â€Å"live your days/ as if each one may be your last† (Meinke line 1-2). From experience, Meinke knows that the only time a person has is now; yesterday is gone and tomorrow may never be; therefore, it makes logic to live life now. However, from experience he knows that tomorrow may come and to be on the safe side, one has to plan and he says, â€Å"But at the same time, plan long range† (Meinke line 5). He has experience to let his son know that there is need to plan for future. Finally, tells his son, â€Å"†¦marry a pretty girl/ after seeing her mother† (Meinke line 17-18). From experience, Meinke knows that girls take after their mothers and these three statements portray experience in the poem. Conclusion The characters in A good man is Hard to Find, Salvation, AP portray the theme of innocence clearly. The grandmother in A Good Man is Hard to Find, due to her innocence believes that everyone is a ‘good man’ because of what he or she does now. Sammy in AP resigns because he innocently believes that his boss has mistreated the three scantily dressed women. Hughes in Salvation disowns his faith because he does not see or experience the things that his auntie had associated with salvation. He innocently pronounces Jesus for what people say does not happen like seeing light when someone is saved. Finally, Meinke in Advice to My Son shows the theme of experience. From experience he knows that girls take after their mothers hence advises his son to a girl after seeing her mother.Advertising We will write a custom essay sample on Themes of Innocence and/Or Experience specifically for you for only $16.05 $11/page Learn More Works Cited Hughes, Langston. â€Å"Sal vation.† Strange Fires. N.d. Web. http://www.spiritwatch.org/firelangsave.htm Meinke, Peter. â€Å"Advice to My Son.† 2006. Web. O’Connor, Flannery. â€Å"A Good Man is Hard to Find.† Asals, Fredrick. (ed). New York; The State University, 1993. Updike, John. â€Å"AP.† N.d. Web. http://www.tiger-town.com/whatnot/updike/ This essay on Themes of Innocence and/Or Experience was written and submitted by user Dixie Davis 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.

Reflection Questions 3 †Education Essay question and answer (200 Level Course)

Reflection Questions 3 – Education Essay question and answer (200 Level Course) Free Online Research Papers Reflection Questions 3 Education Essay question and answer(200 Level Course) Q:Can you remember examples of the â€Å"everyday ethics† of teaching shown by the teachers you had in elementary and secondary schools? Can you remember examples in which your teachers’ ethical behavior was questionable? R:Yes I can certainly remember an example of the â€Å"everyday ethics of teaching shown by the teacher in elementary and secondary schools. For instance, I remember my fourth grade teacher who was always respectful to the students and didn’t allow other students to harass or say cruel things about other students and you were punished for if you used foul language. She was very strict on classroom ethics and morals. I also remember examples of teachers’ ethical behavior that was questionable. My fifth grade teacher did little educational instructing and a lot of sleeping and snoring in the classroom!! Q: Do you believe tenure practices are justified and lead to better schools? Why or why not? R:I believe that tenure practices are in and of themselves a necessary means for job security for teachers. I sure that there are known chases in which incompetent teacher have been offered tenure contacts as well. Yet the teaching professions must hold and maintain benefits that will attract comptentemt teachers to stay in the profession. Q:What do you think about the current controversies over the place of religion in public schools? Of prayers? Of the Bible and other religious works? R:I think that our nation will continue to battle over the ideas of separation of church and state in our school systems, this includes prayer, the bible and other religious works. But I do see a standard being maintained by the youth in public schools who are pro God, and believe in standing up of their heritage and religious freedoms. These youth are meeting at the flag poles for organized prayer, they are praying to God for guidance for our nation and the everyday affairs of mankind. Q:Teachers are expected to be people of good character and role models to students. What are the limits of this exceptional? What are some points at which the right of the school district end and the right of the teacher begin? R: A teacher takes an oath to abide by a code of ethics and standards as an educator and the guidelines are clear in terms of what is expected of that person for moral character and as a role model to students. The limits to these expectations are very narrow, because that teacher is held to a higher standard of rule. Yet a teacher does maintain the right to their own personal privacy and behavior within the personal confounds. One would not expect a teacher as a role model to be a child predator or a racist. In terms of where the rights of the school district end and the right of the teacher begins is to be placed within the confounds of the codes of ethic outlined in the teachers bill of rights. School districts shouldn’t be able to govern a persons freedom on speech or actions by due rest. Research Papers on Reflection Questions 3 - Education Essay question and answer (200 Level Course)Standardized TestingArguments for Physician-Assisted Suicide (PAS)Trailblazing by Eric AndersonCanaanite Influence on the Early Israelite ReligionPersonal Experience with Teen PregnancyBook Review on The Autobiography of Malcolm XComparison: Letter from Birmingham and CritoRelationship between Media Coverage and Social andHip-Hop is ArtMoral and Ethical Issues in Hiring New Employees

Human Resource Management (HRM) Essay Example | Topics and Well Written Essays - 500 words

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Approaches To Hr By Multinational Corporations Management Essay

Approaches To Hr By Multinational Corporations Management Essay For better understanding this is important to discuss what a multinational company is in first place. In short words multinational company can be defined as a company or an organization that serves or produce in more than one country is known as multinational company. Other names use for such kind of organizations is Multinational Corporation (MNC), Transnational Corporation (TNC) or Multinational Enterprise (MNE). Multinational organization can be engaged in manufacturing, services or the exploitation of natural resources in the operating countries. Different writers described different definition of multinational companies. According to Moore Lewis (1999, P. 21) stated that an enterprise that engages in foreign direct investment (FDI) and own or controls value adding activities in more than one country is known as multinational enterprise. As Jones (1996, p.4) says An MNE is usually defined as firm that controls operations or income generating assets in more than one country. The re is a long list of multinational firms like Sony, Nestle, Wal-Mart Stores, General Motors, Ford Motor, ConocoPhillips Microsoft, Nokia, Toyota Motors, Intel, Coco-Cola, Sony, IBM, Nike and Citigroup etc. Now the main question is about the multinational companies of different origin adopt different approaches of HRM practices. To discuss this section this is really important to discuss the HRM practices in first place, to define what HRM is and then its practices will be discussed throughout this essay step by step, and then practices of HRM in broader context for the MNCs or MNEs. HRM is modern word use in the businesses, which can be defined as a model of personnel management that focuses on the individual rather than taking collective approach. (www.dictionary.bnet.com). As Pennington Edwards (2000, P. 4) stated that Human Resource Management (HRM) is a new way of thinking about how people should be managed as employees in the workplace. It can be classified into two schools of thoughts.i.e. Hard HRM Soft HRM. Both types of HRM are under studies of different authors in detail. Now to concentrate on the question directly a survey is going to be under studies Country of origin effects and HRM in multinational companies which took place in 2007 by P. Edwards et al. In which he discussed 302 UK based multinational companies, which cover both UK owned and overseas owned companies. This study will play an important part in the essay to get the conclusion either multinational companies of different nationalities have different HRM approaches and practices or not. 2- Challenges in multinationals According to Brett, Jeanne Kristin, 2006, international businesss nature is going under a sea change. The globalisation, multi-nationalisation, and the geographical diversification is pushing companies towards change 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. 2.1- 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. (Adler, 2002) 2.2- 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. (Adler, 2002) 2.3- Family problems Family problem for PNC manager is another challenge. The overseas 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. (Dolan, 1996) 3- HRM Functions in MNCs 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) . 3.1 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. HRM is all concern about the employees at the work place, but the demands from HRM gone up as the education rate grown up. As Pennington and Edwards (2004, P.4) stated that As a level of education become higher, a greater proportion of the population world wide expect more than fair treatment, they seek a range of intrinsic rewards such as job satisfaction, a degree of challenge, a sense of career progression and satisfying relation with co workers. 3.2 Selection Recruiting:- The main function of HRM is selecting and recruiting, no matter the firm is domestic or multinational. Staffing issue for domestic managers and MNCs managers are not very different for recruiting for the middle management or ground floor workers, but for selecting and recruiting of top management then the choices come like parent country national (PCNs), Host country national (HCNs) or third country national (TCNs). According to Parlmutter (1989) divided into three main categories. Ethnocentric where top management favours PCNs managers, who are posted abroad for a period of time. Polycentric where top management give choice to subsidies to fulfil management posts themselves, and Geocentric when top management recruits managers globally and post them anywhere in the world. For example Japanese style of HRM dont rely on interviews and job advertisements, they select the people from the universities and the most top MNCs can afford the students from the most prestigious university. According to Keeley (2001, P.62) stated that unlike the most Western companies detailed job description rarely exist. The company seeks to determine if the prospective employee has the type of personality that fits in well with the atmosphere at the company.While US MNCs rely on interview must attribute of HRM practices in their subsidies. In China, they had no selection processes per se when they first started. Senior managers were appointed by community government-officials. Most of the new hires were based on employee referrals. Selection criteria were based on nepotism and contacts. Hiring decisions are influenced by the following in china: 1. A persons ability to perform the technical requirements of the job 2. A personal interview 3. A persons ability to get along well with others already working here 4. Having the right connections (e.g. school, family, friends, region, government, etc.) 5. The companys belief that the person will stay with the company 6. An employment test in which the Person needs to demonstrate their Skills 7. Proven work experience in a similar job 8. A persons potential to do a good job, even if the person is not that good when they first start 9. How well the person will fit in the companys values and ways of doing things 10. Future co-workers opinions about whether the person should be hired (Huczynski, Andrzej / Buchanan, David, 2001) A most important attribute in Japanese style of HRM is called Shushinkoyo which means life or long term employment. This is considered the success key of Japanese HRM as stated by Keeley (2001, P.65) Nevertheless, a number of scholars both Japanese and non Japanese have praised Shushinkoyo and have attributed the success of Japanese enterprises to its practice. Here this shows that multinational companies from Japan apply different approach for selection the new recruits while US MNCs rely on a different phenomena of selection and recruitment. 3.3 Performance Appraisal:- This is the HR attribute which has significant attention from both academics and practitioners, the appraisal system in US MNCs use to reduce the labour force as stated in Edwards (2007, P. 40) that some US companies, GE for instance, have become known for using the appraisal system to remove the lower- performing employees from the workforce on a regular basis and /or to identify those in need of remedial action for their performance level. But in Japanese MNCs the companies gives the life time or long term employment as mentioned by Keeley (2001) that it is one of the best attribute of Japanese HRM in small Japanese enterprises or Japanese MNCs. Differences can b seen in the Edwards (2007) survey of Japanese and US multinational companies based in UK, where he stated that US companies are more likely to emphasise the importance of behaviour in relation to corporate values, while Japanese firms give lower importance rating to quantitative or qualitative individual evolution criteria , and criteria based on corporate values. In large organizations the performance review on periodic basis, this is second task of organizations HR departments, after hiring an employee and on the basis of performance employee get bonuses, promotions and rewards. Performance appraisals give opportunity to the workers (individual/group) to get prepare for the future goals of firm. 3.4 Pay, Compensations, Rewards Benefits:- Compensations like hourly wages and annual salaries while benefits are like life insurance, pensions and sick pays etc. According to Cherrington (1995) stated that compensation should be legal and ethical, adequate, motivate and fair, and should be able to give employment security to the worker. Pay compensation and rewards are not really different from each other, but in simple words rewards is the term use to motivate and to get the future goals by means of workforce for an organization, the reward system plays an important role, by reward (individual/group) the workers get appreciation and get themselves more committed to the firm. These are the some of the main features and functions of any (domestic/MNCs) firm HR department. In Japanese style of HRM they use a Japanese term Nenko Joretsu which means seniority system, where in Japanese HR management the wages goes up with the age and experience, as stated in Keeley (2001, P. 76) said that though nenko is most often translated as seniority'. While US and Europe MNCs apply the performance related pay system. This is the most important phenomena of MNCs HR system when they go to borderless business. According to Edwards (2007, P. 46) stated in his survey that Nationality has some effects. For example, American firms are likely to give organisational performance a higher importance rating for the KEY GROUP than others firms. UK firms are more likely emphasis individual output measures for LARGEST OCCUPATIONAL GROUP. It shows the difference in attribute of HR practices and approaches in multinational firms. 3.5 Training Development:- This is one of the important as well as crucial task for HR department for a firm operating globally, in this area of HRM multinational companies of different origin follow different approaches, for example according to Tung (1981) stated that by comparing US, European and Japanese corporations, Americans firms it seems tend to underestimate the importance of training, whereas most European and Japanese organizations see this as a highly important area of attention. The objectives and goals of training and development are to make sure the skilled and willing workers are available in the organization. Training and development are important to create a smarter working environment. In China, medium and large companies have formal training programmer and many have established special facilities for teaming purposes. Because of the lower educational level in the rural areas, the quality of the rural labour force is significantly in urban areas. Experienced, well-qualified staffs are in short supply. To disadvantage of hiring Key personnel from a shallow pool of talent, they invest heavily in training. Training is an important investment in human capital. Training improves an individuals performance and increase organizational effectiveness. (Ahlstrom Garry, 2001) Japanese MNCs pay less attention to training and development attribute of HRM, the reason might be the less mobility of workers in the Japanese firms, as they use the term Shushinkoyo. According to Keeley (2001, P. 88) stated that A study of the Japan Productivity Centre found differences in the attitudes towards training in Japanese and American firms. Where Keeley stated that from the study and respond of both countries towards training issue were positive but American firms were strong and more positive then the Japanese firms and he also stated that Japanese firms arrange training on request basis. A strategy which makes a firm successful is not easy to implement when they go beyond the borders, because of the barriers which might be language, religion, culture and legislations etc. As Keeley (2007, P.89) stated that HR practices which makes a firm successful in domestic environment are difficult to implement in their overseas subsidiaries. 4- HRM Approach in Multinational Firms: Now in this essay some of the multinational firms characteristics will be studied to see do they get affected by the country where they belong to in their HR practices and approaches or not? There are many MNCs, the country which has most MNCs is USA, and after that are Europe, Japan and Germany. There are many writers who discussed the issue of ownership and HRM in MNCs like Evan, Lank and Farquhar (1977), Barlett Goshal (1989), Rozenzweig Nohria (1994) and Innes Morris (1995) etc, which prove that the issue of ownership has been in discussion from ages, as according to Economist (1995) said that the issue of ownership is central to the number of important policy related and academic debate in the area of HRM and IR, One line of argument is that, with increasing globalization MNCs are becoming stateless players, detached from individual nation states. MNCs of different origin work in the host country by applying its local mechanism of HR practices and approaches, because it is not possible to work and apply 100% approaches of the parent country, as according to Rozenzweig Nohria (1994) said that a rank and file IR issues are more likely to exhibit local isomorphism . There are many arguments about the affection of country of origin on MNCs HR practices, the reasons are many for MNCs to adopt different approaches of HRM, as Ferner (1997) described that in short, it is imperative to take into account the dynamic of nationality as a factor affecting the behaviour of MNCs. The modernization of political institutions, the rapid pace of technology, the internationalization of product itself and changing pattern of international market and competition, all are likely to modify to pre existing national structure although not necessarily in the direction of convergence of different national systems on a single model. Now the essay will point out some differences in Chinese and American Human Resource Managements. China is one of the fastest growing economy of the world, according to Zhu (2005, P.2) explained that the past two and half decades of reforms and impressive economic growth have witnessed an unprecedented enthusiasm for the establishment of foreign invested enterprises (FIEs). Many foreign companies have expended their operations into china, attracted mainly by the sheer size of its potential market. There are many multinational firms in China like Aluminium Corp (ACH), China Petroleum Chemical Corp (SNP) and China Unicom (CHU) etc. The main practice of HRM is selection and recruitment as mentioned above, and the difference between the process of selection of Chinese and USA approach is, in USA model of HRM job interview is essential for filling a major position, while in Chinese HRM mostly jobs are allocated by government and interview process is not common. In reward system the USA model of HRM offers a variety of incentives system, while Chinese HRM system is different from USA, in Chinese system salary ranges are narrow, group reward system is common, but the pay system is more motivate than American pay system. In performance appraisal USA model of HRM believes in two way communication, while in Chinese model supervisor have absolute power and authority to evaluate subordinates, in USA participative management is welcome and encourage, but in Chinese HRM collective leadership is common, and in major decision making, the involvement of workers is symbolic. The difference can be seen in different origin or nationality MNCs that the US MNCs are significantly more like to collect information on employee attitude bring together HR managers from different countries and use HR international shared services, Japanese organizations are less likely to collect data centrally, while French origin MNCs acting more likely in US style of HRM practices, and German origin MNCs firms follow Japanese style of HRM practices. (Jackson, 2002) The best example is British American Tobacco (BAT), which is operating in a number of countries in the world, i.e. Pakistan, South Africa, UK, Japan, Saudi Arabia and many more. As this is an American based firm, and American have an interview must attribute in their HR practices, they apply the same approach for selecting and recruiting in the host country Pakistan, and the adopt some practices of Pakistan HRM practices (host country) like monthly payment of salaries instead of weekly wages, so its means BAT reflected their parent country HRM practices in some ways and in subsidies like UK, BAT apply the same HR practices and approaches as the parent country have, because the culture difference is not very distinct from each other i.e. UK and USA. (www.bat.com) (self experience as a worker of BAT in Pak) 5- Conclusion This essay was carried out to see, do multinational organizations of different origin have different approaches to international human resource management? There were some evidences that showed the answer as Yes they get affected by its country of origin in on or other way, but it is also proved that the most of MNCs adopt the best fit policy when MNCs start operating in a host country, because of the obstacles in the host country, i.e. language, religion, norms and values, culture and legislations. Writers in HRM field have different opinion about the behaving of MNCs, so the best option for MNCs is to apply the best fit approaches of the HRM practices, means combination of both (Parent Host countries) HRM practices. The issue of ownership country of MNC has been in discussion for ages, but still there is not a 100% accurate answer came out as according to Ferner (1997) said that but existing research has failed to systematically explore differences. All these discussion and researchers efforts bring the conclusion that in some HR attributes in MNCs they follow the a universal approach while in some they follow the different approaches in HR practices, according to the survey by Edwards (2007) stated that throughout the report, we have noted the persistent influence of nationality. There are clear national differences in all four area of HR/ER: Pay performance, Learning development, employee involvement and employee representation. But the bottom line can be that: yes! Multinational firms of different origin can be effected by the parent country HR practices when the run business in other part of the world instead of the home country. There are some obstacles for multinational companies which can stop them to apply the 100% parent country HR practices in their subsidies like legislation of the host country, rules and regulation and more, there is term used in Edwards (2007, P.29) survey of Multinational companies in UK called discretion or local autonomy. Which shows multinational companies of different origin give the power of decision making and freedom to their subsidies? In that survey the high discretion power firms are Japanese, which means Japanese multinational companies give more freedom to their subsidies comparatively to American, French and other Multinational firms of different origin. But another thing can be the law enforcement of subsidies (host Country), the example can be Germany where the rules and regulation are strict so the difference in practices of HR of a multinational firm would not be as bigger as in Pakistan, because of the law enforcement, like differences would be less in Europe but it would be greater in Asia. Reference and Bibliography 1- Acuff, F. (1984) International and Domestic Human Resource Functions: Innovations in International Compensation. New York: Organization Resources Counsellors, pp. 3-5. 2- Bartlett, C., Goshal, S. (1989) Managing across Borders : The Transnational Solution, Boston, Harvard Business School Press. 3- Briscoe, R.D. Schuler, R.S (2004) International Human Resource Management; 2nd Ed, New York, Prentice Hall. 4- Cherrington, D, J. (1995) the management of human resources; Enkweed Cliff, NJ: Printice Hall. 5- Edwards, P. at al. (2007) employment practices of multinational companies in organisational context: Available at: http://www2.warwick.ac.uk/fac/soc/wbs/projects/mncemployment/conference_papers/full_report_july.pdf 6- Ferner, A (1997) Country of origin effects and HRM in Multinational companies, Journal of Human Resource Management, Vol. 7, no.1, 19 28 7- Ferner, A. (2000) The embeddedness of US multinational companies in the US business system: implementation of HR/IR. 8- Harzing, W. A. Ruysseveldt, V.J. (1995) International Human Resource Management; London, SAGE Publications Ltd. 9- Harzing, W. A. Ruysseveldt, V.J. (2004) International Human Resource Management; 2nd ed. London: SAGE Publications Ltd. 10- Jemison, D, B. Sitkin, S, B (1986) Corporate acquisition: A process perspective. Academy of Management Review, 11, 145 163 11- Jackson, T. (2002) International HRM: A cross cultural approach, London; SAGE publications Ltd. 12- Jones, G. (1996) The Evolution of International Business: An Introduction; London, Routledge. 13- Keeley, T.D. (2001) International Human Resource Management in Japanese firms. Hampshire: PALGRAVE MACMILLAN. 14- KPMG (Ed) (1999) unlocking shareholder value: The keys to success. London 15- Maund, L. (2001) An Introduction to Human Resource Management: theory and practice; Basingstoke, Palgrave. 16- Moore, K. Lewis, D. (1999) Birth of Multinational; Denmark, AKA Print. 17- Ozbilgin, M. (2005) International Human Resource Management Theory and Practice. Hampshire: PALGRAVE MACMILLAN. 18- Parlmutter, H.V (1969) the tortuous evolution of the multinational corporation, Columbia Journal of World Business, 4 (1), pp. 9 18 19- Pennington, A. Edwards, T (2000) Introduction to Human Resource Management; New York, Oxford University Press Inc. 20- Pucik, V. (1984) the international management of Human Resources, in: Fombrum, C.J. Tichy, N.M. and Devana, M.A. (eds.) Strategic HRM. New York: Wiley, pp. 403 419. 21- Rozenzweig, P Nohria, N. (1994) Influence of human resource management practices in multinational corporation Journal of International Business Studies, Vol.25, no.2, 229 251 22- Stopford, J. M. Turner, L. (1985) Britain And The Multinationals; Chichester, JOHN WILEY SONS. 23- Tayab, H.M. (2005) International Human Resource Management: A Multinational Company Perspective; New York, Oxford University Press Inc. 24- The, economist. (1995). A survey of multinationals. 24th June 25- Tung, R.L. (1981) Selecting and training of personnel for overseas assignments, Columbia Journal of World Business, 16 (1), pp.68 78. 26- www.bat.com [online] Access date: 01st Aug 2009 Available at: http//:www.bat.com/group/sites/UK_3MNFEN.nsf/vwPagesWebLive/DO6Z2KVH?opendocumentSKN=1 27- Zhu, C.J. (2005) Human Resource management in China: Past, current and future HR practices in the industrial sector; New York, Routledge Curzon. 28- http://en.wikipedia.org/wiki/Qualitative_research 29- http://en.wikipedia.org/wiki/Staffing 30- International dimensions of human resource management, Peter J. Dowing Randall s. Schuler, page 4 31- 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 32- Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn 33- Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 34- Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p88 (AN 22671287) 35- Edstrom, A., Galbraith, J. R. (1977). Transfer of managers as a coordination and control strategy in multinational organizations. Administrative Science Quarterly, 22: 248-263. 36- David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p200. 37- Tahvanainen, M., Welch, D., Worm, V. (2005), Implications of short-term international assignments. European Management Journal, 23: p663-673. 38- David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p210. 39- 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. 40-http://www.colmr.research.va.gov/mgmt_research_in_va/methodology/qualitative_research.cfm 41- Ahlstrom, David / Bruton, Garry / Chan, Eunice S. :HRM of foreign firms in China: The Challenge of Managing Host Country Personnel, Business Horizons 44(3), 2001, p, 59 68. 42- Blake, John / Amat Salas, Oriol / Wraith, Philip: Joint ventures in China a Spanish case, European Business Review 97(4), 1997, p. 155 161. 43- Foster, Dean: The Global Etiquette Guide: China, http://workabroad.monster.com/articles/chinaetiquitte/, 2001. 44- Huczynski, Andrzej / Buchanan, David: Organizational Behaviour An Introductory Text, 4th edition, London: Prentice Hall, 2001. 45- Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p87 (AN 22671287) 46- Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn

Comparing Illustrations of H. A. and Margret Reys Opposites :: Compare Contrast Comparing

Comparing Illustrations of H. A. and Margret Rey's Opposites and Beatrix Potter's The Tale of Peter Rabbit Margret Rey and husband H.A. Rey are well known for their writing and illustrating the Curious George books. This paper is going to look at the way H. A. and Margret Rey and Beatrix Potter as authors and illustrators use images to express their feelings through these characters. H. A. and Margret Rey's Opposites, and Beatrix Potter's The Tale of Peter Rabbit will be compared and contrasted. These two authors H. A Rey and Beatrix Potter has created two similar characters. Curious George and Peter Rabbit seem to find mischef wherever they go. There are also some distinct differences between these two books. In Margret Rey's Opposites, husband H. A. uses cartoon looking characters making the illustrations interesting giving it a feeling of fantasy. The characters in this book are all smiling and the colors seem to be more bright and vivid to catch the readers eye. The color yellow to me represents George's curiosity. This bright yellow also makes for a focal point in many of the Curious George books. For example in Curious George's Opposites bright yellow is represented on the majority of the pages. From a small flower taking up just a little area to the pigpen which takes up most of the page. To me this shows the importance or trademark of the yellow in Curious George series. Another book H.A. and Margret wrote was Curious George the original. This book is deal ing with similar characteristics. Curious George becomes curious when he sees that yellow hat lying on the ground. Again the characters are more fantasy like. The faces are all smiling which represents how this is an unrealistic story. Rey tends to use this kind of illustration to show how this is more of fantasy writing and not so realistic. He also uses round shapes rather than pointed or jagged representing innocence. As Curious George seems to be so innocent when he gets into this mischef. Another character that is curious and is always getting into mischef is Peter in The Tale of Peter Rabbit. In this book Beatrix Potter uses a different type of illustrations than does H.A. and Margret Rey.

The Prehistory and Ratification of the American Constitution Essay

To ratify a treaty or agreement is to make it official by signing it or voting for it. For amendments of the federal constitution to take place, it usually requires the support of both the federal government and a given percentage of the constituent governments. Article five of the constitution of the United States of America illustrates how to amend the document. There are two steps involved; proposal and ratification. In proposing an amendment, either congress or the states can propose an amendment of the constitution. (Both houses of congress must propose the amendment with a two-thirds vote. Two-thirds of the state legislatures must call a congress to hold a constitutional convention.) In ratifying an amendment, regardless of how the amendment has been proposed, it must be ratified by the states. (Three-fourths of the state legislatures must approve the amendment proposed by congress or three-fourths of the states must approve the amendment through ratifying conventions.) Ratification of the constitution in 1787                  In 1787 and 1788, after the constitutional convention, there was a great debate in the United States of America over the constitution that had been proposed. Federalists were in favor of the constitution and a strong central government as well. These federalists were people like George Washington and Alexander Hamilton. On the opposing side were the anti federalists who were in favor of stronger state legislatures and a weaker central government. The anti-federalists did not want the constitution to be ratified. They were people like Samuel Adams and Patrick Henry. Federalists were in support of the ratification process due to the following reasons                  Federalists also reasoned out that the new government would not be dominated by any group and there were various adequate safeguards to protect individuals and the states. The constitution, therefore, did not need a Bill of Rights since it could create a ‘parchment barrier’ which limited the rights of people instead of protecting them. They considered a Bill of Rights unnecessary because the state governments already had such bills. They wanted a strong federal government which would hold the nation together. The nation was facing several problems, especially constant trade disputes which were at the verge of dividing the nation. A strong federal government was, therefore, necessary. Anti-federalists, on the other hand, did not support the ratification process for the following reasons; They were concerned about the liberties that Americans had won in the revolution. They feared that a strong federal government would destroy these liberties. They were worried that the constitution did not list specific rights for the people. From the above discussion, if I had been alive in 1787, I would have supported the ratification process because of the following reasons; A stronger national government was required to solve persistent problems in America such as lack of a common currency, constant trade disputes between the states and a lack of unity in trade. Features of the constitution would provide adequate power to the national government to address these problems while protecting the rights and freedoms of the people. There were philosophical reasons to oppose the constitution as well. The new government which would be established by the new constitution would create a link between sovereign states. Besides, government did not have power because it was the government, but because the people had granted it power. Federal courts had limited jurisdiction. Many areas were left to the state and local courts. New federal courts were necessary to provide checks and balances on the power of the other two arms of government. Federal courts would thus protect the citizens from government abuse and guarantee their freedom. By separating the basic powers of government into three equal branches, and not giving too much power group, the constitution would provide balance and prevent potential for tyranny. In addition, the anti-federalists’ main reason for not accepting the ratification process was that the bill of rights had not been included. Later on, the proposed bill of rights was incorporated in the new constitution, and therefore the ratification process was now a valid one. References Bailyn, Bernard. The Debate on the Constitution: Federalist and Anti-federalist Speeches, Articles, and Letters during the Struggle over Ratification. New York: Literary Classics of the United States:, 1993. Print. John, Jeffrey. A Child of Fortune: A Correspondent’s Report on the Ratification of the U.S. Constitution and Battle for a Bill of Rights. Ottawa, Ill.: Jameson, 1990. Print. â€Å"The Constitution before the Judgment Seat: The Prehistory and Ratification of the American Constitution, 1787-1791.† Choice Reviews Online: 50-0478. Print. Source document

How to Say In Other Words in Spanish

How to Say In Other Words in Spanish In everyday conversation, it is common to rephrase what we say, perhaps to add a nuance of meaning, perhaps to make ourselves easier to understand. When doing so, we often use a phrase such as in other words, to put it another way or, more formally, that is to say. Similar phrases are used in Spanish. Here are five of the common ones along with examples of their use: 5 Common In Other Words Phrases en otros tà ©rminos En otros tà ©rminos, cesà ³ la controversia. (In other words, the controversy ended.) La relacià ³n entre la generacià ³n adulta mayor y los nià ±os - o, en otros tà ©rminos, entre abuelos y nietos - siempre constituyà ³ para Lila Villalba un tema especial en su vida profesional. (The relationship between the older adult generation and the children - or, in other words, between grandparents and grandchildren - always was a special subject in the professional life of Lila Villalba.) dicho de otra manera O dicho de otra manera, piensan que la muerte sà ³lo conduce a la nada. (Or, in other words, they think that death leads only to nothingness.) Dicho de otra manera, si la distancia aumenta 2 veces, la fuerza aumenta 2 veces. (Said another way, if the distance doubles, the force doubles.) en otras palabras En otras palabras la fuente no tiene que estar instalada para que el usuario vea correctamente el archivo. (In other words, the source does not have to be installed for the user to correctly see the file.) Creo en otras palabras que lo que Lula intentar hacer es modernizar el paà ­s. (I believe, in other words, that what Lula will try to do is modernize the country.) es decir Quien controla el agua controla la vida, es decir el poder. (The one who controls the water controls life, that is to say, controls the power.) El Homo sapiens sapiens - es decir, nosotros - surgià ³ de la cadena evolutiva hace tan sà ³lo unos 45 mil aà ±os. (Homo sapiens sapiens - that means us - sprung forth from the evolutionary chain only some 45,000 years ago.) o sea Và ©ase el FAQ, o sea, las preguntas ms usuales). (See the FAQ, that is to say, the most frequently asked questions.) El capitalismo es un sistema social, o sea una forma como en una sociedad estn organizadas las cosas y las personas. (Capitalism is a social system, meaning a way in which things and people are organized in a society.)

Harlem Renaissance by Nathan Irvin Huggins

Harlem Renaissance by Nathan Irvin Huggins In the book entitled "Harlem Renaissance" by Nathan Irvin Huggins a story is told about the time period before World War I and the following years in which a "Black Metropolis" was created unlike the world had ever seen. It was the largest and by far the most important black community in the world. It brought together black intellectuals from all over the world to this new "Black Mecca" with dreams of prosperity and change. Their common goal was the prosperity of the New Negro as Alain Locke called them. This New Negro was one that was cultured, educated, artistic, and would bring prosperity to the African-American. All these were the promises of the Harlem Renaissance. When people saw Harlem, they saw opportunity, they saw a place where they could escape and enjoy artistic freedom. They saw liberation, they saw hope, they saw a place where confidence was in abundance.English: This chart shows three groups of major co...That confidence translated to the belief that reform could be at tained. Sadly, Nathan Irvin Huggins points out that all they were was deceived by their dream. They all saw in Harlem much more than what was really there. A common belief was that they could use their talents as a way of bridging the gap between the races. Unfortunately racism has been so deep rooted in the white American psyche that it would take more than the New Negro proving he had artistic talent to be accepted as one and the same. Huggins also cites that their art was compromised by the fact that it was intended for white patrons and was not a full reflection of them. Another mistake they made was not organizing a grass roots movement. The black political leaders failed to become a unified voting force and were unable to obtain true political...

Language and Culture in New Zealand Organization Research Paper

Language and Culture in New Zealand Organization - Research Paper Example According to the research findings, it can, therefore, be said that various languages are spoken in the country where some are officially recognized, and others are not. These diverse languages bring about different cultures and influence the organization structure of the country. New Zealand is located in the Southwest of the Pacific Ocean. The country is mainly made up of two landmasses namely the South and North Islands. Several ethnic groups can be found in New Zealand, which includes the Maori, Europeans, Asians, and Pacific Islander among others. The country's official languages are Maori, English and the New Zealand sign language. English can be termed as the main business language, as it is spoken by 98 % of the citizens this can be attributed to the British Commonwealth ties. Maori is considered a Polynesian language which can be compared to languages spoken in other Pacific Cultures such as Tongan, Samoan and Hawaiian. As per the census done in 2006, more than 157,000 peopl e in the country speak Maori. This language has existed in New Zealand culture from as early as the country’s discovery. Maori people were the first to get to New Zealand and were later followed by the European settlers. However, it was only after passing of the 1986 Maori Language Act that the language was formally recognized as an official language. The use and the development of Maori language is consistently encouraged by the New Zealand language Commission. English and Maori are used all over the country in varied media outlets especially in radio and television programs. As apparent in most regions of the world where cultures have intermixed, Both English and Maori cultures have influenced each other. Various words have been absorbed into the vocabulary of the two languages. There are quite a number of differences in the above cultures especially when tribal circles are involved.

Reaction Paper Personal Statement Example | Topics and Well Written Essays - 250 words

Reaction Paper - Personal Statement Example ise in relationships between physicians and nurses are signals of absence of effective communication skills, which, in its turn, affects the attitude of patients towards nurses and the system of medical care in total. There have been multiple approaches to the issue of communication between a physician and a nurse: from the fields of cooperation, feminist studies, team psychology, cultutal perspective, organizational behavior, human factors science, etc. It has been proved that certain aspects of patient outcomes and safety are related to the level of this professional communication, and some of communication strategies in hospitals turned out to be more effective than others. So the bottom line is – communication between nurses and physicians should be improved by all means, no matter what specific method is used (in the chapter among others the author lists such methods as recognizing corporate culture, quality improvement, continuous assessment, reducing conflict etc). Pretty much all of these methods yield their results, proving effective, and there is no sufficient empirical evidence to prioritise any of them above the others. Claiming that â€Å"there is mixed or weak evidence to su pport using some of the techniques described in the cited literature†, Jean Ann Seago suggests a number of steps to be taken in the course of improving professional communication in a hospital – from evaluating strategies using measuarable outcomes and selecting the one that suits the particular organization to slow and step-by-step implementation of these strategies during a long period of