Gun Control And The Rights Of A Free State - 1462 Words

â€Å"A well regulated militia, being necessary to the security of a free state, the right of the people to keep and bear arms, shall not be infringed,† many will recognize this as the 2nd second, however, few will know the true purpose for why it was written. The intent of the amendment was to allow the general populace to own personal firearms without restriction, so that, in the case of a government takeover or attack on their well being, they would be able to defend themselves. Regrettably, this has largely been forgotten. A vast majority of the left now believes that the 2nd amendment is just an excuse for conservatives to play with dangerous toys. They look at all of the gun violence and think that the cause is the right to own firearms, so their solution is to either restrict it or repeal it all together. Countries such as Australia, Japan, and England give them their reasoning for strict gun control. Advocates conclude that if America implements the same harsh gun regu lations of these countries, then our gun violence rates will reflect theirs. This is not the case at all, but it makes sense, if it works there, then why wouldn’t it work here? Repealing the 2nd amendment would go directly against the wishes of the founding fathers, and be nearly impossible because the gun community still has great deal of support. Therefore, they have to restrict it; always with the intent of making it so hard for someone to own a gun, that no one will. In light of this, gun rightsShow MoreRelatedGun Control And The Rights Of A Free State1149 Words   |  5 PagesGun Control Multiple news outlets reported the same number over and over. 74. This is the general estimated number of mass school shootings that have occurred since the massacre at Newton’s Sandyhook Elementary School on December 14, 2012. The Newton massacre once again had a nation grieving for loss of innocent lives in such tragic ways and once again the issue of gun control went to the front of the nation’s agenda. American history shows a fascination with gunfighters and the Old West mentalityRead MoreGun Control And The Rights Of A Free State1632 Words   |  7 Pages A well-regulated Militia, being necessary to the security of a Free State, the right of the people to keep and bear Arms, shall not be infringed. (The Second Amendment of the U.S. Constitution). As Americans we are afforded certain rights that are upheld by the United States constitution, and many citizens believe these rights to be part of our nation’s heritage, or the â€Å"birthright† as Americans. Conversely there are those which are opposed to some of these â€Å"birthrights† which were added toRead MoreGun Control And The Rights Of A Free State1195 Words   |  5 PagesCameron Rose Mrs. Rose P.5 Gun Control, Research Paper 25 February 2016 â€Å"A well regulated militia, being necessary to the security of a free state, the right of the people to keep and bear arms, shall not be infringed† (Bill of Rights, 1791). As said by our founding fathers, over two centuries ago, the right to own guns will not be taken away. However recently, there has been a push for a ban on guns, due to the increase in school shootings, homicides, and suicides over the years. Because of thisRead MoreThe Debate Over Gun Control1210 Words   |  5 Pagesnot be involved in gun control. The second amendment to the United state s constitution says A well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed. Is this not enough can the bill of rights say this anymore clear. Many might state that the way this statement is worded is the point of debate and it should be interpreted differently. This is the root of all the hot debate over gun control. Does the constitutionRead MoreGun Control Is Not The Solution982 Words   |  4 PagesFurther Gun Control is not the Solution Lately, as a nation, it seems that we can’t progress more than a month without hearing an incident on national news concerning a shooting. Every shooting that occurs is gaining the national media spotlight. This is prompting leaders and politicians around the country to call for further gun control to answer this current epidemic. Creating new gun laws is not the solution. This only creates extra problems with law-abiding citizens obtaining a firearm and infringingRead MoreGun Control : Argumentative Essay Essay1702 Words   |  7 Pages100 3 November, 2014 Gun Control: Argumentative Essay The gun control debate is a good example that justifies the common known mantra that history will always repeat itself. Gun control is a regulation put forward with an aim of managing the purchase and ownership of firearms with the main aim being to reduce the criminal and unsafe use of firearms. The gun control measures involve strategies such as registration of firearms aimed at restricting the ownership of guns by people proved to beRead MoreDefining New Gun Laws Are Not The Answer996 Words   |  4 Pagesis prompting leaders and politicians around the country to call for further gun control to answer this current epidemic. Creating new gun laws are not the answer. This only creates extra problems with law-abiding citizens obtaining a firearm and infringing on their second amendment right of the United States Constitution, which states: â€Å"a well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed.† The second amendmentRead MoreThe Problem Of Gun Violence1678 Words   |  7 Pagesthink. The media is trying to push gun control on anyone that will tune in or read it. The media will all say the same thing, and the problem is gun violence. What if one removes the word gun from gun violence, that still leaves violence. Before one can decide which side to support, the information should be completely researched for important, specific information about how America will be affected, and what the cost are for the people protecting their rights. In 1776, Americans feared excessiveRead MoreGun Control Is The Government Regulation Of The Sale And Ownership Of Firearms1660 Words   |  7 Pages3 DC Gun Control Gun control is the â€Å"government regulation of the sale and ownership of firearms.† (Dictionary.com). In D.C., handguns, rifles, shotguns, and revolvers may be registered. Sawed-off shotguns, machine guns, short barreled rifles, unsafe handguns, assault weapons, and .50 caliber rifles are all prohibited in D.C., meaning that there is no possible way to own them. (DC.gov, 2014). A single person may only register one handgun every 30 days unless the gun was owned in another state. CommonlyRead MoreGun Control And The United States889 Words   |  4 PagesGun control is a big thing in the world today. Many Americans want it but also many don’t. There are both good reasoning’s and there are bad reasoning’s. Gun control is for our own safety but can also take our safe feelings away by knowing we won’t have a gun in hand to protect us in a real time of need. The second Amendment is commonly used when trying to set up the restrictions and rules of thes e gun control laws. There are a lot of regulations being set up and still are being made to â€Å"keep us

A Case Study in Inter-Profession Miscommunication

Question: Describe about A Case Study in Inter-Profession Miscommunication? Answer: In a world where being knowledgeable may not be the order of the day, core programmers or techie as are most commonly called, find it hard to make a break through. This happens most often than naught whilst a techie tries to sell his nurtured product (Shulman 2011). This is not due his lapse or lack of technical knowledge but mostly because in order to sell one has to be a salesman. Shed all superficial aura of being a knowledgeable person and be rooted to the ground level of earnestly trying to score a client. This is nothing short of an unhappy marriage between a mind that seldom thinks of money making endeavours and the other which seems to survive on that (Coupland et al 2004). A serious case of dilemma is hence the basic outcome, in fact the philosophical term horns of dilemma is the perfect term to explain the situation. This sorry sight may sometimes be very hilarious for an onlooker. The constant struggle within an individual can be very similar to the extent of the famous ch aracters Dr Jekyll and Mr Hyde, only in a very low key. One such case comes to my mind which perfectly sits on the title of a web developer trying to present his designs to a fashion designer. A perfect case of mismatch which then leads to a serious case of miscommunication. Information technology has become inevitable part of everyone and web services such as electronic mail(email) and databases or cloud storage are a necessity in this era (Lami 2013). Yet when there happens a problem in the technological end the clients may not be a very understanding bunch. So a techie out for business in a business meeting with a goal to score clients may face questions that may very well offend him. Although these questions may not be necessarily asked to offend, but nevertheless a miasma of uneasiness may prevail (Shulman 2011). Let us look at the case of the web designer and the fashion designer for further insight to this very topic of discussion. The Beginning As I sat on my chair accompanied by the famous designer, the receptionist handed us a business card. It said Mr Richard Lassi, web designer and developer. Looking at this the designer (lets call him Mr X for our comfort) looked at me with twinkling eyes, smiled called his receptionist and said, Send him in. I was little surprised as to what was on store for me to witness. There was a light knock and then the door opened slightly and a face appeared followed by a strong voice, May I come in Sir? To this Mr X immediately replied Yes with an affirmative nod. Mr X, Good morning, I am Richard, said the web designer introducing himself while offering a hand to shake to Mr X and me. After the formalities and being offered to sit Mr Richard was sitting facing us. So what brings you here Mr Lassi? asked Mr X. Well Mr X I am here to offer you an innovative solution to take your business forward replied Mr Lassi. Mr X leaned forward with interest gesturing Mr Lassi to continue with his proposal (Norlyk 2007). As these days e-commerce is on the surge it is high time for you Sir to take your business forward. As i have seen your website lacks a lot of things of which i have hence made a note. I will like to tell you what i have observed so far, if I may. To this Mr X seemed a little surprised but nevertheless continued to listen calmly whilst Mr Lassi continued, Your products are not reaching at a global scene, you have yet to tap on the full market even regionally due to the lack of a decent web application. I am here to offer you a perfect solution to overcome these hitches. The miscommunications After the hearing of the proposal, what followed next was a series of miscommunication. Mr X: How can you be sure that your proposal is the perfect solution to my business growth? Mr Lassi: My solution provides a platform for your products to be accessible by many individuals globally; it is a global market you see Mr X: But can you guarantee it? Mr Lassi: No one can guarantee in business Sir. Mr X: I guarantee that my designs are authentic and genuine in nature. Am I not a businessman? Mr Lassi: Sir guaranteeing in material and in clientele is different, I am here to offer you technical solutions and not marketing. (Shattel et al 2003) Mr X: But when you started your proposal you clearly mentioned that your innovative proposal will increase my clientele globally Mr Lassi: Sir I said that my web strategy will help in bringing your work into the orbit of more individuals globally, it is not a rocket science to understand that. Mr X: So you are saying that even though you cannot guarantee whether or not i will gain from your product, i still need to pay for it? Mr Lassi: It is a service Sir and every service has a cost The problem statement As I listened to the following discussions, there appeared to be few stand out problem statements. I have hereby selected one for our case study (Kruger et al 2005). Definition: There seemed to be a pragmatic approach on the part of Mr Lassi on the issue of Guarantee. He seemed to be at a point of contradicting his own statement. Analysis: Because of the fact that Mr Lassi came prepared for answering each and every question to be thrown at him for the technical aspect, he was taken aback when simple business propaganda was involved. Possible Solutions: Mr Lassi could now reiterate what he said of business not being a guarantee. Mr Lassi could guarantee Mr X of his proposal being the only solution to his business. Mr Lassi could hire someone else to make business proposals on his behalf. Evaluation of possible solutions Solution I: Mr Lassi could now reiterate what he said of business not being a guarantee. Advantage: This will be a long term solution and he may very well get Mr X to decide to hand him the order without the extra clause of guarantee (Winerman 1990). Disadvantage: This may lead to annihilation of any possibility of scoring a clientele. Solution II: Mr Lassi guarantee Mr X of his proposal being the only solution to his business. Advantage: This will be a short term solution and he may get the proposal accepted. Disadvantage: This may lead to further confrontation in the future with Mr X if the latters client base is not increased (Barry 1982). Solution III: Mr Lassi could hire someone else to make business proposals on his behalf Advantage: this will give a steady long term solution as the hired person will be well versed in the approach and execution of business proposals and will not be involved in miscommunications. Disadvantages: This will lead to added burden for Mr Lassi as he has to pay the hired individual for the services and also have to be in the constant loop of what may have resulted during the meeting. Selecting a possible solution Choice: Solution III: Mr Lassi could hire someone else to make business proposals on his behalf Justification: Mr Lassis main problem is his lack of ethical business skills rendering to delivering a proper business proposal. If he hires an individual he will have that aspect of it covered. Also Mr Lassi will have more time at hand to concentrate on honing his technical skills to design and develop better and more innovative ideas could be realized. Apart from that in any business proposal it is important to be prepared to woo the client with charm and humour which was seriously lacking in Mr Lassi, thus a hired help would seem to be the perfect solution (Chang 2002). Method of reaching at a solution To be able to reach to a solution we must not assume anything on our own rather take the points as presented in the picture. An equal weight to pros and cons must be rendered into each possible solution (Clark et al 1980). Assumptions must be kept at bay and only the facts must be taken into account. The easiest way to reach at a possible solution is first to indentify the possible solutions that may be put forward and then logically selecting the one that suits the case more aptly. Conclusion and recommendation Thus from the above discussion and at a close look at the case study cited above we can infer that for every possible miscommunication there always exists solution. The only major concern is there may be more than one possible solution and thus selecting the proper and more apt one becomes the need. It may be recommended to be an astound listener and also a verbose to avoid such miscommunications (Eduardo 2010). Also the above study proves that assumption without any hard fact may lead to more miscommunications. Reference: Eduardo, G., 2010, A Case Study in Inter-Profession Miscommunication, Intercultural Communication and Diplomacy, 2-6,308-316 Shulman, M., 2011, Case Study Report- Student Perspective, Cultures in contrast: student life at US colleges and Universities, pp 1 - 3 Coupland, N., Giles, H., and Wiemann, J.N., 2004, Miscommunication and problematic talk, Vol 18 (1), pp 312-440 Lami, R., 2013, Mis-communications between members of different subcultures, 4-8,6-12 Norlyk, B., 2007, Miscommunication and discourse practices in occupational cultures, New York, pp 405 Shattel, M., and Hogan, B., 2003, The problem of miscommunication,3,1-32 Kruger, J., Nicholas, E., Parker, J., and Ng, Z.W., 2005, Egocentrism over E-Mail: Can We Communicate as Well as We Think?, Journal of Personality and Social Psychology, 89, No. 6, 2005, pp. 925-935. Winerman, L., 1990, E-Mails and Egos, Monitor on Psychology, Barry DS,1991. Acuracy in social perception. Journal of personality and psychology,61,298-307 Cody, MJ.,1982, A typology of disengagement strategies and examination at the roles of intimacy, reactions to inequity , 49, pp 148-170 Clark, H H., and Shunk, D H., 1980, A polite reply to polite request, Cognition,8.113-140 Chang, H., 2002, The interrelationship between language and culture, Journal of Pan-Pacific Association of Applied Linguistics, 6(2), 183-97.

Challenges Facing International Human Resource Management-Sample

Question: Discuss about the Challenges Facing International Human Resource Management. Answer: Introduction As the pace of technological advancement rises and most firms develop a deeper international focus, effective management of the human resources to adapt to the changes becomes inevitable. However, effective management of the human resources is arguably one of the most challenging tasks to an organization. Changing economic and political landscape coupled with globalization mean that what effective management of human resources comprised of initially is constantly and increasingly changing thus requiring an international orientation. Globalization has turned the world into a global village with most companies expanding to overseas markets with an aim to widen their market base. However, management of human resources in the foreign countries has posed a hydra-headed dilemma to the management. The reason being IHRM (International Human Resource Management) deals with complex issues the main one being the development of management techniques in the host countries where different cultures , economic systems, and different legal systems exist. Sweeping demographic changes coupled with the millions of women pouring in the global workforces imply that multinational companies face an ever increasing pressure to innovate creative ideas aimed at integrating and retaining the diverse global workforce. Oracle Corporation: A brief background Oracle Corporation is an American transnational firm specializing in computer technology with its head offices in Redwood Shores, California. The company owes to the sedulous work of Bob Miner, Ed Oates, and Ellison who founded the company in 1977 under the name SDL (Software development laboratories) (Rachel, 2013). The company fundamentally specializes in the development of Cloud engineered systems and database software. Since its foundation, the company has undergone various milestones that have seen it develop more product and services such as Oracle Beehive Corporation software. Further, the company offers other complementary services such as consultancy, financing, and training services. During the late 1990s, Oracle Corporation faced one of the most serious human resource crisis which saw the company lay off about 10% of its workforce as a result of accounting errors. The crisis resulted from the companys adoption of the up-front marketing strategy which ushered in accounting scandals in the company. Although IBM served as the leading firm in the technology field, it failed to provide databases on window operating system. Consequently, Oracle sought to exploit this market gap which have seen it rise to its prominence today. Rachel (2013) states that the companys total assets amounts to $ 112.18 billion, while its revenues for the year ended December 2015 amounts to over $ 38 billion. Oracle Corporation employs more than 137,000 employees in its different branches and subsidiaries across the world. With the company having branches in several parts of the world, Africa offers a rich market base for the company to exploit given the technological advancement experienced in Africa. The company must, however, be prepared to navigate the jerky waters of the dynamic and complex global workforce especially in Africa because of the huge influx of women in the global workforce. According to a survey conducted by Sam (2013), management of the human resources serves as the most substantial ch allenge facing multinational companies seeking to exploit the African market. The fact does not, however, mean that no solution exist to solve the dilemma of international human resource management. Challenges that Oracle would face in the management of its human resources in Ivory Coast, Africa Staffing policies Staffing refers to the process through which an organization selects and trains individuals to take specific job functions where the management charges them with responsibilities associated with the job function. Given the fact that there exist key areas of departure between domestic and international businesses, human resource managers must choose the appropriate staffing policies as dictated by organizational needs. Lee and Wu (2010) notes that success of international human resources rests on the ability of the HR managers to choose the most appropriate staffing policy. The main type of approaches to staffing policy in IHRM are ethnocentric staffing, polycentric staffing, and geocentric staffing. The ethnocentric policy approach advocates for the recruitment of home country nationals to occupy top positions in the firm such as Executive positions (Robert et.al, 1998). Such a policy ensures that the management of the company has substantial experience in the business environment. Contrary to the ethnocentric policy, the polycentric approach advocates for the assignment of the home country staffs to executive positions in the head offices and assignment of overseas workers to the middle-level management position (Ulrich et.al, 2009). The policy enables the organization to learn about local markets from the overseas workers. Finally, the geocentric approach advocates for the allocation of the executive position to the best person suited for the position regardless of the nationality of the employee, culture or background. Challenges/issues in staffing policy in IHRM Development of an effective staffing policy poses a significant challenge for IHRM (International Human Resource Management). The ability of a firm to attract, recruit, and maintain qualified, skilled, and committed workforce handles the success of any company (Prahalad, 1983). One of the primary challenges is the geographical barrier between the head offices and the overseas branches which make it practically hard to implement a day-to-day relationship (Dave, 1996). Several other factors affect the staffing policy in IHRM as summarized below Political factors Kapoor, (2011) argues that certain political risk factors in the overseas countries serve to create an air of uncertainty and an environment of suspicion in IHRM. As such human resource managers live with the fear of unknown; consequently, the fail to make strategic decision owing to their long-term nature for fear of what will transpire. Legal factors Undoubtedly, the host countrys legal system serves as the main determinant of the staffing policy to be adopted by an organization (Silzer and Dowell, 2010). As such, most international firms face a challenge where the host country sets the minimum representation of the local employees in the multinational firms. Economic factors Several economic factors such as the economic development and position concerning the investment made by the MNCs have a huge impact on the staffing policy adopted by multinational firms. Schuler et al. (1993) argue that the international human resource managers must take into account the differing purchasing as well as prosperity powers. For instance, escalating costs in many developing countries have forced MNCs to replace the expatriates with the local managers. Moreover, as a result of the scarcity of managerial talent in most developing countries MNCs have experienced huge transaction costs as they import managerial staffs from other countries. Socio-cultural factors Cultural distance serves as one of the main determinants of the staffing philosophy and impacts immensely on IHRM. Lather (2010) argues that among the most complex challenges facing international human resource managers is cross-culture communication. Culture refers to a software of the mind that directs the pattern of thinking and behavior thus influencing how a particular people live and how they associate with others (Adler and Graham, 2009). Cultural differences inarguably handle the performance of the company. Some cultures may support particular types of organization and reject others. Demographic diversity Most countries in the developing countries in Africa are characterized by a dwindling youth population and high unemployment rates. Consequently, such countries experience a severe skilled labor shortage given the fact that most of the youths have limited skills. Research have established that more than half of Africas population comprise of youths below the age of 25 years most of whom are still students. Currently, the only solution to solve the problem of a limited skilled workforce is by the company filling the gap with older skilled workers and bringing more women into the workforce (Theodor, 2006). Recommendations to solve the challenge of international staffing Given the fact that human resource managers face an array of challenges when deciding on the appropriate staffing policy, the following solutions would assist in solving the problems associated with international staffing Effective cross-cultural management As Barrera (2010) notes, irrespective of the good will that might exist in any firm, miscommunication will more often than not occur owing to the differences in culture between the communicators. However, cross-cultural management serves as the leading solution to cross-cultural conflicts. Multicultural companies can adopt several strategies to overcome the blocks of behavior, emotions, culture, and race. Such strategies include the transfer and dissemination of knowledge and bicultural skills. Short-term international assignments Collins et al. (2007) argue that short-term assignments serve as the most appropriate form of the non-standard tasks. Such assignments involve a temporary/short-term (less than a year) transfer of the staffs/employees to a foreign subsidiary. Such assignment would assist the firm to solve the challenge associated with talent shortage in the host country and managerial development. Short-term assignments also come with additional benefits which include increased effectiveness, flexibility, and simplicity. Commuter and rotational assignments Such an assignment involves an employee working in one country for a week or two and then transferring to another workstation in another country and so on. Such an arrangement enables to solve the challenge of cross-culture communication and increased flexibility. Training and development International human resource managers face a range of challenges in their efforts to create and develop a high-caliber workforce (Gregersen and Stroh, 1997). An important point to note in training and development is that the HR manager should not only focus a lot of attention on quality training but must also make sure that the training is effective and engaging. The following are the challenges faced in training and development. Inconsistent training Given the fact that multinational firms have areas of operations in different location coupled with the fact that there are multiple trainers, it becomes hard to standardize the training hence the inconsistency in training. The reason rests on the fact that the level of knowledge, teaching style, and emphasis may differ from one trainer to the next. Mobile and flexible workforce The corporate world has witnessed a huge increase in part-time workers, shift working, home working, teleconferencing, and videoconferencing, and field working. As such, HR managers face a serious challenge on how to train employees especially those in homeworking and shift working as they spend minimal time in the firm (Barrera , 2010). Difference in the primary language A significant challenge IHRM faces in training and development which is associated with global expansion is the primary areas of departure between the employees primary languages. No one specific language can be understood by all the employees (Kapoor, 2011). As such, the employees might misunderstand some instructions and directives such as compliance and safety directives posing a serious challenge. Stipulated timelines Given the dynamic nature of the corporate world, the quicker the company trains and develops its workforce, the higher the opportunity to achieve a competitive advantage. However, given the travels, human resource managers have to make across borders, and the rise of shift and part-time working, training, and development may take an extended period. High training costs Training and development require substantial investment given the nature of workers coupled with other challenges such as a difference in the primary language. Recommendations Invention of a reusable content HR managers should design/develop the training content in such a way that they can use the same content (with minimal changes and updates) for multiple/different training situations to reduce the training costs. Leaving it to the experts Given the challenge of high training cost coupled with inconsistent training, HR managers should engage training experts to ensure effectiveness in the utilization of the available resources. Pfeffer, (1994) notes that development of e-learning courseware is an intensive and technical task which requires the services of an expert; otherwise, the company will incur huge costs. Leveraging technologies Such technologies assist the HR managers in delivering flexible training courses especially to shift and part-time workers. Given the fact that the employees can take the courses at their convenience, it increases flexibility. However, the HR manager should monitor the trainees progress. Development of standardized curriculums Standardized curriculum serves to enhance a standardized and consistent training thus solving the challenge associated with inconsistent in training. Translating the training content into different languages that suits all the employees would assist in solving the dilemma associated with different primary languages. Performance appraisal A study conducted by Clark (2011) noted that among all the talent management processes implemented by most human resource managers in international business, performance appraisal faces the most disdain. The most serious challenges faced by international human resource managers are as discussed below. Infrequent feedbacks The primary goals of any performance appraisal are the identification and resolution of performance issues. However, Cao (2004) notes that execution of annual performance appraisal appears silly and illogical since an error might have occurred at the beginning of the year and will only be noted at the year end. Lack of effective metrics The primary goals of a performance appraisal are the recognition of results, provision of feedback to address weaknesses, and determination of training needs. Unfortunately, there exist no perfect metric to serve as the basis for performance appraisal (Prahalad, 1983). Most HR managers use the percentage of work completed as the basis for performance appraisal. Moreover, the metrics for performance evaluation differ in different countries posing a more serious challenge to IHRM. Minimal legal support Performance appraisal may turn out to be the worst enemy to the international human resource manager in legal proceedings. Also, some employees might object to the disciplinary actions such as bonus and salary reduction and seek legal protection. Given the difference in the legal systems in different countries international human resource managers face the challenge of designing the right reward and disciplinary metrics to avoid confrontation with the legal bodies. Entitlement mentality Biver (2007) argues that according to some cultural backgrounds in different countries some employees feel they are entitled to a benefit, either a promotion or a pay raise, irrespective of their performance. Such a mentality arises from the fact some organizations provides for annual bonus and salary increment which is not tied to performance. As such, the system does not differentiate between top and poor performance. It proves practically hard to change such a mentality due to cultural and societal values. Recommendations Given the fact that performance appraisal serves as a vital instrument in training and development, IHR managers must develop ways to solve the challenges associated with performance appraisal. Regular feedback: Quarterly performance appraisal Daniel (2003) recommends that HR managers should conduct performance appraisal in real time. At the minimum, performance appraisal needs to be conducted quarterly. Workers would fell motivated and appreciated even where the managers give an informal sign of appreciation such as congratulations for your hard work (Adler, 1997). If the HR manager finds it hard to conduct quarterly performance appraisal, he should develop approaches to tracking performance throughout the year. Establishing the right metrics Different performance appraisal bases should be developed to evaluate performance in different countries and cultures. Such metrics should be measurable and linked to the strategic mission/objective of the organization (Cornelius, 2004). For example, IHRMs should create an appraisal system that distinctly distinguishes between the poor. Average, and top performers. As such, the human resources manager should limit the number of ratings. Training the human resource managers The HR managers should be fully trained to understand the impact of different cultures on performance appraisal and how to conduct performance appraisal in different work environments Bennis and Nanus (2005). The managers should further learn how to use the performance appraisal system consistently to minimize employee disengagement and mistrust. Compensation benefits IHRM face a serious challenge in designing a compensation system suitable to effectively and sufficiently attract and retain culturally and technically qualified/skilled professionals to occupy various job positions. Harsh tax policies in different countries The tax systems in different countries have huge implications on the compensation system. The income tax rates, taxation of pension contribution, employees bonus and allowances taxation all serve to determine the level of compensation rate. In a country where the taxation rate is high, the employees must be a substantial pay to compensate them for the amount paid in taxes. As such, the staffs occupying similar position but in different countries might get a different gross salary. High taxation rates in most of the African countries pose a dilemma to IHRM. Government policies such as minimum wage rate and labor union influences In most developing countries, the government usually sets the minimum wage rate pay to prevent exploitation of the citizens. International businesses are forced to adhere to these rules even in the circumstance where the skills and the level of education and experience of the employees do not match the minimum wage rate. Moreover, Marri (2015) notes that labor unions play an indispensable role in the determination of the minimum wage rate. In countries with strong labor unions such as Australia, MNC must face the challenge of offering huge minimum wage rates. Insurance cover for employees and workplace safety. In almost all parts of the world, insurance cover for employees is a mandatory requirement. However, the challenge comes in as a result of different economic and political risks inherent in different countries which make insurance covers for employees unaffordable to most MNCs. Workforce demographics Aging workforce and increasing health issues among the employees such as obesity and cancer have raised a serious concern in International human resource management. Even more challenging is the fact that the young population does not participate in the workforce the way they used to Punnett (1993). Their productivity has decreased; consequently, it becomes hard to design a compensation system that will serve to motivate them. Cost of living in different countries Given the difference in economic conditions and economic growth in different countries, international human resource managers face a challenge in designing the appropriate system to take care of this difference. Inarguably, the high cost of living will impact on the repatriations allowances, housing and overseas allowances, and bonuses based on performance. Recommendations Balancing the compensation programs with the firms objectives The MNCs HR managers should ensure that a balance exists between the basic salary, cost-of-living, allowances, taxes, and the objectives of the organization. Such a move would ensure that the firm compensates its employees fairly to keep them motivated. On the other hand, it ensures that the organization does not incur huge costs (Tsui, 2007). Performance appraisal IHRM should adopt comprehensive and effective performance appraisal system to serve as the basis for determining the compensation system. Such a system will ensure that the company does not incur more than it should (Nagar, 2011). Although there are inherent risks and challenges associated with management appraisal systems, effective appraisal systems would solve the challenge associated with the compensation system Establishing a common pension and insurance scheme Given the fact that economic conditions and tax laws in different countries impact adversely on the compensation systems, MNCs should set up a common pension and insurance schemes for all its staffs in various countries. Such a scheme would enable the firm in minimizing the cost associated with risks in different countries (Theodor, 2006). Conclusion The interconnection of local and global economies as a result of globalization has significantly impacted on international human resource management. As firms seek to exploit international markets, HR practices and strategies are increasingly becoming crucial given the fact that they act as the mechanism for coordination and control of international operations. As such, International Human resource departments must transform as the modern corporate world experience an array of complex challenges. Any company/firm seeking to exploit global market must at all cost navigate the jerky waters of the dynamic and complex corporate economy if it has to benefit from international operations. References Adler, N.J. (1997) International Dimensions of Organizational Behavior, 3rd edition. Cincinnati: South-Western College Publishing. Adler, N. J. and Graham, J. G. (2009). Cross-cultural interaction: the international comparison Fallacy?. Journal of International Business Studies, 20 (3), 515-537. Barrera, J., (2010). An examination of cross cultural competence in international business: The Case of the subsidiaries. International Business Economics Research Journal, 9(1), 41-54. Bennis, C., and Nanus, O. (2005). Cross-cultural value applications. Bangkok: Fatrosmman Press. Biver, C., (2010). Implications of the oral/literate continuum for cross-cultural communication. Washington, DC: Georgetown University Press. Bross, A., and Wise, G., (1999). Sustaining the Relocated Employee with an International EAP, Canadian HR Reporter (November): pp. 18-21. Cao, S. (2004). Ultimate competitive edge- the application theory and cases of cultural strategy [M] Shanghai: Wenhui Press. Clark, D.M. (2011). Intercommunication among nations and peoples. New York: Harper Row Cornelius, F.A. (2004). Cross-cultural and intercultural communication. Thousand Oaks, CA: Sage Dave, U., (1996) Human Resource Champions-The next agenda for adding value and delivering Results. Boston, Mass.: Harvard Business School Press. Gregersen, H., and Stroh, L., (1997). Coming Home to the Arctic Cold: Antecedents to Finnish Expatriate and Spouse Repatriation Adjustment, Personnel Psychology 50 (7), p. 651. Kapoor, B. (2011). Impact of globalization on human resource management. Journal of International Management Studies, 6(1), 1-8. Lather, A.S. (2010). Cross cultural conflict resolution styles: An extensive literature review. Asian Journal of Management Research, 4(2), 130-146. Lee, Y., and Wu, C., (2010). Factors affecting knowledge transfer and absorptive capacity in Multinational Corporations. Journal of International Management Studies, 5(2), 118-126. Nagar. L, (2011). Cross Cultural Challenges While Doing Business in India. Journal of Research in Commerce Management, 2(9), 108-115. Marri, D. (2015). Challenges Facing Human Resource Directors Today in Global Companies EPRA International Journal of Economics and Business Review 3 (9): 20-23 Pfeffer, J. (1994) Competitive Advantage Through People Boston Mass.: Harvard Business School Press Prahalad, K. (1983) Developing Strategic Capability: An Agenda for Top Management, Human Resource Management Journal, 22 (4): 237-54 Rachel, K., (2013). "Oracle Exalytics in-memory machine updated to analyze larger data sets". [Online] Accessed September 30, 2015 Roberts, K., Kossek, E., and Ozeki, E., (1998). Managing the Global Workforce: Challenges And Strategies, Academy of Management Executive 12(4): pp. 93106. Silzer, R., and Dowell, E. (Eds.). (2010). Strategy-driven talent management: A leadership Imperative. San Francisco, CA: Jossey-Bass. Theodor, L. (2006). Inference of attitudes from nonverbal communication in two channels. Journal of Consulting Psychology. 31:248-252. Tung, L., and Punnett, J., (1993). The Relationship of Staffing Practices to Organizational Level Measures of Performance. Personnel Psychology, 46: 27-48 Tsui, A.S, (2007). 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Lottery By Shirley Jackson Essays (744 words) - Dystopian Literature

Lottery By Shirley Jackson In many stories, settings are constructed to help build the mood and to foreshadow of things to come. "The Lottery" by Shirley Jackson is a story in which the setting sets up the reader to think of positive outcomes. However, this description of the setting foreshadows exactly the opposite of what is to come. In addition, the theme that we learn of at the end leads us to think of where the sanity of some human beings lies. The story begins with the establishment of the setting. To begin, Shirley Jackson tells the reader what time of day and what time of year the story takes place. This is important to get the reader to focus on what a typical day it is in this small town. The time of day is set in the morning and the time of year is early summer. She also describes that school has just recently let out for summer break, letting the reader infer that the time of year is early summer. Shirley Jackson also seems to stress on the beauty of the day and the brilliance of nature. This provides the positive outlook and lets the reader relax into what seems to be a comfortable setting for the story. In addition, the description of people and their actions are very typical and not anomalous. Children play happily, women gossip, and men casually talk about farming. Everyone is coming together for what seems to be enjoyable, festive, even celebratory occasion. However, the pleasant description of the setting creates a faade within the story. The setting covers the very ritualistic and brutally violent traditions such as the stoning of Mrs. Hutchinson, who dared to defy tradition. It is very apparent that tradition is very coveted in this small, simple town. This can be proven by the ancient, black box used for the lottery and the significance of farming for the community. Farming is also the only known way of life because of tradition. The men in "The Lottery" are "speaking of planting and rain, tractors and taxes". This is because the ritual performed in the story is supposed to have an effect on the harvest. "Lottery in June, corn be heavy soon" used to be a saying heard in that town. The abundance of their harvest supposedly depended upon their performing the ritual of the lottery. Although it is implied that the abundance of their harvest depends wholly on cruel act of stoning a human being to death, there is evidence that not all in the community agree with the ritual. Children are an important focus in "The Lottery". Jackson makes it easy for us to imagine their "boisterous play" and the children are described in depth. I think these children symbolize perceived states of happiness in the story. I also believe they are vital necessities in the story because they are taught and expected to carry the traditions. For instance, "someone gave little Davy Hutchinson a few pebbles" so that he will then be able to participate in the stoning of his own mother. In the story, many parts of the ritual had been changed or even long forgotten by most of the people. This fact in itself, along with a few other clues, tells me that not everyone agrees with it. One character says, "seems like there's no time at all between lotteries anymore". This means that the lottery is much too frequent or should not even be done at all. I believe that many disagree with the practice of the ritual, I also think that the individual feels helpless in putting a stop to it. Mrs. Adams mentions to Old Man Warner, "that over in the north village they're talking of giving up the lottery" and that "Some places have already quit the lotteries". He replies "Pack of crazy fools" and says, "There's always been a lottery". Although she does not say it in so many words, I find it obvious that she feels that the ritual should be put to an end. This in combination with the fact that many of the townspeople do not even remember the reasons behind the ritual has led me to the conclusion that they only continue the process for "tradition's sake". It just goes to show that humans are creatures of habit and that sometimes we continue to participate in (or tolerate) harmful practices. This is simply because as individuals we feel powerless and unable to stand up against behaviors that have always been accepted. The setting

Writing an Argumentative Essay Topic

Writing an Argumentative Essay TopicArgumentative essay topics are excellent topics to use when writing an essay. They help you get more out of your topic, and they help the readers to understand what you have to say. It is important to write them well, but even more important, to do them right. In this article, we will look at the most important points to keep in mind when writing an argumentative essay topic.First, you want to be sure that you are not writing a topic that is about an unpopular opinion. A good example of this would be when people do not agree with any law. However, sometimes the laws are too difficult to follow for some people, so this article focuses on teaching rather than discussing an unpopular opinion. For topics such as this, it may be better to look at more popular topics such as animals. However, if the topic can make a point, it may be worth having a bit of a controversial viewpoint to make a stronger point.Second, you need to find examples to use for your argumentative essay topics. Although there are many online sites that offer examples, you may want to consider using examples from real life situations, or ask someone who has been in a similar situation to give you their own example.Third, when choosing your topics, think about what your readers will find interesting. This may be different for everyone, and you may find that a subject like psychology interests some people, while a personal anecdote of yours is likely to appeal to others. However, regardless of what you choose, you should make sure that you present your topic in such a way that it makes sense to your readers. You don't want to present information that does not add value to the discussion.Fourth, you may want to make sure that you have a twist on your topic, which is different from the general topic that you write about. For example, you may want to introduce a twist on a popular topic to make it more interesting. You may even want to explore the ideas behind the twi st. The twist can provide more interest and controversy than the subject itself. This is one way to get more out of your essay and make it more popular.Fifth, the writing style is key for the arguments in your essay topics. If you are writing for a popular audience, you may want to use a more conversational style. For example, instead of writing something that is clearly stated, you may want to find other ways to explain it. This way, your reader will be able to understand it and is less likely to lose interest. Try not to take too much time in your essay because your audience will want you to get it all down, rather than just talking.Sixth, to make sure that your essay topics are effective, it is best to do some research into the subject. For example, you may want to find some resources or information that may lead you to an interesting topic. One way to do this is to check out other topics in the same area of study that you are interested in. You may also want to compare what othe r people have written about the topic, and find examples of the topic in other writings. Just be sure that the information you find can actually make sense to your audience.As you can see, there are several things that you need to remember when writing argumentative essay topics. Keep these tips in mind as you prepare for the topic.

Postmodern Culture essays

Postmodern Culture essays One cannot begin to discuss postmodern culture without first looking at what is known as the Modern movement. Modernism was a shift in thought with regards to the arts. This movement, which includes music, literature, the visual arts, and drama, rejected the old Victorian standards of art. How each form was made was at the basis of the Modern movement. This included how poetry was written, how paintings were created. Modernism tended to emphasize a random collage of ideas and materials, instead of narrow, clear-cut points of view. Perhaps one of the most recognizable figures of the Modern movement is Pablo Picasso. In late 1906, Picasso started to paint in a truly revolutionary manner. Picasso began to express his art in strongly geometrical terms. These painting are the beginnings of Cubism. In the initial stage, known as Analytical Cubism, objects were deconstructed into their components. In some cases, this was a means to depict different viewpoints simultaneously; in other works, it was used more as a method of visually laying out the FACTS of the object, rather than providing a limited mimetic representation. The aim of Analytical Cubism was to produce a conceptual image of an object, as opposed to a perceptual one. At its height, Analytical Cubism reached levels of expression that threatened to pass beyond the comprehension of the viewer. (Artchive.com 2001). Another pioneer of the Modern movement was William Faulkner. In his writings, Faulkner moved boldly away from rigidly constructed third-person narratives and wrote stories, which were narrated with multiple points of view. Faulkner, a Nobel Prize winner, is considered by many critics as one of the greatest American writers of the twentieth century. Faulkner is best known for his meandering, typically southern mode of narration, with a modernist sense of rupture, scrambled chronology. ...

Heat stress procedure Essay Example | Topics and Well Written Essays - 1250 words

Heat stress procedure - Essay Example The program’s main objective is to reduce work related illnesses as a result of heat stress for it reduces work rate in all the above mentioned areas. Besides, it serves to control heat related risks, outline causes, symptoms and treatment of heat stress. In the construction industry the procedure applies to contractors, subcontractors, employees and any other person who might have an access to the site. All the temporary facilities, like the store, early works to construction, commissioning and decommission practices, should conform to this procedure. Hot environments may lead workers to risks of heat stress. A lot of heat can result in work related sickness, poor health and injuries (Reese 35). Heat stress can also cause heat stroke, pain and heat rashes. These always make a construction site unbearable and reduce the efficiency of work, thus, increasing total cost of construction due to delays. A lot of other issues may lead to heat stress in construction sites. In the tropical regions, for example, the main source of heat in a construction site is the sun and due to this fact workers are not always motivated to work, for it wears them out and the time taken for a day’s work is increased. Heat in construction site is also caused by heavy machines used. The purpose of this procedure is to develop strategies for working in hot environments, reduce the possible heat-related illnesses and to ensure work-related health and safety conditions for employers, contractors, subcontractors and workers. In order to realize the exact purpose of this procedure, the stake holders should play their part as required and supervisors should be responsible for instructing all the workers on this procedure, scheduling strenuous work during cooler time of the day and provide cool drinking water to all workers (Kanholm 26). On the other hand, the workers should be cautious to shun heat related illnesses and take part in training as required. On his part, the