Cultural Dimensions Of Global Business Communications

Global Business Communications, which to equip students to communicate effectively as managers in a global environment. Through the module, I have learned the importance of intercultural communication. According to Guirdham (2011), ‘Communication can claim to be the most important single work activity’, in addition, interpersonal communication has as well as more important on individual works and team works. Due to culture is broad and profound, all we can touch is only a tip of the iceberg. In the following paragraphs, I will decrease what I learned, how I felt and what I should do during these three months studying: firstly, I will describe few main points I learned in this module; secondly, I will analysis my virtual team work; and finally, I will show the SMART objective in the future. I have learned three main typically used theories in studying cultures, Hofstede s cultural theory, Trompenaars’ seven dimensions of culture and Hall s cultural model, which can avoid misunderstandings in communication and identify differences between cultures. Hofstede s cultural dimensions is ‘a framework for intercultural communication, developed by Geert Hofstede. It shows the effects of a society s culture on the values of its members, and how these values relate to behavior, using a structure derived from factor analysis’ (Adeoye and Tomei, 2014). Hofstede’s dimensions of cultural differences focus on 5 dimension derives: Power Distance (PD), Uncertainty Avoidance (UA),Show MoreRelatedAn Informal Institution Based View1593 Words   |  7 Pagesintroduced as part of the concept of global business. Culture, an informal institution plays a major role in the success and failures of multinational enterprises around the world. The formal institution includ es laws, regulations, and rules, also termed as political systems, legal systems, and economic systems. Informal institution includes cultures, ethics, and norms. Both come under the main umbrella of institution based view of the unified framework model for global business. (Peng, 2014) Informal institutionRead MoreUnderstanding Cultural Dimension : Strategy For Globalization Business1596 Words   |  7 Pages Understanding Cultural Dimension: Strategy for Globalisation Business The maritime industry is a kind of vast business, which usually develop into multinational business. This business will involve many people from other countries. Since, the ship moves from one to another country, communicating with people from another country with different cultures is inevitable. Culture was defined by anthropologist as learning and sharing concept, value and belief or can be said as an adaptable systemRead MoreCultural Differences Between Australia And Sri Lanka Essay1209 Words   |  5 Pages THE INDIVIDUAL REPORT Cultural Differences Between Australia and Sri Lanka Hofstede s cultural dimensions theory (POWER DISTANCE) Student Name : Dinusha Thilakaratne Student ID No : 101322462 Teachers Name : Shirley Robinson Date : 11.11.2016 â€Æ' Introduction The key purpose behind this report is to decide the significance of Hofstede s dimensions and to set up the attributes of the two countries under thought in connectionRead MoreThe Importance Of Religious Practices In International Business957 Words   |  4 Pagestried to make their products more relevant. (Mooij nd: 17) So historical characteristics should be considered during international business to make sure that your products and ways of negotiating are suitable to the countries of destination in terms of their habits, tastes, and values. From the above example we discussed, it indicates that doing business with foreign countries has changed the traditional thinking patterns, and some successful companies have been adapted to particularRead MoreCultural Differences Between Australia And Sri Lanka Essay925 Words   |  4 PagesCultural Differences Between Australia and Sri Lanka Student Name : Dinusha Thilakaratne Student ID No : 101322462 Teachers Name : Shirley Robinson Date : 11.11.2016 THE INDIVIDUAL REPORT â€Æ' Introduction The key purpose behind this report is to decide the significance of Hofstede s dimensions and to set up the attributes of the two countries under thought in connection to Hofstede social model. And also this report includes description andRead MoreExecuting Corporate Opportunities Within The Business World1402 Words   |  6 Pagescorporate opportunities in today’s business world has advanced immensely through our use of modern communication. Through telecommunication and the internet, major deals are now being completed with a single push of a button. Organizations of different cultures and countries, who may never have communicated otherwise, are now starting to do business together. With cellular and internet communication improving every day, inevitably so has business communication. As organizations expand their socialRead MoreGlobal Leadership And Organizational Behavior Effectiveness1671 Words   |  7 PagesThe Project GLOBE (Global Leadership and Organizational Beha vior Effectiveness). The GLOBE research followed in Hofstede s footsteps yet also searched for additional dimensions (Cater, Lang Szabo, 2013, p. 446) as depicted and defined on Table II. In light of the GLOBE findings, earlier conceptualisations of culture have been reconsidered with respect to the impact of culture on leadership (Dickson et al., 2012 as cited in Cater et al., 2013, p. 447). GLOBE researchers introduced twnety one first-orderrRead MoreEssay on Cultural Intelligence Assessment785 Words   |  4 PagesCultural intelligence assessment will enable the individual to have certain information about himself. It is posited that cultural difference has a greater impact on business effectiveness than we think. That our cultural backgrounds really influence the way we think and act and the way we interpret each others contributions. Our success or failure in communication will depend on the extent at which we understand the different cultural background of the employees and create a fruitful collaborationRead MoreCultural Issues That May Impact On The Set Up And Operation Of A Subsidiary Essay1019 Words   |  5 PagesInvestigating the cultural issues that may impact on the set-up and operation of a subsidiary in Japan Introduction Over the last ten years, numerous firms have continued to embrace international operations. However, the international operations come with numerous obstacles. For instance, culture is one of the bottlenecks faced by the firms operating in the global arena. Studies indicate that language problems and difficulties along with culture collisions are some of the cultural bottlenecks thatRead MoreLeadership And Hofstede s Five Dimensions1264 Words   |  6 PagesLeadership and Hofstede’s Five Dimensions Psychologist, Dr. Geert Hofstede developed a framework to link culture and organizational behavior considered the most useful outline for a scholarly community. The basis of his framework is comprehensive research involving 160,000 participants’ of managers and employees from 53 countries throughout the world. The study categorized the five cultural dimensions as Power/ Distance, Individualism /Collectivism, Uncertainty Avoidance, Masculinity / Femininity

Effects on Public Lands when Hunting is done out of Season...

Effects on Public Lands when Hunting is done out of Season Joe Fox Colorado State University - Pueblo The Impact of Hunting during Off Season on Public Land Introduction Hunting during off season is causing change in the wildlife behavior and population in the public land. This has a negative impact on the wildlife population such as extinction and increased immigration. Hunting during off season has been a challenge to the US government even with the numerous laws that are used to control hunting activities. Many hunters still find their way into the public land and hunt illegally without being caught. Surprisingly, the illegal hunters do not reflect on the effects of their activities to the wildlife population. A†¦show more content†¦He proceeds by saying that the wildlife are forced to move into new ecosystem as a way of survival. The new environments may not favor their adaptability, which results into dire consequences on the wildlife family. A good example is the research by Ciuti et al (2012) on the effects of human hunting on elk in Alberta, Canada. The research found out that elk reduced their feeding habit in areas that are closer to roads with noisy traffic. The research noted that the increase in the human activity led to further reduction of feeding time by elk. Therefore, Ciuti et al concluded that the effects of human activities on wildlife surpassed those of natural predators. Another research that was done by Conover (2001) showed that, before the arrival of the European colonies in North America, the density of white-tailed deer was estimated to be very high. The population of the deer has increased to unmanageable number as the predators cannot feed on them fully. The case is not the same to public areas that are open for hunting. The population of the deer in those areas has been maintained to a very low level. A research by Rose Jalkotzy (1992) on the case of drop in the population of cougar in the Western America showed that massive hunting of cougar, by the natives between the years 1994 and 1995, caused a massive mortality among the cougar. The three examples show the detrimental effect of hunt ing of the wildlife population in the public lands. Hunting causes aShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:Read MoreFundamentals of Hrm263904 Words   |  1056 PagesYour WileyPLUS Account Manager Training and implementation support www.wileyplus.com/accountmanager MAKE IT YOURS! Fundamentals of Human Resource Management Tenth Edition David A. DeCenzo Coastal Carolina University Conway, SC Stephen P. Robbins San Diego State University San Diego, CA Tenth Edition Contributor Susan L. Verhulst Des Moines Area Community College Ankeny, IA John Wiley Sons, Inc. Associate Publisher Executive Editor Senior Editoral Assistant Marketing ManagerRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesintentionally left blank Introduction to Statistics and Data Analysis Third Edition Roxy Peck California Polytechnic State University, San Luis Obispo Chris Olsen George Washington High School, Cedar Rapids, IA Jay Devore California Polytechnic State University, San Luis Obispo Australia †¢ Brazil †¢ Canada †¢ Mexico †¢ Singapore †¢ Spain †¢ United Kingdom †¢ United States Introduction to Statistics and Data Analysis, Third Edition Roxy Peck, Chris Olsen, Jay Devore Acquisitions Editor:Read MoreProject Mgmt296381 Words   |  1186 PagesApproach with Spreadsheets, Fourth Edition Stevenson and Ozgur, Introduction to Management Science with Spreadsheets, First Edition Project Management The Managerial Process Fifth Edition Erik W. Larson Oregon State University Clifford F. Gray Oregon State University PROJECT MANAGEMENT: THE MANAGERIAL PROCESS Published by McGraw-Hill/Irwin, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY, 10020. Copyright  © 2011 by The McGraw-Hill Companies

Professional Values and Ethics Free Essays

Professional Values and Ethics Professional ethics and values are important in the business environment to promote satisfaction to employees and clients, effectiveness with business strategies, and good for professional moral. Since business began, there have been unfair business practices promoted by â€Å"successful† professional business people. This conundrum brings into question what professional business values and ethics are, how one attains and maintain these practices or qualities, and what the impact of these factors on career success may be. We will write a custom essay sample on Professional Values and Ethics or any similar topic only for you Order Now Ethics are considered the moral standards by which people judge behavior; the system or code of morals of a particular person, religion, group, or profession (Yourdictionary, 2009). Values are beliefs of a person or social group in which that person or people have an emotional investment either for or against something (Wordnetweb, 2009). Both ethics and values could be combined to form a mission statement or core guidelines for an entity to promote in a professional manner among clients, employees, and customer satisfaction. Core guidelines also can be called â€Å"core values†. These values can strengthen and enhance any professional setting based on general principles such as integrity and honesty. Professional ethics and values can be developed by any single person or group of individuals that have goals and potentials to gain success. Companies and individuals should have a strong understanding of the definition of what consists of a good moral character, re-review the definition regularly and make a gut check before making decisions that affect others. Companies need to set a good ethical tone to their employees, stockholders and the public by executing a strong mission statement with a commitment to ethical practices and cascade the message throughout their companies by setting up and thoroughly communicating ethical best practices. Professional values and ethics are formed many ways. According to Moosmayer (2009), personal beliefs and values of a person influence the professional values and ethics a person follows, which in turn, influences the person’s place of work. It is important that people aim for positive outcomes, trust their instincts, and prepare for future crisis. According to Jacobson (2009), a company’s ethics should be based upon the values of the stockholders in to ensure they are satisfied with the ethics and values of the company. Another important key to professional ethics and values is to be prepared with proper knowledge of laws and regulations, which should also influence professional values and ethics (Jacobson, 2009). Knowing the laws and regulations pertaining to a business is important, to ensure the business is run accordingly, and legally. According to Lesher and Murray (2009), it is important for professionals to honor commitments and do what he or she has agreed to do to uphold the professional values and ethics. It is also important to remember that time is precious and should be this way in order to maintain and improve efficiency (Lesher, Murray, 2009). Lesher and Murray (2009), also mention that it is important to pay attention to values in general and how they are created. A clearly defined set of value-based criteria is important to make tactical and strategic decisions in a way that is consistent with ethical, moral, and legal principles (Lesher, Murray, 2009). Knowing how and why values and ethics originate is important in the professional world, as they are key to any business running properly and in order, to avoid preventable conflicts for the business. Values and ethics are the fabric of society. People live in a push-pull continuum where ethical ideologies differ. Some professionals diligently follow a strict code of ethics, others acknowledge the code but slightly skirt the ethical barrier, with the remainder of society staying somewhat oblivious to their unethical wrong-doings. This is apparent by the myriad of businesses that appear in the media with ethical issues. The concept of personal conduct inside of the business world has been brought to the attention of the public recently by the media, via numerous scandals. Several heinous examples perpetuate media propaganda. For example, KB Home chief executive Bruce Karatz was indicted for the backdating of stock options, UnitedHealth chief executive William McGuire settled an SEC lawsuit for 468 million dollars and Communications Systems chief Gregory L. Reyes was convicted for fraud charges and sentence to two years in jail (Kravitz, 2009). One cannot help but to question the values and ethics of the offenders! Professional success can be measured in many ways. Success can be rated by the amount of money earned and the material belongings in life. Another sense of professional accomplishment may be as simple as working overtime on a business project, doing the best work possible or receiving praise. Many people often wonder what professional values and ethics does one need to become successful. Bill Gates is said to be one of the most successful businessmen of modern times (Time, 2005). Gates became known when he developed a soft-ware company, Microsoft (Time, 2005). He attended Harvard University, but had dropped out to pursue his dreams of creating Microsoft. Gates’ professional success comes from remaining determined and eager to be the best in the soft-ware and future technology market, while maintaining ethical practices. His success, smart business decisions, intellect, and ethics have enabled to achieve the level of experience and success he now enjoys. Bill Gates strategies for success and wise career decisions have formed him into the businessman he is today. His success does not come from something that was taught to him; his success comes from his personality, values, and the eagerness to succeed. Another incredibly successful businessman is Donald Trump. Trump has his hand in the business industry like no other real estate mogul; from owning Trump Towers, to Trump University, and of course, his show, The Apprentice. Trump continues to experience success. The following are several personal success strategies that reflect virtues of Trumps values and ethical business practices: be focused, put everything one has into what one does every day, believe in oneself, be tenacious, trust in one’s instincts, maintain momentum and keep everyone moving forward, see oneselfas victorious and leading a winning team, be passionate about what one does, live on the edge and do not become complacent, leadership is not a group effort and if one is in charge; be in charge, and never give up (Trump University, 2009). No one claims argument with Trumps success professionally, it should hold true for anyone else to believe in oneself and continue working hard toward their dreams and goals, relying on ethical practices and values to act as a guide to success. In the remains of the day, the achievement of ethical and value oriented goals is a litmus indicator of professional success. It takes hard work, dedication, and critical thinking to make the most out of any career. Nothing happens over night, and true success does not come from unethical business practices. Having strong professional values and ethics are the beginning steps to becoming successful in any arena in life, especially business. References Carter, C. , Bishop, J. , Kravits, S. (2007). Keys to college studying: Becoming an active thinker (2nd ed. ). [University of Phoenix Custom Edition e-Text]. Upper Saddle River, NJ: Prentice Hall. Retrieved November 23, 2009 from Gen200- Foundations for General Education and Professional Success. Jacobson, L. (2009) Understanding Organizational Ethics_: How PR professionals can steer a safe course. _ Retrieved November 24, 2009 from Business Source Complete Database. Kravitz. D. (March, 2009). The Washington Post: The Business Scandal Before the Bust. Retrieved November 23, 2009, from http://voices. washingtonpost. com/washingtonpostinvestigations/2009/03/stock_backdati_ scandal_nabs. html Lesher, J. , Murray, A. (2009) Core Values Steady the course in a volatile world. Retrieved November 24, 2009 from Business Source Complete Database. Moosmayer, D. (2009) Beyond The Ethics Course—A Communicative Framework of Value-oriented Academic Business Teaching. Retrieved November 24, 2009 from Business Source Complete Database. Princeton University. (2009). Values. Retrieved December 2, 2009, from website http://wordnetweb. princeton. edu/perl/webwn? s=values Time Magazine. (October, 2005). In Search Of The Real Bill Gates. Retrieved November 30, 2009, from http://www. time. com/time/magazine/article. htm Top Ten Tips For Success. (2009). Donald Trump. Retrieved November 30, 2009, from http://www. trumpuniversity. com/blog/post/2009/09 Your Dictionary. (2009). Ethics. Retrieved December 2, 2009, from website http://www. yourdictionary. com/dictionary-articles/Define-Ethics. html How to cite Professional Values and Ethics, Papers

Learning for the Gifted Children

Question: Discuss about theLearning for the Gifted Children. Answer: Literature Review and Analysis of Giftedness in Young Children aged 4 to 6 years. Introduction Gifted persons are those individuals who exhibit exceptional levels of aptitude or competence. Giftedness may also refer to the evidence or presence of high capability of achievement in such areas such as intellectual, creativity, artistry, specific academic fields and capacity to lead (Pfeiffer, 2008). Children who are gifted may not exhibit exceptional levels of accomplishment due to environmental situations such as inadequate opportunities to learn due to poverty, social barriers and discrimination (Wine Brenner Brulles, 2012). Gifted children tend to be keen in observation, and are interested in a cause-effect relationship and interested in the application of concepts when learning. These individuals like structure and order, are verbally proficient and possess an interest in reading, they can think critically, evaluate testing, able to criticize themselves and self-check themselves. Gifted children tend to concentrate for a longer time and are independent in their work and study. (Pfeiffer, 2008) Even though the development may be swift in some instances, gifted young stars have an equivalent knowledge to master as all ordinary youngsters. How these kids manage this education process and when this behavior manifests itself can be diverse in particular ways. For instance, the ability to think like an adult when in the company of his/her age mates. These children become articulate at a quicker rate and their language development is also is rapid (Wine Brenner Brulles, 2012). The learning process for the gifted children starts with a good syllabus and good teaching specifically for the kids aged 4 to 6 years. The curriculum of these talented individuals covers learning experiences that are rich, systematized by critical theories and ideologies of a discipline rather than facts (Thompson, 2010). The curriculum is systematic covering content that is relevant to the daily lives of these gifted individuals (Thompson, 2010). The learning process of the skilled people involves challenging tasks which allow these people to make known their vital, intelligent capacity and energy. Through performance tasks, the tutors have been able to realize understandings into an extraordinary students real level of ability in a sphere of knowledge. Even though many programs focusing on the gifted individuals make use of a project based tactic to the syllabus, there is still a necessity to use the matching assessment prototype. The in cooperation of performance-based assessment in primary content areas is a vital part of crafting effective curricula for gifted students and evaluating them properly (VanTassel-Baska, 2014). In conclusion, the gifted children have features which are further complex. These characters are more than their latest masterpieces or test scores. Giftedness is more about a state of being, being able to perceive, understand and assimilate more information than the normal children do. References VanTassel-Baska, J. (2014). The Road to Authentic Learning for the Gifted. Performance Based Assesment, 41-47. Winebrenner, S., Brulles, D. (2012). Teaching gifted kids in today's classroom : strategies and techniques every teacher can use. Minneapolis: Free Spirit Publishing. Retrieved from National Association for the Gifted Children. Thomson, D. L. (2010). Beyond the classroom walls: Teachers' and students' perspectives on how online learning can meet the needs of gifted students. Journal of Advanced Academics,21(4), 662-712.

Prewriting Techniques for Your Essay

There are different prewriting techniques to help you structure your research before begin to write an essay. Prewriting techniques will make your topic clear and prevent you from getting stuck. Obviously, your professor is expecting to see a well-organized paper, which presents a story or a branch of interesting facts. Prewriting techniques and exercises will help you develop your argument and determine the course of draft. Creating an outline An outline will help you structure your essay in the way your audience can understand and follow it easily. You can make it informal: just put down your thesis statement, briefly describe what to begin with, in the introduction, move to the body of your paper and describe what every paragraph will discuss, and finally include what you want to say in the conclusion. Sometimes professors ask their students to develop a detailed outline with headings and subheadings to show the bonds between facts and ideas in the essay. This one might look as follows: Introduction Attention grabber Include an interesting fact or statistical data to grab your readers attention. Brief background Write a couple of sentences to describe the history of topic/issue. Thesis statement End it with a strong thesis statement which embodies the main argument of the paper. Body paragraphs Topic sentence Every paragraph should contain a claim that shows what you are going to discuss in it. Supporting argument Explain the claim and dont forget to support it with quotations from reliable sources. Analysis Explain how your argument supports the claim and essays thesis statement. Conclusion Restate your thesis statement. Offer a solution for a problem if it is possible. What are your ideas about the future analysis of the issue? If your paper requires you to write about specific areas of the topic, include more detailed information about them in your body paragraphs. Prewriting exercises Question-asking This exercise will help you to determine where to start with your writing. It requires you to write down a list of questions that are relevant to your topic. If something seems to be unclear about the topic, formulate legitimate questions and try to answer them when you begin to read background materials. This will help you clear up the air and get a lot of thoughts and ideas to start with. Also, think about the potential questions your audience may have and force yourself to find the answers. By means of these answers, you will get the general concept for your essay. Brainstorming Give yourself fifteen minutes and write down as many ideas and questions about the topic as you can. For example: What is the most interesting thing about this topic? What can my audience and I learn from this? What are the benefits of learning more about it? Most often these ideas are the main points of the topic. Mindmapping Take a piece of paper and a draw a circle in the center of it and write the subject of your essay in that circle. Below write down the main points you are going to discuss and circle each of them, too. Think of other ideas relevant to the main points, write them down below and connect them with lines. Repeat this process until you run out of ideas. This will help you identify the main points for your paper and discover how they are linked to each other. Freewriting Start with summarizing your topic in one sentence. Then write everything that comes to your mind about without censoring your ideas. Forget about grammar and punctuation, just let your ideas flow. Dont pressure yourself to make it perfect and just dont stop writing. If you give it a chance, it might work as a powerful creative tool and take your ideas somewhere extremely productive and unexpected. Outlining and other prewriting exercises will help you to keep focused on every aspect of your research. It becomes particularly effective at times when you need to go back and clarify all important points not to miss something. Use these planning tips and you will never get lost in your drafting and writing!

Research Paper Introduction about Abortion

Research Paper Introduction about Abortion Research Paper Introduction about Abortion The attitude towards abortion has always been and still is very controversial. It has, however, changed throughout the history of humanity: for example, it was commonly accepted in the times of Ancient Greece and Rome. On the other hand, the majority of men were against abortion as they felt they were entitled to have a baby. There are a few references to abortion in an Old Testament, where a fetus was perceived rather than an object, not a living being. In other words, there was a law, that if a person causes a miscarriage, he must be punished for that. There are no references to this topic in the New Testament. Later on, abortion in the western world was not considered a crime if done before a certain period, usually before 18-20 weeks. It was a common practice in the colonial America, but was usually kept in secret, as sexual activity before marriage was disapproved by the society. The Abortion Act of 1967 in England fully legalized abortion, but under certain conditions. It s tates that a doctor has the right to perform an abortion if other two doctors agree that this is done for the sake of the woman. For example, doctors are sure that giving birth to a child will cause physical or mental harm to a woman. Still, there are lots of debates concerning whether abortion should be legalized or not. The cons of abortion usually include the following facts: Abortion is a crime. Even if it is a fetus, it is still a process of killing someone who deserves to live. Abortion can often lead to serious complications, injury to the uterus or cervix if done by unskilled doctor, or serious infection. Some of the factors, including the above mentioned complications, can lead to a risk of not being able to become pregnant again. It is a stressful and unpleasant experience, and a person can feel depressed and guilty for the rest of the life. On the other hand, there are facts that prove that abortion is legal and should be done in certain cases: Only a woman who is pregnant has a right to decide whether to do abortion or to keep a baby, provided she is of sound mind. Neither doctors, nor anti-abortion activists will have to take care of a baby, but it is a woman who has to decide whether she is capable and ready for that. The current stage of the medicine development enables doctors to detect any possible problems that a woman can have while giving a birth to a child. So, if doctors are sure that giving a birth to a child can be dangerous for a woman, they may convince her to make an abortion. The similar situation is with a baby. If doctors diagnose that a baby is very likely to have a disease after birth, a woman has to decide whether to make an abortion or to give a birth to a child, who can later on suffer for the rest of its life. If a woman got pregnant after a rape, then having an abortion is a way to get rid both of an unwanted baby and the psychological trauma after such a dire experience. There will probably never be a clear answer to whether abortion should be legal or not, whether it is morally right, or if it is the biggest crime a person can commit. Anyway, people have to deal with someone elses life, one of the most valuable things a person can have, so it is necessary to think carefully and consider every detail. Tips on Writing a Research Paper Introduction on a Controversial Topic: To write a good introduction for abortion research paper, you have to provide the readers with clues to what the paper is going to be about. Stay close to the point and keep the introduction short. As your topic is controversial, make it clear what position you take on the matter. Make sure that you conclusion and introduction coincide. Re-read the introduction and conclusion and compare them. Also you can hire a research paper writer to have a custom paper on abortion topic written from scratch. Just visit our site and fill in the order form!

Case study Fetal abnormality Essay Example | Topics and Well Written Essays - 500 words

Case study Fetal abnormality - Essay Example One theory according to Marco is that the doctor should consider the emotional stability of Jessica and he should tell her once he is sure that she can receive the diagnosis. Dr. Wilson’s theory is that it is an obligation for the doctor to inform his patient their true diagnosis immediately to facilitate proper decision making. Therefore, it was appropriate for him to inform Jessica on the condition of the fetus and give his advice of which he recommended an abortion. He argues that his obligation is to Jessica and not to Marco and that it is important that Jessica knows her condition so that he can advice her accordingly. Maria on the other hand thinks that a mother should not terminate a pregnancy despite the condition of the fetus. She pleads with Jessica not to terminate the pregnancy and let God decide. Jessica does not have a particular stand, she cannot decide between terminating the pregnancy, and her religious believe that life is sacred. All these theories are at some point confusing Jessica in her decision regarding what to do. Marco is Jessica’s husband and although after the pleading with the doctor he did not change his mind, the doctor thought he was worth listening. This is despite the fact that his reasoning did nothing to persuade the doctor to act differently and wait before telling Jessica the truth about her diagnosis. The doctor’s theory has a lot of weight in the decision-making since he is the expert and knows the implication of continuing with the fetus with abnormalities. Marias thinking also can influence on what Jessica decides considering Jessica is also a religious person and that is why she thought of calling her priest. Personally, I am more at ease with the doctor’s theory that it is better that Jessica Knows the condition from the doctor because it is ethically right she knows. The doctors knows the challenges that children born with conditions like what Jessica

Culturally Diverse Special Education Classroom Essay

Culturally Diverse Special Education Classroom - Essay Example Diversity can affect both the environment of the class and the students. The language differences may lead the students to a communication gap. Students belonging to different culture face different problems in accordance to their living standards. The skill level of the students depends upon their origin and culture. Skill levels are greatly enhanced if the standard of the education system is according to their level. For example a student of china would face difficulties while studying in the USA. This is because the student is not able to cope up with the standards of education in USA as he has always studied in the standards of China. He may face difficulties in understanding the language and writing according to the standards in USA. Culture is an important part in the student's lives. If a person belongs to the USA he would have no difficulties in adjusting to the university environment. Similarly a person who is not of the USA culture might face some difficulties in adjusting to the environment. This has a massive effect on the way one studies (Amato & Snow 1992). As if one cannot adjust to the environment of the university he might face the problems of depression and stress and may not be able to study properly. In order to provide a safe and sound environment to the students, paraprofessionals who belong to different cultures should be present there. Paraprofessionals of different heritages may help the students to study with accordance to the standards required in a particular university. They may provide the student with a sense of relief and security as the student belonging to different culture might not be feeling that secure with a paraprofessional of different culture. Parents of the students should be handled properly by the teachers. The teachers should know that what environment and culture do the parents belong and then treat the parents accordingly. For example the teachers should tell the parents about the environment of the university wit h accordance to their culture. The teacher should be completely aware of the multicultural students the teacher should know about the standards of education of students of different culture. For example the teacher should know about the standards of education of China and should not force the student from China to work on the standards of USA immediately. If the student is being forced to study on a standard of which he cannot it is possible that he may suffer from other problems. (Opsahl 1996) If a teacher is teaching in a class where students from many different cultures are present he should always be careful about speaking in the right tone and accent so that all the students even who have a different native language can understand what the teacher is commending to them. In order to teach multicultural students the teacher should learn about the culture of different students and should understand the language the students know. The teachers should make a point to ask students if they are having difficulties in understanding what the

Wireless and Mobile Technologies Assignment Example | Topics and Well Written Essays - 1250 words

Wireless and Mobile Technologies - Assignment Example Basically, one can develop a mobile technology on mobile technology on a mobile device or on a computer to develop another mobile technology. For example, WAP is a mobile technology, and so are the mobile applications and SMS and mobile websites etc. These technologies are utilized by organizations in different ways so as to improve their efficiency. They are utilized by organizations so as to realize an unprecedented connectivity level between employees, customers, and/or vendors. Employees are able to download applications on their phones that enable them to connect via social media like Twitter, Facebook, and LinkedIn, or the organization may utilize web-site based applications so as to facilitate for direct communication with their customers in different ways. Real-time communication in very important in realizing business benefits, like improved customer service, efficient use of staff time, and a range of products and services delivered (Smyth, et al. 2004). Because of the interactive nature of these technologies, organizations are able to get urgent feedback on products and services from their customers through sharing of information through this medium.Rapid development and business research are some of the results of efficient wireless communication technology. Besides, it offers a competitive advantage to firms in their different industries hence increased productivity and quality of output. In this respect, consumer community is also made to have a feeling of having a direct role in the development of a company. Mobile technology introduced fresh ways of product promotion and advertisements. There are apps incorporated in the mobile phones which enhance people’s awareness on various goods and services and market trends which effectively offer companies platform to promote diverse brands. Besides, prospective customers are able to read the required information by the individual on his/her mobile phone and it

Tescos Strategic Human Resource Management (SHRM)

Tescos Strategic Human Resource Management (SHRM) Strategic human resource management bridges business strategy and human resource management and focuses on the integration of HR with the business and its environment. The main rational for strategic HRM thinking is that by integrating HRM with the business strategy employees will be managed more effectively, organizational performance will improve and therefore business success will follow (Holbeche, 1999). Stroh and Caligiuri (1998) suggest that strategic HR departments are future-oriented and operate in a manner consistent with the overall business plan in their organizations. Such departments assess the knowledge, skills and abilities needed for the future and institute staffing, appraisal and evaluation, incentives and compensation, training and development to meet those needs. According to this approach, people are a key resource and a critical element in a firms performance since they build organizational effectiveness (Holbeche, 1999). Now this report will make an attempt to explain the importance of strategic human resource management in organizations and then it will assess the purpose of SHRM and how it contributes to the achievement of Tescos organizational objectives. Tesco is the largest retailer in the UK and the third largest retailer all over the world. Tesco was founded in 1919 by Jack Cohen and became Tesco plc in 1983. It has 4811 stores worldwide and 472,000 employees (Tesco annual report, 2010). Importance of Strategic Human Resource Management Strategic HRM adds value to organizational effectiveness by linking people, strategy, values and performance (Becker et al., 2001).Past research suggests that an organizations employees can be a source for sustained competitive advantage and can determine the ultimate success of their organizations (Pfeffer, 1994; Prahalad, 1983).Given the importance of people in organizations; most strategic human resource departments consider the management of the competencies and capabilities of these human assets the primary goal. SHRM tends to employ progressive human resource practices in which the emphasis is on assessing the knowledge, skills and abilities needed for the future and to institute staffing, appraisal and evaluation, incentive and compensation, and training and development programs to meet those needs (Cascio, 1995). Huselid (1995) refers to these strategic HR practices collectively as high-performance work practices. Burack et al. (1994) suggests several ways that organizations can maintain high commitment and high performance among employees and ultimately organizational effectiveness: by promoting the organizations credibility with employees; encouraging the use of participative management and employee involvement programs; focusing on high achievement, mutual trust and commitment; and developing a combined group/entrepreneurial approach to management, thereby creating an organizational culture in which individual employees are encouraged to be adaptive, competitive and successful. Research by several scholars has shown a close association between these high performance work practices and organizational effectiveness. MacDuffie (1995), for example, found that the presence of integrated strategic HR practices was related to higher productivity and higher quality in automotive assembly plants. Terpstra and Rozell (1993), studying a variety of industries, found that the presence of strategic staffing practices was positively related to an organizations annual profit and its profit growth. Finally, in a study of more than 1,000 organizations, Huselid (1995) found that a relationship existed between high-performance work practices and such positive employee outcomes as lower tumover and higher productivity, as well as better corporate financial performance. Research has also shown that executives company-wide view strategic HR departments as more effective partners in directing their organizations larger business plans (Dyer, 1983). One could conclude, therefore, th at, when an organizations HR strategy is linked to its business strategy, organizational effectiveness should improve (Dyer, 1983; Stroh and Reilly, 1994). Purpose of Strategic Human Resource Management in Tesco One of the key goals of strategic human resource management is to link an organizations business strategy to its human resource strategy (Lundy and Cowling, 1996).Besides, the greater goal of strategic human resources is to support, manage and maintain high-commitment and high-performance employees (Burack et al., 1994). In addition, a strategic HR agenda is likely to have a number of key goals relating to the attraction, development and retention of talent. Further, the enabling of high performance is likely to be a key target for strategic HRM (Holbeche, 1999). However, In spite of economic down turn Tesco is expanding its business and increasing its profit year to year. The key issue behind this is its successful strategic HRM policy. Tesco has a well-established and consistent strategy for growth. The rationale for the strategy is to broaden the scope of the business to enable it to deliver strong, sustainable long-term growth by following customers into large expanding markets at home such as financial services, non-food and telecoms and new markets abroad, initially in Central Europe and Asia and more recently in the United States (Tesco, 2010). To materialize its growth strategy Tesco invests huge amount of money in its people which links its business strategy to HR strategy. Tesco has a five-year people strategy that it continually develops and update. Top management of Tesco asks its people every year whats important to them and they consistently reply the same four things: a manager who helps them, opportunities to get on, an interesting job and to be treated with respect. Tescos whole strategy is focused on how to get better at these (Pinkerfield, 2007). That means Tesco ensures a careful supervision of its employees, offers a good career prospect, provides motivational forces for performance improvement and values its employees. In a nutshell, the purpose of Tescos strategic human resource management is to get the full potential of its employees through its HR strategy for achieving its business growth strategy. 1.3 Evaluation of Tescos Strategic Human Resource Management Strategic HRM has gained both credibility and popularity over the past decade, specifically with respect to its impact on organizational performance (Paauwe Boselie, 2003). As an International organization, Tesco has strategically integrated HR into its overall business plans. Managers have been to utilize aspects of HR in their decision making. This has shown high commitment to HR, attempting to gain acceptance from all employees, and offering to all employees basic and extended training (Beardwell, 2004).Tesco is committed to providing opportunities for people to get on and turn their jobs into careers. Last year it had more people on development programs than ever before. Tesco has continued to develop apprenticeship training in the UK. Tesco believes that even in difficult times it is essential to invest in future talent. Thats why this year, while many other businesses were cutting their graduate schemes, Tesco increased its graduate intake to 810, including 535 in Asia. As a l eading global company, Tesco aims to offer the very best training and development for all its employees. The Tesco Academy helps provide an opportunity to get on for its entire people. It develops thousands of world-class leaders through excellent training in leadership, managemental employee to understand their role and importance within the organization (Tesco, 2010). There is an increased need for a higher value to be placed on employees, and therefore get the best performance from the employees. Tesco views that No-one tries harder for customers and it treats people how they like to be treated. These values are interlinked and underpin everything going on at Tesco. Tesco realizes that by managing people well in a culture of trust and respect they will in turn try their hardest for customers. By offering competitive pay and benefits and an opportunity to develop a long-term varied career with good training, Tesco is able to keep its people motivated, committed and excited about working at Tesco (Tesco, 2010).   By todays standards, supermarkets are labour-intensive businesses, which mean that how they manage, develop and reward staff, really matters (Carrington, 2003).The successful strategic HRM of Tesco is one of the main reasons behind its success. Attracting, retaining and motivating staff is core to Tescos people strategy. One of the key developments in the way supermarkets do business has been the close correlation they now draw between employees and customers. As Clare Chapman, head of Tesco HR, points out, staff loyalty is directly related to customer loyalty. What she says she wants is not the functional loyalty whereby people turn up to work every day, but the emotional loyalty that means they bring their brains in which them. The way to get this she suggests is by constantly reviewing how you reward your staff and by listening to them (Carrington, 2003). From the above discussion of Tescos strategic HRM this report can conclude that the strategic HRM of Tesco plays a significant role in achieving its organizational objectives. In this age of economic down turn Tesco is increasing its customers, expanding its scope worldwide, and increasing its revenue because of mainly having its well-trained, valued and motivated workforce. The people of Tesco build a sustainable reputation for the organization through better customer service which in turn contributes in retaining its market share worldwide. Task 2 2.1 Business Factors that underpin Human Resource Planning at Ford Motor Company Ford Motor Company, a global automotive leader based in Dearborn, Michigan-USA, manufactures or distributes automobiles across six continents with about 198,000 employees and about 90 plants worldwide. Now this report will analyze the business factors that underpin the human resource planning at Ford Motor Company. Economic recession Now the world is facing economic downturn. The automotive industry is one of the main sectors to suffer from economic recession. As the financial crisis persist, both credit availability and consumers weakened confidence have contributed to a drastic decline in vehicle sales. So, the demand for vehicle sales goes down. Consequently, Ford Motor Company reduced its employees for reducing overhead cost and improving its balance sheet.So, the HR planning of ford is greatly affectedly by economic recession. Demographic Factors The changing characteristics of workforce or demographic projections have significant implications for managing human resources, thereby increasing the importance of human resource planning. The changing demographics mean there will be fewer entry-level employees, so competition among employers will increase. In addition, the changing demographics signal changes in the abilities, skills, interests, and values of tomorrows work force. From its inception Ford always emphasize on creating a diverse workforce which underpins its HR planning process. Customer preference and technology Consumer demand for more fuel-efficient and cleaner vehicles continues to grow. To accomplish fuel-economy goal, Ford is focused in the near term on implementing the most cost-effective fuel-efficiency technologies across a large volume of vehicles and on introducing new products that offer improved fuel efficiency without compromising style or performance. In 2009, for example, it began implementing the EcoBoost„ ¢ engine, a key technology in its fuel-efficiency strategy that uses gasoline turbocharged direct-injection technology. EcoBoost will deliver up to 20 percent better fuel economy, 15 percent fewer carbon dioxide emissions and superior driving performance compared to larger-displacement engines.  Besides, Ford is continuing to design and introduce advanced technologies that improve fuel efficiency, reduce emissions and lessen dependence on foreign oil (Ford Sustainability, 2008/09). Initiating new technology and new products require multi-skilled human resources wh ich affect the HR Planning of Ford. Growing or declining organization Human resource planning is greatly influenced by whether the organization is growing or declining position. In a growing organization human resource planners just look for needed skills and abilities. But in a declining organization they need to look at the cost associated with employees. During the third quarter of 2008, Ford reduced its salary-related costs by about 15 percent, which included the involuntary layoff of some salaried employees as it faced huge amount of loses at that time because of recession (Ford Sustainability, 2008/09). 2.2 Role of HR in Acquisition Now this report will assess the expansion of Ford Motor Company through acquisition of Land Rover, a British four-wheeler luxury brand, and how HR plays an important role in this expansion. During the end of 19th century the automobile industry was subject to serious macroeconomic pressures. The major trends of global consolidation and fragmenting consumer demand, fuelled by rising incomes and increasing development costs driven by tighter environmental legislation and increasing competition, provided the backcloth for strategic decision-making. Ford wanted to extend its market to include the growing and potentially profitable luxury car sector. The Ford brand itself was, and is, associated with mass-market vehicles rather than luxury vehicles. Its US-based luxury brands, Lincoln and Mercury, do not sell well outside the United States and were associated with an ageing buying population. The option of creating a new brand was rejected on the grounds of cost and the time needed to est ablish a new brand successfully in a highly competitive market (Scheele, 2004). The remaining option was external acquisition of existing luxury brands. In this situation ford acquired Land Rover in 2000 from BMW. Ford initiated a new HR plan for Land Rover to become successful because nine months earlier its then owners, BMW, had made some fairly far-reaching changes in Land Rovers management team. Most of the old directors had been removed and replaced with BMW nominees (Dover, 2004).This exceptional situation cleared the way for the introduction of an entirely new team responsible for integrating the company and enacting the necessary changes. Ford assembled a very strong team of Ford insiders from around the globe, and Bob Dover, from Aston Martin, was sent to run the company. To soften the impact of an international influx of new people and demonstrate opportunity, internal staffs were promoted into senior management roles (Lummis, 2004). Mergers will be more successful if companies have the ability to appoint an implementation team from both traditions who enjoy complementary functional backgrounds capable of enacting necessary change within the right timescale (Krishnan et al., 1997).Besides, it is essential to build a leadership team capable of implementing change and aligning businesses around common values in situations in which people from different national cultural backgrounds can work together (Testa and Morosini, 2001). The integration approach adopted by Ford for the Land Rover acquisition was a hands-on approach. Ford developed a multi-cultural leadership team for land Rover who were able to respond quickly to any macro and micro environmental changes. 2.3 Human Resource Plan for Ford Motor Company There are different types of human resource planning-short-term, intermediate-term and long-term, in different types of organization. Here this report will develop a short-term HRP for Ford Motor Company. Forecasting demand and supply The demand of jobs involves predicting which employees will leave the job and creates vacancies, which jobs will be eliminated and which new jobs will be created. For identifying job demand Ford will collect data about how many jobs created last year and will project it for the planning year. Besides, Ford will receive line managers Predictions about how many and what types of jobs will be eliminated or created in the short term. For supply side, Ford will determine the desired characteristics of employees who fill (or vacate) the jobs of interest. Then the availability of those characteristics in the organizations current work force and in the external labor market must be assessed. The particular characteristics of current and potential employees that is inventoried and tracked by human resource planners. Objectives of HRP at FORD Short-term human resource objectives at Ford include increasing the number of people who are attracted to the organization and apply for jobs (increase the applicant pool); attracting a different mix of applicants (with different skills, in different locations, etc.); improving the qualifications of new hires; increasing the length of time that desirable employees stay with the organization; decreasing the length of time that undesirable employees stay with the organization; and helping current and newly hired employees quickly develop the skills needed by the organization. Recruitment Selection For getting the right people Ford will advertise its requirement through different channels: website, newspaper, employee templates or notice board for internal recruitment. Ford normally practices ethnocentric staffing policy in its international operation. After getting applicants Ford selects the right person through different test: psychological test, personality test, technological skill test, aptitude test, etc.Diversity is the key priority in Fords recruitment planning. Training and Development To get better service from its newly recruited employees Ford will arrange huge range of training and development programs for employees. All employees are encouraged to invest in their own professional development by developing an Individual Development Plan, or IDP, to help them meet current and future goals. Ford will provide a comprehensive range of learning and development resources that align with ONE Ford. These include web-based and classroom training, special projects and task forces, as well as mentoring and coaching to foster functional and technical excellence, encourage teamwork, promote Ford values and enhance its ability to deliver results. Ford has created internal colleges that provide education and training in areas ranging from finance and information technology to product development and marketing. IT will also offer the Salaried Supervisor Institute/Program (SSI) for new or experienced leaders who want to enhance their ONE Ford skills. In conclusion it can be said that Ford Motor Company takes a defensive strategy in their human resource planning as the companys balance sheet was not enough well in last few years due to economic recession. As a result it downsizes its some plants to reduce employee cost and just recruited new people who are highly technically efficient. 2.4 Evaluation of Human Resource Plan The human resource plan of a company can evaluate to identify how well the objectives were achieved. Ford implemented its HRP in its business strategy. Most importantly, it established a number of Employee Resource Groups (ERG) as a part of HRP to support, outreach and develop employees who share ethnicity, race religion, life experiences, disabilities or backgrounds (Ford, 2008/09). In January 2008, it announced One Ford, which aligns its efforts toward a common definition of success. One Ford provides consistent goals and expectations for employees, whether they work in Michigan or Shanghai, with a clear focus on the skills and behaviors must demonstrate to accomplish One Team, One Plan, and One Goal. All members of the global team are held accountable for incorporating One Ford into their daily work (Ford, 2008-09). One Ford is designed to help every employee achieve his or her fullest potential as they work together to move the business forward. Over the last year, it has incorporated One Ford into its people processes, beginning with employee development. It revamped its employee leadership and professional development programs to align with One Ford, providing employees with Web-based and classroom training to foster functional and technical excellence, encourage teamwork, promote Ford values and enhance its ability to deliver results. Fords performance management processes ensure that employee objectives and behaviors align with One Ford. In the current economic environment, it is more important than ever to invest in employees, strengthen their leadership skills and recognize them for delivering results that cultivate success. Consequently, Ford became profitable in 2009 2010 and its successful HRP significantly contribute to this success. 3.1 Purpose of Human Resource Management Policies It is universally acknowledged in the corporate world that HRM policies play a significant role in achieving the objectives of an organization. In this phase the report will analyze the purposes of HRM policies in Nokia telecommunications. With more than 100,000 employees in more than 100 countries, Finnish-based Nokia is the largest maker of mobile telephones in the world.Nokia has achieved 40 percent market share of the global handset market and industry-leading profit margin of 20-25 percent during the transition period of technological change and intense competition and its HRM policies played a pivotal role in this achievement. Motivate and engage employees are the key purposes in Nokias HRM policies.Nokia HRM policies comprises four elements to motivate and engage the employees and maintain his or her satisfaction and well-being at work. They are: The Nokia way and values; Performance-based rewards; Professional and personal growth; and Work-life balance. The Nokia way and values The company emphasizes the importance of: respect treating colleagues with trust and dignity, in order to help to build an open and honest spirit at the workplace, and also respecting customers, business partners, the environment and the community; achievement recognizing and celebrating individual and shared successes; renewal fostering change and development, and having the passion and courage to look for new ideas beyond existing products, services and ways of working; management and leadership creating commitment, passion and inspiration through collaboration and coaching, and ensuring focus and efficiency by setting targets, fulfilling goals and reviewing results; and employee participation encouraging open discussion and debate through, for example, the annual globally conducted Listening to You employee survey, and Ask HR feedback channel on the companys human-resources Intranet, where every employee can comment or ask questions about Nokias people practices and processes, even anonymously, and receive a prompt and openly published response. Performance-based rewards Nokias total-compensation package is tailored to each country and typically consists of elements such as annual base salary, incentives, bonuses, possible participation in equity-plan and other local benefits. Nokias total compensation is based on a pay-for-performance philosophy. Results through consistent performance and proven, relevant competencies are rewarded.Nokia aims to provide a competitive global reward structure that uses international and local market information, but also takes into account the employees overall position and any significant economic influencers. Professional and personal growth Nokia employees are encouraged to create their own development plans, take part in on-the-job learning, and take advantage of the various courses and other learning opportunities available. Through its global network of learning centers, Nokia aims to offer a consistent standard of training and development to all its employees. The Learning Market Place Intranet contains information on all Nokias learning opportunities, including e-learning and classroom training. The company also has a full suite of training programs for new and experienced managers. All Nokia vacancies, with the exception of very senior positions, are advertised internally. Employees are encouraged to improve their competencies through job rotation. Internal job opportunities, the possibility to register on the companys internal candidate pool and other services for job-seeking inside the company are available through the company Intranet. The Nokia performance-management system, named Investing in People (IIP), is closely aligned to the companys strategy and planning processes. It involves formalized discussions between employees and their managers, twice a year. Employees are encouraged to own their IIP, to understand what is expected of them and how their individual achievements support the companys overall strategy. Work-life balance Nokia offers various services, programs and guidelines to support employees efforts to achieve a healthy work-life balance that reflects their changing needs and life situations. The various aspects may alter by country according to local needs, legislation, employment market and common practices. Typically, they include teleworking, mobile working, flexible working hours, sabbaticals, study leave, health-care services and recreational activities (Pollitt, 2004). Finally it can be concluded that Nokias employees are satisfied working at Nokia as they are  respected, reasonably paid, and offered a sustainable career. The purpose of Nokias HRM policies is to value employees and achieve organizational objectives. 3.2 Impact of Regulatory Requirements Human resource policies of Nokia in different countries are influenced by the legal requirements of those countries. Now this report will analyze the impact of regularity requirements in UK on Nokias human resource policies.Nokia-Uk, develops its pay structure according to the Employment Act, 2008 and never pay below minimum wages to any hourly employee. According to Sec 19a (1) of this act, A notice of under-payment must, subject to this section, require the employer to pay a financial penalty specified in the notice to the Secretary of State within the 28 day period. In this case Nokia is trustworthy company to the UK authority. Some of the UK Acts which affect HRM policies of Nokia are mentioned as follows: Human Rights Act 1998: The Human Rights Act 1998 was brought into effect in Nokia.The Act provides among other issues, a right to fair trial and a right to respect family life. It provides for the enjoyment of the rights and freedoms under the European Convention of Human Rights without discrimination on specified grounds, including sex, race, color, language, religion, and national or social origin. According to this act, Nokia offers flexible working hours to its employees, allows paternity and maternity leave, different safety services, study leave, etc. Race Relations Act 1976: This makes both direct and indirect discrimination on the grounds of race, color, nationality (including citizenship) ethnic or national origin unlawful. The law covers people from all racial groups, including white people.Nokia HRM policies strongly discourage any activity relating to racial discrimination. Equal Pay Act 1970: This deals with equal pay and prohibits different pay for men and women doing the same work, work rates as equivalent, or work of equal value.Nokia is always liable to this act and develops its payment structure accordingly. Trade Unions and Labor Relations (Consolidation) Act 1992: This legislation protects employees from discrimination on the grounds of trade union activities or membership, or of non trade union membership.Nokia encourages the voice of trade union as a part of its HRP policies. Employment Relations Act 1999: This Act includes a number of Family Friendly measures and includes legislation to cover the European Parental Leave Directive. The objective of the Parental Leave Directive is to provide a balance between work and home life. The Act provides employees with rights to parental leave, time off work in family emergencies as well as simplifying and improving maternity rights. In the previous section, HRM policies of Nokia have been covered and from the analysis of different regulatory requirements it can be concluded that a number of HRM policies of Nokia in UK has been derived from these regulatory acts and legal environment. Task 3 4.1 Impact of Organizational Structure on Human Resource Management Organizational structure means three things: the formal division of the organization into sub-units (horizontal differentiation), the location of decision-making responsibilities within that structure (vertical differentiation) and the establishment of integrating mechanisms (Hill, 2005). Organizational structure affects significantly on HRM of different organizations. Now this report will analyze the organizational structure of Unilever and its impact on HRM. Unilever is one of the worlds oldest multinational corporations with extensive product offerings in the food, detergent and personal care businesses. In 1996, Unilever introduced a new structure based on regional business groups instead of a decentralized structure. Within each business group are a number of divisions, each focusing on a specific category of products. Thus, within the European business group is a division focusing on detergents, another on ice cream and frozen foods and so on. These groups and divisions have been given the responsibility for coordinating the activities of national subsidiaries within their region to drive down costs and speed up the process of developing and introducing new products. The regional or divisional structure of Unilever has enabled the company to develop specialized workforce. Because of specialization Unilever offers handsome pay structure to the employees. For developing specialized skilled workforce Unilever develops a succession planning. Each division of Unilever has got autonomy and divisional manager reports to the regional manager. It allows the regional manager to analyze the performance of divisional managers and employees. As each group works as a team, there exists a good relationship among management and employees and ultimately employees are offered flexible working hours, different health and safety scheme, etc. 4.2 Impact of Organizational Culture on Human Resource Management Organizational culture is the norms and value systems that are shared among the employees of an organization. Just as societies have cultures, so do organizations (Hill, 2005). Unilevers success has been based on mainly high levels of employee productivity and product quality. The company attributes its productivity to a strong organizational culture and an incentive scheme based on performance.Unilever always practices a participative management culture where employees are encouraged in decision making process. There is an open door HR policy between workers and managers which boost employee morale and performance.Unilever believes that any gains in productivity should be shared with employees in the form of higher pay. In Unilever, production workers have been awarded a semiannual bonus based on an employees level and quality of product. That means the organizational culture of Unilever shapes its payment and reward structure. All the employees are considered equally to the company irrespective of gender

Essay example --

WGSS 514 Final: Conference paper Ching Chih Tseng Vanishing voice: The culture of indigenous people in Taiwan Today, I am going to tell a story, the story of indigenous people in Taiwan. First, I would like to introduce the background of Taiwan. In 1590, the Portuguese explored Taiwan and named ‘Formosa’ which means beautiful island. Now, people called Taiwan, or the officially name the Republic of China is my country. Taiwan has total area around fourteen thousand square miles. We have twenty three million three hundred forty thousand population. Who live in the beautiful island? Today, 98% of Taiwanese are descendants of a mixture of Han Chinese people which includes 70% Hoklo people, 14% Hakka people, and 14% Mainlanders. While 2% are indigenous people. Taiwan indigenous people have lived on this island for perhaps 8,000 years. They are Austronesian-speaking people. Some anthropologists even believe the Austronesian people originated in Taiwan. After the founding of the Republic of China in 1911, the Nationalist government instituted the National Language Movement (NLM); a mass effort to standardize and propagate the National was selected as the supra-dialectal norm. In 1916 the Ministry of Education authorized a system for transcribing alphabets which was renamed the National Phonetic Symbols (NSP) in 1930. Moreover, Taiwan government arbitrary classified the indigenous people as savage people for over fifty years. Finally, the indigenous people lunched the aboriginal movement in 1984 was aimed at fighting for identity and the protection of rights. After almost a decade of the fighting movement, Taiwanese indigenous people finally changed their identity from savage people to the official name ‘indigenous’ people. Now, Tai... ...ginal indigenous name is Abi. Amis people also called each other ‘Pangcah’, in our language, ‘Pangcah’ means people or same tribe. Amis has another meaning which is north, because Amis people live on the northern part of my country. I wish and hope that our voice, our unique culture can be heard and be seen by my country and the rest of the world. Where is the social justice for the indigenous who live in Taiwan? We have fourteen different indigenous tribes in Taiwan; each tribe has their own language and traditional culture which is unique and beautiful. It is sad to consider that one day the indigenous cultures may disappear from Taiwan society. The lift of martial law in 1987 marked a new era for a multi-culture and multi-lingual society in Taiwan. with this political change and worldwide multiculturalism, people stared to view dialects from a new perspective. Essay example -- WGSS 514 Final: Conference paper Ching Chih Tseng Vanishing voice: The culture of indigenous people in Taiwan Today, I am going to tell a story, the story of indigenous people in Taiwan. First, I would like to introduce the background of Taiwan. In 1590, the Portuguese explored Taiwan and named ‘Formosa’ which means beautiful island. Now, people called Taiwan, or the officially name the Republic of China is my country. Taiwan has total area around fourteen thousand square miles. We have twenty three million three hundred forty thousand population. Who live in the beautiful island? Today, 98% of Taiwanese are descendants of a mixture of Han Chinese people which includes 70% Hoklo people, 14% Hakka people, and 14% Mainlanders. While 2% are indigenous people. Taiwan indigenous people have lived on this island for perhaps 8,000 years. They are Austronesian-speaking people. Some anthropologists even believe the Austronesian people originated in Taiwan. After the founding of the Republic of China in 1911, the Nationalist government instituted the National Language Movement (NLM); a mass effort to standardize and propagate the National was selected as the supra-dialectal norm. In 1916 the Ministry of Education authorized a system for transcribing alphabets which was renamed the National Phonetic Symbols (NSP) in 1930. Moreover, Taiwan government arbitrary classified the indigenous people as savage people for over fifty years. Finally, the indigenous people lunched the aboriginal movement in 1984 was aimed at fighting for identity and the protection of rights. After almost a decade of the fighting movement, Taiwanese indigenous people finally changed their identity from savage people to the official name ‘indigenous’ people. Now, Tai... ...ginal indigenous name is Abi. Amis people also called each other ‘Pangcah’, in our language, ‘Pangcah’ means people or same tribe. Amis has another meaning which is north, because Amis people live on the northern part of my country. I wish and hope that our voice, our unique culture can be heard and be seen by my country and the rest of the world. Where is the social justice for the indigenous who live in Taiwan? We have fourteen different indigenous tribes in Taiwan; each tribe has their own language and traditional culture which is unique and beautiful. It is sad to consider that one day the indigenous cultures may disappear from Taiwan society. The lift of martial law in 1987 marked a new era for a multi-culture and multi-lingual society in Taiwan. with this political change and worldwide multiculturalism, people stared to view dialects from a new perspective.

Highschool Stereotypes Essay

When you first enter high school, you can face many different difficulties. (exams, new friends, drama etc. ) But one of the most stressful difficulties of all are stereotypes. ‘What is a stereotype? Where do I fit in? Do I Have to fit in? ’ are just some of the things you may be worrying about. There are three main stereotypes that I have come to recognize that are in almost every single school. The preps, the nerds, and the emos. I will help you classify which is which and understand the difference so that you can determine whether you want to fit in with these groups, or go your own way. The first main stereotype is the preps. They will usually be well talked about and you will hear their names often. They dress nice in expensive clothing, are usually wealthy and are sometimes in sports like football or cheerleading. This stereotype is usually filled with good-looking people and these types of kids are known to be meaner than average. There are advantages and disadvantages to being one of the preps. Some good things about being one is that you are well known, people envy you and want to be your friend. You usually have fun because you are invited to parties and everyone wants to be around you. A few disadvantages are that you’re expected to dress nicely at all times, you are also supposed to act accordingly even if that means being rude to someone else. The second stereotype is the nerds. These kids are the exceptionally smart ones. These are the people in your class that get straight A’s. They enjoy doing homework and extra credit and are usually known to be socially awkward. They often wear glasses or braces or breathe heavily and often get bullied. Just like every other stereotype I am talking about today, being a nerd also has it’s own ups and downs. Some advantages are that you get excellent grades, which makes teachers impressed, and parents proud. Also, since you’re academically higher you are more likely to get into a good college and get an excellent education, which will probably lead to a high paying job in the future. Some downsides are that you won’t be invited anywhere fun, probably won’t have many friends and might get picked on a lot by classmates or bullies. The third stereotype is the emos. This is probably the easiest stereotype to spot out. They dress in all black, very dark makeup, dyed black hair and are usually depressed and don’t speak to anyone outside their circle. They frown upon the normal members of society and think they are ‘different’. They are usually sad and their conversations revolve around how they want to die and how terrible life is. These kids despise the preppy kids and hate anything happy or cheery. They usually spend a lot of time skipping class together, and chatting online to each other. The upside to joining this stereotype is that they have an odd sense of community. They all stick together no matter what and listen to each other’s problems. Some of the downsides are that you are looked down upon by most people in society, and most people do not want to approach you or get to know you. It will be hard for you to get a decent job, and people will make bad assumptions about you. Well, now you know the 3 main high school stereotypes. The preps, the nerds, and the emos. You can be mean and popular with the preps, be geeky but have good grades with the nerds, or be depressed but have a sense of community with the emos. You can weigh out the positives and negatives for each and decide if one of these groups is right for you or you can decide to just be yourself and go your own path.

The Jungle Questions for Study and Discussion

The Jungle Questions for Study and Discussion The Jungle is one of the greatest (and most controversial) works by   Upton Sinclair.. Dedicated to the Workingmen of America, the novel detailed the unhealthy conditions of the meatpacking industry and eventually led President Theodore Roosevelt to pursue  new federal legislations.   Here are a few questions for study and discussion to think about before and after reading this work. What is important about the title: The Jungle?What are the conflicts in The Jungle? What types of conflict (physical, moral, intellectual, or emotional) did you notice in this novel?How does Upton Sinclair reveal character in The Jungle?What are some themes in the novel? How do they relate to the plot and characters?What are some symbols in The Jungle? How do they relate to the plot and characters?Is Jurgis Rudkus consistent in her actions? Is he a fully developed character? How? Why?Do you find the characters likable? Are the characters persons you would want to meet?Does the novel end the way you expected? How? Why?What is the central/primary purpose of the novel? Is the purpose important or meaningful?Why is the novel usually considered a work of protest literature?How essential is the setting to the story? Could the story have taken place anywhere else?What is the role of women in the text? How are mothers represented? What about single/independent women?Would you recommend this novel  to a friend?

Free The Canar Book Review Essay

Free The Canar Book Review Essay The Canar The cultural anthropology book illustrates that exogamy can be divided into sections The sections include natural as well as cultural. In her book, Judy Blankenship gives examples of people who were involved in either naturally or culturally binding marriages. Judy states that various people in Ecuador do not allow their children to marry their relatives. Moreover, several families exercised natural exogamy where children were allowed to marry provided there was no direct blood relationship. The cultural anthropology presents affinity by law as the kinship established through marriage Kinship in Canar society comprised of people from diverse backgrounds and relationships and thereafter increasing intermarriages. Judys photographs showed couples in the eastern highlands whose marriage was based on affinity by law and children acquired by adoption. The other example from the cultural anthropology book is consanguine relationship. People defined as consanguine were found to have specific familial relations. Several families in the village had a common ancestor where all the sons derived their identity. Children from the same lineage are rarely allowed to marry each other since they have a direct relationship. Conclusion Contextually, it can conclusively be observed that most of the families have clear outlines of blood connections. This aspect helps lead in the formation and development of hierarchy where descendants trace their origin from a single grandfather trickling down in a unique way. Patrilineal descent defines the relationship that descends down from the ancient grandfathers to the male descendants. On the other hand, Judy illustrates diverse experiences she had with the various families in Canar that could identify their Patrilineal lineage structure.

Nonverbal communication questions Assignment Example | Topics and Well Written Essays - 750 words

Nonverbal communication questions - Assignment Example With respect to the tests and results to prove the linkage and correlation between verbal and non-verbal forms of communication, the authors reveal how these two separate forms were analyzed both side by side and apart from one another and then the results compared as a means of being able to infer what the true impacts of these can be. 8. These perceptions that are utilized, according to Knapp, include all of the human senses, and a great deal of emphasis upon the visual interpretation of nonverbal forms of communication. a) as such, naturally, designed, and manipulated environments in which such interactions and communications take place can have a profound level of impact with regards to the take-away information that an individual is able to glean. Due to the conflicting and differentiated cues that an individual would receive in each of these, the ultimate wording and intent could be identical in each of these three situations; however, the understanding could be entirely differ ent. b) Ultimately, influenced perception by setting up a false archectural construct as a means of focusing attention, the listeniner/viewer is able to distance themselves from some of the distractions that might otherwise capture their attenion at the scene. For this very reason, news crews and cameramen attempt to stage a scene so that the ultimate focus can be on the individual providing the information and not on the scene itself; unless otherwise warranted. 9. People tend to orient towards time as an environmental feature due to the fact that the changing rate of culture and understanding sets continual new precedents that must be engaged in a different way depending upon the time that is represented. Monochronic refers to only one â€Å"time† being represented at a single instance; whereas polychronic represents several times being represented. Likewise, Gonzales and Zimbardo referenced 7 different time zones dealing with the way in which individuals integrated with ne w information. Interestingly, even though these time zones can be understood as unique vantage points from dissimilar groups, a noted level of overlap was discovered with respect to the way that individual integrated with information. 10. Territoriality, personal space, and conversational sdistance, as well as seating arrangements and patterns, has to do with the geometry and actual geographic relationship that the speaker has to the audience. As such, these factors impact heavily upon the way in which information is understood and the rate at hwhich a level of comfort can be provided to the speaker/audience. 11. A sense of territoriality can vary and change depending upon the cultural makeup of the audience and/or the speaker. As such, a level of sensitivity to the unique needs and expecations of different groups is required prior to seeking to plan the way in which territoriality will be evidenced within a specific space. 12. Contextual factors such as a sense of fear or friendshi p, the overall level of perceived reception, and/or a litany of other factors impact upon the level and extent to which territoriality is perceived and a sense of threat or invitation is understood. 13. Seating arrangements

T & m -wk5 Essay Example | Topics and Well Written Essays - 1250 words

T & m -wk5 - Essay Example 113). To date, the counselor has not done that with the MMPI-2, but he is very well versed with the MMPI. The counselor in this case has not had as much experience with the MMPI-2 so they are justified in staying with the test that they know. The National Association of School Psychologists (2000) the school counselor must be aware of the validity and the reliability of the tests they are using and they must have up-to-date standardization information about the test. (Section C, #2) Although the counselor has this information, they have not had time to read it and understand it, so it would not be in the best interest of the child (Section C, #2) to use the one that the counselor does not know. The MMPI and the MMPI-2 are level C tests which means the counselor must have a PhD in psychology or other related field or they must have professional licensure/registration to practice psychology, or be under a qualified psychologist in a related field (Sigma Assessment Systems, 2007). The quandary does not say that this is the qualification of the individual but there is the assumption that they do have the qualifications for the first one so thy could administer the MMPI-2 when they are ready to use it. In many situations, an old aspect of a test will be used because the organization or the school will not have the funds for the newest version. As long as the older version is similar to the newer one, it does not seem that there would be a problem with it being