Buisness Essay Example | Topics and Well Written Essays - 3750 words

Buisness - Essay Example as a template for a business proposal for a new Blackberry accessory company in the UAE, as a benchmark for how best to gain consumer interest and which specific aspects of design should be left out. This new business is described in this report, along with a discussion of the current business environment in the UAE in order to determine whether the new online company, Mobile by Design, can actually be competitive and turn a profit in a growing business climate. There is evidence that there is a high consumer demand not only for Blackberry and other mobile technology products, but a strong e-procurement system is also being developed which will assist in the supply chain needs of the new start-up internet commerce company. With various partnerships, trade show promotions, and print advertisements (amongst other opportunities for promotion), Mobile by Design intends to corner the UAE market in the sale of these devices. The promotional and consumer segmenting plans for this new busine ss are described in this paper. Two online companies selling different consumer merchandise were compared and contrasted in order to determine whether they were designed and launched according to web site design principles. These two e-commerce websites are Musicroom.com and Amazon.co.uk. Musicroom is an online company selling to specific niche markets in the music industry, with their products ranging from music sheets to musical instruments, as well as various CDs and DVDs associated with the music industry. Amazon.co.uk is a conglomerate online organisation selling everything from bedding sheets to bulk food products and services not only the UK, but the whole of the Amazon.com company services a multi-national consumer audience. Musicroom.com utilises very eye-catching graphics on the company’s home page, using a blend of different, vibrant yellows, reds and blues in order to enhance the users’ visual perception of the company and its website design. Seigel (2005) offers that

Barrack Obama’s Campaign Speech Essay Example for Free

Barrack Obama’s Campaign Speech Essay Communication can be defined as the act/art of exchanging/transmission of thoughts or information by the means of speech, signs, written means and the behavior. It was the occasion of the America’s Presidential candidates Campaign when the Illinois Senator Barrack Hussein Obama delivered the speech announcing his will of seeking the democratic nomination for presidency in 2008. It was on Saturday evening (19. 06GMT) of February 10th 2007 on the Venue of Springfield, when the Senator Barrack Obama now the Elect president of United States of America delivered the persuasive speech used on this focus paper. In this Speech it excellently exploits the elements of speech. First, The candidate Senator Obama by that time was very prepared for the occasion against the deliverance of the amazing speech towards the audience. His introduction of the speech appreciates all the audience present and recognizes their vital role they do play for that occasion. For instances He starts by thanking all the people for their coming and gives the reasons why the occasion was very important to every individual. His introduction captures the attention of the audience giving time to deliver his message. Part of introduction was â€Å"†¦it’s humbling but in my heart I know you didn’t come here just for me, you came here because you believe in what this country can be. † Secondly there is use ‘of being yourself ’ while giving the speech. The Senator gives personal and professional examples and life history precisely, possibly helping him to gain support to emphasize his own points of the campaign. The self-example messages matches with the destined purposes of the Campaign. Thirdly, Obama stayed relaxed throughout the speech delivery session, very composed and maximal prepared for the outcome. He remained focused on passing the message. He too employed other means of speech presentation such as movement/ walking, gestures. In addition, the Senator used the Natural humor and avoided depicting/ pinpointing an individual from the Audience and he didn’t over do it thus maintaining the audience on move of the speech. The other element that I figure was the Body plans and hand positions. I keenly observed the movement and gestures of the Senator. He moved within the three positions – the right, the center and the left- and the hand position was well managed and maintained throughout the session. He didn’t hide behind the lectern and he excellently maintained the eye contact with the audience throughout the speech session. Lastly of the elements of speech, the Senator was very keen and well informed about every detailed he presented. He used the environmental reference that surrounded the Venue appropriately on his speech. He understands what is the past, currently and the future happening of the immediate ground. He keenly observes the audience to an extent of identifying some schoolmates but he didn’t mention their names. â€Å"†¦friends that I see in the audience. †. Speech Accomplishment: The speech is accomplishing the real mission of the Senator while being elected as the president of United States of America. He explains out what he will accomplish for the country when he will be in power. He gives new hope the people of America; to believe that ‘yes he can’ bring peace where there is war, bring hope where there is despair, reach what is more possible and build a more perfect union. The Senator aspires to establish convergence place where the farmers, teachers, students, businessmen, laborers, young and the aged, male and female, rich and the poor’s clamoring can be heard. The speech intends to accomplish the enlightenment of the US people the existence of presumptuousness in the present government calling for the change, in the faces of the depressed he will increase the employment opportunities in order to lift the millions out of poverty, Welcome the immigrants to the shores of America and experience justice and righteousness around the globe. The Senator contemplates the currently status of the US and around the globe and promises to accomplish missions such as to quench the anxiety of the feel of rising health care costs and the illusions of the stagnant wages, to bring the war in Iraq to an end by bringing the troops back home by march next year and give Sunni and Shia to resolve the problem and bring out peace, minimize oil dependency that is threatening America’s future, instill an ethic achievements in children by setting high standards of learning providing the resources for them to succeed, recruiting the new army of teachers and giving them the batter pay and more support for the exchange of accountability, making colleges affordable and investing in the scientific researches, to reshape the economy, strengthen the communities, to cut bureaucracy by use of technology, free America from the Tyranny Oil, solve the crisis of global warming by innovation and by capping the greenhouse gases, give incentives for the businesses, and destroying the deadliest unguarded weapons. The Speech was a persuasive, since it is persuading the people of America to elect the Senator as the President of America by voting for him in the year 2008. It was evidenced in his speech as persuasive where he says â€Å" †¦If you will join me in this improbable quest, if you feel destiny calling, and see as I see, a future of endless possibility stretching before us, if you sense as I sense, that the time is now to shake of our slumber, and slough off our fear, and make good on the debt we owe the past and the future generations, then I am ready to take up the cause, and match with you and work with you to finish the work that needs to be done. † The main aim of the speech was to persuade for votes that resulted to the delivery of the speech. But on the process he enlightens the people the critically analyze and keenly make judgment for the best next US president. I can also say it is informative to some extent that it elaborates the incidences that have been taking place and the others that are likely to take place in the United States of America. Audience’s reaction towards the speech was very applauding during the speech presentation and indeed the audience was very pleased with the amazing speech, contented that Obama can make out to be the best candidate to be elected and very disappointed with the previous disguised government. The speech disclosed the factual facts to the audience, which was the quenching of the long thirst, the beginning of the new hope and the change on which the Americans can believe in. At some points the multitude nodded their heads as a sign of concession/ agreement to what was spoken, and at some point the audience was pity as a sign of how sympathetic and pathetic the situation was in as per that time. The pattern of speech was sequential, topical and spatial. The speech was sequential since it has the introduction, the body and the conclusion as the structure of the speech. Obama welcoming the audience, he presents his speech (The body) where he factually speaks of what he should do when he will be in power, he identifies what to change and or improve, what to innovate and implement, what changes he is able to bring, what was the defects the previous government, and finally he give out his conclusion of expecting the people of America to vote for him if they want the change they can believe in. The speech was also topical since Obama Generally emphasizes on the Change that that Americans can Believe in. He bases his own speech on change and frequently mentions change throughout his speech. Despite of having other minor topics such as speaking about education, the economy, war, resources and the political history his main topic was about change. To some extent but not very, the speech was descriptive. It entails what to be done, how, when and by whom. Obama described in his speech for instance that the only source for change in America is people, the only peace in war at Iraq lies between Sunn and Shia, the only way to prosper in future is by doing the present that needs to be done. Also Obama gave the vivid description on how to solve some of the long-lasting problems in America. For instance the problem of global warming can be solved by innovations that can tap the greenhouse gases, creating more job opportunities, investments can solve the problem of poverty, practice of justice and establishment of converges to listen the clamoring of each and every one in the US. In conclusion, Communication is the transmission of information from one person to another. The occasion of the speech was during the campaign of the Presidential candidate of America on Democratic Party at Springfield. The utilized elements of speech were such as being prepared for the speech presentation, being yourself when representing speech, being composed and contented when delivering speech, body plan and hands position, gestures and movements. Accomplishment of the speech was to convince the audience to vote for Him/ Change. The type of speech was persuasive as he persuades for the votes, the reactions of the audience was a sign of relieve or being relieved if Obama was to be the president and indeed he became. Finally the pattern of the speech is Sequential, topical and somehow spatial. References: 1. Public Speaking an Audience-Centered Approach By Steven A. Beebe and Susan J. Beebe. (2008) 2. http://www. guardian. co. uk/world/2007/feb/10/barackobama. 3. http://www. ljlseminars. com/elements. htm. 4. Organization Pattern Of Speech By Osborn (2000).

Linux Against Microsoft Window Essay -- essays research papers

Linux Against Microsoft Windows Linux is a free operating system that was developed on the internet.It was formed by Linus Torvalds first,then he put its source code to his web page.After that,the internet hackers and the programmers developed it.It is a Unix-like operating system because it is the main reason to develop the Linux.By the time,it becomes a big organization and now it is a powerful, advanced operating system.It has an important feature that is not available for other operating systems.You can run Linux with other operating systems like MacOS, DOS,Windows 95, Windows NT, Novell, OS/2 on the same machine.It is an advantage of linux that a user can easily compare Linux with other operating systems. Unlike Windows, Linux is a capable of runnig on large variety of computer systems.One of them is Intel Based PCs.Most of the home users prefer Intel Based PCs.So they can run Linux on their computers(Windows can only run on Intel Based PCs).Digital Alpha systems are used by the huge companies.Linux has the capability of running on the Digital Alpha systems so it can reach the advanced users.Other computer system is Macintosh Power PC that is used by graphical designers,press companies and advertising companies, can be run with Linux. The others are Sun Sparc&Sun Ultra, Amiga, 3Com Palm Pilot which are rarely used. This capability of Linux provides a large user number and user kind that makes Linux more popular.(www.linux.org) Linux has a powerful security system.It is almost impossible to write a virus for Linux because it must be 30-40 Mbytes.Also it has firewall system to protect the network from the hackers.If we think that there are a lot viruses for windows that can harm all of your system, we can understand how Linux is secure.Linux is a stable operating system that never fails like Windows.When Bill Gates presented the Windows 98, an error message appeared on the screen that says you must shutdown your computer. In Linux, there are not error messages like that. You can kill a process that is not replying with kill command.Linux has true multitasking property.It is true because it is not like Windows. You can run up to twelve process in the same time with no performance loss.Miicrosoft claims that Windows has the capability of multitasking but you can not run two process on the same time. Linux has virtual memory.It means that you can use ... ...any to communicate with its branch. These are impossible on Windows 95/98. Linux have a lot of features and by the time its features are getting more. By the spreading of internet, Linux become more popular and more people learn that there is an operating system called Linux which is better than Windows.Linus Torvalds answers the question ‘What makes Linux so successful?’. He says “It is very simple.Because the software is free, there is no pressure to release it before its really ready just to achieve some sales targets. Every version of Linux is declared to be finished only when it is actually finished, which explains why it is so solid. The other reason why free software is better is because the personal reputation of the developer is attached to every release. If you are making something to give away to the world, something that represents to millions of users your philosophy of computing, you will always make it the very best product you can make. That’s the reason why Linux is a success .“(www.linux.org). We can understan d that Linux(It is a free software) is not worried about sales, and it wants to give the best to the user.

Canterville Ghost Summary Essay

The next morning, when the Otis family met at breakfast, they discussed the ghost at some length. The United States Minister was naturally a little annoyed to find that his present had not been accepted. â€Å"I have no wish,† he said, â€Å"to do the ghost any personal injury, and I must say that, considering the length of time he has been in the house, I don’t think it is at all polite to throw pillows at him,†Ã¢â‚¬â€œa very just remark, at which, I am sorry to say, the twins burst into shouts of laughter. â€Å"Upon the other hand,† he continued, â€Å"if he really declines to use the Rising Sun Lubricator, we shall have to take his chains from him. It would be quite impossible to sleep, with such a noise going on outside the bedrooms.† For the rest of the week, however, they were undisturbed, the only thing that excited any attention being the continual renewal of the blood-stain on the library floor. This certainly was very strange, as the door was always locked at night by Mr. Otis, and the windows kept closely barred. The chameleon-like colour, also, of the stain excited a good deal of comment. Some mornings it was a dull (almost Indian) red, then it would be vermilion, then a rich purple, and once when they came down for family prayers, according to the simple rites of the Free American Reformed Episcopalian Church, they found it a bright emerald-green. These kaleidoscopic changes naturally amused the party very much, and bets on the subject were freely made every evening. The only person who did not enter into the joke was little Virginia, who, for some unexplained reason, was always a good deal distressed at the sight of the blood-stain, and very nearly cried the morning it was emerald-green. The second appearance of the ghost was on Sunday night. Shortly after they had gone to bed they were suddenly alarmed by a fearful crash in the hall. Rushing down-stairs, they found that a large suit of old armour had become detached from its stand, and had fallen on the stone floor, while seated in a high-backed chair was the Canterville ghost, rubbing his knees with an expression of acute agony on his face. The twins, having brought their pea-shooters with them, at once discharged two pellets on him, with that accuracy of aim which can only be attained by long and careful practice on a writing-master, while the United States Minister covered him with his revolver, and called upon him, in accordance with Californian etiquette, to hold up his hands! The ghost started up with a wild shriek of rage, and swept through them like a mist, extinguishing Washington Otis’s candle as he passed, and so leaving them all in total darkness. On reaching the top of the staircase he recovered himself, and determined to give his celebrated peal of demoniac laughter. This he had on more than one occasion found extremely useful. It was said to have turned Lord Raker’s wig grey in a single night, and had certainly made three of Lady Canterville’s French governesses give warning before their month was up. He accordingly laughed his most horrible laugh, till the old vaulted roof rang and rang again, but hardly had the fearful echo died away when a door opened, and Mrs. Otis came out in a light blue dressing-gown. â€Å"I am afraid you are far from well,† she said, â€Å"and have brought you a bottle of Doctor Dobell’s tincture. If it is indigestion, you will find it a most excellent remedy.† The ghost glared at her in fury, and began at once to make preparations for turning himself into a large black dog, an accomplishment for which he was justly renowned, and to which the family doctor always attributed the permanent idiocy of Lord Canterville’s uncle, the Hon. Thomas Horton. The sound of approaching footsteps, however, made him hesitate in his fell purpose, so he contented himself with becoming faintly phosphorescent, and vanished with a deep churchyard groan, just as the twins had come up to him. On reaching his room he entirely broke down, and became a prey to the most violent agitation. The vulgarity of the twins, and the gross materialism of Mrs. Otis, were naturally extremely annoying, but what really distressed him most was that he had been unable to wear the suit of mail. He had hoped that even modern Americans would be thrilled by the sight of a Spectre in armour, if for no more sensible reason, at least out of respect for their natural poet Longfellow, over whose graceful and attractive poetry he himself had whiled away many a weary hour when the Cantervilles were up in town. Besides it was his own suit. He had worn it with great success at the Kenilworth tournament, and had been highly complimented on it by no less a person than the Virgin Queen herself. Yet when he had put it on, he had been completely overpowered by the weight of the huge breastplate and steel casque, and had fallen heavily on the stone pavement, barking both his knees severely, and bruising the kn uckles of his right hand. For some days after this he was extremely ill, and hardly stirred out of his room at all, except to keep the blood-stain in proper repair. However, by taking great care of himself, he recovered, and resolved to make a third attempt to frighten the United States Minister and his family. He selected Friday, August 17th, for his appearance, and spent most of that day in looking over his wardrobe, ultimately deciding in favour of a large slouched hat with a red feather, a winding-sheet frilled at the wrists and neck, and a rusty dagger. Towards evening a violent storm of rain came on, and the wind was so high that all the windows and doors in the old house shook and rattled. In fact, it was just such weather as he loved. His plan of action was this. He was to make his way quietly to Washington Otis’s room, gibber at him from the foot of the bed, and stab himself three times in the throat to the sound of low music. He bore Washington a special grudge, being quite aware that it was he who was in the habit of removing the famous Canterville blood-stain by means of Pinkerton’s Paragon Detergent. Having reduced the reckless and foolhardy youth to a condition of abject terror, he was then to proceed to the room occupied by the United States Minister and his wife, and there to place a clammy hand on Mrs. Otis’s forehead, while he hissed into her trembling husband’s ear the awful secrets of the charnel-house. With regard to little Virginia, he had not quite made up his mind. She had never insulted him in any way, and was pretty and gentle. A few hollow groans from the wardrobe, he thought, would be more than sufficient, or, if that failed to wake her, he might grabble at the counterpane with palsy-twitching fingers. As for the twins, he was quite determined to teach them a lesson. The first thing to be done was, of course, to sit upon their chests, so as to produce the stifling sensation of nightmare. Then, as their beds were quite close to each other, to stand between them in the form of a green, icy-cold corpse, till they became paralyzed with fear, and finally, to throw off the winding-sheet, and crawl round the room, with white, bleached bones and one rolling eyeball, in the character of â€Å"Dumb Daniel, or the Suicide’s Skeleton,† a _rà ´le_ in which he had on more than one occasion produced a great effect, and which he considered quite equal to his famous part of â€Å"Martin the Maniac, or the Masked Mystery.† At half-past ten he heard the family going to bed. For some time he was disturbed by wild shrieks of laughter from the twins, who, with the light-hearted gaiety of schoolboys, were evidently amusing themselves before they retired to rest, but at a quarter-past eleven all was still, and, as midnight sounded, he sallied forth. The owl beat against the window-panes, the raven croaked from the old yew-tree, and the wind wandered moaning round the house like a lost soul; but the Otis family slept unconscious of their doom, and high above the rain and storm he could hear the steady snoring of the Minister for the United States. He stepped stealthily out of the wainscoting, with an evil smile on his cruel, wrinkled mouth, and the moon hid her face in a cloud as he stole past the great oriel window, where his own arms and those of his murdered wife were blazoned in azure and gold. On and on he glided, like an evil shadow, the very darkness seeming to loathe him as he passed. Once he thought he heard something call, and stopped; but it was only the baying of a dog from the Red Farm, and he went on, muttering strange sixteenth-century curses, and ever and anon brandishing the rusty dagger in the midnight air. Finally he reached the corner of the passage that led to luckless Washington’s room. For a moment he paused there, the wind blowing his long grey locks about his head, and twisting into grotesque and fantastic folds the nameless horror of the dead man’s shroud. Then the clock struck the quarter, and he felt the time was come. He chuckled to himself, and turned the corner; but no sooner had he done so than, with a piteous wail of terror, he fell back, and hid his blanched face in his long, bony hands. Right in front of him was standing a horrible spectre, motionless as a carven image, and monstrous as a madman’s dream! Its head was bald and burnished; its face round, and fat, and white; and hideous laughter seemed to have writhed i ts features into an eternal grin. From the eyes streamed rays of scarlet light, the mouth was a wide well of fire, and a hideous garment, like to his own, swathed with its silent snows the Titan form. On its breast was a placard with strange writing in antique characters, some scroll of shame it seemed, some record of wild sins, some awful calendar of crime, and, with its right hand, it bore aloft a falchion of gleaming steel. Never having seen a ghost before, he naturally was terribly frightened, and, after a second hasty glance at the awful phantom, he fled back to his room, tripping up in his long winding-sheet as he sped down the corridor, and finally dropping the rusty dagger into the Minister’s jack-boots, where it was found in the morning by the butler. Once in the privacy of his own apartment, he flung himself down on a small pallet-bed, and hid his face under the clothes. After a time, however, the brave old Canterville spirit asserted itself, and he determined to go and speak to the other ghost as so on as it was daylight. Accordingly, just as the dawn was touching the hills with silver, he returned towards the spot where he had first laid eyes on the grisly phantom, feeling that, after all, two ghosts were better than one, and that, by the aid of his new friend, he might safely grapple with the twins. On reaching the spot, however, a terrible sight met his gaze. Something had evidently happened to the spectre, for the light had entirely faded from its hollow eyes, the gleaming falchion had fallen from its hand, and it was leaning up against the wall in a strained and uncomfortable attitude. He rushed forward and seized it in his arms, when, to his horror, the head slipped off and rolled on the floor, the body assumed a recumbent posture, and he found himself clasping a white dimity bed-curtain, with a sweeping-brush, a kitchen cleaver, and a hollow turnip lying at his feet! Unable to understand this curious The whole thing flashed across him. He had been tricked, foiled, and out-witted! The old Canterville look came into his eyes; he ground his toothless gums together; and, raising his withered hands high above his head, swore according to the picturesque phraseology of the antique school, that, when Chanticleer had sounded twice his merry horn, deeds of blood would be wrought, and murder walk abroad with silent feet. Hardly had he finished this awful oath when, from the red-tiled roof of a distant homestead, a cock crew. He laughed a long, low, bitter laugh, and waited. Hour after hour he waited, but the cock, for some strange reason, did not crow again. Finally, at half-past seven, the arrival of the housemaids made him give up his fearful vigil, and he stalked back to his room, thinking of his vain oath and baffled purpose. There he consulted several books of ancient chivalry, of which he was exceedingly fond, and found that, on every occasion on which this oath had been used, Chanticleer had always crowed a second time. â€Å"Perdition seize the naughty fowl,† he muttered, â€Å"I have seen the day when, with my stout spear, I would have run him through the gorge, and made him crow for me an ’twere in death!† He then retired to a comfortable lead coffin, and stayed there till evening.

Television and Social Capital

Television a blessing or a curse? TV or not TV? That is the question. .Television is one of the greatest and at the same time worst inventions of all times. . It is true that television can inform, inspire and create. But it can also misinform, deceive and destroy. Firstly, watching television makes people depended on laid-on entertainment. That makes them lazy and unoccupied. People used to have hobbies, read books, listen to music, go outside for walks now all of these have been replaced by television.Furthermore, our communication with the members of our family can be affected by television. Being glued to the â€Å"box† for so many hours can be really unsociable as you can’t talk and communicate with others while you are watching TV. Added to that, television promotes a fake lifestyle, which is totally irrelevant to real living. Children can easily be affected by that, as it is possible that they believe in fake life situations which can even lead to death. For exam ple, a young child jumped off his window, believing that he could fly just like superman.However, TV is not always a bad influence to us. Without television, we wouldn’t be able to experience the â€Å"visual travelling†. We can watch the Eifel Tower, the Great Wall of China, the Colosseum of Rome, the Sydney opera House in Australia and many other great buildings by just turning the TV on. Also, the information that television offers, can sometimes be vital as we need to be informed about the climate changes, the earthquakes, the wars, and a lot of other events which could lead to destructions.Moreover, there are enormous possibilities for educational programs on television. Since children love watching TV it can’t be that hard to convince them to learn through a television program. The lesson will be a lot more amusing and not so tiring as school lessons. Considering the audiovisual perspectives that TV can offer, teachers can easily be replaced by televisions ! In conclusion, the question â€Å"TV or not TV? † still remains unanswered. The negative points are as many as the positive ones. It’s up to us, then, to decide whether we are going to be watching TV or not.Television has the potential to unite communities, provide information to allow positive cultural, social and environmental change, and to create a true global village. It also has the potential to alienate, desocialise, to promote aggressive and negative behaviours, provide negative and inappropriate role models to our children, and to create negative values such as values of consumption and possession. During the past two decades there has been considerable debate on the issue of the impact of television violence on youth behaviour.Many in the television industry deny television's contribution to youth violence. The Net-generation refers to people born between 1977 and 1997. There have been many studies that identify an association between exposure to violence i n entertainment and violent behaviour, but these studies do not prove that exposure causes violent behaviour. They show that there is a risk that exposure to media violence will increase the likelihood of subsequent aggressive behaviour. This risk can be increased or decreased by a large number of other factors.Recent research into the effects of pornography and violent video/computer games is starting to draw similar conclusions, although findings suggest that pornographic films, especially those containing violence, can contribute to callous sexual behaviour and violence towards women. The relationship between what we see and what we do is extremely complex. Some of the more important variables are context in which violence is portrayed, the age of the viewer, the sex of the viewer, the ability of the viewer to differentiate between fantasy and reality, and justified and unjustified use of force.Violence on television seems to be effecting our feelings of safety within the communi ty. There is some evidence to suggest that the level of violence in television programs, films, news, may have led to an increase in fear that society is more dangerous than is actually the case. Censorship issues are difficult to resolve. What are our rights? Are they to be protected from viewing things that may be harmful to our own or our children's psyche, or are they to have the right to decide for ourselves? Censorship may also lead to the ‘forbidden fruit' phenomenon and the development of black markets.Similar results may occur if there is regulation of broadcasters. Would self-regulation work? It is well known that parental influence can be a major factor in reducing the impact that television violence will have on children. But parents need to be aware of this and need to take the time to know what their children are viewing and, at best, view programs with children in order to ameliorate the negative impacts from such viewing. Parental influence can also enhance the positive impacts of television, and can allow children to understand social systems and appropriate behaviour more fully.Parental education and awareness programs will determine how successful this approach is. One option to ensure television viewing is less damaging to children is to have media literacy education for children in all schools. The aim of this education would be to help children to critically evaluate the images, which are presented to them on an everyday basis. If we are concerned about the kind of television our children are watching, technological advances such as the ‘v-chip' (violence chip) can be programmed to block out unwanted programs from television broadcasts.Just as it is with censorship issues, new technology relies on parental involvement. Television programming is driven by commercial intent. Television appears to be harmless entertainment, but the function of global television is connected with the ideology of globalising capitalism. It appears the commercial intent is focused on distraction and cultural reformation. Television has a large social cost. Television viewing removes us from the physical reality of our current lives – and often for extended periods of time. When we watch television, we stop social interaction – conversation becomes fractious and partial, if it continues at all.While we watch television we miss the verbal interaction that allows for sharing, learning and building collective perspectives. Television changes culture in more ways than we can imagine. In the United States, half of the population now report watching television while eating dinner, and more than a third watch while eating breakfast or lunch. People in the US spend more time watching television than they do talking with their spouses (four to six times more) and playing with their children (an average of twenty minutes each day compared with four hours of television viewing).The situation is no much different in the UK wh ere 46 percent of people say that at the end of a working day all they want to do is watch television. It is, in fact, the number one leisure time pursuit in much of the developed world. ; People's absorption in television results in far less time for intimate social connectedness, which is visible not only in the home but in the broader patterns of community vitality, or social capital. Social capital is a term used to describe the overall health of social connectedness – feelings of common purpose, common identity and common commitment.Television viewing has been implicated in the collapse of positive civic participation in almost all of its forms. Since healthy communities are characterized by high levels of social capital and participation, lack of positive civic participation indicates and unhealthy communities. This is decline in civic participation reveals a clear inter-generational shift Music and Human life Music is one of the greatest creations of human kind in the course of history. It is creativity in a pure and undiluted form and format.Music plays a vital role in our daily life. It is a way of expressing our feelings and emotions. Music is a way to escape life, which gives us relief in pain and helps us to reduce the stress of the daily routine. It helps us to calm down, an even excites us in the moment of joy. Moreover, it enriches the mind and gives us self confidence. Music surrounds our lives at different moments of lives, whether we hear it on the radio, on television, from our car and home stereos.Different kinds of music are appropriate for different occasions. We come across it in the mellifluous tunes of a classical concert or in the devotional strains of a bhajan, the wedding band, or the reaper in the fields breaking into song to express the joys of life. Even warbling in the bathroom gives us a happy start to the day. Music has a very powerful therapeutic effect on the human psyche. It has always been part of our association wi th specific emotions, and those emotions themselves have given rise to great music.The origins of Indian music can be traced back to the chanting of the Sama Veda nearly 4,000 years ago. The primacy of the voice, and the association of musical sound with prayer, were thus established early in the history of Indian music. Today, music is available for us in different forms and the choice for music varies from person to person just as the reading choices vary from one another. There is folk music, classical music, devotional music, instrumental, jazz, rock music, pop music, hindi movie songs and many more.

The Profitability of Slavery essays

The Profitability of Slavery essays When people think "slavery", they view it as the dehumanizing and degradation of the African race solely because of the color of their skin. People do not see that there were profits to be made with our African ancestors. In the eighteenth century, our ancestors were stripped of their name, and their culture, to become a forced employee to the American white man. They were brought from our motherland of Africa to be clean shaven and dipped in palm oil in order to present a more well groomed look for the "planters" interested in good slaves for their plantations. Taken from their homes and brought into a new social structure and a different dialect of culture, many slaves showed no signs of emotion from such treatment. Much stronger individual slaves maintained hope and long term prosperity. With the known proviso of only types of labor, numerous slaves could not handle this subjugation, and could not hide their feeling of pain and anguish especially, when families felt the depre ciation of their worth ; as slaves were exhibited to the buyers and presented like well groomed horses. These slaves were forced into what is considered free labor. They were not getting paid for their long days sweating, many times having "cotton picking" for dinner at night. Needless to say , this was not important- for the American planters trying to make a living. What is important is that the slaves are presentable for the bidder who wants the slaves for his plantation so he can make profit. Most importantly, these slaves were to be presented like they had the ability to handle what was about to be their taste of "hard work, no pay". William Wells Brown explains:" Before exhibited for sale, they were dressed and driven out in to the yard. Some were set to jumping some singing and some playing cards. This was done to make them cheerful and happy,.... and I would set them to dancing when their cheeks were wet with tears." Contrary to the Caucasia...

Justinian DBQ essays

Justinian DBQ essays Emperor Justinian revived the Byzantine empire through his military triumphs, legal work, ecclesiastical polity and architectural activity and creating the Justinian Code. He was the sixth century emperor, and the only one who established an aristocracy by choosing men of humble birth as his closest advisors; for he wanted to work with honest and true people. His inner craving caused him to aggressively expand the empire and restore the Byzantine Empire to the prosperity comparable to the original Roman Empire. Justinians conquests expanded Byzantine to expand the empire all across the Mediterranean. His armies invaded the Vandal, Ostrogothic, and Visigothic kingdoms in turn, and, in a series of bitter wars, he reconquered much of the Mediterranean lands of the West (Document 6). Justinians campaigns extended territory to its largest size ever for the Byzantine Empire. Justinian also created many new cities to revive Byzantine (Document 1). These cities together had high upkeeps and problems with the government of these areas became very difficult and unorganized. Justinian was also an incredible architect; many of the most amazing buildings in Byzantine were build in hi time. He built the Hagia Sophia Church of the Holy Wisdom a church that is still standing today in Constantinople. Citizens of the Byzantine were awestruck by its immense size and amazing detail. Procopious describes the Hagia Sophia as the epitome of God, and the work of God. (Document 4). Justinians motivation for the building of the Hagia Sophia may have arisen from his desire to use religion to unite his citizens. Aristotle in fact had the greatest influence on this religious aspect. Aristotles model of the universe, presented the new idea of a monotheistic god. Although, Aristotles science concepts were never correct, his influence on religion was profound. The people believed Aristotle, and never questioned his fals...

Napoleon and the Italian Campaign of 1796â€1797

Napoleon and the Italian Campaign of 1796–1797 The campaign fought by French General Napoleon Bonaparte in Italy in 1796–7 helped end the French Revolutionary Wars in favor of France. But they were arguably more significant for what they did for Napoleon: from one French commander among many, his string of successes established him as one of France’s, and Europe’s, brightest military talents, and revealed a man able to exploit victory for his own political goals. Napoleon showed himself to be not just a great leader on the battlefield but a canny exploiter of propaganda, willing to make his own peace deals for his own benefit. Napoleon Arrives Napoleon was given command of the Army of Italy in March 1796, two days after marrying Josephine. On route to his new base- Nice- he changed the spelling of his name. The Army of Italy was not intended to be the main focus of France in the coming campaign- that was to be Germany- and the Directory  may have been just shunting Napoleon off somewhere he couldn’t cause trouble. While the army was ill-organized and with sinking morale, the idea that the young Napoleon had to win over a force of veterans is exaggerated, with the possible exception of the officers: Napoleon had claimed victory at Toulon and was known to the army. They wanted victory and to many, it seemed like Napoleon was their best chance of getting it, so he was welcomed. However, the army of 40,000 was definitely poorly equipped, hungry, disillusioned, and falling apart, but it was also composed of experienced soldiers who just needed the right leadership and supplies. Napoleon would later highlight how much of a difference he made to the army, how he transformed it, and while he overstated to make his role look better (as ever), he certainly provided what was needed. Promising troops that they would be paid in captured gold was among his cunning tactics to reinvigorate the army, and he soon worked hard to bring in supplies, crack down on deserters, show himself to the men, and impress on all his determination. Conquest Napoleon initially faced two armies, one Austrian and one from Piedmont. If they had united, they would have outnumbered Napoleon, but they were hostile to each other and didn’t. Piedmont was unhappy at being involved and Napoleon resolved to defeat it first. He attacked quickly, turning from one enemy to another, and managed to force Piedmont to leave the war entirely by forcing them on a large retreat, breaking their will to continue, and signing the Treaty of Cherasco. The Austrians retreated, and less than a month after arriving in Italy, Napoleon had Lombardy. At the start of May, Napoleon crossed the Po to chase an Austrian army, defeated their rear-guard at the battle of Lodi, where the French stormed a well-defended bridge head on. It did wonders for Napoleon’s reputation despite it being a skirmish that could have been avoided if Napoleon had waited a few days for the Austrian retreat to continue. Napoleon next took Milan, where he established a republican gove rnment. The effect on the army’s morale was great, but on Napoleon, it was arguably greater: he began to believe he could do remarkable things. Lodi is arguably the starting point of Napoleon’s rise. Napoleon now besieged Mantua but the German part of the French plan had not even begun and Napoleon had to halt. He spent the time intimidating cash and submissions from the rest of Italy. Around $60 million francs in cash, bullion, and jewels had so far been gathered. Art was equally in demand by the conquerors, while rebellions had to be stamped out. Then a new Austrian army under Wurmser marched forth to tackle Napoleon, but he was again able to take advantage of a divided force- Wurmser sent 18,000 men under one subordinate and took 24,000 himself- to win multiple battles. Wurmser attacked again in September, but Napoleon flanked and ravaged him before Wurmser finally managed to merge some of his force with the defenders of Mantua. Another Austrian rescue force split up, and after Napoleon narrowly won at Arcola, he was able to defeat this in two chunks as well. Arcola saw Napoleon take a standard and lead an advance, doing wonders again for his reputation for personal bravery, i f not personal safety. As the Austrians made a new attempt to save Mantua in early 1797, they failed to bring their maximum resources to bear, and Napoleon won the battle of Rivoli in mid-January, halving the Austrians and forcing them into Tyrol. In February 1797, with their army broken by disease, Wurmser and Mantua surrendered. Napoleon had conquered northern Italy. The pope was now induced to buy Napoleon off. Having received reinforcements (he had 40,000 men), he now decided to defeat Austria by invading it but was faced by Archduke Charles. However, Napoleon managed to force him right back- Charles’ morale was low- and after getting to within sixty miles of the enemy capital Vienna, he decided to offer terms. The Austrians had been subjected to a terrible shock, and Napoleon knew he was far from his base, facing Italian rebellion with tired men. As negotiations went on, Napoleon decided he wasn’t finished, and he captured the Republic of Genoa, which transformed into the Ligurian Republic, as well as took parts of Venice. A preliminary treaty- Leoben- was drawn up, annoying the French government as it didn’t clarify the position in the Rhine. The Treaty of Campo Formio, 1797 Although the war was, in theory, between France and Austria, Napoleon negotiated the Treaty of Campo Formio with Austria himself, without listening to his political masters. A coup by three of the directors which remodeled the French executive ended Austrian hopes of splitting France’s executive from its leading General, and they agreed on terms. France kept the Austrian Netherlands (Belgium), conquered states in Italy were transformed into the Cisalpine Republic ruled by France, Venetian Dalmatia was taken by France, the Holy Roman Empire was to be rearranged by France, and Austria had to agree to support France in order to hold Venice. The Cisalpine Republic may have taken the French constitution, but Napoleon dominated it. In 1798, French forces took Rome and Switzerland, turning them into new, revolutionary styled states. Consequences Napoleon’s string of victories thrilled France (and many later commentators), establishing him as the country’s pre-eminent general, a man who had finally ended the war in Europe; an act seemingly impossible for anyone else. It also established Napoleon as a key political figure and redrew the map of Italy. The vast sums of loot sent back to France helped maintain a government increasingly losing fiscal and political control.

EU Integration and Citizenship Law Dissertation

EU Integration and Citizenship Law - Dissertation Example EU is, however, a work in progress and while it is done with such tasks as border control and economic integration, the Union has to move on to the more difficult areas – home affairs, immigration, defense, among others – which have strong social dimensions. As more and more states aspire for EU membership to partake of this umbrella of protection, its further enlargement poses new challenges to European integration. For one, the nature and histories of the possible candidates for new membership are unlike any of the existing member states. The problem becomes even more complicated after EU approved the Maastricht Treaty establishing the Citizenship-of-the-Union law, which many perceive as an attempt to reconfigure and supersede the national citizenship and identities of member states. This EU-wide citizenship statute has stimulated an acrimonious debate about the social, political and citizenship structure of an enlarged Union. In essence, the debate centers on whether it is wise for EU to make forward steps to strengthen European citizenship or keep it as a largely theoretical proposition. Should people under EU be called European citizens and in the process forget their original British, French, or Turkish citizenships, as the case may be? Or should they be allowed to assume a new EuroEuropean citizenship on top of their respective national identities? This paper examines the relationship between EU integration and the implementation of the new citizenship law for Europeans. Special attention will be given to the causes and effects, the pros and cons, and the conceptual basis of identity formation on the community, national and regional levels. The objective of the treatise is three-fold: 1) illumine the reasons for the enactment of the EU citizenship law and its relevance to the integration process; 2) assess the validity of the objections to the idea of European citizenship; and 3) determine what form and characteristics of European citizenship would find greater acceptance. 2. Enlargement and Integration Further enlargement is a necessity for EU because it would serve to strengthen the Union's capability to maintain the balance of peace in the continent1. As the Union counts more member states, it becomes stronger in the process. The earliest nucleus of EU was composed of Belgium, Denmark, France, Italy, Ireland, UK, Luxembourg and Netherlands. They were joined by Greece in 1981 and Portugal and Spain in 1986. Austria, Finland and Sweden followed in 1995. The year 2003 saw the accession of a group consisting of Cypress, Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta, Poland, Slovakia and Slovenia, while

Bus Lw AM Wk 5 6 7 Essay Example | Topics and Well Written Essays - 1500 words

Bus Lw AM Wk 5 6 7 - Essay Example 2. The Liebeck v. McDonald’s case is a perfect illustration of the modern civil justice system which allows the individuals to rise for their rights against the autonomy of big corporate companies. In my opinion, the award of punitive damages in addition to the compensatory damages was sufficiently justified but $2.7 million is an outrageous amount of money for such case. The decision of the judge to reduce the punitive award was reasonable as this case might have led to several similar cases where a person might have caused intentional damage to himself in hopes of large reimbursement sums. 3. Privacy is a big concern for public figures, and the invasion of personal space is the violation of their rights as a human being. The law must offer more privacy to such individuals by offering strict action against paparazzi photographers and media personnel. Loss of privacy should not be considered a price of success at all. The publication of any material (photograph or written) regarding the private life of celebrities must be prohibited unless a proper consent is acquired. 1. An employee’s defamation in front of a potential employer without any issuance of privilege from the employee is the issue. There are strict laws against employers who endanger or damage their employees’ reputations by conveying false information to other potential employers or co-workers. The victimized employee can sue the employer for defamation. Since Gates was never proven guilty of theft therefore, the allegations made against him might be false. To post notices around the office, or mentioning the allegations to another company’s personnel officer, thus, would not only be unethical but also make me liable for a defamation lawsuit. 2. The legal issue is the wrongful detention for doubt of shoplifting. The existing rules establish the presence of sufficient probable cause for guard’s action. The woman was approached by the guard,

Human Resource Management Essay Example | Topics and Well Written Essays - 1500 words - 1

Human Resource Management - Essay Example According to Dr. Alfes, the most significant factor in developing an engaged workforce, is to determine whether or not employees find a meaning in their job. Therefore, it is necessary to involve all employees in an effective communication system, so as to determine how they contribute to the organization (McGovern & Shelly 97). As much as Dr. Alfes stressed that employees should be committed to their jobs, she also warned against excessive commitment to job. She said that if employees are unable to switch off from work, then they are likely to lower their performance and productivity, since working for longer hours is not sustainable (McGovern & Shelly 103). Dr. Alfes was categorical when she said that their research work and report were specifically relevant in the current economic environment. She said that their research successfully determined the positive impacts of employees’ engagement on both an individual’s wellbeing and organization’s success, especial ly during times of economic down play (Price 302). She argued that engaged employees usually do not mind going extra miles to achieve the company’s goals, when their organization is struggling to survive during economic recession. In one of their case study organizations, they established that plastic firms under pressure to cut production costs, made saving by encouraging employee engagement (Price 311). Initially, the plastic company did not give effective communication to employees a higher priority, but after establishing a more open culture that allowed employees suggesting how they wanted to work more productively and efficiently, this company was capable of cutting production costs. The significance of effective communication between employees and managers in improving productivity and... This essay refers to some international researches that have established that keeping employees happy is one of the most appropriate means of cutting production costs in the current economic environment. From the researches highlighted in the essay, it is obvious that happy people execute their duties better than unhappy people. Happy employees are a lot more fun to associate with, and consequently have better relations at work with each other. A happy employee has better teamwork with his/her colleagues, a happy manager has better employee relations, a happy sales person improves sales and a happy customer service employee improves customers’ satisfaction. The essay discusses that a happy workforce is determined to achieve the company’s set goals and standards, even during hard economic recess. Although fostering a happy workforce is one of the key challenges faced by most organizations, human resource managers should struggle to ensure that their staffs are happy, as this will increase their productivity and increase the organization’s revenue. A happy workforce is highly innovative, stress free and wise decision maker. In comparison, unhappy employees on the other hand, have fixed minds, and this implies that they only work under strict supervision, and this in turn lowers their productivity and efficiency. It is, therefore, recommendable by the researcher that all organizations should create and develop a happy workforce as this will significantly improve their profit margins and increase their success.

Women, Violence and Mental Illness Essay Example | Topics and Well Written Essays - 1750 words

Women, Violence and Mental Illness - Essay Example The continued exclusion of women as equal to women has become one of the primary factors that have contributed to women’s experience of violence in the home (Sokoloff and Dupont, 2005). Although there is already a rising awareness of violence against women, fact remains that almost a 12.9 million of women have experienced domestic violence in UK (Walby and Allen, 2004). In addition, 44% of victim of domestic violence are involved in more than just one (Dodd et al, 2004) and that women are assaulted by men they know (Walby and Allen, 2004). These data only represent the reported violence committed against women. It is assumed there are still more cases left undocumented because violence is generally perceived as underreported (Flink, Paavilainen, and stedt-Kurki, 2005). In this scenario, the continued experience of violence against women is an attestation of the unremitting struggle of women for inclusion in the public sphere (e.g. Jaggar & Young 2000; Tong 2000). In this conte xt, this study will attempt to address the issue of how socio-political factors influence mental health. Several identified socio-political factors affect mental health.... Intimate partner violence includes physical and sexual violence, threats of violence and psychological and emotional abuse. The perpetrator may be a current or former spouse, boyfriend/girlfriend, or dating partner (Watts and Zimmerman, 2002). Numerous studies have shown that women abused by partners or by other perpetrators are more likely to suffer from depression, anxiety, headache, gynaecological and sexual problems, PTSD, eating and digestive disorders, infections, musculoskeletal disorders, and chronic pain; they are more likely to attempt suicide, to abuse alcohol and legal and illegal drugs (Campbell, 2002; Koss et al., 2003; Krug et al., 2002). Battered women or women suffering from violence are also women subjected to psychological illness or distress. In this situation, women become the â€Å"embodiment of a â€Å"problem† which must be resolved or eliminated† (Tremain, 2008, p 102). Gender as a factor that affects mental illness increases the stigma of menta l illness, widens, and deepens the experience of discrimination and injustice, if it is experience by a woman. As such, women become more isolated and left voiceless because socio-political factors have become the instruments that perpetuate her continued oppression and dehumanisation as she suffers from. It is a triple burden that women carry alone and in isolation for, they have become â€Å"the deviant Other which in turn eliminates the possibility of mutuality (Stocker, 2001, p 49). The Woman’s Voiceless Call The life of a woman is permeated by concerns associated with psychiatric disorders, from her menstruation, through her pregnancy, in her post-partum period until her menopause (Kornstein and Clayton 2002). Prejudice and stereotyping are typically associated and created base on the gender

Issues In Researching and Developing Media Projects Research Paper

Issues In Researching and Developing Media Projects - Research Paper Example The portrayal of multicultural aspect of European society commenced during the 1960s in Britain and France with the key motive of creating awareness among the migrant populations regarding the host society’s customs and policies. However, the contemporary media, has a completely reformed agenda, that of assimilating and integrating the migrant and multicultural populations within the predominantly white communities and cater to their needs and demands at par with those of their counterparts. The European mass media, today, through its multicultural approach, largely aims to eliminate or reduce the cultural misunderstandings through representation of culturally diverse communities, as opposed to the historical approach, of merely educating the migrants about the way of life of their host societies. It seeks to eliminate discrimination on the grounds of race, culture or social backgrounds of the individuals and encourage peaceful co-existence through intercultural exchange (Alle yne, 2010). This paper seeks to explore the extent to and manner in which multiculturalism is driven by advertising in different media. For the purpose of this study, various forms of mass media i.e. advertisements, books and films have been analyzed to understand the effect it has on promoting and depicting multiculturalism. The advertisements of popular brands, such as McDonalds, American Airlines, and Dove Real Beauty Campaign among others; the book ‘Londonstani’ by Gautam Malkani; and the film ‘Somers Town’ directed by Shane Meadows are studied, analyzed and discussed to gain a broader understanding of the subject. It concludes that the depiction of multicultural ideologies in the mass media, and advertising has facilitated a greater assimilation of culturally diverse communities and has fostered their identification as significant strata of society which is also a lucrative business

Women, Violence and Mental Illness Essay Example | Topics and Well Written Essays - 1750 words

Women, Violence and Mental Illness - Essay Example The continued exclusion of women as equal to women has become one of the primary factors that have contributed to women’s experience of violence in the home (Sokoloff and Dupont, 2005). Although there is already a rising awareness of violence against women, fact remains that almost a 12.9 million of women have experienced domestic violence in UK (Walby and Allen, 2004). In addition, 44% of victim of domestic violence are involved in more than just one (Dodd et al, 2004) and that women are assaulted by men they know (Walby and Allen, 2004). These data only represent the reported violence committed against women. It is assumed there are still more cases left undocumented because violence is generally perceived as underreported (Flink, Paavilainen, and stedt-Kurki, 2005). In this scenario, the continued experience of violence against women is an attestation of the unremitting struggle of women for inclusion in the public sphere (e.g. Jaggar & Young 2000; Tong 2000). In this conte xt, this study will attempt to address the issue of how socio-political factors influence mental health. Several identified socio-political factors affect mental health.... Intimate partner violence includes physical and sexual violence, threats of violence and psychological and emotional abuse. The perpetrator may be a current or former spouse, boyfriend/girlfriend, or dating partner (Watts and Zimmerman, 2002). Numerous studies have shown that women abused by partners or by other perpetrators are more likely to suffer from depression, anxiety, headache, gynaecological and sexual problems, PTSD, eating and digestive disorders, infections, musculoskeletal disorders, and chronic pain; they are more likely to attempt suicide, to abuse alcohol and legal and illegal drugs (Campbell, 2002; Koss et al., 2003; Krug et al., 2002). Battered women or women suffering from violence are also women subjected to psychological illness or distress. In this situation, women become the â€Å"embodiment of a â€Å"problem† which must be resolved or eliminated† (Tremain, 2008, p 102). Gender as a factor that affects mental illness increases the stigma of menta l illness, widens, and deepens the experience of discrimination and injustice, if it is experience by a woman. As such, women become more isolated and left voiceless because socio-political factors have become the instruments that perpetuate her continued oppression and dehumanisation as she suffers from. It is a triple burden that women carry alone and in isolation for, they have become â€Å"the deviant Other which in turn eliminates the possibility of mutuality (Stocker, 2001, p 49). The Woman’s Voiceless Call The life of a woman is permeated by concerns associated with psychiatric disorders, from her menstruation, through her pregnancy, in her post-partum period until her menopause (Kornstein and Clayton 2002). Prejudice and stereotyping are typically associated and created base on the gender

Tesco Supermarket Supply Chain Essay Example | Topics and Well Written Essays - 2750 words

Tesco Supermarket Supply Chain - Essay Example This paper stresses that  the resilience of the global supply chains and their ability to overcome obstacles continually deliver their core values in the face of disruptions is currently one of the most important concerns in supply chain management. Although the increasingly globalized and interconnected world market has resulted in highly sophisticated supply chains vital for the competitiveness of multinational companies, it has also contributed to development of a highly complex, volatile, uncertain, interlinked and global nature of the supply chains has in increased their vulnerability in many fronts. A recent study conducted by Aon Risk solutions revealed that the percentage of global companies.This essay highlights that many global businesses are currently competing internationally by working with their global suppliers, outsourcing as well as marketing their products world wide. Consequently, with the increasing competiveness of today’s global markets, there is an urg ent need for the optimization of the supply chains through effective management of transportation, product plans, inventory and information flow to enhance customer experience and ultimately improve their competitive advantages.  However, achieving resiliency in the supply chains particularly in the retail industry is a highly complex process that involves integrating key business processes and networks amongst different companies such as producers, suppliers, manufacturers and retailers in an international context.

Different Approaches to Romantic Poetry Essay Example for Free

Different Approaches to Romantic Poetry Essay 1- Introduction For passion or profession, for hobby or obligation, for delight or duty, for this reason or another, one takes his pen and devotes few minutes he steals from time to trace expressive words on paper. I am among many, in ruptures about literature and this study day comes as a golden opportunity to show how much my fancy is caught and how far my love is increased when the heart excitingly beats and the feeling increasingly grow, to ask the self to enjoy a travel by means of distinct words along the path of different ideas for the sake of a visit to some parts of poetical world. Two enquiries draw our attention: which approach to adopt to clear up an idea in mind about this or that line from a poem mostly sounding melodious nevertheless its grasping is a difficult experience that represents a real challenge for most of us?, the second is that criticism with all its schools and theories is a helpful tool to manage in a way or another interpretation and then appreciation of the piece of poetry; but does it with all its complexities dull the meaning, and obstruct any attempt to get it. If so, it gives a tedious attempt to elucidate clumsy verses and anything that is unclear is involuntarily unlovable and of course unrewarding. 2- Poetry and Criticism  It is almost admitted that the poem is an elevated thought expressed in a beautiful way to rouse the emotion and mind of the reader, listener or the poet himself. However it is not usually easy to define a poem if you link any perception of it to Criticism Traditionalists for example do not recognize the talent of any poet unless he can have the capacity to visualize any particularity as universal, any specific to more general and any momentary to eternal; besides he has to have the art to transmit the message of his poem intelligibly to others arousing by that their emotions and stirring up their minds. Joseph Conrad once said that his task through the power of the written word is â€Å"to make you hear, to make you feel, it is above all to make you see† (Christopher Gillie: 38) William Wordsworth from his part insists in  preface of Lyrical Ballads on poets to visualize life more than critics because â€Å"it is the honourable characteristic of Poetry that its materials are to be found in every subject which can interest the human mind. The evidence of his fact is to be sought, not in the writings of Critics, but in those of Poets themselves†. On the other hand, Mathews Arnold disagrees with Wordsworth in the Function of Criticism at the Present Time (1865) when he says â€Å"almost the last thing for which one would come to English literature is just that very thing which now Europe most desires—criticism† The approach in this school focuses mostly on traditional elements such as: diction, sound, imagery, rhetoric, rhythm, genre, stanza, and sentence structure all form organic unity for ,aesthetic purposes and an independent entity sharing relationship with real life and poems may seem transcendental going beyond any expectations. Furthermore this approach insists that poetry is an aesthetic representation of life according to social needs because it is not a private pleasure since it induces in us a response up to the circumstances of the world Modernists rather exclude poetry from being a representation of reality and that is out of social purpose and then detached from historical context because poems are only fiction and uncommon to what is exact and sensible. Henceforward, modernism did not develop traditional poetry but was instead characterized by a deviation from the norms, a rejection of the past, an anti realism using myth, a rejection of conventional plot and a support to individualism and intellectualism, and so writing poetry is cerebral than emotional and it is a work that is open ended and searches to pose questions rather than answering them. All of E.Pound: Hugh Selwyn Mauberly and T.S.Eliot: the waste Land, and W.Stevens: Thirteen Ways of Looking at a Black Bird are good examples of these characteristics. Post modernists from their part gives great importance to the reader response and only for him can the final say of interpretation be referred, Walter Slatoff in his book â€Å"with respect to readers† thinks that no one can deny the effective existence of reader and reading even those who insist on the autonomy of the literary work. (R.Wellek/A.Warren:145). Some views insist on good reading as a quality that â€Å" has nothing necessarily to do with something one writes or says or anything else one does apart from reading† (G.Strickland:6) Post modernists also claim that poems are complex but they create a pattern out of that chaos, that they are trivial and  disheartening but clever pieces and original. Schools of Criticism They are cited as follows âÅ"“ Traditional: it gives information about the writer and his time in order to broaden understanding and meaning. âÅ"“ New Criticism: it highlights the lyric, it detaches the poem from biography or history and directly moves to analysis of diction, imagery, meaning of unfamiliar words âÅ"“ Rhetorical: it focuses the art of persuasion through different arguments, truth evidence. In order to understand the content with great appeal to the reader âÅ"“ Stylistic: great importance is given to the peculiarities of diction and imagery âÅ"“ Metaphorical: a deeper interest to metaphor as part of meaning âÅ"“ Structuralist: clarity is drawn from sociology and anthropology that represent important factors in a given society âÅ"“ Post structuralist: evading organic unity and interdependence âÅ"“ Myth theory: it derives from Northrop Frye placing the poem to categories and sub categories up to the hero’s myth, fall, and enemies âÅ"“ Freudian: a sexual imagery is concerned, struggle for the superego. Oedipus complex âÅ"“ Jungian: recurring poetic images, symbols and imagery as related to patterns from life âÅ"“ Historical: historical context and data are concerned âÅ"“ Biographical: the writer’s psychology and biographic data are concerned âÅ"“ Sociological: include society and social factors in a poem âÅ"“ Political: the different political movements the poet supports âÅ"“ Marxist: a political correctness .i.e. to assess the poem according to the support for workers against capitalist’s exploitation âÅ"“ Moralist: to assess the poem according to religious convictions, tolerance and social justice âÅ"“ Cognitive scientific: relate poems to brain functioning, but it’s an approach that is still in its infancy. 4- Practical Analysis to Shelley’s Ode to the West Wind and Keats’s Ode to a Nightingale in fact in spite of all the complexities of criticism it opens doors to suspect different levels of meaning and significance and if we arte drifted towards confusion out of the many schools of criticism we are as well lucky to have them but selection of which approach to adopt should be made precise and practical and out of my experience in teaching poetry and sometimes writing it. I infer that being eclectic is is the best approach that may serve in a  good way analysis of poems by incorporating several approaches in one article to better approach the poem for the sake of evidence, that can never be easy without truth evidence transmitted in a beautiful performance Bibliograghy 1- Matthew Arnold. The Function of Criticism at the Present Time, Essays in Criticism. London and Cambridge: Macmillan and Co., 1865. Pp. 1-41. 2- C.Gillie. Movements in English Literature 1900-1940, Great Britain: CUP, 1978 3- G.Strickland, Structuralism or criticism, New York: CUP 1985 4- R.Wellek/A.Warren, Theory of Literature, Great Britain, 1978. 5- William Wordsworth, Lyrical Ballads, with a Few Other Poems. London: Printed for J. and A. Arch, 1798. Web Library. WWW.poets.org En.wikipedia.org

MNE Selection Techniques for International Assignments

MNE Selection Techniques for International Assignments Chapter1 Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. 1.1 Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. 1.2 Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. 1.3 Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. 1.4 Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. 1.5 Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. 1.6 Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 1.7 Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. 1.8 Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. 1.9 Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System 1.10 Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). 1.11 Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. 1.12 Culture: (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ 1.13 Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars Turner 1997, pg 157-181) 1.14 Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows 1.15 Hofstede’s four dimensions (1967-1973): Gooderham Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. 1.16 Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. 1.17 Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 Literature Review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 2.1 Selection: Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to Dessler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 2.2 Expatriate selection: According to (Dowling, Welch, Schuler, 1999, pg: 154) Multinationals take great care in their selection process, however predicting future performance potential of the concerned staff is challenging at the best of times especially operating in foreign environments adds another level of uncertainty. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going (Baruch 2005, pg 129). 2.3 Importance of an Expatriates and International Assignments: The world is globalizing very rapidly and change has become necessary for the organization to survive and to gain competitive advantage internationally. According to Harris and Brewster, 1999. The rapidly globalizing world has increased the need for the international assignments and many of the organizations started considering international management experience for the top management. So the international assignments are becoming an important part for the success of an organization to gain competitive advantage. As discussed by Chen, Tzeng Tang, 2005 that organizations internationalize their operation to gain success and to increase its market value internationally and for this purpose an organization needs effective expatriate who can perform its task properly. In this new era the importance of expatriate has increased because expatriates are the ones who can give an organization proper international exposure and make the organization successful. 2.4 Selection Process: One of the most studied areas for the expatriate selection is the selection process of the expatriate. The selection of expatriate has always been difficult procedure for the multinational organizations. Swaak quotes one HR executive who said. â€Å"My job is to find people in a hurry.† So this system is highly crisis-oriented and unsophisticated. Swaak , 1995. Further confirming the problems for the nature of the selection process Still and Smith (1997) report the results of Australian research, which shows that there were a number of different ways through which expatriates were selected. They studied that the most impressive and important form of selection or evaluation of the expatriate was recommendation of the person by the line manager including chief executive officer or specialist persons. Mostly expatriates in the multinational organizations in a knee-jerk reaction to the need to fill a new or unexpected vacancies overseas. Actually there are well informed intercultural trainers or a good HR professional who selects the expatriates but basically it is HR department within multinational organization who selects the expatriate finally. Managements choose the most technical and competent candidates which makes the expatriates successful internationally. (Shilling, 1993 pg 58). 2.5 Types of selection Process: Psychometric Tests Assessment Centers Coffee machine system 2.5.1 Psychometric Tests: According to Passmore, 2008 Psychometrics are the widely used testing method for the selection of the employee and personal development. The psychological test is always important for the selection of the employee especially for the selection of an international manager. According to the validity of psychological tests is disputed. According to Sparow and Brewster (2007) the psychologists the variation between the different natured job test is very small (Schmidt and Hunter , 1998). According to a survey done by The Graduate Recruitment in 2007 two third or about 67 percent of 219 respondents surveyed said that the results of psychometric test had some influence on recruiting and selection decisions, and 24 percent said that it has strong influence, and only 2 percent said that these test does not have any influence. So the above figure shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests in different cultural contexts, either in a single country or different countries. Now a day the demand of cross cultural assessment test is increasing due to the increasing factor of globalization to gain competitive advantage in international market. According to Mendenhall and Oddou, 1985 one of the important option for evaluating the selection process is the use of psychological tests and evaluation dvices. There are number of instruments available to measure the stress level of an individual. Figure: 2.1 (Source: article by Jonathan Passmore, Bread and butter â€Å"How to use psychometrics for coaching†) In figure 2.1 the real importance of psychometric test is shown. Psychometric tests are reliable that the selected person will be the one on whom one can rely. And obviously these kinds of tests are valid for any kind of job. The most important point in this test is that it does not include any biasness and the selectors cannot show the biasness while selecting on the basis of psychometric tests. These tests are also standard for different jobs. So all the above mentioned qualities and factors involve in the psychometric tests. In other words one can say that almost all the abilities present in an individual’s mind can be noticed, and the end result will always ends up in the right selection of expatriate. 2.5.2 Assessment Centre: As the assessment centers are considered to be one of the best selection techniques so according to Sparow and Brewster assessment centers will be the best idea as a selection technique to assess the competency of international managers. This is rarely the case, however. According to sparrow (1999) Even where assessment centers are used to select the managers in international settings, the key cross cultural assessment centers seems to be to design the assessment process so that it is very adaptable to local environment in which it will be operated. So there is need of cross culture assessment centers in which international managers can be assessed accordingly with the changing environment. Krause and Gebert (2003) have done study on international literature on the conception, operation and evaluation of assessment centers. He examined 281 German firms whose language was German and he compares them with the previously studied firms of United States of America. Study showed that both the American and German firms use the assessment centers but the purpose of some of them was different from the basics. For example the competencies assessed for job analysis might be identified through the use of interviews with job incumbents in 79% of US firms and only 39% of German firms. Most of the German firms rely on interviews for the selection of international managers or expatriates. so the assessment centers are considered to be an important process for expatriate selection. 2.5.3 Coffee Machine System This system was the idea of Harris and Brewster (1999) the key findings of the study show the reality of the selection process for expatriate selection in the organizations. In many organizations the selection process falls under what we call ‘coffee machine system’ and this system is the most common form of expatriate selection. What happens is that the senior line manager is standing by the coffee machine when he/she is joined by the colleague: ‘How’s it going?’ ‘Oh, you know, overworked and underpaid.’ Actually Jimmy in Mumbai has just fallen ill and is being flown home. I don’t know who I can choose to work over there at very short notice of time. It is driving me crazy. ‘Have you met Simon on the fifth floor?’ he is working in the same line of work. He is very good and bright and looks like going a long way. He was telling me that he and his wife had great holiday in Goa a couple of years ago. He seems to like India. Could be worthy to speak to him. Hey, thanks I will check and speak to him. ‘No problem. They don’t seem to be able to improve this coffee though, do they?’ What happen in the organization next is that the manger will take some decision and will have informal discussion with his seniors about Simon and then that man will be called and interviewed and selected for the required position. Accordingly HR department and financial department will be involved in the process and the formal and systematic process will be started. This method is rarely used in the organizations in particular cases when there is an urgent need to fill the position of expatriate. 2.6 Niche Assessments According to Bolt (2008 ) Many assessment venders specialize in certain niches and offer off-the-shelf products to meet clients’ testing needs. However, vendors can find such persons or individuals for the company who can fit in the organizations new environment and can coop with the new organization’s culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individual’s abilities and competencies. 2.7 Factors involved in selection Process: There are number of factors which affect the performance of expatriate. Dowling, Welch, Schuler, (1999) recognised some of the important and most affective factors and these are the factors which involved to determine an appropriate expatriate selection process. All the factors are shown in a model below. Cross-cultural Suitability MMNE requirements SELECTION DECISION FFamily requirements LLanguage TTechnical Ability CCountry-cultural requirement Figure: 2.2 Source: (Factors in expatriate selection, pg 77 Dowling, Welch, Schuler, 1999). Figure 2.2 shows the factors which are required for an expatriate each of the above mentioned factors is discussed in detail below. 2.7.1 Technical Ability: According to Hays, 1971 All expatriates are assigned abroad to complete some task weather its building a dam, running some business, or teaching it all depends on the personal technical ability to perform that task. Obviously it is important to consider the individuals’ personal ability to perform the required task assigned to the expatriate. So in selection it is another important area which needs to look at. Different research findings show that the multinational organization give a lot of importance to the technical abilities of the individuals going abroad for international assignments at the time of their selection. According to Harvey and Novicevic,(2001) that technical and functional expertise has been the primary criterion for selecting expatriate managers for assignments. Hixon found that the selection was based on technical ability and willingness to reside abroad. If the individual is selected without keeping in view its technical ability. It can create the big problems for the multinational organizations to complete its related task or assignment. Reinforcing the emphasis on technical skills is the relative ease with which the multinational may assess the potential candidate’s potential, since technical and managerial competence can be determined on the basis of past performance of the individual who is going to be selected as expatriate. In fact domestic selection cannot be equal to the international selection but person can be selected on the basis of past domestic records which he has performed domestically as the basic criteria is always the same in all the multinational organizations so on the basis of past abilities there should not be any problem for the organizations to select the expatriates. This approach is also found by Foster and Johnsen,(1996) who report the results of the research into the expatriate selection practices for the newly internationalized UK organizations which shows that organizations keep in view the technical skills, and previous domestic records while selecting expatriate for international assignments. 2.7.2 Cross Cultural Suitability: The environment and the culture where an expatriate is going is an important factor for an expatriate. So the selectors of the expatriates should always consider the factor of culture for the expatriate. Although these factors does not guarantee for an expatriate for his successes but if these factors are not considered it can lead it towards the failure of expatriate. If the culture is considered then it is always important to study the Hofsted’s dimensions for cross culture and Trompenaar’s dimensions so these researches are explained in detail as follows. 2.7.3 Culture: Culture is always important for any expatriate selection, so it is very necessary for HR managers and selectors to keep the factor of culture in view while selecting expatriate for international assignments. There have been a lot of studies on culture and there are a lot of different definitions of culture some of them are given below. (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down from one generation to the next.’’ The life style of people living in the society is called culture it includes the social, economical, political, religious, life style of the individuals in the country. According to Drennan, 1992 â€Å"whatever is going around is called culture.† Culture is the way of life of a group of people. There are obvious differences between the different cultures such as language, dress, religion, beliefs, and behaviours of the people, and there are also implicit differences between the two cultures such as in values, assumptions about how things should be. so these different degrees of explicitness are often called the culture.(ScullionLinehan,2005). So the culture is very important factor for the selection of expatriate because the individuals move from one culture to another culture for the completion of their assignment. 2.7.4 Hofstede’s Cultural Dimensions Greet Hofstede’s culture’s consequences (1980, 2001) explores the differences in thinking and social action at the country level between members of 50 nations and three regions. Hofstede originally used IBM employees’ answers to company attitude survey conducted twice, around 1968 and 1972. The survey generated more than 116,000 questionnaires with the number of respondents used in the analysis being approximately 30,000 in 1969 and 41000 in 1973. Hofstede identified and validated four cultural dimensions from respondents patterned answers. For each dimension, he presented possible origins as well as predictors and consequences for management behavior. Hofsted’s four dimensions are as follows Power Distance Uncertainty Avoidance Individualism versus Collectivism Masculinity versus Femininity Another dimension which is fifth dimension presented by Michael Bond is Long term versus Short term Orientation was subsequently developed from a research to accommodate non-western orientations and has been adopted from the Chinese Culture Connection study. Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. It refers to the relationship between supervisors and subordinates. It reflects the extent to which the less powerful members of organisations expect and accept that power is distributed unequally. In organisations an illustration of a high power distance score is generally represented as a highly vertical hierarchical pyramid. Subordinates are often told or ordered about a particular task but they are not normally entitled to discuss the decision made by the top management so basically the meaning of power distance is that higher the person in hierarchy the more difficult will be this person to approach. So there are some barriers for that person to see their top management. The barriers can be of different ways like the person barriers or the employee is not allowed to see the top manager or they are not allowed to attend the high managerial level meetings in which decisions are made. So basically power distance shows the distance between a supervisor and his employee. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. According to Hofsted the extent to which the members of a culture feel threatened by uncertain or unknown situations. He argued that high uncertainty avoidance is expressed for example by a company’s need for regulations which tends to minimize in the behaviour of its employees. Company rules are such thing which cannot be broken by the employees even if he think that breaking the rule is in company’s best interest in such sort of environment the work stress is more and uncertainty avoidance is high. On the other hands if the employees are less affected by uncertainty is called low uncertainty avoidance. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Hofsted ask the IBM individuals that how important is to keep in view his work goals rather than the organisation. If there is preferred work goals stress dependence on organisation. For example good physical working condition, good ventilation enough space individualism in the work place can be seen. Collectivism can be seen in preference of collective organis MNE Selection Techniques for International Assignments MNE Selection Techniques for International Assignments Chapter1 Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. 1.1 Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. 1.2 Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. 1.3 Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. 1.4 Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. 1.5 Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. 1.6 Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 1.7 Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. 1.8 Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. 1.9 Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System 1.10 Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). 1.11 Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. 1.12 Culture: (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ 1.13 Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars Turner 1997, pg 157-181) 1.14 Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows 1.15 Hofstede’s four dimensions (1967-1973): Gooderham Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. 1.16 Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. 1.17 Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 Literature Review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 2.1 Selection: Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to Dessler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 2.2 Expatriate selection: According to (Dowling, Welch, Schuler, 1999, pg: 154) Multinationals take great care in their selection process, however predicting future performance potential of the concerned staff is challenging at the best of times especially operating in foreign environments adds another level of uncertainty. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going (Baruch 2005, pg 129). 2.3 Importance of an Expatriates and International Assignments: The world is globalizing very rapidly and change has become necessary for the organization to survive and to gain competitive advantage internationally. According to Harris and Brewster, 1999. The rapidly globalizing world has increased the need for the international assignments and many of the organizations started considering international management experience for the top management. So the international assignments are becoming an important part for the success of an organization to gain competitive advantage. As discussed by Chen, Tzeng Tang, 2005 that organizations internationalize their operation to gain success and to increase its market value internationally and for this purpose an organization needs effective expatriate who can perform its task properly. In this new era the importance of expatriate has increased because expatriates are the ones who can give an organization proper international exposure and make the organization successful. 2.4 Selection Process: One of the most studied areas for the expatriate selection is the selection process of the expatriate. The selection of expatriate has always been difficult procedure for the multinational organizations. Swaak quotes one HR executive who said. â€Å"My job is to find people in a hurry.† So this system is highly crisis-oriented and unsophisticated. Swaak , 1995. Further confirming the problems for the nature of the selection process Still and Smith (1997) report the results of Australian research, which shows that there were a number of different ways through which expatriates were selected. They studied that the most impressive and important form of selection or evaluation of the expatriate was recommendation of the person by the line manager including chief executive officer or specialist persons. Mostly expatriates in the multinational organizations in a knee-jerk reaction to the need to fill a new or unexpected vacancies overseas. Actually there are well informed intercultural trainers or a good HR professional who selects the expatriates but basically it is HR department within multinational organization who selects the expatriate finally. Managements choose the most technical and competent candidates which makes the expatriates successful internationally. (Shilling, 1993 pg 58). 2.5 Types of selection Process: Psychometric Tests Assessment Centers Coffee machine system 2.5.1 Psychometric Tests: According to Passmore, 2008 Psychometrics are the widely used testing method for the selection of the employee and personal development. The psychological test is always important for the selection of the employee especially for the selection of an international manager. According to the validity of psychological tests is disputed. According to Sparow and Brewster (2007) the psychologists the variation between the different natured job test is very small (Schmidt and Hunter , 1998). According to a survey done by The Graduate Recruitment in 2007 two third or about 67 percent of 219 respondents surveyed said that the results of psychometric test had some influence on recruiting and selection decisions, and 24 percent said that it has strong influence, and only 2 percent said that these test does not have any influence. So the above figure shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests in different cultural contexts, either in a single country or different countries. Now a day the demand of cross cultural assessment test is increasing due to the increasing factor of globalization to gain competitive advantage in international market. According to Mendenhall and Oddou, 1985 one of the important option for evaluating the selection process is the use of psychological tests and evaluation dvices. There are number of instruments available to measure the stress level of an individual. Figure: 2.1 (Source: article by Jonathan Passmore, Bread and butter â€Å"How to use psychometrics for coaching†) In figure 2.1 the real importance of psychometric test is shown. Psychometric tests are reliable that the selected person will be the one on whom one can rely. And obviously these kinds of tests are valid for any kind of job. The most important point in this test is that it does not include any biasness and the selectors cannot show the biasness while selecting on the basis of psychometric tests. These tests are also standard for different jobs. So all the above mentioned qualities and factors involve in the psychometric tests. In other words one can say that almost all the abilities present in an individual’s mind can be noticed, and the end result will always ends up in the right selection of expatriate. 2.5.2 Assessment Centre: As the assessment centers are considered to be one of the best selection techniques so according to Sparow and Brewster assessment centers will be the best idea as a selection technique to assess the competency of international managers. This is rarely the case, however. According to sparrow (1999) Even where assessment centers are used to select the managers in international settings, the key cross cultural assessment centers seems to be to design the assessment process so that it is very adaptable to local environment in which it will be operated. So there is need of cross culture assessment centers in which international managers can be assessed accordingly with the changing environment. Krause and Gebert (2003) have done study on international literature on the conception, operation and evaluation of assessment centers. He examined 281 German firms whose language was German and he compares them with the previously studied firms of United States of America. Study showed that both the American and German firms use the assessment centers but the purpose of some of them was different from the basics. For example the competencies assessed for job analysis might be identified through the use of interviews with job incumbents in 79% of US firms and only 39% of German firms. Most of the German firms rely on interviews for the selection of international managers or expatriates. so the assessment centers are considered to be an important process for expatriate selection. 2.5.3 Coffee Machine System This system was the idea of Harris and Brewster (1999) the key findings of the study show the reality of the selection process for expatriate selection in the organizations. In many organizations the selection process falls under what we call ‘coffee machine system’ and this system is the most common form of expatriate selection. What happens is that the senior line manager is standing by the coffee machine when he/she is joined by the colleague: ‘How’s it going?’ ‘Oh, you know, overworked and underpaid.’ Actually Jimmy in Mumbai has just fallen ill and is being flown home. I don’t know who I can choose to work over there at very short notice of time. It is driving me crazy. ‘Have you met Simon on the fifth floor?’ he is working in the same line of work. He is very good and bright and looks like going a long way. He was telling me that he and his wife had great holiday in Goa a couple of years ago. He seems to like India. Could be worthy to speak to him. Hey, thanks I will check and speak to him. ‘No problem. They don’t seem to be able to improve this coffee though, do they?’ What happen in the organization next is that the manger will take some decision and will have informal discussion with his seniors about Simon and then that man will be called and interviewed and selected for the required position. Accordingly HR department and financial department will be involved in the process and the formal and systematic process will be started. This method is rarely used in the organizations in particular cases when there is an urgent need to fill the position of expatriate. 2.6 Niche Assessments According to Bolt (2008 ) Many assessment venders specialize in certain niches and offer off-the-shelf products to meet clients’ testing needs. However, vendors can find such persons or individuals for the company who can fit in the organizations new environment and can coop with the new organization’s culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individual’s abilities and competencies. 2.7 Factors involved in selection Process: There are number of factors which affect the performance of expatriate. Dowling, Welch, Schuler, (1999) recognised some of the important and most affective factors and these are the factors which involved to determine an appropriate expatriate selection process. All the factors are shown in a model below. Cross-cultural Suitability MMNE requirements SELECTION DECISION FFamily requirements LLanguage TTechnical Ability CCountry-cultural requirement Figure: 2.2 Source: (Factors in expatriate selection, pg 77 Dowling, Welch, Schuler, 1999). Figure 2.2 shows the factors which are required for an expatriate each of the above mentioned factors is discussed in detail below. 2.7.1 Technical Ability: According to Hays, 1971 All expatriates are assigned abroad to complete some task weather its building a dam, running some business, or teaching it all depends on the personal technical ability to perform that task. Obviously it is important to consider the individuals’ personal ability to perform the required task assigned to the expatriate. So in selection it is another important area which needs to look at. Different research findings show that the multinational organization give a lot of importance to the technical abilities of the individuals going abroad for international assignments at the time of their selection. According to Harvey and Novicevic,(2001) that technical and functional expertise has been the primary criterion for selecting expatriate managers for assignments. Hixon found that the selection was based on technical ability and willingness to reside abroad. If the individual is selected without keeping in view its technical ability. It can create the big problems for the multinational organizations to complete its related task or assignment. Reinforcing the emphasis on technical skills is the relative ease with which the multinational may assess the potential candidate’s potential, since technical and managerial competence can be determined on the basis of past performance of the individual who is going to be selected as expatriate. In fact domestic selection cannot be equal to the international selection but person can be selected on the basis of past domestic records which he has performed domestically as the basic criteria is always the same in all the multinational organizations so on the basis of past abilities there should not be any problem for the organizations to select the expatriates. This approach is also found by Foster and Johnsen,(1996) who report the results of the research into the expatriate selection practices for the newly internationalized UK organizations which shows that organizations keep in view the technical skills, and previous domestic records while selecting expatriate for international assignments. 2.7.2 Cross Cultural Suitability: The environment and the culture where an expatriate is going is an important factor for an expatriate. So the selectors of the expatriates should always consider the factor of culture for the expatriate. Although these factors does not guarantee for an expatriate for his successes but if these factors are not considered it can lead it towards the failure of expatriate. If the culture is considered then it is always important to study the Hofsted’s dimensions for cross culture and Trompenaar’s dimensions so these researches are explained in detail as follows. 2.7.3 Culture: Culture is always important for any expatriate selection, so it is very necessary for HR managers and selectors to keep the factor of culture in view while selecting expatriate for international assignments. There have been a lot of studies on culture and there are a lot of different definitions of culture some of them are given below. (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down from one generation to the next.’’ The life style of people living in the society is called culture it includes the social, economical, political, religious, life style of the individuals in the country. According to Drennan, 1992 â€Å"whatever is going around is called culture.† Culture is the way of life of a group of people. There are obvious differences between the different cultures such as language, dress, religion, beliefs, and behaviours of the people, and there are also implicit differences between the two cultures such as in values, assumptions about how things should be. so these different degrees of explicitness are often called the culture.(ScullionLinehan,2005). So the culture is very important factor for the selection of expatriate because the individuals move from one culture to another culture for the completion of their assignment. 2.7.4 Hofstede’s Cultural Dimensions Greet Hofstede’s culture’s consequences (1980, 2001) explores the differences in thinking and social action at the country level between members of 50 nations and three regions. Hofstede originally used IBM employees’ answers to company attitude survey conducted twice, around 1968 and 1972. The survey generated more than 116,000 questionnaires with the number of respondents used in the analysis being approximately 30,000 in 1969 and 41000 in 1973. Hofstede identified and validated four cultural dimensions from respondents patterned answers. For each dimension, he presented possible origins as well as predictors and consequences for management behavior. Hofsted’s four dimensions are as follows Power Distance Uncertainty Avoidance Individualism versus Collectivism Masculinity versus Femininity Another dimension which is fifth dimension presented by Michael Bond is Long term versus Short term Orientation was subsequently developed from a research to accommodate non-western orientations and has been adopted from the Chinese Culture Connection study. Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. It refers to the relationship between supervisors and subordinates. It reflects the extent to which the less powerful members of organisations expect and accept that power is distributed unequally. In organisations an illustration of a high power distance score is generally represented as a highly vertical hierarchical pyramid. Subordinates are often told or ordered about a particular task but they are not normally entitled to discuss the decision made by the top management so basically the meaning of power distance is that higher the person in hierarchy the more difficult will be this person to approach. So there are some barriers for that person to see their top management. The barriers can be of different ways like the person barriers or the employee is not allowed to see the top manager or they are not allowed to attend the high managerial level meetings in which decisions are made. So basically power distance shows the distance between a supervisor and his employee. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. According to Hofsted the extent to which the members of a culture feel threatened by uncertain or unknown situations. He argued that high uncertainty avoidance is expressed for example by a company’s need for regulations which tends to minimize in the behaviour of its employees. Company rules are such thing which cannot be broken by the employees even if he think that breaking the rule is in company’s best interest in such sort of environment the work stress is more and uncertainty avoidance is high. On the other hands if the employees are less affected by uncertainty is called low uncertainty avoidance. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Hofsted ask the IBM individuals that how important is to keep in view his work goals rather than the organisation. If there is preferred work goals stress dependence on organisation. For example good physical working condition, good ventilation enough space individualism in the work place can be seen. Collectivism can be seen in preference of collective organis