Interpretation and analysis of a child's development Case Study

Interpretation and analysis of a child's development - Case Study Example tion seem to be improving because she is better at putting together simple puzzles and drawing shapes; however, she is yet to improve on the coordination with pouring liquids because some spills. Lily is able to hold crayons with her fingers rather than her fist; besides, she is able to dress and undress with little help. Lily is much nimble because at this stage in her development she is able to handle small objects, use age-appropriate scissors and draw a person with at least four body parts that are essentially a face two stick legs and arms (Educator observation notes, 2013; Educator Video recording, 2013; Educator audio recording, 2013). Cognitive development At her age, Lily is able to communicate clearly in sentence of 5 to 6 words or even in complete sentences and even tell stories. Lily is able to ask many questions and she is even able to correctly name familiar colours, understand the concept of different and count and comprehend the concept of counting. She has a vocabula ry of several words, acts out social encounters in play activities, she understands her name and gender and she is able to share and engage in cooperative play. She is imaginative and talks to the toys and imitates what she sees around her, she begins to make friends outside her immediate family because she is able to communicate with playmates; hence, she shows enjoyment in engaging in such activities. Through her associative play, she begins to share with other children and playing with Alfie who is her age mate helps in establishing socialization skills. Cognitive learning in Lily involves not only learning the alphabet and counting but also absorbing information, asking questions, processing and understanding. Lily has a good grasp of language and can say and understand hundreds of... In the study, Lily is able to speak and be understood at least half the time and she is capable of carrying out a conversation of 2-3 sentences. The video of the water play shows that the girl is anxious to learn new things, full of enthusiasm and energy and does things alone. This assessment of Lily aims at assessing her physical development, cognitive development and social and emotional developmental with regard to development theory, milestones and curriculum documents in the area. Moreover, the assessment also offers recommendations for the identified needs of the child in focus based on the various ways educators can help in enhancing effective brain development in children. The child can learn about herself and construct her identity within the context of the family and community, which correlates with Vygotsky’s theory. This involves her relationship with people, places and things as well as actions and responses of others because identity is never fixed but shaped by experiences. When the child has positive experiences she is able to develop the understanding that she is significant and respected and develops a sense of belonging. In early childhood, a child develops a common sense of fitting in when she feels acknowledged, creates attachments and trusts individuals who care for her, which is in line with Bandura’s socio-economic theory.

Prostitution Essay Example | Topics and Well Written Essays - 1250 words

Prostitution - Essay Example Geishas, hetaeras, and nowadays escort boys and girls remain true to their profession. Reasons for different people are various: at first, there is a certain type of power and connections a prostitute may receive while â€Å"communicating† with people; according to words of madam - girls in sex industry are correlated to success, treated very well and receive a generous compensation for their time. Clients could have remained friends with some of them and would send them money for bills or education. So-called girls could make over $10,000 per week for a couple of nights (Davis). â€Å"The most Ive ever made is  £30,000 in a month† - tells a host, Josh Brandon, from London. The other reason is a decent payment and acceptable schedule, of which not so many other works can boast, "Working in a bar was just no good - too much work and not enough money," - Tommy says (Magazine). Also, it is clear, that legal prostitutes take their job seriously and cautiously in both fina ncial and health issues. It is stated, that prostitutes are often more aware of safe sex than average people, and their work is scheduled, has a rate and is bound with solving legal financial and social issues - as any other job. Government also can receive profit from prostitution, under the condition it’s being legal. â€Å"Germany legalized prostitution in 2002, creating an industry now thought to be worth 16bn euros a year† (Reed). Although prostitution is illegal everywhere in America except Nevada, old figures put its value at $14 billion annually nationwide; surely an underestimate. More recent calculations in Britain, where prostitution is legal but pimping and brothels are not, suggest that including it would boost GDP figures by at least  £5.3 billion ($8.9 billion) ("A personal choice"). Actual profit is received not only in financial, but also in

Answer Questions Essay Example | Topics and Well Written Essays - 2000 words - 1

Answer Questions - Essay Example A quoted firm can seek to grow its capital as an investment. Therefore, purchase of other organisations and seeking to produce more products, as well as enlarging the market share falls under this investment. When a listed company purchases another company, it increases its earnings through this investment. Listed private companies engage in this kind of investment because, they do not have to distribute the money back to the limited partners after a specified period of time (Cumming, 2010, p.56). A listed company that has already offered its shares in, through the stock market, can seek additional capital through a rights issue. Therefore, a listed company offers a rights issue to raise more finance, because its shares are already listed in the stock exchange. Rights issues are regarded by the stock exchange as the fairest activity to existing shareholders. Therefore, a company’s management can decide to allow shareholders to purchase additional stocks in the proportion to their current holdings. When an organisation wants money to expand its operations, it may opt to offer a rights issue. Members who are not willing to take up the rights issue can sell their right in the market so as to avoid losses resulting from dilution. It should be noted that a rights issue leads to an increase in the number of shares of a company, leading to dilution. Listed companies can also offer preference shares as a source of finance. The issue of preference shares enables a company to raise long-term finance. Preference shareholders provide finance to a listed company, while they get shares in return. A fixed dividend is to be earned by any shareholder who owns a preference share in a listed company. It is impossible for these types of stockholders to be engaged in decision making through voting. They do not participate in retained earnings, and this is advantageous to a listed company, because presence of preference shareholders does not threaten

Differences Between Colonies Essay Example for Free

Differences Between Colonies Essay Differences between colonies: Religious: The Pilgrims who settled at Plymouth were Puritans vs. Anglicans at Jamestown. Plus, Plymouth was founded for religious reasons while Jamestown was founded for economic reasons. Dont get me wrongreligion was critical for both groups but the Puritans left England because they were religious outcasts while the settlers at Jamestown were there for economic benefit and had investors. Labor: Jamestown was initially settled under martial law and the military played a significant role (especially in terms of governance) within the colony while the military presence for Plymouth was more of militia and didnt grow until the colony spread beyond Plymouth. Social: More swamps, longer warm-weather seasons meant more mosquitoes in Virginia. The English settlers there came primarily from swampy areas of the UK and had been exposed to malaria previously. New research on the settlement suggests that one reason the settlers werent attacked and anhiliated by Indians (and why their numbers retreated back into the forests) was the sudden onset of malaria (a disease that did not exist in this part of the New World prior to the appearance of the English). But the settlers in Plymouth came to an area that had been devastated by disease earlier (thus wiping out most of the indigenous peoples). Life was hard for both colonies. But the puritans in Plymouth were more of a culture of cooperation and sharing which helped ease relations with the Indians and allowed them to weather the longer winters in NE better than the more mercenary nature of the Jamestown settlers. French Indian War: The conflict was first a world war. England did not focus all it;s might on the war and left much of the fighting to the colonists. This taught the Americans that the mother country wasnt always going to be there to save them. Communication between America and England was at the pace of a sailing ship. One could send a message but months could pass before an answer was received. It was very clear that the Americans were fighting the war pretty much on their own. Directions and help were a long time coming. Once the wars was over, the Colonists saw lands to the West to be open for settlement. Most of the colonies had charters granting them land all the way to the Pacific. The new lands were also seen as a reward for winning the war. The Proclamation of 1763 closed the new lands to  settlement. The Americans saw this as a absent ruler that didnt have a grasp on the needs of the Americans and the proclamation as a hardship. The English saw it as a way to keep peace with the Native Americans and not have to continue to fight a war in America. Finally the British government was deeply in debt. They saw the colonies as a revenue source. After all England had just fought a world war and saved the colonies from the French and Indians. They that were protected during the war should help pay for it. Long unused laws were enforced and new taxes added. The Americans saw this as more British heavy handedness. The Colonists had founght the war, mostly on their own, They had suffered loses, and now were both being blocked from westward expansion but were being taxed without having any say in the matter. TeaParty: Political That was the year the British enacted the Proclamation of 1763, which made it illegal for colonists to settle west of the Appalachian Mountains. Economic The British also enacted the Currency Act in 1763, that law made it illegal for the colonists to make their own money. Both of these were done as a means for the British to gain more control of the colonists and this greatly upset the colonists. 1763 was the year the colonists started to realize they would be better off being independent of Britain and it sowed the seeds of revolution. The British responded to the Boston Tea Party by making th Intolerable Acts which closed the Boston Ports and destroyed the Massachusetts government. Articles: There was no foreign policy, and states printed their own currency. The federal government could not tax; there was no Federal Army, no judicial system, and a lack of national compulsive power over states. It was a weak alliance, it needed approval from 9 of all 13 states to be amended, no executive or judicial branch, only a one house congress where every state had 1 vote. It couldnt regulate interstate trade, impose taxes, or coin money. They also had no leader to run the country.

Women in the Nineteenth Century Essay Example for Free

Women in the Nineteenth Century Essay Contributions to Psychology: Dr. Gilbreth was one of those rare breed of individuals who achieved widespread acclaim in more than one discipline, psychology and engineering. Dr. Lillian Gilbreth and her husband Frank (who never went to college) created the field of time and motion study. Although her doctorate was in psychology, she managed to blaze paths in engineering where she achieved many firsts and in psychology. Dr. Gilbreths brought and recognition of the importance of psychology to the work place and was the first person to integrate psychological concepts into industrial management, but she achieved as many, perhaps more accolades and honors in engineering as in psychology. Dr. Gilbreths ideas were not widely adopted during her lifetime (Maisel, Merry and Laura Smart, 1997), but she managed to blaze a path that management would follow in the future. Frank focused on the technical aspects of worker efficiency and Lillian focused on the human, psychological aspects such as the importance of job satisfaction, worker fatigue, direct and indirect incentives to motivate workers towards greater productivity and efficiency. (Maisel, Merry and Laura Smart, 1997) Ultimately, their work on worker motions was combined with Frederick Taylor’s work on techniques of time efficiency in the workplace. This combination evolved into time and motion studies, or time-motion studies, that improve workplace efficiency by reducing the number of motions used to perform a task. Passing: Dr. Gilbreth picked up her husbands banner which by then had also become her own and continued the pursuit of methods to improve the efficiency of business for nearly five decades after his death. She remained active and worked tirelessly well into her 80s. She was successful in pursuing a career while simultaneously leading a good married and family life until her passing at the age of 92. She was so successful at what she did that in 1944, the California Monthly called her a genius in the art of living. During her lifetime, Dr.   Gilbreth achieved a lot, won many accolades and awards and managed to leave an admirable legacy of accomplishments to inspire others. Lillian Gilbreth died on January 2, 1972 at the age of 94 in Phoenix, Arizona. Summary and Conclusion: Frank and Lillian Gilbreth are the American industrial psychologists who are credited with inventing the field of time and motion study. Today, perhaps they are best known best known through the biographical 1950 film and book Cheaper by the Dozen written about their family life and their large family. Their impact on business and increasing productivity and efficiency in the workplace was tremendous. In their analysis, each task in the workplace is analyzed by recording the therblig units used in a motion and optimizing the motion. Frank and Lillian worked together briefly as a team from their marriage in 1904 until his untimely death in 1924. Then, Dr. Gilbreth picked up the banner alone and continued to bear it and refine it. She lectured and taught engineering at institutions around the US and elsewhere. Today, Dr. Gilbreth and her husband Frank are recognized pioneers in the field of time and motion study and workplace efficiency. References: Burki, Mary Ann Mason, (1997). Women in the Nineteenth Century as Seen through History and Literature. The History Teacher. Feb. , 1975: 193+. JSTOR. U of L Library. March 22, 2005. http://www. jstor. org Carey, Ernestine G. , and Frank B. Gilbreth, Jr. (1948, 1963). Cheaper by the Dozen, New York, NY: Crowell. Carey, Ernestine G. , and Frank B. Gilbreth, Jr. (1950). Belles on Their Toes, New York, NY: Crowell.

Selection Process for Expatriates

Selection Process for Expatriates 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 expatriates 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 confirms 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 shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests i n 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 devices. There are number of instruments available to measure the stress level of an individual. In 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. 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 individuals 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: ‘Hows it going? ‘Oh, you know, overworked and underpaid. Actually Jimmy in Mumbai has just fallen ill and is being flown home. I dont 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 dont 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 organizations culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individuals 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. 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) 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 candidates 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 pr evious domestic records while selecting expatriate for international assignments. 2.7.2Cross 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 Hofsteds dimensions for cross culture and Trompenaars 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 Hofstedes Cultural Dimensions Greet Hofstedes cultures 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. Hofsteds four dimensions are as follows 1. Power Distance 2. Uncertainty Avoidance 3. Individualism versus Collectivism 4. 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 up to which extend a society expects and 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 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 m anagerial 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 companys 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 companys 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 organisation. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. Males tend to express preferences for assertiveness recognition when doing good job. On the other hand females prefer the aspect of interpersonal work. Michele Bonds Research about cultural dimensions: Another dimension which is mentioned above is Long-term versus Short -term Orientation. In 1987 a questionnaire was developed by Michele bond with the project Chinese Culture Connection (CCC). He developed a questionnaire representing fundamental and basic values of Chinese people. This questionnaire was then given to the students of 23 Asian and non Asian countries. The statistical analysis developed four different dimensions. Three out of four were same as it was of Hofsteds the fifth was different from Hofsted. 2.7.5 Trompenaars and Hampden-Turner Like Hofsted Trompenaar also studied different dimensions of cultures. According to him different culture deals with different universal problems. He proposed three problems which are as follows 1. Social Interaction 2. Passage of time 3. Relationship to the Environment These cultural dimensions describe the characteristics that each culture provides an answer to three fundamental problems. In multinational and international organizations cultural dimensions will be based on the the responses of the managers. The dimensions found by the Tropenaar and Hampden is discussed in detail as below. 2.7.6 Trompennars Cultural Dimensions The Trompenaars cultural dimensions are discussed as follows. Neutral versus Affective: This dimension is particularly based on the certain situation. Trompenaar measured this dimension with the particular question which was how would you behave if you face any problem at work and you feel upset about it? Would you express your feelings openly before other peoples? The answers and responses were different from different countries. The resulting cultural dimension tells us that in particular countries emotion is being displayed together with rationale arguments. This may be confusing for the people coming from the culture where rational argument is provided instead of emotions so that dimension was recognized by Tropmpanaar Individualism versus Communitarianism: this dimension of trompanaar resembles to the dimension of Hofsted which is on employees. This dimension mainly focuses on employees goals within an organization the way they work within an organization and their responsibilities. Universalism versus Practiclarism: This dimension is about the personal behavior and its implement on universal rules for example not telling lie and following the rules and regulations. People can either consider that principles apply whatever the situation, or specificity of each situation determines whether one should apply them or not. Achievement versus Ascription: This dimension is tells us about the personal achievement of the employees within an organization. In the work environment which is achievement versus ascription the employees judge themselves at their own and make decisions. They are also motivated to work more good and to work more hard within the organization. Specify versus Diffuseness: this type of dimension tells us that in most of the cultures the people compartmentalize themselves and divide their work in different phases. Being good friend at work does never means that they should know each other family and of course for good relatives its not necessary to know their work environment. For example a manager will never meet its subordinate while playing golf, he will instead meet some golf coach or golf specialist to improve his game. So that is kind of culture which describe such kind of dimension. Sequential versus Synchronic the time is divided in to two main themes to perform in certain time frame and orientation. Hall, 1959 introduced monochromic and polychromic. Monochrony is a perception that time is linear sequential and definite whereas Polychrony is a perception that time is multilinear. So these two types of times differ for two different cultures. Trompenaars, 1993 develops these themes regarding their implication for action made sequentially or synchronically in an organization. Inner versus Outer Directedness: This dimension reflects the belief either that individuals can control and influence their environment or that they limited ability to do so. Consequences for management are reflected for example in strategic plan either they will tend to plan and provoke changes or try to take best advantage of the available situation. 2.7.7 Family Requirements: Family factors composed of five criteria: marital status, children, spouses attitude, spouses employment and spouse adjustment (Chen, TzengTang, 2005). It is always important for the HR department of MNE to consider the personal life of an expatriate. So the contribution of the family particularly spouse plays an important role for the success of an expatriate for the completion of international assignment. Black and Stephens examined the influence of the spouse on American expatriate adjustment. They surveyed 220 U.S expatriates and their spouses working in Japan, Taiwan, and Hong Kong, they found that the adjustment of the expatriate working abroad for international assignment is positively related to the spouses adjustment. The adjustment of the spouse is highly correlated with the adjustment of the expatriate. Likewise there was an Australian research into the psychological impact of relocation on the partners of 58 expatriate managers. They found that the decisions which were ma de by most of the expatriates to relocate highly depend on the decision of his partner. The above two mentioned researches show that the family of the expatriate highly depends upon the settlement of expatriate abroad. 2.7.8 Country/Cultural Requirements: The host country may be an important determinant. Some regions and countries are hard to adjust like the remote areas away from the cities, or the war zone countries and now days there are some countries which are not safe as far as terrorism is concerned. Accompanying the family members will again be a big responsibility for the multinational organizations. In most of the countries where it is very hard for the Europeans to go for example the country like Saudi Arabia has got the culture according to which women have to cover their heads and cover them properly so it will be a bit hard for the family of western expatriate to adjust in that culture. Or this can be vice versa as well. Weather is another important factor for the countries and it is a bit hard for the expatriates to adjust themselves in the different weather from their host country. Black and Mandenhall (1990) argued about the cross cultural adjustment cross cultural adjustment that it can be facilitated if the expatria tes have awareness of the norms and behaviors of the host country. 2.7.9 MNE Requirements: Multinational may consider the proportion of expatriates to local staff when making selection decisions mainly as an outcome of its staffing philosophy. However the requirements of the different MNEs is different or they may be require to use PCNs and TCNs, obviously this will react to the selection decision for the multinational organisations. Other situational factors are as follows The mode of operation involved: Selecting staff to work in an international joint venture may involve major input from the local partner, and be constrained by the negotiated agreement on selection processes. Duration of assignment: Family members tend to accompany an expatriate when the assignment is only for three to six months duration, so family requirements may not be a strong factor in the selection decision. International training development In above 2.3 the whole process of expatriation is shown it starts from the recruitment and selection, once the right person is chosen for the right job then the most important step of training starts which is directly related to the pre departure step for expatriation then the process of development of the process starts which ends up in making of an international team when an expatriate is fully trained then they are told about the nature of assignment. 2.7.10 Language: Language is another important aspect when adjusting away from home country. This ability is often linked with the cross cultural ability. For an expatriate it is necessary to learn a bit of language of the country where he is going to accomplish its assignment. According to Tung knowledge of host countrys language is important for functional head and operative jobs. According to victor (1992) difference in languages is the major barrier for the international assignments. But according o some studies and researches in the past the language sometimes is not very much important for expatriates completing their international assignments. In terms of other selection criteria the factor of language is placed lower down when looking into the factors for the expatriate selection process. As done by the price water house research 1998 they placed language at third place while determining the factors for the expatriate selection. Basically language is not any problem for the selection of expat riate where the host country speaks the same language so the problem occurs when the expatriate has to be select for the non English speaking language. But now a day the English has now become an international language and it is necessary for an international manger to learn the English language to communicate even in the non English speaking countries. 2.8 Strategic choices in expatriate selection: As we have seen above the factors which need to be kept under consideration while selecting expatriates for international assignment. The process of selection is basically used to fill the international positions of the organisation. The organisation faces several strategic choices during selection process. The strategic choices are mentioned as follows. * Internal recruitment versus external recruitment. * Individuals versus teams. * Technical qualifications versus other selection criteria. * Extrinsic rewards versus intrinsic rewards. The above mentioned strategic represent two opposite extremes on a continuum. The majority of the decisions fall in between the two extreme strategies. 2.8.1 Internal versus external recruitment Interesting findings by the recent study on expatriate selection is that there is shortage of international managers, due to growing concern of international mobility (Scullion, 1994). The shortage of international managers creates problems in expatriate selection. From an organisations point of view the selection decision is made under circumstances where the organisation has a lot of applications looking for the job of international managers. Brewster and Scullion 1997 suggested that availability of the international managers seems to be the critical variable in acceptance of international assignment The above discussion tells us that it is not always necessary that the required managers or expatriates are always available within the organisation to overcome this shortage of the managers the organisation then find some external sources to fill up the position. According to the study by Torbion 1982 and Scullion 1994 most of the organisations mostly rely on the internal sources of the organisation to fill up this position. On the other hand Boyacigiller 1990 suggested that the external market is always full of required talented managers who can work as an international manager. Here comes a very interesting question that why the most of the researcher emphasis mostly on internal selection of the international managers? The answer which click in mind is that internal selection makes the task easy for the selectors and HR managers while selecting the expatriates because as a member of organisation most of the selectors know their performance and abilities of the individuals working within an organisation. So this can give them benefit to select the expatriate with the required abilities. The internal selection of international managers becomes reliable when strategic purpose of the assignment is co-ordination and control of operations. This point was discussed by Black, et al 1992 by saying that for the good co-ordination for an expatriate in global market requires assignments of the people with broad experience in the firm including a lot of contacts within the firm. 2.8.2 Case study Barclaycard International (centralized control and recruitment primarily for overseas labour markets.) â€Å"Barclays introduced its first credit card in the United Kingdom named as Barclaycard and now Barclays has one of the major global credit card businesses which have speedy growth approach. Outside the UK, it operates in the United States, Germany, Greece, Italy, Sweden, Norway Portugal, Ireland, France, Asia Pacific, and across Africa. Barclays is currently looking to have alliances with Standard Bank of South Africa, acquisition of Juniper Financial Corporation and a series of in-country launches. Barclays employed 3000 staff, and it had 15 per cent based in the UK. To enable development, Barclaycard International recruited a group of people management process to bring firmness, management and good organization of people. Challenges were different in the different cultures depending upon the country, culture and business market of the country. The basic and first age

Negative Effects of the Atkins Diet Essay -- Health Nutrition Diet Exe

Negative Effects of the Atkins Diet Countless Americans have been purchasing products about the Atkins Diet without being aware of its side effects. Common arguments about the Atkins diet is it greatly affects a persons health, one major disease that the Atkins diet has been blamed of is heart disease as well as heart attacks. Organizations such as the American Heart Association and the American Dietetic Association have been criticizing the Atkins Diet on its unhealthy way of losing weight. Other side effects such as headaches, constipation, bad breath, muscle cramps and more has also been added to the ever growing effects that Atkins diet can cause to a dieter. Another increasing argument that is against the Atkins Diet is that it affects a dieter’s mental health, causing the dieter to feel grumpy, tired, restless and apathetic. The Atkins Diet has been known not to limit dieter’s intake on proteins and fats which made numerous health organizations and medical professionals criticize it. With its focus on fatty foods and meats which is high in saturated fat it is believed to increase blood cholesterol levels and may even lead to heart attack. On the Atkins first phase (induction phase), a dieter is only allowed 20 net grams of carbohydrates per day, this leads to not having enough source of calcium or vitamin D that researchers say may play a role in illness such as heart disease and diabetes. Although Dr. Atkins says to take a multivitamin while on the diet, the formula contains no calcium and too little vitamin D.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Organizations that are against the Atkins Diet such as the American Heart Association sets a limit that only 30% of one’s daily calories should come fro... ...s Diet is not healthy for an individual because it causes more harm than good. It is true that the Atkins Diet can make a person lose weight, but on ways that seem to be all wrong. Dieters should consider in finding ways to lose weight in the safest way possible and not endanger one’s own life. The Atkins Diet is certainly not safe for dieters because it causes multiple side effects that can put a person’s physical and emotional state at risk. Work Cited Kennedy, Sophie. â€Å"The Atkins Diet: To Good to be True?† Online posting. Vanderbilt   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  University, Psychology Department. 14 Oct. 2004   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  http://www.vanderbilt.edu/AnS/psychology/health_psychology/TheAtki nsDiet.ht   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  m>. Moss, Lindsay. â€Å"Atkins Diet Causes Mood Swings and Depression.† Atkins Diet 3   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  March 2004 .