Organization change and innovation Essay Example | Topics and Well Written Essays - 5000 words

Association change and advancement - Essay Example Farther than humanism, authoritative development can make noteworthy contributions to a considerable amount of key fields of late research. The most perceptible one is concentrate on across the nation structures of advancement; be that as it may, it is similarly relevant to endogenous speculations of budgetary improvement all the more generally. The connection between the determination of type and the assumption of hierarchical change can be made since each idea or perspective depends on a nearly open investigation of the earth. As these connections are shaped, â€Å"implicitly various new territories of research on development are suggested† (Poole, 2000, p. 102). Auxiliary Contingency Theory A consistent interest caused the programmed association, yet a modifying request shaped the necessity for a natural association with its weight on advancement just as adaptability. Numerous analysts contend that increasingly more monetary just as political divisions ought to as of now fe ature either the natural portrayal or between authoritative systems. In any case, the possibilities that depict why one explicit sort of â€Å"inter-hierarchical system is better for which sort of advancement and in which institutional or cultural setting have not been developed† (Poole, 2000, p. 154). Political Theory Political hypothesis showed up â€Å"in resistance to basic possibility theory† (Poole, 2004, p. ... which the main collusion, once in charge, can remain regardless of whether the basic possibilities for the association change, accordingly, giving an explanation behind why various organizations don't manage condition change. In any case, without thinking about which happens first - modifications inside the primary possibility or adjustments inside the main collusion - moves in the finishing up one for the most part show alters in strategy in the course of advancement or away from it. Accordingly, the political portrayal can be basically joined with the choices on the noteworthiness of a high-hazard strategy, for the most part a one of a kind ‘prerogative’ of this driving collusion. Authoritative Environment Theory An excellent assessment of the exploration endeavors that have been completed on hierarchical change and advancement inside this perspective shows that most of the authoritative condition has featured the decision of hierarchical kind. Be that as it may, littl e focus has been given to either the natural development, the trouble of the conveyance of work, or modernization rates. Points of view on Organizational Change Organizational change is constrained by the standardization of expert notwithstanding the exercises of intrigue bunches in just as around associations. Since the most recent decade, both the position embedded inside legitimate hierarchical structures notwithstanding the techniques and the current authoritative understandings have been modifying significantly. The pressure of worldwide rivalry just as deregulation has made various associations and affiliations search for new sorts of association and different portrayals for overseeing people. Associations turn â€Å"flatter, less fatty, and less practically oriented† (O’Reilly

Political parties Personal Statement Example | Topics and Well Written Essays - 250 words

Ideological groups - Personal Statement Example The individual accomplishes this by concocting a conundrum which makes war between the ideological groups. Ideological groups in U.S are partitioned into two. First are the conventionalists or republicans who are satisfied with how things are. Besides are the progressives or the democrats who trust in pushing the general public ahead. The two gatherings have confidence in various belief systems. In this manner, the failure meets their political covetousness by clutching the gathering belief system, in this manner driving different individuals to cast a ballot against a specific movement in parliament. This gets hard for the legislature to meet its goal viably, living the residents unattended. As a state, Americans need to understand that conventionalists and the progressives have sees that will never supplement one another. In light of this, they ought not permit the failures belief systems to bring down what they decided in favor of all together for the legislature to convey its vows to

Understanding Trichotillomania in Teens

Understanding Trichotillomania in Teens Theories Behavioral Psychology Print Understanding and Treating Trichotillomania in Teens By Barbara Poncelet Barbara Poncelet, CRNP, is a certified pediatric nurse practitioner specializing in teen health. Learn about our editorial policy Barbara Poncelet Updated on February 03, 2020 Barbara Maurer/The Image Bank/Getty Images More in Theories Behavioral Psychology Cognitive Psychology Developmental Psychology Personality Psychology Social Psychology Biological Psychology Psychosocial Psychology If your teen pulls her hair out, she may have trichotillomania. Although not very common, trichotillomania has been well studied and there is help available for this condition. Overview Trichotillomania is a condition in which the person pulls out, twists off or breaks off his or her own hair. This hair pulling is not for cosmetic reasons (like shaping eyebrows by tweezing) and often causes distress. Currently, it is thought that approximately 1.5% of men and 3.5% of women in the United States have trichotillomania. It can begin at a young age (under 5 years old), but the child often grows out of it when it starts this early. When the hair pulling starts later in life, in the preteen or teen years, it can be more persistent and last into adulthood. People with trichotillomania will pull out head hair, but they will also pull out eyelashes, eyebrows, and/or hair on other parts of the body, such as the underarm, pubic, chin, chest or leg areas. The hair pulling may be unconscious or intentional. According to the Trichotillomania Learning Center (TLC), this is a condition that can come and go; the hair pulling can stop for days or even months but then reoccur. There is even evidence that someone can pull hair out while sleeping. It is a complicated problem that can manifest itself differently depending on the person. Causes The short answer is that no one knows for sure what causes this kind of hair-pulling, although there seem to be biological forces as well as behavioral, learning and psychological components to its development. Sometimes trichotillomania occurs in kids who have anxiety, major depression, obsessive-compulsive disorder, or Tourettes disease. Currently, the disorder is classified as an impulse control disorder. Kids may have an uncontrollable need to pull out their hair, or they may pull it out unconsciously while doing other activities, such as watching TV. Why Trichotillomania Is a Problem The TLC discusses many reasons why trichotillomania becomes a problem for a teen. The hair pulling is often done in such a way that it leaves patches of hair missing. This is a cosmetic problem, and the teen can spend a lot of time and effort trying to cover up the missing hair. She may opt for elaborate hairstyles or hats to cover up patches of missing head hair. Sometimes mascara or even markers are used by teens to “color in” areas where hair has been pulled out. Teens are often embarrassed by the problem and sometimes will deny the hair pulling and resist getting help. In addition, they may face teasing from their peers, which can further their shame. Another rare  issue -- trichobezoars -- can arise if the hair that is pulled out is eaten. If too much hair is eaten, these hairballs must be removed with surgery. The hair pulling can also lead to infection of the skin that was traumatized by the pulling. In the end, the repeated pulling out or breaking off of hair can lead to permanent hair loss. The hair pulling isnt only a problem for the teen that is doing it. It can cause problems in some families, as frustrated parents have resorted to punishing the teen for the behavior or even bribing them with gifts to stop it. Because what a parent does to stop it makes little difference with this disorder, you may feel powerless to help your child if hes struggling with this problem. Getting Help Because there isnt a clear cause for this disorder, it can be confusing for parents. Should my teen see a dermatologist? Their pediatrician? A psychiatrist? If your teen has patches of hair missing, your pediatrician or family healthcare provider might be a great place to start. There are sometimes medical reasons for the missing hair, like ringworm of the scalp or traction alopecia because of tight hairstyles that pull the hair out. If it is determined that the problem is trichotillomania, there are treatments available. Cognitive behavioral therapy undertaken by a qualified therapist is often effective. During therapy, the teen will learn about the disorder, as well as ways to manage the urge to pull the hair or avoid hair-pulling that goes on unconsciously. Medications, particularly selective serotonin  reuptake inhibitors (SSRIs), have also been found to be effective for trichotillomania, although they have not been rigorously tested in children or teens for this disorder. Your pediatrician can refer you to the specialist who can help you and your teen manage this condition.

The History of the City of Antigua, Guatemala

The city of Antigua, the capital of Sacatepà ©quez Province, Guatemala, is a charming old colonial city that for many years was the political, religious and economic heart of Central America. After being destroyed by a series of earthquakes in 1773, the city was abandoned in favor of what is now Guatemala City, although not everyone left. Today, it is one of Guatemala’s top visitor destinations. The Conquest of the Maya In 1523 a group of Spanish conquistadores led by Pedro de Alvarado swept into what is now northern Guatemala, where they came face to face with the descendants of the once-proud Maya Empire. After defeating the mighty K’iche kingdom, Alvarado was named Governor of the new lands. He set up his first capital in the ruined city of Iximchà ©, home of his Kaqchikel allies. When he betrayed and enslaved the Kaqchikel, they turned on him and he was forced to relocate to a safer area: he chose the lush Almolonga Valley nearby. Second Foundation The previous city had been founded on July 25, 1524, a day dedicated to St. James. Alvarado thus named it â€Å"Ciudad de los Caballeros de Santiago de Guatemala,† or â€Å"City of the Knights of St. James of Guatemala.† The name moved with the city and Alvarado and his men set up what essentially amounted to their own mini-kingdom. In July of 1541, Alvarado was killed in battle in Mexico: his wife, Beatriz de la Cueva, took over as Governor. On the unlucky date of September 11, 1541, however, a mudslide destroyed the city, killing many, including Beatriz. It was decided to move the city once again. Third Foundation The city was rebuilt and this time, it prospered. It became the official home of the Spanish colonial administration in the area, which covered most of Central America up to and including the southern Mexican State of Chiapas. Many impressive municipal and religious buildings were built. A series of Governors ruled the region in the name of the King of Spain. Provincial Capital The Kingdom of Guatemala never much in the way of mineral wealth: all of the best New World mines were in Mexico to the north or Peru to the south. Because of this, it was difficult to attract settlers to the area. In 1770, the population of Santiago was only about 25,000 people, of which only 6% or so were pure-blooded Spanish: the rest were mestizos, Indians and blacks. In spite of its lack of wealth, Santiago was well-located between New Spain (Mexico) and Peru and developed into an important commercial hub. Many of the local aristocracies, descended from the original conquistadors, became merchants and prospered. In 1773, a series of major earthquakes leveled the city, destroying most of the buildings, even the ones which had been well built. Thousands were killed, and the region was plunged into chaos for a while. Even today you can see fallen rubble at some of Antigua’s historical sites. The decision was made to move the capital to its present location in Guatemala City. Thousands of local Indians were conscripted to move what could be salvaged and to rebuild on the new site. Although all of the survivors were ordered to move, not everyone did: some remained behind in the rubble of the city they loved. As Guatemala City prospered, the people living in the ruins of Santiago slowly rebuilt their city. People stopped calling it Santiago: instead, they referred to it as â€Å"Antigua Guatemala† or â€Å"Old Guatemala City.† Eventually, the â€Å"Guatemala† was dropped and people began referring to it as simply â€Å"Antigua.† The city rebuilt slowly but was still large enough to be named the capital of Sacatepà ©quez Province when Guatemala became independent from Spain and (later) the Federation of Central America (1823–1839). Ironically, â€Å"new† Guatemala City would be hit by a major earthquake in 1917: Antigua largely escaped damage. Antigua Today Over the years, Antigua retained its colonial charm and perfect climate and is today one of Guatemala’s premier tourist destinations. Visitors enjoy shopping at the markets, where they can purchase brightly colored textiles, pottery and more. Many of the old convents and monasteries are still in ruins but have been made safe for tours. Antigua is surrounded by volcanoes: their names are Agua, Fuego, Acatenango and Pacaya, and visitors like to climb them when it is safe to do so. Antigua is particularly known for Semana Santa (Holy Week) festivities. The city has been named a UNESCO World Heritage Site.

Analysing the Female Characters in Henry James Fiction Essay

Analysing the Female Characters in Henry James Fiction ‘A woman it seems to me has no natural place anywhere; wherever she finds herself, she has to remain on the surface and more or less to control’ Discuss James’ representations of ‘places’ for women in his novels. There is an impressive range of female characters in Henry James’ fiction. Drawn to the world of wealth and leisure as a subject, a world which was at the same time, ironically the context for his own hermetic labours as a writer, James perhaps inevitably came to concentrate on the feminine. Correspondingly, most of his male characters seem to be†¦show more content†¦The theme so early recognised as particularly James’ own was the international one, and the expression of this theme pivoted around the figure of the American girl. The critic W.D. Howells (1958 P.63) credited James with being the inventor of the ‘International American girl’. The American girl, as she appears in James’ early stories and novels is independent, moral, free, innocent, and her attractiveness is either ‘delicate’ or of a pale and rather asexual kind. In her less refined or serious form, she may be ignorant, brash or simply naà ¯ve. She is, of course, as always unmarried. In using the American girl as central to his exploration of the interaction of American and European society, it was not at first in the girl herself that James placed the distinguished American moral consciousness, and when she was endowed Imran Hussain Henry James with moral seriousness the conscious response to its clash with social convention was again, in the early work, usually located in a male onlooker. Her self-consciousness according to Habegger (1960, P.67) developed out of a line of American girls who were absorbed by Europe, withdrew from it, or were destroyed by it, and this is the reasonShow MoreRelatedEssay on Protecting Miles and Flora in The Turn of the Screw2242 Words   |  9 Pagesher duty to protect Miles and Flora. What do they need protection from and how does Henry James illustrate this in his novel â€Å"The Turn of the Screw†? Henry James’s ‘Turn of the Screw’ can be interpreted in many different ways. He constructed his novel in order to make allusions to sexual topics, (without stating anything explicitly) madness, ghosts and the Victorian society. In this essay I will be analysing each of the above in order to make a conclusion as to what I think the children need Read MoreKhasak14018 Words   |  57 Pagesthe work considered. The second chapter, titled The Dark Vault, studies the aspects of psychoanalytic theory which can be used in the analysis of the novel. It deals mainly with Freudian theories which explore the dark vaults of the psyche of the characters in the novel. The third chapter, titled Ancient Moulds, studies Mythological or Archetypal criticism and analyses the novel for recurring mythical and archetypal patterns. The concluding chapter studies how psychoanalytic theory and mythologicalRead MoreStrategic Marketing Management337596 Words   |  1351 Pagesproductivity The use of ratios Analysing ratios and trends Ratios and interfirm comparison vi CONTENTS 3.13 3.14 A strategic approach Summary 112 116 117 119 119 120 128 136 139 149 153 159 165 167 169 169 170 174 182 188 192 202 214 215 221 223 223 230 236 241 246 248 250 251 255 261 4 Market and environmental analysis 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 Learning objectives Introduction: the changing business environment (or the new marketing reality) Analysing the environment The natureRead MoreOrganisational Theory230255 Words   |  922 Pagesperspectives that constitute Organization Theory provide profound challenges for organizations in the twenty-first century. The book develops understanding of the increasing pressures created by heightened competition and processes of globalization by analysing their impact upon organizations with specific reference to the ways in which organization theory can help develop understanding and appropriate action. Who should use this book? The target audience is anticipated to be postgraduate students and

The Progression of the American Musical Free Essays

The World Two great writers of American musical theatre, Richard Rodgers and Oscar Hammerstein II, had one common idea. They wanted to present to the American public a new, revolutionary musical that would stand out among the rest. They wanted to make an impact on the societies of the era. We will write a custom essay sample on The Progression of the American Musical or any similar topic only for you Order Now They wanted to be creative and do something that was considered rebellious. When they finally combined their ideas together they created an American masterpiece: Oklahoma!. This was the first Rodgers and Hammerstein collaboration, starting the most successful creative artnership in the history of American musical theatre. In the years before Oklahoma! was created, Broadway was dying. New and refreshing musicals were a rare occasion and when an artist tried to create something that he hoped his audience would like, he was sadly disappointed. Broadway was suffering from a lack of what it was revered for: astounding plays and musicals. Its time of glamour and glitz was almost forgotten, and was in need of being saved. That is why Oklahoma! is considered a rebirth of the American musical theatre at the time. It brought Broadway back to life, filling theatre seats with nthusiastic audiences who embraced the changes of this new theatre musical with open arms and made it a legend. Oklahoma! set new standards for classic American theatre by introducing new techniques of presenting the musical to the audience, introducing a new genre of music into the theatre, and strayed away from the usual classic form and structure of a musical that audiences had grown used to. It was a time of change, a time of excitement, and a time of setting standards for the future. Almost from the first performance at the St. James Theatre on March 31, 1943, Oklahoma! has been recognized as a new kind of musical play that denied its Broadway audiences many of their most treasured traditions, says David Ewen in American Musical Theatre: â€Å"There was no opening chorus line, no chorus until midway through the first act, in fact. There was rather a serious ballet and other serious overtones, including a killing in act two. The story, which was so simple, seemed to engage the audience in more than mere evening diversion† (248). These changes, far from disappointing to viewers, were upheld by a success that had never been seen in the history of musical theatre. He continued to say that with their first collaboration, Rodgers and Hammerstein shered in a new era for the musical theatre This beautiful folk play realized fully that which the earlier Rodgers and Hart musicals had been striving to obtain: a synchronization of all the elements of the musical theatre into a single entity. At best Oklahoma! could lay legitimate claim to have carefully woven a new element, dance, into the artful fabric of the modern musical. No longer would singers sing and then Dance was not a new element in the theatre realm. It had been used for years as a way of interpretation of feelings of a character that the writer or director wanted the audience to feel visually. Through movement, expression of those feelings was portrayed and helped the audience to somewhat experience that single emotion of fear, hate, love, or guilt right along with the character on stage. But what was usual was that it was never brought together with the music and singing. The song was usually followed by the decorative dance. A song followed by a dance would usually lost the audience’s attention, or even if the dance was too long or did not correspond to the song or story line what so ever. Rodgers and Hammerstein set a standard that incorporated the two elements (music/song and dance) so that the audience would ind more logic in the dance. It would have a meaning and a purpose in the play and heighten the excitement in the musical. And in many instances, it would further the plot or at best help the audience to fully understand the individual character’s feelings at that point in the musical. David Ewen uses the example of Agnes de Mille’s (choreographer of Oklahoma! ) ballet, which brought to life the heroine’s dream and provided her motive for refusing the hero’s invitation to a box special. It was part of the story. (248) According to Gerald Bordman, the author of American Musical Comedy, the idea hat integration, something new and desperately needed, took hold of Broadway’s thinking. In fact, it became so fashionable to integrate dance into the musical, that it was sometimes injected when it served no dramatic purpose, and sometimes even when it hindered the unfolding of the story. (160) After awhile dance became overused, which seemed to ruin what Rodgers and Hammerstein had set out to do (the incorporation of dance to heighten the meaning of the musical). Other writers or choreographers who inserted dance were not adding it when it would help the musical. Directors came to believe that dance was a necessity in a musical, for it was ne of the key reasons why Oklahoma! as so successful. So the additions were made, but were not really thought about their purpose when they were added. What was forgotten was the obvious need for the dance at all. Dance was thought to be a want of the audience, not taking into consideration if the musical even required the dance at all. So, this problem developed into a frenzy, adding dance Just for the mere spectacle of it. But in O klahoma! , everything fit into its place. For the first time, not only were the songs and story inseparable, but also the dances heightened the drama by revealing he fears and desires of the leading characters. According to Bordman, Richard Rodgers once said, â€Å"when a show works perfectly, it’s because all the individual parts complement each other and fit together†¦ in a great musical, the orchestrations sound the way the costumes look. That’s what made Oklahoma! work†¦ it was a work created by many that gave the impression of having been created by one† (160). collaboration. Joseph Swain adds that much was made at the time of the hero’s killing the villain on stage in Oklahoma!. This too was not new. But while the claim to originality was once again exaggerated, Oklahoma! virtue of its huge popularity, a popularity in no way reduced by an unpleasant scene, did open doors. (74) Oklahoma! was in the genre of Musical Comedy, and many critics felt that villains and murder were not elements that should appear in a comedy. It was thought that such items would turn audiences away from Oklahoma! , having the idea of going to see a comedy and leaving feeli ng like they had seen a murder mystery, and not laughing at all was not the main objective of comedy theatre. But once again, these elements were a key part of the musical. David Ewen pointed out in The Story of America’s Musical Theatre that the original play had both villains and a murder, and Rodgers and Hammerstein had no intention of removing them from their musical. Ewen quotes Hammerstein saying, â€Å"We realized that such a course was experimental, amounting almost to the breach of an implied contract with the musical-comedy audience. I cannot say truthfully that we were worried by the risk. Once we had made the decision everything seemed to work right and we had the inner confidence people feel when they have adopted the right and honest approach to a problem† (180). But once the doors opened and tickets began to sell and shows eventually became old out, Rodgers and Hammerstein really did not have anything to fear. Their show soon showed itself to be a success, even with a villain and a murder. The audiences were at first disturbed to see these elements in a comedy, but soon came into agreement with these new additions and liked its originality and creativeness. Also if these two elements had been removed, it would have disturbed the synchronization and union of all the other elements of song, dance and plot in the musical, which was what the writers were trying to avoid at all costs. Along with dance and villains, Rodgers and Hammerstein also took on a new pproach to forming the music that they included in the musical. In Gerald Bordman’s second book American Musical Theatre: A Chronicle, he stated that long before they wrote their first lyric to â€Å"Oh What A Beautiful Mornin'†, Rodgers and Hammerstein had arrived at an all-important decision. The â€Å"flotsam and Jetsam† of musical comedy would have to be abandoned in translating a sensitive, poetic folk play for the musical theatre. Musical comedies traditionally opened with a big, crowded stage scene. Oklahoma! ould begin simply: a single character would be seen on the stage (a woman churning butter), and from off-stage would come the trains of the first song. Musical comedies usually started with a dazzling line of chorus girls from the stage aprons early in the production, but Rodgers and Hammerstein decided to delay its appearance until halfway through the first act (535). bring a c ertain magical and triumphant beginning to a musical, starting with excitement and volume. This was also criticized; many feeling an audience would not stand for their most treasured attributes of a play being taken away. But Rodgers and Hammerstein once again took another risk, and it proved to be a risk that was not too bad to take. Audiences were at first disappointed with the deletion of the opening chorus, but eventually excused it, for they fell in love with the style of musical that Rodgers and Hammerstein were presenting to them. The play grew from a simple opening to a grand finale, which built the excitement of the audience and kept them stimulated and interested in the unfolding of the musical until the final chorus line and curtain call. It built suspense and a burning for more. Rodgers and Hammerstein obviously knew what they were doing, even if the critics thought they did not. Bordman also noted that the show’s musical director, Jay Blackton, appreciating he work’s nature, discarded the common musical comedy practice of having the entire chorus sing only songs’ melodies. Instead, he reverted to the tradition of operetta and comic opera by dividing his singers and assigning them various parts, not always the principal melodic line (535). Once again, Oklahoma! was making breakthrough innovations in the musical theatre world. A denial of basic characteristics of the original musical comedy could have upset the audience, and push Oklahoma! into an area of outcast musicals that all writers fear. But Rodgers and Hammerstein’s ideas were undeniably refreshing to the American audiences. Rodgers’s music also marked a new direction for the writer in Oklahoma!. He reinvented his style of music from what he knew was popular to the audience to a rugged flatness. Davis Ewen also states in his book The Story of America’s Musical Theatre, that most musical comedies expected the music to be written before the lyrics, since the lyrics were something functional tacked on to the melody. But the writers were so determined to make each word an essential part of the text that they agreed at once for Hammerstein to write the lyrics first, and Rodgers would write the music from the lyrics (180). Bordman reiterates that it is sometimes hard to realize that â€Å"Oh, What A Beautiful Mornin’ † is a waltz. The melody of â€Å"The Surry With The Fringe On Top† captures the clippety-clop of a horse pulling the vehicle. Rodgers’ long-sustained opening note of his title song coupled with the driving melody that follows was of the freshest inventions of the sort and the impeccable blending of words and music in â€Å"People Will Say We’re In Love† Justifiably made it the most popular of the year. Much proclaiming ensued over how well the songs and plot were integrated (535). This coordination of musical rhythm and words was amazing. They were able to catch simple sounds of the actions on stage and incorporate them into the song, as if the lives of the characters could only survive with the music. This combination of audience must be made to believe that the character’s life is a song. It is essential that the character make the audience feel like the music is not Just a silly addition to the developing plot, but an existing item that has and will always exist at that point in time. The audience must be pulled into the world of the musical, not Just simply entertained. And once again, Rodgers and Hammerstein had achieved that goal. They ere well on their way to creating a musical that was so seamless that extracting one minor detail of it would throw the whole work of art off. It was a work of complete union and an accomplishment that was in no way easy to create in the first place. One factor in the success of Oklahoma! that cannot be overlooked was the attitude of the American people at the time it was presented. In The World of Musical Comedy, Stanley Green adds that World War II was more than a year old when the musical opened, and those who remained at home were becoming increasingly aware of the heritage they enjoyed as a free people. Seeing the happier, sunnier days that were so much a part of this heritage gave audiences both an escape from daily headlines and a feeling of optimism for the future (212). In American Musical Comedy, Bordman believed that Oklahoma! ‘s importance lay elsewhere. The show made the American musical theatre look at America’s own heritage for inspiration (160). Playwrights were beginning to recognize the vast amount of inspiration the American country could provide for the new revolution of musicals. During the time of and after World War II, pride in America was gaining strength and so was the nterest of writing plays and musicals that showed that pride of how great America was. Oklahoma! n turn brought more than Just new innovations of song, music, and dance to the stage, but a love for musicals that showed how beautiful older American culture was. Oklahoma! was a musical of America’s expansion into the western front and the western culture. In more ways that one, Oklahoma! was a way for city dwellers in New York City who sat in the audience to find their way to the west without ever leaving the city. Rodgers and Hammerstein had experie nced achievement when they could tell a story through song and dance and transport the udience into the setting of the musical. Playgoers would leave the theatre feeling like they had Just returned from an adventure out west, which is a playwright’s exclusive objective when creating a play. The audience must be made to believe that they are experiencing the plot right along with the actors on stage. Thus is the main objective of theatre in general: to capture the audience and bring them to a different place and time where the plot of the play is the only struggle in the world at the time. Bordman writes in American Musical Theatre: A Chronicle that what started in 927 was perfected in 1943 when Oklahoma! premiered. It is considered by many to be the first musical comedy to have a plot, musical score and dances that were necessary ingredients to advance the story line (536). It is only fair to agree with him. Rodgers and Hammerstein added the exact â€Å"ingredients† to create a magical and over the world to this day. Although Oklahoma! premiered 70 years ago, and its style of music and dance have grown old with the passing of time, it still demands respect for its combination and imaginative ideas that revolutionized the musical industry at the time. Rodgers and Hammerstein were the dominant force in musical comedy in the 1940’s and 50’s. Even their flops had notable songs. Several of their shows became successful films. Oklahoma! ‘s importance in opening a new era in the American Musical Theatre will never be challenged. It has become an American classic that society will forever treasure for its beautiful integration of song and dance. How to cite The Progression of the American Musical, Papers

Voltaires Attitude toward Religion

Introduction Voltaire hates all forms of cultural religions. Instead, he prefers a common god of nature. Voltaire’s problem with the religion is the moral inferences among various religious organizations. Specifically, the subject of religious intolerance was imperative for Voltaire. As a result, he covers this subject in Candide by portraying characters who represent religions negatively.Advertising We will write a custom essay sample on Voltaire’s Attitude toward Religion specifically for you for only $16.05 $11/page Learn More In Candide, Voltaire depicts all religions as ‘evil superstitions’, which can be dangerous to society and people. For instance, Voltaire argues that people live in the â€Å"best of all possible worlds† (Voltaire 16) by criticizing Leibniz’s ideas. He supports such views by asserting that, â€Å"since everything was made for a purpose, everything is necessarily for the best purpose† (Voltaire 16). The imperfect world Candide suffered and experienced most atrocities, including slavery, the rape of his lover, shipwreck, exile, and lost wealth. He started to question the rationale of his teacher’s ideas. In fact, Candide asked Pangloss to confirm if he still believed that his ideas were correct after the supposed death. The philosophical Pangloss maintained that, â€Å"I still hold my original opinions, because it would be improper to recant† (Voltaire 106). From this view, one can observe that Voltaire’s main argument is that this world is not perfect or the best among all possibilities. Voltaire uses different catastrophes, such as diseases, wars, and natural disasters among others to question the benevolent god, who fails to create the best world. Hence, Voltaire notes that it is ignorance to die and support wars for the sake of a benevolent god because wars are only dangerous to society and individuals. The use of religious characters Ch aracters in Candide show Voltaire’s criticism of religion. He uses the Grand Inquisitor, who is a prominent leader at the Catholic Church, to expose hypocrisy of the religion. For instance, the Grand Inquisitor forces a Jew to share his Cunegonde or the sex slave and threatens him with dire religious consequences, persecution. This involves ‘burning alive’ of people, ‘autodafe’ (Voltaire 32). Still, the friar acquired wealth through an old woman while the former baron, who became a Jesuit priest engaged in homosexual, â€Å"While in Turkey, I found myself with a very handsome young officer of the sultan’s palace.†¦so I bathed with him, not knowing it was crime for a Christian† (Voltaire 105).Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More Further, Voltaire depicts the monk, Brother Giroflà ©e as a person engaged with a prostitute and with a miser able stance toward life. According to Voltaire, all these are religious figures who are hypocrites. While Voltaire depicts religions negatively, one must recognize that Anabaptist, Jacques and the old woman present different views about religion. Voltaire shows that Anabaptist died of a worthless cause as he tried to save an unthankful, dangerous sailor. The old woman experienced all forms of atrocities in the ship, â€Å"I won’t tell you how painful it is for a young princess to be on board a pirate ship† (Voltaire 41) and endured all suffering to save Candide and Cunegonde. This shows that his good characters endured unnecessary evil because of religion. Conclusion Voltaire depicts that religion is nothing other than a fallacy. He shows the difference between Jesuits and Cannibals, who never left any ‘good meat’ to rot. All religions have danger lurking because they all prove to be dangerous in Candide. According to Voltaire, one should not concentrate o n world religions, but rather focus on leaving his or her life in the best possible way, â€Å"Well said, but we must cultivate our garden† (Voltaire 113) and not wait for religious groups to determine their destinies. Works Cited Voltaire. Candide. New York: Bantam Dell, 2003. Print. This essay on Voltaire’s Attitude toward Religion was written and submitted by user Nicholas Browning to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The History of the First Toilet

The History of the First Toilet For civilization to come together and function, you’d think people would need toilets. But ancient records that date back to around 2800 BCE have shown that the earliest toilets were a luxury afforded only to the most affluent households in what was then the Indus Valley settlement of Mohenjo-Daro. History The thrones were simple but ingenious for its time. Made of brick with wooden seats, they featured chutes that transported the waste toward street drains. This was all made possible by the most advanced sewage system of the time, which featured several sophisticated water supply and sanitation technologies. For example, drains from houses were connected to larger public drains and sewage from a home was connected to the main sewage line.   Toilets that used running water to dispose of waste have also been discovered in Scotland that date back to roughly the same time. There’s also evidence of early toilets in Crete, Egypt, and Persia that were in use during the 18th-century BCE. Toilets connected to a flush system were popular as well in Roman bathhouses, where they were positioned over open sewers.   In the middle ages, some households fashioned what was referred to as garderobes, basically a hole on the floor above a pipe that carried the waste out to disposal area called a cesspit. To get rid of the waste, workers came during the night to clean them out, collect the waste and then sell it as fertilizer.   In the 1800s, some English homes favored using a waterless, non-flush system called the â€Å"dry earth closet.† Invented in 1859 by the Reverend Henry Moule of Fordington, the mechanical units, comprised of a wooden seat, a bucket and separate container, mixed dry earth with feces to produce compost that can be safely returned to the soil. You can say it was one of the first composting toilets that are in use today at parks and other roadside locations in Sweden, Canada, the U.S., the U.K., Australia, and Finland.   First Design The first design for the modern flush toilet was drawn up in 1596 by Sir John Harington, an English courtier. Named the Ajax, Harington described the device in a satirical pamphlet titled â€Å"A New Discourse of a Stale Subject, Called the Metamorphosis of Ajax,† which contained insulting allegories to Earl of Leicester, a close friend of his godmother Queen Elizabeth I. It had a valve that let water flow down and empty a waterproof bowl. He would eventually install a working model at his home in Kelston and for the queen at Richmond Palace.   However, it wasn’t until 1775 that the first patent for a practical flush toilet was issued. Inventor Alexander Cumming’s designed featured one important modification called the S-trap, an S-shaped pipe below the bowl filled with water that formed a seal to prevent fold smelling odors from rising up through the top. A few years later, Cumming’s system was improved upon by inventor Joseph Bramah, who replaced the sliding valve at the bottom of the bowl with a hinged flap.   It was around the middle of the 19th century that â€Å"water closets,† as they were called, started to gain a foothold among the masses. In 1851, an English Plumber named George Jennings installed the first public pay toilets at the Crystal Palace in London’s Hyde Park. At the time, it cost patrons a penny to use them and included extras such as a towel, comb and shoe shine. By the end of the 1850s, most middle-class homes in Britain came equipped with a toilet.

Valentines Day Date Ideas for College Students

Valentines Day Date Ideas for College Students As we all know the key to stellar Valentine’s Day dates is a mixture of creativity and originality†¦with a dash of personalization for good measure and nuance. Without ample life-experience to draw on, some great date ideas are pretty valuable commodities. Here’s 5 we know you and your special someone are going to simply adore! 1. Get Saucy Romantic Through Antioxidants Who says that eating healthy has to be crummy or dry? If you focus on antioxidants you can create unbelievably tasty and sensual meals that compliment a date extremely well. Think about this: A bottle of quality Merlot is jam-packed with antioxidants that help the mind become sharper, fight off cancer-causing agents and improve the digestive system. Plus, it’s a pleasant aphrodisiac! Your wine is then complimented with an assortment of darkly colored berries like blackberries, blueberries, gooseberries, etc. Each of these are like little packets of healthy micronutrients that excite the senses and add to the flavor of the experience. A slab of organic dark chocolate, which is a little on the bitter side and will pair well with the pinch of the wine and the sweetness of the berries. Also, brimming over with antioxidants. That there is a healthy and quite romantic Valentine’s Day treat, especially if your date is a health nut. 2. Organic Food Memories Speaking of chocolate and berries, why not make a tongue-tantalizing meal and serve it to your date in the place where you met? Along with some wholesome food that gives them a sense of home, bring back the memories that will remind both of you why you’re together. Remember to choose something lite, because if you burden the digestive tract the mind tends to follow in its wake. Salads. White seafood with scampi-like accoutrements. Lean chicken with pasta and vinaigrette. Choices like that. Then, add in some music that brings you back as well. Some great songs that lighten the mood with romantic songs intermingled into the playlist. Also, don’t be afraid to go into a genre of music you’ve never really listened to together before that can transport you out of your generation and into another from the past. Swing is a stupendous option! 3. Incorporate the Wolf Pack Who says the occasion just has to be about you and your date alone? Why not the more the merrier? Perhaps you could find a way to get the whole gang in on the action, including both family and close friends. Make the date a celebratory event that takes so much pressure and focus off the two of you and is instead spread evenly throughout the wolf pack. Plus, when you put your minds together you can come up with some really intriguing and memorable things to do. Pictures are a must. A great location is another. After that, it just about good old fashioned quality human experience. Your date will adore it, unless they were already intending on the date being more conservative. 4. Take it to the Highbrow Level Is there a club or restaurant in your area that’s almost impossible to get into? If so, plan way early and do whatever it takes to get reservations. Make sure that your date understands it’s a formal dress-up occasion so they don’t show up under-dressed. Just the fact that your there will really make a huge impression. Take it high-brow. Do the limousine. Splurge on expensive classy appetizers and drinks. Afterwards don’t just go to a movie, go to an opera, a dance, a play or something like that. If this isn’t your typical lifestyle it will be a real treat in every way. They’ll feel special in a way no one has bothered to show them before. For college students this could be a stretch, but it all comes down to saving up the necessary cash using a budget and being connected with the right people. 5. Buy Them an Experience! What if you rented a freaking Lamborghini for a night? What if you got an air balloon ride set up, or helicopter or plane? How about parachute jumping? Scuba diving? How about a day on a gorgeous sailboat equipped with a full staff? The idea here is not to buy a thing, but provide them with an exceptional experience that they’ll never forget and always regard with a smile and excitement. These memories will be more than date memories. They’ll transcend your relationship and really just be a great gift from one human being to another and that’s the way to make a real impression on someone. Is there anything you’ve done on Valentine’s Day, or had someone do for you that people should hear about? Share it and help make Valentine’s Day an awesome holiday.

Brand Jordan Essay Example | Topics and Well Written Essays - 1250 words

Brand Jordan - Essay Example Evidently, the five key attributes to Jordan could be listed as great athlete, ultra-competitive champion, well-known African-American, Handsome guy, and fascinating spokesman (‘Case Study’). The leading attribute will be the one that creates a perceptual label within a person’s mind and drags his attentions on encountering the particular personal brand. The leading attribute behind the Brand Jordan was ‘the greatest basketball player of all time’. 2. Team Jordan candidates and the brand attributes One of the candidates suggested for the Brand Jordan with so much popularity was the eminent soccer player David Beckham. He started his career from becoming a winning soccer player at the age of 14 and later was known for his youth empowerment and training programs. Brand Jordan considered Beckham to sustain the reputation of the brand as his career portrayed numerous achievements, like having a free-kick technique named after him, which could drag the att ention of customers. Besides he has been at his best with the Manchester United. Signing with Beckham would be a good start for entering the world of soccer. However, he was in his mid thirties and would be approaching the end of his career soon. Jamie Foxx was at his all time high popularity in 2006. He was an American Academy Award winning actor and a Grammy Award nominated singer and comedian. His noticeable personal attributes were attractive, athletic African-American, and good fit for the lifestyle products. However, Larry Miller, president of Brand Jordan had a second thought whether signing Foxx in a low-profile endorsement would be profitable or would detract from the brand. Another candidate for the team was a professional golfer from Hawaii, Michelle Wie, a 6-feet woman successfully driving back majority of professional women golfers. Wie had a seemingly limitless potential while commonly comparing with the Tiger Woods and Sorenstam. Wie has been eminent in her career and was an incredible athlete, but that was not all enough to decide that whether golf was the right starting point for the Brand Jordan to reach out to women. Chinese market was an important factor for the expansion of the Brand Jordan, and a best way to promote the brand over the China market was signing Liu Xiang, a 22 years old Chinese athlete who was best known for winning the 110 meters hurdles at his first IAAF Grand Prix in Lausanne. His popularity was further increased when he tied the world record of 12.91 seconds of Colin Jackson, a first time achievement of a non-African descent. Another advantage was that this endorsement would diminish the value of rival Reebok’s market. Though the Xiang has been considered the superstar in his home country in whose market the brand had a bright future, which was not all enough to get into a contract with the athlete. A big concern on selecting Xiang was about the Chinese government’s endorsement with him on a cigarette bran d. 3. Importance of celebrity endorsement Obviously, celebrity endorsements have been identified and accepted by the firms as it has direct results that influences the brand the company is trying to send through a person in a way that the customers experience a sense of similarity with the brand. Brand Jordan felt that the celebrity endorsement would be an important factor as the consumers tend more to conceive information from a celebrity whom they know than a person they do not. Besides, the celebrity has the ability to transfer their eminent and

Employee Privacy Rights in the Workplace Essay Example | Topics and Well Written Essays - 2000 words

Employee Privacy Rights in the Workplace - Essay Example Many employees stealing from companies send the purloined data to their personal e-mail account held at home or on the web. 21 percent burned the information onto CDs." Due to these technological security issues, employers feel the need and have the capability to monitor their employees. E-mails, voice mails, the Internet, telephones, computers, etc. can be use for unregulated monitoring. Employees say this is an invasion of their privacy. Companies say this is a protection of their assets. The law is not clear on whether companies are invading employees' privacy rights regarding information technology so policies must be set and employees must be informed on what is considered to be an invasion of company confidentiality or employee privacy rights. In cases of lawsuits and investigations of regulations, instant messages and e-mail messages are used as the main source of evidence. However, according to the 2004 Workplace E-mail and Instant Messaging Survey, "employers remain largely ill-prepared to manage e-mail and instant messaging risks." It is still not common for businesses to have policies set regarding information technology. Studies have found that 35 percent of companies have any policies set in place and a mere six percent of businesses save electronic business records. However, among those businesses that do "The failure to properly retain e-mail and IM reflects employers' failure to educate employees about e-mail and IM risks, rules, and policies. The fact that 37% of respondents either do not know or are unsure about the difference between an electronic business record that must be retained, versus an insignificant message that may be deleted, suggests that employers are dropping the ball when it comes to effectively managing e-mail and IM use." Company data is not the only thing that is at risk when policies are not in place and implemented. Employee bank account information, social security numbers, contact information, and other confidential information should also be a responsibility of the company's. Grifing (2006) lists that "8,500 FedEx employees had their W-2 forms and salaries inadvertently exposed" and that is regarding just one company alone. Companies can now collect employee genetic information in order to read further into the employees to determine whether or not he or she will perform well on a job and other information. Gahtan (1997) reports, "Employers may also find that they could be held liable for e-mail or Internet-related activities of their employees. In most cases, employee e-mail or Usenet postings carry the employer's name or trade mark as part of the employee's e-mail address. Defamatory, political or religious statements sent outside the company by employees may therefore be attributed to the emp loyer." Employers also have an obligation to provide a work environment free of discrimination and harassment. Inappropriate material circulated internally can create a problem. A subsidiary Employee Privacy Rights 4 of Chevron Corporation settled a

Case Study Monsantos Repatriation Program

Case Study Monsantos Repatriation Program Monsanto is a global provider of agricultural products with revenues in excess of $4 billion and 10,000 employees. At any one time, the company will have 100 mid and higher-level managers on extended postings abroad. Two thirds of these are Americans who are being posted overseas, while the remainder are foreign nationals being employed in the United States. At Monsanto, managing expatriates and their repatriation begins with a rigorous selection process and intensive cross-cultural training, both for the managers and for their families. As at many other global companies, the idea is to build an internationally minded cadre of highly capable managers who will lead the organization in the future. One of the strongest features of this program is that employees and their sending and receiving managers, or sponsors, develop an agreement about how this assignment will fit into the firms business objectives. The focus is on why employees are going abroad to do the job, and what their contribution to Monsanto will be when they return. Sponsoring managers are expected to be explicit about the kind of job opportunities the expatriates will have once they return home. Once they arrive back in their home country, expatriate managers meet with cross-cultural trainers during debriefing sessions. They are also given the opportunity to showcase their experiences to their peers, subordinates, and superiors in special information exchanges. However Monsantos repatriation program focuses on more than just business; it also attends to the familys reentry. Monsanto has found that difficulties with repatriation often have more to do with personal and family-related issues than with work-related issues. But the personal matters obviously affect an employees on-the-job performance, so it is important for the company to pay attention to such issues. This is why Monsanto offers returning employees an opportunity to work through personal difficulties. About three months after they return home, expatriates meet for three hours at work with several colleagues of their choice. The debriefing session is a conversation aided by a trained facilitator who has an outline to help the expatriate cover all the important aspects of the repatriation. The debriefing allows the employee to share important experiences and to enlighten managers, colleagues and friends about his or her expertise so others within the organization can use some of the global knowledge. According to one participant, It sounds silly, but its such a hectic time in the familys life , you dont have time to sit down and take stock of whats happening. Youre going through the move, transitioning to a new job, a new house, the children may be going to a new school. This is a kind of oasis; a time to talk and put your feelings on the table. Apparently, it works; since the progr am was introduced in the early 1990s, the attrition rate among returning expatriates has dropped sharply. Questions: a. Why does Monsanto need to recruit expatriates for their US Operations? b. Why How does the repatriation programme of Monsanto is helping reduce attrition rates? a. Why does Monsanto need to recruit expatriates for their US Operations? INTRODUCTION The world economy is moving away from the traditional economic system, where national markets were considered as distinct entities which were isolated from each other by trade barriers, barriers of distance, time and culture towards a modern economic system, where the national markets are merging into one huge global market. In many industries it is no longer meaningful to talk about the American market, the German Market or the Japanese market. Therefore, as the development in the international business environment are forcing companies to think of the world as one vast market, the companies are being forced to set up their manufacturing and marketing facilities in different foreign countries in order to do business globally. Ford Motors, for instance, has production plants in 38 countries and sales outlets in over 200 countries (Ford 1997 Annual report, www.ford.com). In this regard, there are in todays world a still increasing number of people, who are sent by companies on forei gn assignments for a longer or shorter period of time and it is those people that we in this paper will refer to as expatriates Expatriates play a key role in the globalization of many companies. The parent company often depends on expatriates to transmit the core values to employees in the overseas location besides of course putting in place systems and processes. In short, expatriates assume a significant responsibility for culture building. Black and Gregersen, have given an excellent account of the issues involved in the management of expatriates. Most companies struggle with their expatriate programmes. Some expatriates return early because of job dissatisfaction; others fail to live upto expectations and a few leave after completing an overseas assignment to join competitors. Successful companies seem to follow three practices religiously. While managing international assignments, they focus on knowledge creation and global leadership development. Other considerations are given less importance. While assigning people for overseas postings, they look for people whose technical skills are matched or exceeded by their cross cultural abilities. Finally, companies with a successful expatriate programme know how to end an assignment and put the experience of the executives to good use, when they return after an overseas stint. Global companies after selecting the candidates place them on the jobs in various countries, including the home country of the employees. But, the employees of the global companies are also placed in foreign countries. Even those employees who are placed initially in their home countries are sometimes transferred to various foreign countries. Thus, the employees of global companies mostly work and live in foreign countries and their family members also live in foreign countries. Employees and their family members working and/or living in foreign countries, are called expatriates in the foreign country. Expatriates are those living or working in a foreign country. The parent country nationals working in foreign subsidiary and third country nationals are expatriates. Large no of expatriates normally have adjustment problems with the working culture of the company, countrys culture, laws, etc. some expatriates adjust themselves easily, while some others face severe problems of adjusting. Such employees about their assignments and return to home country by terminating their work contracts. Thus, the major problem with expatriates is adjustment in the new international environment. Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. The unavailability of the required skills and talents takes the organisation to source talent from other countries. The procedures and processes of recruiting and selecting the human resources are never uniform even within a single organisation. The procedures vary according to the post, the skill set required, the nature of work etc. More of it is seen in the case of recruitment of expatriates. The recruitment and selection procedures and considerations are drastically different for expatriates than that of the domestic employees. Recruitment of expatriates involves greater time, monetary resources and other indirect costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance. A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organisation. Recruiting expatriates require special considerations and skills to select the best person for the job. Except for a few expatriate selection policies, the expatriate selection criterion is generally organisation and nation specific. The recruiters for recruiting the expatriates should be carefully selected and trained. The recruitment strategies for expatriates should be aligned with requirements of the job. The interviews of expatriates are designed in a manner to judge their: Adaptability to the new culture Intercultural interaction Flexibility Professional expertise Past international work experience Tolerance and open-mindedness Family situation Language ability Attitude and motivation Empathy towards local culture A few researches in this field also suggest that women are morale likely to be successful in certain positions as expatriates as they are more sensitive towards new culture and people. Recruitment of expatriates should be followed by cultural and sensitivity training, and language training. Allegiance to parent firm Low Free agents Natives High Hearts at home Dual citizens Low High Allegiance to local operation Monsanto, the US chemicals manufacturer, starts work on suitable assignments for returning expatriates well in advance. The company not only arranges for debriefing on their return, but also identifies suitable jobs based on the expatriates skills and organizational needs. To sum up, the challenge for global companies is to develop a cadre of expatriates who will function as dual citizens, with a balanced allegiance to the headquarters and the country subsidiary. Creating such a cadre would involve careful selection processes, cross cultural training before and after overseas assignments, well planned career systems that lead to clearly defined job expectations and well conceived repatriation programmes. NEED OF EXPATRIATES FOR MONSANTO Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. From the HR-literature we know that expatriates are divided into three types: PCNs (Parent Country Nationals); HCNs (Host Country Nationals); and TCNs (Third Country Nationals)., we will focus on the different roles of these expatriates by point of departure in the following four general approaches to international staffing: Ethnocentric Approach: Because of a lack of qualified HCNs, PCNs occupy all key positions in the foreign operation, which means that the subsidiary is highly dependent on the headquarters decisions. Some drawbacks from this approach could be limited promotion opportunities for HCNs, income gaps between PCNs and HCNs, and that PCNs cannot be involved in local matters. Polycentric Approach: In this approach HCNs occupy positions in the foreign subsidiary. Some transfers of HCNs to headquarters also take place. The approach eliminates the language barriers, and typically HCNs are less expensive. Some drawbacks from this approach could be communication problems between headquarter and subsidiary and limited career opportunities for HCNs as they cannot be promoted to headquarter. Geocentric Approach: In this approach the best people are selected for key positions regardless of their nationality. Nationality is not taken into account and a worldwide integration of employees takes place. In this approach an international team of managers is developed. Some drawbacks from this approach may be related to situations, where host governments prefer employment of locals because of i.e. labor issues. Regiocentric Approach: Here a companys international business is divided into international geographic regions (i.e. the European Union). The staff can only transfer within these regions. MONSANTO needs expatriates because of the following reasons:- Expatriates first enter the picture when corporations have strong incentives to internalize activities. Typical, enterprises will engage in the type of internalization most suitable for the factor combination, market situations and government policies which they face: When it is more profitable for this company to exploit its ownership advantages in another country itself rather than to sell or license them. When a firm desires to extinguish bilateral monopoly because of market imperfections: that is, when some markets incurs lower cost through hierarchical co-ordination (FDI) than through co-ordination by market prices then the need to use expatriates becomes evident. When an enterprise has location and ownership specific resource endowments and finds the need to internalize these because of market imperfections then the expatriate is born. The expatriate will likely be used to take out the imperfections of the market by being the liaison for the organization to that market. Having a manger that knows and understands headquarters desires and wants is therefore of great importance when investing and operation in foreign markets. Securing transfer of technology/filling positions, as companies send the expatriates abroad in order to transfer their technology to the foreign subsidiary. I.e. in countries where qualified people are not available, companies send the PCNs to fill out the positions. This is mostly used by multinational and international firms. Securing the headquarter control, where the companies can exercise this control by using the PCNs in their foreign subsidiaries. In such situations firms try to incorporate the headquarters culture into the foreign operations, which in some cases may create cultural problems. Especially MNCs tend to demand administrative and financial control in their foreign operations. Opportunity for international experience/ management development, as several firms find international experience highly important before promoting their employees. Foreign transfers are here important in order to learn foreign cultures and environments. In such situations qualified HCNs are available but managers are still transferred to foreign subsidiaries to acquire knowledge and skills. Securing organizational development, which also is called the Geocentric approach. This role is performed only by the best people at the best places without nationality barriers. Transfers can take place from headquarter to subsidiary, from subsidiary to headquarter, or from subsidiary to subsidiary. Nationality of employees does not matter in this situation, as the objective of this staffing strategy is to get to know about different cultures, create international networks, decentralization, and interaction between managers of different nationalities. In general, this strategy is mostly followed by larger global companies. Expatriates are responsible for transferring new technologies and penetrating new markets in foreign subsidiaries. Organizations opening a new production facility or branches in a foreign country will send an expatriate to facilitate entry into the new markets. PCNs are commonly sent out to initiate operations in fresh markets in countries with no qualified people to carry out the firms mandate. These PCNs render their expertise in the vital global market within the new markets. Mostly, a firm will send a team of expatriates to work together effectively and penetrate the new market. Companies may want to exercise control over foreign subsidiaries by integrating the headquarters culture in foreign operations. This might be achieved by sending PCNs who have been with the company for some time. These expatriates have to promote a variety of inter-organizational skills and interpersonal skills, commonly used in the headquarters, to different employees in the subsidiaries. Most organizations with operations in foreign countries are quite successful and use expatriates to oversee financial and administrative functions. Expatriates have the opportunity to learn the foreign environment and culture during foreign assignments. This international experience and expansive knowledge gained by expatriates can be used to develop products that suit a specific culture, ensuring the firm remains competitive in the global market. The PCNs may be sent to foreign subsidiaries before they are promoted, so that they can learn the skills and knowledge to operate within a diverse environment. This foreign exposure helps expatriates develop international management competencies. Expatriates are sent to foreign countries where they can locate valuable resources and expertise, learn best practices and transfer all these assets to the company operations in the host country. Expatriates may gain expertise from different cultures, providing the company with learning opportunity from a diverse staff. Expatriates help the organization in forming international networks, creating a global market for products. They also promote decentralization of the organization by taking control of the various foreign operations. b. Why How does the repatriation programme of Monsanto is helping reduce attrition rates? INTRODUCTION A largely overlooked but critically important issue in the training and development of expatriate managers is to prepare them for reentry into their home-country organization. Repatriation should be seen as the final link in an integrated, circular process that connects good selection and cross-cultural training of expatriate managers with completion of their term abroad and reintegration into their national organization. However, instead of having employees come home to share their knowledge and encourage other high-performing managers to take the same international career track, expatriates too often face a different scenario. Often when they return home after a stint abroad-where they have typically been autonomous, well-compensated, and celebrated as a big fish in a little pond-they face an organization that doesnt know what they have done for the last few years, doesnt know how to use their new knowledge, and doesnt particularly care. In the worst cases, reentering employees have to scrounge for jobs, or firms will create standby positions that dont use the expatriates skills and capabilities and fail to make the most of the business investment the firm has made in that individual. Research illustrates the extent of this problem. According to one study of repatriated employees, 60 to 70 percent didnt know what their position would be when they returned home. Also, 60 percent said their organizations were vague about repatriation, about their new roles, and about their future career progression within the company; 77 percent of those surveyed took jobs at a lower level in their home organization than in their international assignments. Not surprising, 15 percent of returning expatriates leave their firms within a year of arriving home, and 40 percent leave within three years. The key to solving this problem is good human resource planning. Just as the HRM function needs to develop good selection and training programs for its expatriates, it also needs to develop good programs for reintegrating expatriates back into work life within their home-country organization, for preparing them for changes in their physical and professional landscape, and for utilizing the knowledge they acquired while abroad. MEANING OF REPATRIATION Repatriation, or re-entry, is the transition from a foreign country back to ones own after working overseas for a significant period of time. According to Black, Gregersen, and Mendenhall (1999) this last stage of the expatriation process has been neglected to some extent since the process of relocation to the home country and home organization has been assumed to be a simple matter for expatriates. However, repatriation problems are complex both for the company and the expatriate because they involve the challenges of personal re-entry and professional re-entry at the same time (Linehan and Scullion, 2002). Hodgetts and Luthans (2001), claim that for most expatriates, the return to the home country occurs within five years after leaving the home country. Furthermore, Dowling, et al. (1994) suggests that the repatriation process consists of different phases in which the expatriate and the company face different roles. The authors describe the repatriation process in four related phas es. These are a) preparation, b) physical relocation, c) transition, and d) readjustment. The first stage, preparation, involves the development of plans for the future both for the company and the expatriate. In this stage the expatriate can gather information about the new position that will be offered in the home organization. Preparation is followed by physical relocation of the expatriate. This stage refers to removing personal effects; breaking ties with colleagues, and traveling to the country where the home organization is located. In this stage the company can offer comprehensive and personalized relocation assistance to reduce the amount of anxiety the repatriate may feel. Transition, the third step in the repatriation process, is the settling into temporary accommodations as well as making arrangements for administrative tasks. This makes the process of re-entry to the home organization smoother. Readjustment, the last step, involves coping with reverse culture shock and career demands that are followed by the re-entry. (Ibid) According to Paik, et al. (2002), the process of an expatriates re-entry to the home organization is a complex interaction of several job-related factors, socio- cultural factors and family factors. The job-related factors primarily address the relationship between the expatriate and the home office and issues related to the repatriates career progression after returning to the home country. Many repatriates return to an organization that does not know what they have accomplished overseas and how to use the repatriates experience appropriately. The socio-cultural factors are related to the repatriates ability to adjust and reintegrate into the home country culture. Sufficient cross-cultural preparation is needed to prepare the expatriate for working in another culture as well as for preparing the expatriate for working in the home organization upon return. Finally, the family factors address the impact of reintegration on the spouse and children. The cultural shock that the family ma y experience can affect the repatriates ability to resume their responsibilities at the home office. One of the key transitional activities is to involve targeted communication concerning the expectation of the home office towards the return of the repatriate and his or her family. (Ibid) Suutari and Brewster, (2003) claim that for the employee, career progression is often the reason to accept an assignment abroad. As a consequence the re-entry position is frequently linked with whether the new position matches the repatriates career expectations. Although international assignments are seen as a key tool for developing international managers the positive connection between an expatriation assignment and career development has been questioned. The authors further state that there is a gloomy picture with organizations losing a lot of talented and experienced international staff at or shortly after repatriation. The fall-out rate is often a result of dissatisfaction among repatriates whose careers are blighted by their negative experience and who have to rebuild their careers elsewhere. (Ibid) However, according to Linehan and Scullion (2002) the costs of losing repatriates are significant because they are valuable and expensive human resources who are capable of understanding the workings of both corporate headquarters and overseas operations; in addition they are responsible for critical co-ordination and control functions. MEANING OF REPATRITION PROGRAMME Black, et al, stress the importance of having a well-defined repatriation program in order to accomplish successful repatriation and to conquer the problems companies and employees face. However, Dowling, et al (1999) present a study by Harvey that state that only 31 percent of U.S companies have a program for repatriation. The three most frequent mentioned reasons for not having a program was a lack of knowledge about how to develop a program, the costs of training repatriates, and no perceived need by top management of having a program. (Ibid) Yongsun (2002), claims that in order for organizations to fully exploit the knowledge and skills of returning expatriates it is critical for the company to manage the repatriation process. Different theories and approaches of how a repatriation program can be developed exist in the literature. (Ibid) According to Jassawalla, et al (2004), a retrofit program at the end of the expatriates assignment makes poor repatriation. Vermond (2001) sugge sts that the repatriation process should start as early as possible in an expatriates assignment, and should be continued after the expatriates return to the home country. The repatriation program as an ongoing process, have developed a theoretical model of how an effective repatriation program can look like. In this model the authors have divided the repatriation process in three stages. This model identifies the key action steps taken prior to departure, during the assignment, and after the repatriates return that appear to determine the organizational and individual outcomes. (ibid) However, the outcomes of these actions will not be discussed as mentioned in the delimitations in chapter one. As previously mentioned, companies and expatriates face different problems in the repatriation process. These problems affect the stages in the repatriation program developed differently. Therefore some problems are mentioned in several stages in order to justify different actions that can be taken in order to conquer the problems that either the company or the expatriate/repatriate face. Repatriation Program Prior to the expatriates departure During the expatriates stay After the expatriates return Choosing new assignments in the home office -Quality of interaction with sponsors The sponsor has a stake in the repatriates personal long-term career. The duties of a sponsor include searching for positions that may suit the repatriate and try to ensure that the repatriates skills will be used upon return. Using the procedures designed to reorient the repatriate to the home office Task clarity Expectations on the expatriate The deadlines of the task How the performance will be evaluated -Career counselling The reasons for sending the manager overseas The benefits of the overseas assignment for the firm and the manager The managers career options upon return Formal policies for repatriation Repatriation policies should include actions to be taken during the pre-visit, visit and post visit. -Perception of support while on assignment Related to issues included in the relocation package such as financial compensation, support to the spouse and children to aid in their adjustment to the foreign environment. Nature and frequency of communication This factor is related to the frequency of communication between the home office and the expatriate while he or she is abroad. Who is responsible for the contact and how the contact is maintained are considered. -Perceptions of support upon return Receiving credit and recognition for the foreign assignment Utilizing their new perspectives in their new job Adjusting to the differences in job related factors of their new job compared to the foreign assignment Although a lengthy discussion of underlying reasons for expatriate failure is unfortunately out of scope for this article, it can be argued that companies benefit from managing this repatriation process in order to exploit the knowledge and skills of returning expatriates. (3) High attrition rates have been found to be primarily related to organizations difficulties to effectively reposition their repatriated employees. This observation is a strong argument to stress repatriation management in HR departments. (4) Organizations may experience difficulties in finding candidates for expatriate positions when potential candidates see what will happen to expatriates once they return. (5) Ogberg, who coined the term culture shock in 1960, also considered a reverse culture shock that expatriates experience when returning home. Proper preparation for this future shock may prepare expatriates for the transition to domestic work and family settings. (5) Research in 2005 showed that repatriatio n adjustment was the strongest predictor of intent to leave the organization (Lee Liu, 2005). Retention and career management, therefore, should be central to planning expatriate positions. Positions should be gradually more challenging in order to challenge valuable employees and be part of a long term career path. Long term career planning foresees in building on previous assignments; assigning repatriates unchallenging positions once back home may be regarded as an invitation to apply for positions elsewhere. Sound expatriate management will therefore consider repatriation arrangements as good practice. In reality, however, organizations often seem to have forgotten who these expatriates are. HR departments fail to build on expatriates skills and experience because they do not know well what they have accomplished during the years. Expatriates experience frustration once their expatriate benefits and status will be lost upon repatriation. They will have to get used to normal levels of pay and taxation again. Their children will have to attend national curriculum schools, private school tuition fees will not be covered upon return to the home country. Establishing a mutual understanding and a clear definition of successful repatriation could help repatriates establish correct expectations before returning home. A proper preparation towards the end of expatriate assignments may ease the transition and avoid costly turnover for the organization. An ongoing lack of attention to repatriation management will likely continue to fuel high attrition rates. Avoiding Reverse Culture Shock While we often think of culture shock as a factor during a familys arrival to a new country, dont underestimate the role that reverse culture shock can play when the assignment ends. After a period of time spent away from their home culture, family members may have trouble readjusting to the formerly familiar environment. This culture shock can affect any member of the family, but children are known to have the most difficulty readjusting. For example, friends and loved ones while they may have stayed in touch during the time away will have moved on to new interests and p

European Airlines Essay

The European Airline industry is facing one of the most challenging environments in its history. A global economic recession coupled with the terrorist attacks of September 11, 2001 have led to a decrease in passenger traffic, reduction in revenue per mile flown, and rising labor costs. In addition to that, disintegration in pricing power and a shift in the buying behavior of business travelers, coupled with fierce competition from low cost airlines, are forcing major airlines to restructure their operations or face the prospect of going out of business. The airline industry has responded to this difficult environment by taking measures to reduce their costs. Airlines announced layoffs of employees immediately in order to reduce the cost incurred by the airlines. To make matters worse for the industry, it has been predicted that only a gradual recovery in passenger traffic during the coming years would be seen. The European airline industry went through a deregulation process in the late 20th century. Prior to deregulation, almost one third of all passengers did not have a choice of selecting an airline. The growth in the number of passengers flying can be attributed to increased competition, innovations in marketing & operations resulting in lower cost of flying, introduction of new services and improvements in service quality. Macro-economic Analysis The industry became a perfect competition marketplace in that no single firm can influence the price of the product, consumers (for the most part) view the products of all firms as perfect substitutes and consumers will purchase a product from the firm with the lowest price. In late 1990s, during the technology bubble and the increased globalization of business, the airline industry grew at a rapid pace. However, the industry has suffered quite a few setbacks after experiencing that boom. Pummeled by poor profits and scarred from terrorist attacks against the West, the airline industry finds itself on an uncertain course. In an industry which is already taken over by tough competitions, airlines have tried to breakeven at least to survive the threat of close down. Many state administered airlines still operate based on the pacts and treaties signed by other states to decide the schedule of flights for the respective airline. The European countries, started to sign open air treaties as part of the deregulation mechanism being introduced. To get around national laws and regulatory problems, airlines have formed global alliances such as Star (United Airlines and Lufthansa), Oneworld (American Airlines, British Airways, etc. ), and SkyTeam (Delta Air Lines, Air France, and AeroMexico). Through such alliances, airlines benefit from each other’s resources, which include additional routes and marketing strategies as well as code-sharing agreements, without incurring the high costs of expansion. The costs involved with increased security precautions and route changes will force the airlines to examine their agreements and consider expansions of the same. For customers, airline alliances offer broader frequent flier programs, streamlined travel, and simplified systems for purchasing tickets, but those benefits may do little to allay passenger concerns regarding safety. Advances in communication technology have also played a role in the airline industry’s recent troubles. Advances such as video conferencing, internet chat and internet telephones allow firms to conduct business without having their executives get on the plane and visit their customer’s site. Further, coast to coast business class period has become history. Businesses are currently focusing on cutting costs and reducing overheads. While the volume of passengers getting on the planes is slowly increasing, there is no significant increase in people traveling business class or first class, which is a key component in any airline’s profit margins. According to a survey business travel volume in the EU fell by nearly 6% in 2008. More and more passengers continue to look at offers from airlines in form of packages and cheap fares. Nearly 80% of business travelers are stating that their company has implemented travel policies that, among other things, place restrictions on the class of air service. The results have left airlines struggling to come up with ways of attracting more premium passengers. Due to the rise in terrorist attacks and exacerbation in an existing trend of decreased demand and reduced industry revenues. The impact of the global war against terrorism was so huge on the industry that the governments had to intervene in order to support the industry to stabilize it. Although passenger volumes have shown signs of improvement, they remain low and as a result, several airlines are facing severe economic difficulties. Reacting to a drop in the number of passengers and rising costs for security, airlines have laid off staff and trimmed services in effort to keep flying.

The Definition Of Marriage And Family Relationships Essay

What is the definition of marriage in the Bible? Better yet what is the definition of family in the Bible? In Scripture there are many families which could be studied in order to better answer this question, but some of the most prominent choices are Abraham s family, David s family, and Solomon s family. Each of these families in turn had their own sets of issues and problems, but there are also Biblical solutions to these problems which shall be address through the course of this paper. But, before this is done it is important to take note of what God’s definitions are. To begin, I will start by explaining what my understanding of marriage and family relationships according to scripture are supposed to look like. Now, throughout both the Old Testament and New Testament many commandments are given to both children and parents. 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The Individuals With Disabilities Education Act - 1711 Words

The Individuals with Disabilities Education Act and the Meaning of â€Å"Free Appropriate Public Education† for Students with Disabilities is detailed below: Congress passed the IDEA in 1975 to ensure that children with disabilities had the opportunity to receive an appropriate education. To qualify for federal funding under the Act, a state must demonstrate that it has a policy in effect that â€Å"assures all handicapped children the right to a free appropriate education.†6 IDEA requires school districts to teach children with disabilities in the least restrictive environment possible. Under IDEA, â€Å"restrictiveness† refers specifically to the degree to which children with disabilities have access to their non-disabled peers, not the extent to†¦show more content†¦Under IDEA, the IEP must contain: a. A statement of the child’s present levels of educational performance. b. A statement of annual goals for the child, including short-term instructional objectives. c. 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