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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