The Corporation Joel Bakan Presents Arguments - 872 Words

In the book, The Corporation Joel Bakan presents arguments, that corporations are nothing but institutional pathological psychopaths that are â€Å"a dangerous possessor of the great power it wields over people and societies.† Their main responsibility is maximizing profit for their stockholders and ignoring the means to achieve this goal, portrays them as â€Å"psychopathic.† Bakan argues that, corporations are psychopaths, corporate social responsibility is illegal, and that corporations are able to manipulate anyone, even the government. A corporation is an artificial person established by the law. It nurses the same rights as humans contrariwise; they are not equally responsible for their actions. A corporation cannot face the same charges a human would: if illegal actions took place. Bakan illustrates the traits of a corporation to closely resemble the traits of a psychopathic individual human being. These traits are, but not limited to: â€Å"1) unconcern for others, 2) incapable of maintaining relationships, 3) disregard for others safety/health, 4) repeated lying, 5) incapable of experiencing guilt, and 6) failure to conform to social norms.† Therefore, executive’s means for earning high returns for shareholders can be seen as a trait of a psychopath. Yet, the corporation’s attributes are not based on the qualities of the executives outside of their careers. As Bakan would say, â€Å"the people who run corporations are, for the most part, good people, moral people.† According toShow MoreRelatedThe Corporation - Book Review1670 Words   |  7 PagesThe Corporation: A Book Review Joel Bakan’s book, The Corporation: the Pathological Pursuit of Profit and Power, is a decisive look into the mind of the corporation, or big business. It outlines the importance of profit in business and how ruthless corporations are willing to be in order to bring in substantial revenue. The book uses a historical timeframe to portray the ruthlessness of business ever since the idea of the corporation arose in the 17th century. It provides an insight into a worldRead MoreAnalysis : The Corporation Joel Bakan878 Words   |  4 Pagesbook, The Corporation Joel Bakan, presents arguments: that corporations are nothing but institutional pathological psychopaths that are â€Å"a dangerous possessor of the great power it wields over people and societies.† Their main responsibility is maximizing profit for their stockholders and ignoring the means to achieve this goal. This in results portrays them as â€Å"psychopathic.† Bakan argues that: corporations are psychopat hs, corporate social responsibility is illegal, and that corporations are ableRead MoreThe Corporation - Ethical Analysis2751 Words   |  12 PagesModern day corporations display every one of the previously listed characteristics. Is it right that an institution, whose power now rivals that of the State that once created it to seek the better welfare of its citizens, display the psychological traits of a dangerous personality disorder? Many say no: there is a rising discomfort with the corporation and its pervasion into every sphere of human life and it is this uneasiness that has prompted many academics to further study the corporation and itsRead MoreThe Myth of Csr5260 Words   |  22 PagesFair Trade coffee. In fact, CSR has gained such prominence that the Economist devoted a special issue to denouncing it earlier this year. Although some see CSR as simply philanthropy by a different name, it can be defined broadly as the efforts corporations make above and beyond regulatio n to balance the needs of stakeholders with the need to make a profit. Though traces of modern-day CSR can be found in the social auditing movement of the 1970s, it has only recently acquired enough momentum to meritRead MoreOrganisational Theory230255 Words   |  922 PagesWhilst their writing is accessible and engaging, their approach is scholarly and serious. It is so easy for students (and indeed others who should know better) to trivialize this very problematic and challenging subject. This is not the case with the present book. This is a book that deserves to achieve a wide readership. Professor Stephen Ackroyd, Lancaster University, UK This new textbook usefully situates organization theory within the scholarly debates on modernism and postmodernism, and provides

Commentary on ‘Foo Fighters Music Review’ and ‘The Birth of a Band, Waring Green’ Free Essays

My aim in writing these pieces were both to inform and put across my opinions to an audience of interested readers. For the music review my intended audience was young music lovers and for the biography it was more for anyone who is interested in reading about people who have had an interesting life experience, perhaps a similar one to themselves. I wanted my pieces to be clear and amusing, and in the music review, more informal so that it would appeal to people. We will write a custom essay sample on Commentary on ‘Foo Fighters Music Review’ and ‘The Birth of a Band, Waring Green’ or any similar topic only for you Order Now The biography was intended to be informative, whereas the review was intended to be more open in view as to include the audience more. In order to accomplish this I have deliberately used a number of techniques. In the title of my second production piece I have included some alliteration of the sound [ ] which catches the attention of the reader and helps to establish the main story. In ‘The Birth of a Band’ I used mainly first person pronouns such as ‘my’ and ‘I’. This helps to show the reader that it is from my own personal view and it is an actual real life even that I have encountered. In the Foo Fighter review I used mainly third person pronouns such as ‘their’, and I also named people and attached the event directly to their name. this is the opposite of the other piece as it establishes that the music and the credit belongs to them and no-one else. I have tried to be quite informal in both of my pieces by using words such as ‘dodgy’ and constructions such as ‘Pointless? Funny!’ This helps to make the reader feel more at ease when reading it, and there is also some intended humour in order to make the reader laugh, more so in the review than the biography piece. In the review of the Foo Fighters I included one instance of a mild taboo lexeme. ‘†¦damn good†¦Ã¢â‚¬â„¢ Again this is a point in the text that gives the reader a bit of comic relief and a chance to reflect on my opinions with their own. This is why I decided to add quite a lot of interrogatives into the text, even though I cannot expect an answer, the reader can establish their own views and opinions about what I think and also about what they think in comparison. I aimed to make my two pieces as clear as I possibly could. I used a number of techniques to ensure this. Firstly I used short strings of words, for example, ‘That was a real boost’, and tried to avoid overly long sentences. I didn’t want my readers to become bored of reading too many facts or opinions at a time. Secondly I used fairly short simple lexemes. I tried to keep my words either monosyllabic or disyllabic because this makes the text flow more smoothly and doesn’t make the reader get confused at long complicated words. In my two pieces I have used a lot of past tense, mainly in ‘The Birth of a Band’ to show how what we have achieved is a past event. For example ‘was’ and ‘asked’. However I did use some present progressive, ‘will keep trying’ in order to show how our band and music are still going. I also used some present tense, mainly in the Foo Fighters Music review, to show how their music is still in development. It also helps to convey how it is their most recent album, as I am talking about it in the ‘here and now’. I included in my review of the Foo Fighters music an overall grade of how I feel about their music. This is nine out of ten. Most people will understand this as a good mark because it is on a scale of one to ten which is the most common way of grading something. I feel it is a good way of rounding up my review, although I do think it could lead to the reader skipping the rest of the text and just taking the score at face value rather than investigating further into why I have given this grade. But if the reader is interested enough I do not see this as a major problem. I believe I have successfully achieved my targets in writing these pieces. I feel as though they are very entertaining and they convey my feelings and opinions towards the subject matter very effectively. I feel that the information I have provided is sound and believable. How to cite Commentary on ‘Foo Fighters Music Review’ and ‘The Birth of a Band, Waring Green’, Papers

Initiation Of The Organizations Theories †MyAssignmenthelp.com

Question: Discuss about the Initiation Of The Organizations Theories. Answer: Introduction Initiation of the organizations theories is important for the contemporary business organizations due to the reason that, they have to operate in much competitive business scenario. Thus, in gaining the competitive advantages in the market and to stay ahead in the market, business organizations have to initiate the implementation of various organizational theories (Nonaka et al. 2014). However, there are different organizational theories, which are having different purpose for the different organizational situation and environment. One of the two most effective organizational theories being initiated by the contemporary business organizations are the strategic choice theory and determinist theory (Taylor 2012). These theories are being most used by the business organizations. This essay will discuss about the different dimensions of both these theories applicable for the business organizations. In addition, the effectiveness of these theories be compared in order to identify the most effective one. Strategic choice theory This theory refers to the choice of the most effective alternative from the choice of all available alternatives. The choice is being made by the business organizations on the basis of certain criterions (Judge et al. 2015). Thus, this helps the organizations to effectively identify the most effective option from all the available alternatives. According to Hill, Jones and Schilling (2014), initiation of the strategic choice theory will help the business organizations to making the most effective choice from all the available options. Moreover they have also stated that, initiation of the strategic choice theory is more beneficial and helpful for the contemporary business organizations due to the reason that, contemporary business organizations have to consider various diversified aspects to stay ahead in the competition. Thus, it is important for the business organizations to select the most effective option for their business operation. For instance, there are various market entry strategies being available for the business organizations in operating in the global business environment. In this case, initiation of the strategic choice theory will be helpful for the business organizations to select the most effective one. Volkswagen is one of the most prominent and leading carmakers in the world. However, they follow different market entry strategies in different countries. In some countries, they have followed the route of direct investment and in some other countries; they have followed the route of import. However, by having these diversified entry mode strategies, Volkswagen is gaining competitive advantages in the market. This is due to the initiation of the strategic choice theory by them (Grunig and Morschett 2012). It helped them to identify the most effective strategy for a particular market. Steps in strategic choice theory As discussed earlier, strategic choice theory involved some steps that should be followed by the business organizations to identify the most effective option. According to Eden and Ackermann (2013), there are three steps being involved in the initiation of the strategic choice theory. According to them, the first step is to identify the viable alternatives for the particular issue or requirement. This step involves matching the requirement of the organization with that of the aspects of the alternatives. The next step involves the evaluation of the chosen alternatives. In this step, all the chosen alternatives are being evaluated in order to identify the most effective one. The last step in this theory involves the identification of the most effective option and implementing it in the business organization (Trinh and Koh 2012). Institutional theory This theory is being stated by Meyer and Rowan regarding the benefits of following the formal structure in the organizations. As stated by Hatch and Zilber (2012), initiation of formal structure and standards in the internal management of the organization will help them to gain competitiveness in the market. According to them, maintaining the formal structure in the organizations help to have effective leadership role. This is due to the reason that, the more formal structure will be followed in the organization, the more effective will be the organizational structure. Thus, the communication among the internal stakeholders will be more effective. On the other hand, implementation of the change management will also be effective due to having formal structure in the organization. Resource dependency theory Contemporary business organizations depend on various source and types of resources to effectively operate in the market. These resources include natural resources to human resources. Thus, every organization is being depended on the different types of resources. The more access they will have to the strategic resources, the more competitiveness they will gain in the market. According to Wry, Cobb and Aldrich (2013), the dependency on the resources by the organizations changed over time. In the current business scenario, organizations are having the requirement of more diversified resources. Accordingly, this theory states that, the allocation of the available resources for the different departments along with the access to the strategic resources will determine the competitiveness of the organizations. For instance, TechnologyOne is a software organization in Australia. They are hugely depended on their human resources. Thus, the more skill and expertise their human resources will possess, the more competitive advantages they will gain in the market. Thus, according to resource dependency theory, they should manage the maintenance and supply of the skilled human resources effectively in order to enhance their effectiveness. Population ecology theory Population ecology theory states the competition in a particular business sector along with determining the various aspects such as the similarity of the products being offered by the organizations and number of similar firms operating in the same field (Vandermeer and Goldberg 2013). As discussed earlier, the contemporary business state of affairs is much more competitive than it was a decade ago. More number of organizations is operating in the similar sectors and thus the level of competition among the organizations is high. In this case, it is important for the business organizations to effectively determine the competitiveness in the market. Accordingly, they have to initiate business level strategies to stay ahead in the competition. Thus, the more effective will be the determination and initiation of the theory of population ecology, the more effective will be the organizational strategy in the market. Comparison among the theories The above sections discussed about various organizational theories, which will have diversified benefits in different situation for the business organizations. However, among all the theories being discussed above, there are differences between the determinist theories and the strategic choice theory. One of the key differences is approach. Strategic choice theory is having holistic approach compared to the singular approach of the determinist theories. This is due to the reason that, according to the strategic theory, organizations have the options to choose from the all the available alternatives. This theory also not stated any particular business scenario. On the other hand, resource dependency theory states the importance of only the resources for the organization, institutional theory states the importance of having the formal structure in the organization and population ecology theory states the importance of determining the competition and the characteristics of the competito rs in the market. According to Roughgarden, May and Levin (2014), population ecology refers to the determination of the competition in the market but it do not states the importance of the determination of the appropriate strategies to counter the competition. However, on the other hand, according to the Yarger (2012), strategic choice theory states the importance of the choosing the most effective strategy from the available ones. Thus, strategic choice theory acts as the secondary theory of the population ecology theory. In addition, there are various limitations being identified for all the above discussed theories. One of the key limitations being identified on the determinist theories is the lack of proper strategies to overcome the identified issues. For instance, in the case of the institutional theory, the importance of determining the competition in the market is being stated. However, the strategies that should be initiated by the organization to overcome the threat of increased competition in the market have not been stated. However, on the other hand, in the case of strategic choice theory, it is being stated that various alternatives should be chosen and the most effective one should be selected. However, in the practical situation, different business organizations have different scenario or environment and thus, the effectiveness of the available alternatives will be different (Rowlinson, Hassard and Decker 2014). Thus, from the above comparison, it is being identified that, strategic choice theory will be the more effective that the determinist theory. This is due to the reason that, strategic choice theory is flexible enough for different organizational requirements. On the other hand, determinist theories talks about specific organizational criterion and is less flexible than the strategic choice theory. Thus, strategic choice theory will help the organizations to select the most effective option from all the alternatives. Conclusion Thus, it can be concluded that, all the above discussed organizational theories are having their own set of effectiveness and limitations for the diversified business scenario for the organizations. Strategic choice theory is being selected as the most effective among the discussed theories due to the reason that, it is being identified as the more flexible option compared to the determinist theories. Reference Eden, C., Ackermann, F. (2013).Making strategy: The journey of strategic management. Sage. Grnig, R. and Morschett, D., 2012. Evaluating market entry modes. InDeveloping International Strategies(pp. 123-148). Springer Berlin Heidelberg. Hill, C. W., Jones, G. R., Schilling, M. A. (2014).Strategic management: theory: an integrated approach. Cengage Learning. Judge, W.Q., Hu, H.W., Gabrielsson, J., Talaulicar, T., Witt, M.A., Zattoni, A., Lpez?Iturriaga, F., Chen, J.J., Shukla, D., Quttainah, M. and Adegbite, E., 2015. Configurations of capacity for change in entrepreneurial threshold firms: imprinting and strategic choice perspectives.Journal of Management Studies,52(4), pp.506-530. Nonaka, I., Kodama, M., Hirose, A. and Kohlbacher, F., 2014. Dynamic fractal organizations for promoting knowledge-based transformationA new paradigm for organizational theory.European Management Journal,32(1), pp.137-146. Roughgarden, J., May, R.M. and Levin, S.A. eds., 2014.Perspectives in ecological theory. Princeton University Press. Rowlinson, M., Hassard, J. and Decker, S., 2014. Research strategies for organizational history: A dialogue between historical theory and organization theory.Academy of Management Review,39(3), pp.250-274. Taylor, R., 2012. Determinism and the Theory of Agency.Ethical Theory: An Anthology,13, p.308. Trinh, T.N. and Koh, C.G., 2012. An improved substructural identification strategy for large structural systems.Structural Control and Health Monitoring,19(8), pp.686-700. Vandermeer, J.H. and Goldberg, D.E., 2013.Population ecology: first principles. Princeton University Press. Wry, T., Cobb, J.A. and Aldrich, H.E., 2013. More than a metaphor: Assessing the historical legacy of resource dependence and its contemporary promise as a theory of environmental complexity.Academy of Management Annals,7(1), pp.441-488. Yarger, H.R., 2012.Strategic theory for the 21st century: the little book on big strategy. Lulu. com.

The Heavy Bear Who Goes With Me Essays - Alcohol Abuse,

The Heavy Bear Who Goes With Me The Heavy Bear Who Goes With Me Alcohol, probably the oldest drug known, has been used since the earliest of societies for celebration, rituals, and other social situations. In the early 1920's, society viewed alcohol as more of a social problem. The 18th amendment was passed to outlaw the consumption, sale, or trade of alcohol. This action caused much more delinquency, as a result of gangsters, and other organized crimes against the government. Prohibition was abolished with the 21st amendment in 1933. The poem ?The Heavy Bear Who Goes With Me? was written only a few years after prohibition and reflects the true nature of alcoholism. Although alcoholism was still frowned upon in this era, Schwartz uses a bear to expose and reflect the true nature of alcoholism. In the last stanza, ?The secret life of belly and bone? shows that Schwartz feels that alcoholism is still unacceptable behavior. Schwartz uses physical, emotional, and psychological aspects of a bear to explain the nature of alcoholism. Schwartz gives the bear human characteristics that would be true of an alcoholic, ?Clumsy and lumbering here and there? and ?In love with candy, anger, and sleep.? Much like bears, people who are alcoholics, may experience a great deal of difficulty keeping his/her balance or controlling their emotions. Schwartz furthers this metaphor of an alcoholic by showing a physical dependence: ?Trembles and shows the darkness beneath.? Due to withdrawal, an alcoholic may wake up in the morning with tremors and distress that require a drink for relief. The bear is also eager to engulf his physical need as shown in the line, ?A manifold honey to smear on his face.? This strong need for alcohol outweighs what a person knows and understands about the effect on the body. Schwartz conveys to his readers that alcoholism is an inevitable burden. He tells us the bear is ?That inescapable animal walks with me / Moves where I move, distorting my gesture.? It is apparent that Schwartz feels that alcoholis m is a burden. Conflicts with culture may make it difficult for some people to develop their own stable attitudes and moderate patterns of drinking. An alcoholic may feel the drinking is a way to become more sociable or change their mood. The author shows that although the bear appears to be confident, he has many insecurities, ?The strutting show-off is terrified, dressed in his dress-suit.? Schwartz shows an unhealthy connection to drinking, ?A sweetness intimate as the waters clasp.? This line explains the emotional hold alcohol has over the bear. Using the word ?intimate,? he shares with the readers what a very personal issue this is for an alcoholic. When he describes the ?waters clasp,? the reader is able to understand what a strong grasp alcohol has over him. The bear ?Howls in his sleep because of the tightrope? to further explain the emotional pain associated with this illness. Along with physical and emotional duress, the psychology of an alcoholic is a deep, recurring issue. An alcoholic who has sustained from drinking is referred to as a ?recovering alcoholic,? not as a ?cured alcoholic.? The author is unable to freely admit this is a problem for him; he uses the bear as a scapegoat. Schwartz tells us the story of the bear on his back. He leads the readers to believe that if it weren't for the bear that everything would be okay. He states, ?With whom I would walk without him near.? If the author could do this and leave his unbearable problems, he feels it ?would bare my heart and make me clear.? An alcoholic must recognize that he or she is powerless over alcohol, and seek help from a higher power in regaining control of his or her life. Alcoholism is an extremely serious problem it both today as it was yesterday. The poem ?The Heavy Bear Who Goes With Me? was written to expose a serious problem in an era where there was little or no help for this serious illness. The disorder is marked by extreme or compulsive use of alcohol. This horrifying disease strikes millions of Americans, ?The scrimmage of appetite everywhere.? Schwartz complaints of the bear and describes it as

Leadership in Beowulf essays

Leadership in Beowulf essays A well-respected, honored leader is a person that everyone strives to be. It is a type of person that everyone can look up to, try to emulate, and look to in times of distress. Although everyone is different in their own respects, there are characteristics common to most great leaders that can be picked out. The story Beowulf told by Robert Nye contains many different rulers that people follow. Among the various characteristics these men share, a few great qualities shine through, these being generosity, loyalty, and bravery. The leaders Beowulf and Hrothgar portray these qualities multiple times throughout the story. Generosity to ones people and ones friends is a characteristic everyone wants in a leader. In the story, Beowulf defeats Grendel, an enemy of Hrothgar and his people. For this mighty deed performed, Hrothgar not only holds a party for several days in Beowulfs honor, he also rewards him greatly with many riches (45-46). Another example of a leaders generosity takes place when Beowulf arrives back to his homeland. He is carrying many riches from his battles against evil in Hrothgars land. He goes and talks to his king, whereupon he gives all of it to him and the queen, even a prized golden collar. Beowulf simply said that all he gained was gained as a retainer of his king, so it all belonged to him (82-83). This shows that Beowulf had no greed and did not desire any gold or riches. He was generous and gave all to his king. Loyalty is another quintessential quality in a leader. Knowing that your leader is loyal to your country or cause is necessary. Beowulf personifies this quality. After defeating Grendel, Grendels mother came after Hrothgar and his people. Beowulf went heedlessly after this new threat to help his friend. He and his company tracked Grendels mothers tracks until they reached her lair. Upon this discovery, Beowulf departed from his subordinates and went to face...

Costo, requisitos y documentos para renovar DACA

Costo, requisitos y documentos para renovar DACA Los muchachos migrantes indocumentados que han tenido alguna vez DACA aprobado pueden solicitar su renovacià ³n por decisià ³n de varias sentencias judiciales, a pesar de la orden del presidente Donald Trump de finalizar ese programa. DACA es un permiso que permite vivir temporalmente en Estados Unidos a jà ³venes migrantes indocumentados que llegaron al paà ­s siendo nià ±os y que reà ºnen una serie de requisitos. La obtencià ³n de DACA abre la puerta a la obtencià ³n de un Nà ºmero del Seguro Social, permiso de trabajo, licencia de manejar, etc., pero no es un camino hacia la tarjeta de residencia permanente, conocida como green card. En este artà ­culo se informa sobre los requisitos para solicitar la renovacià ³n de DACA, quà © documentos deben presentarse al Servicio de Inmigracià ³n y Ciudadanà ­a (USCIS, por sus siglas en inglà ©s), cul es el costo y posibles casos para pedir una exencià ³n del pago y, finalmente, con cunta antelacià ³n se debe enviar la peticià ³n de renovacià ³n y cunto tiempo se demoran en contestar.  ¿Quià ©nes pueden renovar DACA?: Requisitos Para tener derecho para solicitar la renovacià ³n de DACA es obligatorio cumplir los siguientes requisitos. En primer lugar, tener o haber tenido DACA aprobado. En otras palabras, en la actualidad, no se puede solicitar este permiso por primera vez. Tampoco se puede solicitar un advance parole, que es un permiso para viajar fuera de Estados Unidos y regresar y que cuando gobernaba el presidente Barack Obama sà ­ que se podà ­a pedir. En segundo lugar, es obligatorio no haber salido de Estados Unidos a fecha del 15 de agosto de 2012 o posteriormente, a menos que se tuviera un advance parole que lo permitiese. En tercer lugar, es requisito haber residido permanentemente en los Estados Unidos desde la fecha que se solicità ³ DACA por primera vez. Y, finalmente, tambià ©n es requisito no haber sido condenado por una felonà ­a, ni falta importante –lo que se conoce en inglà ©s como significant misdemeanor– ni por 3 o ms faltas regulares. Tampoco pueden solicitar la renovacià ³n de DACA los muchachos considerados como un peligro para la seguridad nacional o pà ºblica. En este à ºltimo apartado estn considerados los miembros de las pandillas. Segà ºn el National Immigration Law Center, es altamente recomendable para los muchachos indocumentados contactar con un abogado migratorio de AILA o con un representante acreditado por el Board of Immigration Appeals antes de solicitar la renovacià ³n de DACA si estn en una de las siguientes situaciones: Ha sido arrestadoTiene una acusacià ³n pendienteTiene una citacià ³n judicialHa sido condenado por delito o faltaTiene una orden de deportacià ³n, ha firmado una salida voluntariaTiene un caso de inmigracià ³n cerrado administrativamenteTiene abierto un proceso de deportacià ³n o de expulsià ³n En estos casos mencionados, la solicitud de renovacià ³n de DACA podrà ­a llamar la atencià ³n de las autoridades migratorias sobre las circunstancias del solicitante y colocarle en situacià ³n de prioridad de deportacià ³n. Para evitar estos riesgos es recomendable consultar el caso con un abogado migratorio. Tramitacià ³n para solicitar la renovacià ³n de DACA y documentos necesarios Hay dos clases de tramitacià ³n para solicitar la renovacià ³n del caso. Asà ­, deben utilizar los documentos que se utilizaron para solicitar DACA por primera vez todos aquellos muchachos cuyo DACA hubiera expirado antes del 5 de septiembre de 2016. Asimismo, deben seguir ese mismo procedimiento los que tuvieron alguna vez DACA y les fue terminado por una decisià ³n de USCIS y los muchachos cuyo DACA fue inicialmente aprobado por ICE. Los documentos para solicitar la renovacià ³n en esos tres casos son los siguientes: Forma 821DForma I-765, para el permiso de trabajoForma I-765WCopia por delante y por detrs del à ºltimo permiso de trabajoDos fotos tipo pasaporte tomadas en los à ºltimos 30 dà ­as antes de enviar solicitud de renovacià ³n.Todos los documentos que demuestran que se reà ºnen los requisitos para DACA en relacià ³n a edad, identidad, residencia en Estados Unidos y educacià ³n o servicio militar. Por otro lado, los muchachos con DACA con fecha de expiracià ³n del 5 de septiembre de 2016 o posterior pueden aplicar para renovar enviando los siguientes documentos. Forma 821D, dejar en blanco la parte que dice for inicial request onlyForma I-765Forma I-765WCopia de anverso y reverso de à ºltimo permiso de trabajo2 fotos tipo pasaporte tomadas en los à ºltimos 30 dà ­asAdjuntar documentos nuevos si ha habido arrestos, detenciones, inicio procedimiento de deportacià ³n, etc. y no se han aportado previamente. En todos los casos de renovacià ³n deben utilizarse los formularios ms recientes, que pueden obtenerse gratuitamente en la pgina oficial de USCIS y verificar que se rellena la casilla en la que se solicita la fecha de expiracià ³n del permiso DACA. USCIS puede solicitar informacià ³n adicional o puede contactar con otras agencias del gobierno para verificar que no se ha mentido en la solicitud de renovacià ³n de DACA. En cuando a quà © oficina de USCIS se debe enviar la solicitud, depende del lugar de residencia del solicitante. Se aconseja utilizar correo certificado para hacer mejor seguimiento del paquete y tambià ©n es aconsejable incluir el formulario G-1145 para recibir confirmacià ³n digital de que ha sido aceptado por USCIS. Costo de renovar DACA y posibles exenciones de pago El costo actual para renovar DACA est fijado en $495. Si no se puede pagar se pueden solicitar prà ©stamos o becas como la de United We Dream. Adems, USCIS permite en casos excepcionales solicitar la exencià ³n del pago a las personas que se encuentren en alguna de las siguientes circunstancias. Menores de 18 aà ±os en foster care, desamparados o sin apoyo familiar y con ingresos inferiores al 150% de la là ­nea de pobreza.Incapacitados crà ³nicos con ingresos inferiores al 150% de la là ­nea de pobrezaPersonas con deudas superiores a $10.000 en el à ºltimo aà ±o por gastos mà ©dicos para sà ­ mismas o familiares inmediatos y con ingresos inferiores al 150% de la là ­nea de la pobreza. En estos casos, debe enviarse a USCIS antes de solicitar la renovacià ³n de DACA una carta en inglà ©s con documentos que apoyen el caso y enviarla a: U.S. Citizenship and Immigration ServicesAttn: Deferred Action for Childhood Arrivals Fee Exemption Request20 Massachusetts Ave., NW4th Floor, Suite 4300MSC 2300Washington, DC 20529 Si USCIS aprueba la exencià ³n, debe incluirse la carta en la solicitud de renovacià ³n. Cundo debe enviarse la solicitud de renovacià ³n de DACA En la actualidad, USCIS recomienda enviar la solicitud de renovacià ³n entre 120 y 150 dà ­as antes de la fecha de expiracià ³n y se est demorando entre 3 y 5 meses en tramitarlas, si bien hay casos en los que ha tardado menos. Cabe preguntarse si es aconsejable enviar la solicitud de renovar antes de los 150 dà ­as aconsejables teniendo en cuenta la situacià ³n voltil que se vive. Y es que la supervivencia de DACA depende de resoluciones judiciales. Hasta ahora principalmente dos sentencias han permitido que el programa siga adelante, aunque en una versià ³n limitada: Regents of the University of California et al v. Department of Homeland Security al. y NAACP v. Trump. Por el contrario, Texas v. Nielsen es una amenaza. En este contexto de gran incertidumbre por lo que deparar el futuro solicitar la renovacià ³n antes de 150 dà ­as de su expiracià ³n puede tener sentido. Por ejemplo, si un permiso DACA tiene fecha de expiracià ³n del 30 de septiembre de 2019 y se solicita su renovacià ³n el 31 de enero de ese aà ±o, puede suceder que USCIS la apruebe en mayo de 2019 y, de esa forma, està © dando un permiso de trabajo con validez de dos aà ±os, es decir, mayo de 2021. Si DACA fuera definitivamente terminado antes de septiembre de 2019 eso quiere decir que se abrà ­an ganado casi dos aà ±os con permiso para trabajar. Pero lo cierto es que no se sabe quà © va a pasar y en el caso de que DACA fuera terminado tampoco se sabe si USCIS permitirà ­a que los permisos de trabajo siguieran vigentes, si se tramitarà ­an las solicitudes ya enviadas pero todavà ­a no tramitadas o si simplemente se cortarà ­an de raà ­z todos los beneficios y, adems, se perderà ­a el dinero de la cuota de $495 porque USCIS podrà ­a no regresarla. Por todo ello se aconseja consultar con un abogado en el caso de pedir la renovacià ³n de DACA con una antelacià ³n superior a 150 dà ­as a la fecha de expiracià ³n del permiso que actualmente se tiene. Renovar DACA: requisitos, documentos, costo y cundo enviar solicitud Los muchachos indocumentados que llegaron a Estados Unidos siendo nià ±os podrà ­an continuar beneficindose del permiso conocido como DACA que autoriza a vivir en el paà ­s y permite la obtencià ³n de un permiso de trabajo. ¿Quià ©nes pueden aplicar por DACA por primera vez?: NADIE ¿Quià ©nes pueden renovar DACA?: los muchachos con DACA aprobado, los que tuvieron el permiso pero les expirà ³ y aquellos que tambià ©n lo tuvieron pero les fue cancelado por USCIS. ¿Quià ©nes deben consultar con un abogado antes de presentar solicitud de renovacià ³n? Muchachos con sentencias condenatorias por delitos o faltas, acusados por hechos criminales, con citaciones judiciales, considerados un riesgo para la seguridad nacional o pà ºblica, con casos abiertos de deportacià ³n, orden de deportacià ³n o expulsià ³n, salida voluntaria firmada, caso de inmigracià ³n cerrado administrativamente, etc. ¿Cul es el costo de renovar DACA?: $495. En algunos casos es posible solicitar e xencià ³n del pago. ¿Cundo enviar solicitud de renovacià ³n?: USCIS recomienda enviarla entre 120 y 150 dà ­as antes de la expiracià ³n del permiso actual. Se est demorando unos 120 dà ­a en resolver. Este es un artà ­culo informativo. No es asesorà ­a legal para casos concretos.

Way companies should handle customers and employees in a Essay

Way companies should handle customers and employees in a multiculturalism environment - Essay Example Way companies should handle customers and employees in a multiculturalism environment? The purpose of the project is to inform company B on the need to implement the best practices for communicating in a multicultural environment. The objectives of the project are implemented, this includes the offer of the best practices and recommendations vital for achieving success in a multicultural environment. The conclusions are also included, which sum up done by the research report practices and recommendations vital for achieving success when dealing with diverse cultures. The globalization era has altered the way companies carry out business and communicate across diverse cultures. The Internet and current technology have paved the way to new market places, which enables companies to promote their business in the international or new geographic areas and cultures. The world demands marketing experts who are capable of recognizing the rising communication complexities across cultural borders. The intercultural communication is becoming radically significant in the current globalised world. This concerns especially the companies going global or the companies carrying out international business as well as handling customers from diverse cultural backgrounds. Developing the capacity to understand the ways of the efficient communication with customers from varied cultural settings is imperative. This skill is impera

Choose an internationally operating firm with publicly available Essay

Choose an internationally operating firm with publicly available reporting and download its most recent annual report. Analyse this report and summarize your findings in an executive summary - Essay Example This is probably one of the factors that have contributed to its position as the world’s largest of athletic footwear and apparel (Nike Inc., 2014, p. 47). Perhaps another factor that has contributed to this status is its adoption of technology-based innovation. Nike indicates that one of the channels through which it sells its products is its websites, a marketing venture it refers to as Direct to Consumer (DTC) operations. Indeed, Nike has carved out a niche for itself as the brand to watch in the sports world. Nike’s annual report is now analyzed to understand how and why Nike has managed to attain this achievement. Nike has a wide revenue base. It has a wide range of products from which it develops its product mix. According to its annual report, there are eight key categories of Nike’s product offerings. These are running, basketball, football (Soccer), women’s training, men’s training, sportswear, action sports and golf (Nike Inc., 2014, p. 47). Nike sells its products in a number of markets and geographical segments. It reports the following operating segments: North America, Western Europe, Central and Eastern Europe, Japan, Greater China and Emerging Markets. Moreover, Converse operations, whose results are reported independently, are another of Nike’s segments. In terms of sales revenues, Nike classifies its revenue collection as either local or international. For the 2014 fiscal year, Nike and Converse sales in the US contributed to 46% of total revenues.26 % of these sales came from Nike’s three largest customers (Nike Inc., 2014, p. 48). In retrospect, sales from the international category accounted for 54% of Nike’s total revenues. In this category, its three largest customers accounted for a total of 6% of its international revenues. Financial data is usually an important element for any entity. Such data arises from the accounting process and is usually represented as financial

Role of Communication Essay Example for Free

Role of Communication Essay The development of Information Systems has forever changed the way people communicate hence managing multiple levels of communication is a complex enterprise. Todays technology is the cornerstone to maintain links and correspondence with many different Discussions and information through equipment plays a main role in the global communitys growth in areas of human interaction. Communicating through technology is such an integral part of family, national and world communities, everything continues to move forward at a rapid pace. Increasingly, every aspect of the planets effort to communicate effectively and in a timely manner depends on Information Systems. In the last two decades our world has been changed gradually form one condition to another. The revolution of new ideas always comes up to the minds of every person, especially the idea to improve technology which people need to make the living better. As the result, modern technology has been bringing people certain advantages such as ways for fast communication. Nowadays, people can get latest news from any parts of the world very quickly, pay their bills, by using E-mail and Internet. lso, the internet can be seen in aiding the spread of culture, because all of the communication made possible by the internet. Moreover, telephone-local or/and oversea is playing a key role for people to communicate to with each other. Information Systems is the back bone of todays communication. The massive data and increasing volumes of data needs organized storing and fast and effective processing for variety of purposes fro m decision making to risk management, from transaction processing to stat e-the art products. The large-scale businesses are globally distributed across the world which needs stable and reliable infrastructure and network administration and the applications which can run and handle simultaneous, real time and fast processing. The availability of technology has enabled the businesses to offer variety of services which has made Information Technology as part of the businesses today. What seems to be a simple online banking transaction for instance, involves web-based programs which run on a one platform and access the data in another platform like mainframe and tho make there should e network communication and systems which can communicate to each other, available 24 by 7. The more businesses grow the more dependent they become of Information Systems Some make a clear distinction between information systems, ICT, and business processes. Information systems are distinct from information technology in that an information system is typically seen as having an ICT component. Inform ation systems are also different from business processes. Information systems help to control the performance of business processes [3].

Phrenology Essay -- Exploratory Essays Research Papers

Phrenology Joseph Conrad’s Heart of Darkness is primarily a novel about a man’s trip to the African Congo and the horrors he encounters while there. However Conrad’s novel is also a story of its time and therefore makes mention of the theories held when it was written. Included in these ideas is that of phrenology and its relatives, mentioned clearly when the doctor examining Marlow asks, â€Å"[may I] measure your head?† and the doctor then produces â€Å"a thing like calipers and [gets] the dimensions back and front and every way...† (p. 13). The following will provide a description of Phrenology and its implications. A pseudo-science developed by Austrian physician Franz Joseph Gall in the early 1800s, Phrenology is in its most basic form the study of the morphology of the human skull and its relation to human character. Gall’s â€Å"doctrine of Phrenology† (www.134.184.33.110/phreno/) is based upon five key principles, which were first presented in his work The Anatomy and Physiology of the Nervous System in General, and of the Brain in Particular. First, it is understood that man’s â€Å"moral and intellectual faculties† are innate† (Sabattini, R) and that their expression depends on how the brain is organized. Secondly, he proposed that the brain is the organ responsible for all inclinations, emotions and abilities. Thirdly he stated that the brain is composed of many different â€Å"organs† (Sabattini, R.) with each one being responsible for a certain human function. He also proposed that the size of these â€Å"organs† is directly related to th e amount of their presence and use in specific pers! ons. And finally, he suggested that the external morphology of the skull directly expresses the internal structure of the brain and that the â€Å"relative ... ... While Gall was incorrect in theorizing that the external skull reflects the personality and tendencies of an individual, he was surprisingly correct and in fact pioneered the idea that specific human functions and emotions are related to specific regions of the brain. His way of coming to this conclusion was scientifically incorrect but the implications of this idea helped modern science discover the idea of cerebral localization that is present today. Sources http://pages.britishlibrary.net/phrenology A comprehensive site which includes phrenology charts, photographs of key figures in the development of phrenology as well as a thorough overview of the science. www.epub.org.br/cm/n01/frenolog/frenologia.com A site designed by Dr. Renato M.E. Sabatini which gives a basic overview of the science and provides wonderful links to other sites on phrenology.

The Influence of Western Cowboys in America

Have you ever seen a typical American Western Movie? If so, I think it’s not difficult to form an image of western cowboys in your mind. Then what do they look like? A boy, wearing felt hat and riding boots with dagger and handgun on the waist, press his two legs powerful which makes the horse speed away. In a word, west cowboys are the heroes on horsebacks. Because of the lifestyle and behaviors of them, western cowboys have become a sign of liberty, bravery and adventuresome. From the old cowboys make influences on American culture gradually which can be seen from not only work of art but also their paraphernalia and ideas on values. Apart from movies, songs and poetry are also vivid in describing their feelings and life. According to Harold Braverman in his article published on VOA, they just sang these songs as they rode on the saddles of their horses across the cattle lands which were very close to them. ( At that time, they fought against the deserted area and silence with the beautiful tunes and words. As Thin Lizzy sang in the song â€Å"Cowboy Song† in Live And Dangerous, â€Å"Riding in the rodeo /Roll me over and set me free†. This could explain why they are so fascinated by the riding life—they are longing for liberty, of course. Their riding with their free thinking in the wind gradually becomes a symbol which roots in American dreams about freedom. A noose, cowboy towels, clothes, cowboy hat, cowboy boots–modern cowboy costume hasn't much difference from that in movies. Because everything has its existence value rather than is just decoration. For example, the noose is the most useful tool to control the herd. Once some cattle rush out the queue, cowboys use it to catch them which show their power and technique. The bandanna called cowboy towels is multipurpose which protect cowboys from sunburn, dust and chilliness. What’s more, the tall cowboy boots decorated with colorful leathers and spurs make it more efficient while working from horseback. I think it’s the rough and sharp surfaces that stimulate the horse to toe the line. Anyway, the wonderful images make a deep impression on ordinary people with the enthusiasm to catch the fashion dressing. To some extent, it also teaches people focus on the homemade or handwork without expensive materials. In the eyes of who advocate nature, these primary things can be just suitable. West cowboys are a group of people from all over the world who are looking for opportunities to become heroes. Most of them came from Mexico and South of America, where are close to the western America, but also are those from Nevada in Australia. To be a real cowboy, gift and acquired hard work are both required. Of course, tenacity is indispensable to a cowboy which contains too much meaning. First, he lives and accompanies with the herd. So they have self respect and show respects to the cattle at the same time for a better harmonious life. In Philip Ashton Rollins’s book The Cowboy: His Characteristics, His Equipment, and His Part in the development of the west, he mentioned that university of courage was an earmark of the cowboy’s trade. In fact, they face with the danger not only from the animals but also from the climate with Nature itself. They always stand hot, dusty, freezing weather conditions, the hard work and even damage deeply from inner alone. Most of the cowboys don’t seek fame or fortune, instead of their understanding and love of life. The cowboys have strong sense of justice, regard as a man of courage and daring, and stick to their own standards about rituals, laws and institutions outside. They are alone with the preference about the primitive life to modern urban life. But who really understand cowboy, understand their deep loneliness and magnificent? Understand they face west, grassland, herds of simple sentiment and ambitions? Perhaps, crowded cities in disgust and busy modern, more is the vast field and freedom. As traffic developed, arrived at the beginning of the 21st century, cowboy era finished. With the spread of the American culture, the cowboy culture with literature, film image, cowboy clothing, language, and the unique ballads, entertainment and so on influenced the whole world. Cowboys, with historical development and legend, become the important content of American culture, inspiring generations of America. Legend continues.

Using Material from Item a and Elsewhere, Assess the Usefulness of Subcultural Theories in Explaining ‘Subcultural Crime and Deviance’ in Society Today (21 Marks)

Using material from Item A and elsewhere, assess the usefulness of subcultural theories in explaining ‘subcultural crime and deviance’ in society today (21 marks) Subcultural theories believe that people who commit a crime share different values to the rest of society. Subculture theories come from two different schools of sociology which are appreciative sociology and strain theory.Appreciative sociology came from the University of Chicago in the early 20th Century; Chicago sociologists were determined to appreciate other lifestyles and cultures in Chicago using a participant observation which existed after a huge number of migrants from Europe and Southern USA. Whyte’s Street Corner Society (1943) suggests that deviant groups in society have clear norms and values which justify their behaviour.The Chicago study would say that it is useful in explaining subcultural crime and deviance because they used participant observations to get more accurate results within d ifferent subcultures and Whyte would also agree that it is useful because they could justify their behaviour by the norms and values in which they share. In item A â€Å"some sociologists link subcultural crime and deviance to the nature of capitalism† this shows that some sociologists believe that it doesn’t matter about what your norms and values are but depending on the amount of money that you have will determine you to turn to crime.In a stratified society they have goals which are linked with their position in the social system, each layer share different goals, but the system can only work if the majority of people can reach their goals, however, if they can’t then you can reach an anomie. This theory of that crime is committed due to your social class isn’t useful because it is more stereotypical to say that a lower on under class would commit the crimes rather than middle and upper class due to their subcultures norms and values being different b ut it isn’t to say that they won’t commit the crimes but it would be for different reasons.Robert Merton (1938) located a deviance within a functionalist framework. He said that crime and deviance were a result of a strain between the socially accepted goals of society for example having your dream house, and socially approved means of achieving these goals which are getting a job in which can support the socially accepted goals. This can lead to a state of anomie in which an individual suffering from anomie would strive to attain the common goals of a specific society yet would not be able to reach these goals legitimately ecause of the structural limitations in society. As a result the individual would exhibit deviant behaviour. Merton then suggested if a section of society cannot achieve a set of goals, they look to alternative ways of achieving their goals. There are 5 different forms of behaviour which could be understood as a strain between goals and means and th ey are: conformity (wanting to fit in), innovation (progressing), ritualism (things you go for), retreatism (step back from society) and rebellion (rebel against society).Merton’s theory has proven useful because he said that due to the poor fit in society causes anomie and by identifying 5 different forms of behaviour each member in society will fit into one section and is easier to place them into a subculture to help explain crime and deviance, by using the five stages will help locate the highest rates and become more useful to people analysing crime rates and what their behaviour is between their goals and means.Cloward and Ohlin (1960) said that Merton had failed to appreciate that there was a parallel opportunity structure to the legal one which is called the illegitimate opportunity structure. In this illegitimate opportunity structure a regular criminal career is available, with recognised means of obtaining the society’s goals. Dick Hobbs (1998) used the ille gitimate opportunity structure to interview successful professional criminals who had demonstrated that they have a possible career in crime as they were given the right connections and qualities to be a criminal.The illegal opportunity structure has 3 different subcultures which are: criminal such as gangs, conflict such as people fighting against society and retreatist which are people retreating from society. The illegitimate opportunity structure is seen as useful in explaining subcultural crime and deviance because for some people there is a criminal opportunity structure and is easy to identify which category they fall into and how it is easier to move from one to another depending on the values and morals in each group.In conclusion subcultural theories are useful in explaining subcultural crime and deviance in society today because categorising people into particular groups allows it easier to compare and allows people to justify reasons for committing the crimes rather than just stereotyping particular people, and as seen in the Chicago study using participant observations becomes more reliable and get more of an insight into why people commit the crimes they do.

How To Use the Spanish ‘Cuando’

How To Use the Spanish ‘Cuando’ The Spanish word cuando  usually the equivalent of the English when, although its use is far more versatile than the English word. It can serve as a preposition, conjunction, or adverb, and it frequently is used in situations where when doesnt work as a translation. Cuando as a Conjunction Cuando is used most often as a conjunction, a type of word that in this case connects two clauses, a sentence-like statement that includes a subject (which may be implied) and a verb. Although the conjunction cuando can often be translated as when, cuando doesnt always indicate that a time element is at play. In those situations, context sometimes makes it better to think of cuando as meaning a condition such as if or since. Here are some examples of cuando meaning when: Siempre voy al mercado cuando estoy en la ciudad. (I always go to the market when I am in the city. Here cuando joins the two clauses siempre voy al mercado and estoy en la ciudad.)Su padre era drogadicto cuando ella era una nià ±a. (Her father was a drug addict when she was a girl. Cuando joins su padre era drogadicto and ella era una nià ±a.)Cuando llegà ³ al aeropuerto me puse en la fila equivocada. (When I arrived at the airport, I got in the wrong line. As this sentence shows, a conjunction can link two clauses even when it comes at the beginning of the sentence rather than between the clauses.) If the action of the verb after cuando took place in the past, is ongoing, or takes place in the present, the verb is in the indicative mood. But if it takes place in the future, the subjunctive is used. Note the difference between these two sentences. Cuando la veo, siempre me siento feliz. (When I see her, I always feel happy. The action of siento is ongoing, so it is in the indicative mood.)Cuando la veo maà ±ana, me sienta feliz. (When I see her tomorrow, I will feel happy. The action of the verb happens tomorrow, so the subjunctive mood is used.) Here are examples of where a translation other than when might be used for cuando: Vamos a salir cuando està © tarde. (We are going to leave if he is late. Depending on the context, this sentence doesnt necessarily suggest that the person will be late.)Cuando brilla el Sol, podemos ir a la playa. (Since the sun is shining, we can go to the beach. Since works better than when in translation if it is known to the speaker and listener that the sun is shining.) Cuando as an Adverb When it appears in questions before a verb, cundo functions as an adverb and receives an orthographic accent.  ¿Cundo vienes? (When are you coming?) ¿Cundo van a llegar al hotel? (When will they are arrive at the hotel? ¿Cundo compraron el coche? (When did they buy a car?)No sà © cundo se resolver mi futuro. (I dont known when my future will be determined. This is an example of an indirect question.) Cuando also functions as an adverb when it follows a form of ser. When is almost always a suitable translation. Era cuando yo estaba ms vulnerable. (It was when I was most vulnerable.)Mi mentira favorita era cuando me decà ­as, te amo. (My favorite lie was when you told me, I love you.)La parte difà ­cil es cuando se tienen cuatro o cinco actores en la misma escena. (The difficult part is when there are four or five actors in the same scene.) Cuando as a Preposition When used as a preposition, cuando can often be translated as during or at the time of. Often the sentence using cuando  in this way cannot be translated word for word but must be loosely translated to indicate that something happened during the time of the prepositional object. Some examples: La escribià ³Ã‚  cuando  estudiante. (She wrote it when she was a student. Note that there are no words in Spanish that directly say she was, but that meaning is implied. A word-for-word translation would be when student, but that doesnt make sense.)Asà ­Ã‚  fue  cuando  la Revolucià ³n Francesa.  (Thats how it was during the French Revolution.)Cuando las  inundaciones  yo era muy chica. (At the time of the  floods  I was very young.)Yo era enfermizo cuando muchacho con asma, (As a  boy  with asthma I was sickly.) Key Takeaways Although cuando can be thought of as the Spanish word for when, it can also be used in other ways.A common use of cuando is as a conjunction combining two clauses.When cundo means when as an interrogative adverb in a question, the first syllable receives an accent mark.

Valedictorian vs. Salutatorian Whats the Difference

Valedictorian vs. Salutatorian What's the Difference SAT / ACT Prep Online Guides and Tips There are lots of reasons to work hard in high school: you gain important knowledge and skills, your grades help you get into great universities, and your dedication can even earn you scholarship money for tuition! But your hard work can also help you become valedictorian or salutatorian, which are awards given to the top two students in your graduating class. But what does it mean to be a valedictorian vs. a salutatorian? Don’t worry: you’ve come to the right place! Not only will we explain what a valedictorian and salutatorian is, we’ll also dig into the similarities and differences between the two awards and what they mean for the college admissions process. What Is a Valedictorian? Let’s start by learning more about becoming a valedictorian. Most schools award the title of valedictorian to the student who graduates with the highest cumulative GPA. So what does that mean exactly? Your cumulative GPA is the average of every final grade that you’ve made throughout high school! Additionally, most schools use a weighted average when ranking students. In other words, grades from AP and IB courses are given extra points to account for the difficulty of the course (which means that instead of a 4.0, you can earn a 5.0 in those classes). So if you have your heart set on becoming valedictorian, you’ll want to make sure you take AP courses- and make great grades in them! Furthermore, valedictorians are usually named during the second semester of senior year, and the award comes with a few special perks. First, the valedictorian usually gets special graduation regalia (also known as graduation attire) to help them stand out from the crowd. This can be a different colored robe, a unique tassel on your mortarboard, or an additional stole, cord, or medal. Each school has a unique set of regalia, but you’ll definitely get some additional swag for your hard work. Second- and more importantly- the valedictorian plays an important role in the graduation ceremony. Unlike most graduates, who will only come on stage to get their diploma, valedictorians usually sit on stage and actually participate in the ceremony itself by giving a speech. (We’ll talk about what that looks like in depth a little later.) Because the valedictorian is the top of the class, they serve as a representative for their classmates, which is a huge honor! Famous Valedictorians If you earn the title of valedictorian, you’ll be in great company! Here are some famous valedictorians you may know: Comedian Weird Al Yankovic (Lynnwood High School, 1975) Actress Jodie Foster (Lycee Francaise, 1980) Model Cindy Crawford (DeKalb High School, 1984) Photo by Sgt. Tracy Ellingsen What Is a Salutatorian? Just like a valedictorian, salutatorians are students who have demonstrated outstanding academic achievement during their four years in high school. Traditionally, the title of salutatorian is given to the second highest-ranking student in a graduating class. Just like the valedictorian, this is determined by a student’s cumulative, weighted GPA. If you want to become your school’s salutatorian, you’ll want to use the same strategy as valedictorians. Not only should you take AP and IB courses, you need to make sure you’re making great grades in them! After all, the higher your cumulative GPA, the more likely you are to become your school’s salutatorian. Furthermore, becoming salutatorian comes with many of the same perks as valedictorian. Like the valedictorian, the salutatorian often gets special graduation regalia to recognize their achievement. These are usually similar to the valedictorian regalia with minor adjustments. For example, if your school gives out special stoles, the stoles may be the same style but different colors! But at the end of the day, the goal is the same: unique regalia helps you stand out from the crowd while honoring your incredible achievement. Additionally, the salutatorian also plays a pivotal role in the graduation ceremony. Like the valedictorian, the salutatorian is tasked with delivering a speech on stage during the ceremony itself. The salutatorian’s speech serves a different purpose than the valedictorian’s speech- which we’ll talk about in the next section!- but it also serves as a special reward for the salutatorian’s hard work. Famous Salutatorians Before we jump into the differences between the valedictorian and salutatorian, check out this list of famous salutatorians you’ll definitely recognize: Carrie Underwood (Checotah High School, 2001) Michelle Obama (Whitney Young High School, 1981) Jimmy Carter (Plains High School, 1942) Photo by Baim Hanif Valedictorian vs. Salutatorian: The Big Differences By now you’ve probably figured out that valedictorians and salutatorians have a lot on common. But they also have a few important differences, too. Let’s take a close look at the unique aspects of each title. The Rankings Of course, the most obvious difference is in the numbers: valedictorians graduate ranked #1 in their class, while salutatorians take the #2 spot. When you’re a high achiever, coming in second might sound like losing. After all, most of us want to be first! But the fact is, there is usually very little mathematical difference between graduating first and graduating second. The difference between becoming valedictorian vs. salutatorian often boils down to hundredths- and sometimes even thousandths!- of a point. That’s why schools reward the top two students, since often there is very little difference between their academic performances! It all boils down to this: graduating as your class' valedictorian or salutatorian is a huge honor and a giant recognition for your hard work! Photo by Kane Reinholdsten The Speeches So if a valedictorian and a salutatorian both graduate at the top of the class, get fancy regalia, and give speeches during the graduation ceremony, what makes the awards different from one another? The biggest distinction between a valedictorian and salutatorian comes in the content of their speeches! The Valedictory Speech The term â€Å"valedictorian† actually comes from the Latin phrase vale dicere, which means to say farewell. In other words, despite coming in first in the rankings, the valedictorian’s speech often comes toward the end of the graduation ceremony. That means the valedictorian’s job is to put a capstone on their classmates’ high school experience. It’s a chance for students to say goodbye to high school while looking forward to their next adventures. Because of that, a valedictory speech often has two parts. The first part looks back at the memories and lessons of high school, and the second part talks about how students can carry what they’ve learned into the future. In other words, think of the valedictorian’s speech as wishing everyone a fond farewell while looking forward to the next step in life’s journey! The Salutatory Speech If the valedictorian’s job is to deliver a farewell address, then the salutatorian’s job is to welcome everyone to the ceremony! (The term â€Å"salutatorian† comes from the word â€Å"salutatory,† which means â€Å"of the nature of a salutation.†) Unlike the valedictorian, who often speaks to their fellow students, the salutatorian speaks on behalf of the graduating class in welcoming friends, family, and other loved ones to the ceremony. They also introduce any other speakers and representatives to the audience. After the official welcome, the salutatorian also has the chance to offer a few remarks to kick off the graduation ceremony. If the valedictorian’s speech about how to take high school’s lessons and experiences into the future, then the salutatorian’s speech is a celebration of the moment. After all, you only graduate from high school once! Photo by Logan Isbell How Does Graduating as a Valedictorian or Salutatorian Affect Applying for Colleges? The short answer is that it doesn’t really affect your application or admissions process since these honors aren’t awarded until the second semester of your senior year. By this point, you’ve already submitted your college applications. In fact, you might have already committed to your dream school if you applied early action! Additionally, even if you can list valedictorian or salutatorian honors on your application, most universities don’t weigh them very heavily in the decision-making process. That’s because it can be hard for admissions counselors to understand what those honors really mean. For example, some schools rely solely on GPA to determine whether someone becomes valedictorian, while other schools use a combination of GPA and extracurricular involvement. Some schools even allow the student body to weigh in by voting on candidates! It’s impossible for every admissions counselor to know the valedictorian and salutatorian criteria for every high school, so it’s easier for them to remove the ranking from consideration. William R. Fitzsimmons, the dean of admissions at Harvard, summed it up best when he told the New York Times, â€Å"I think, [the title of valedictorian is] a bit of an anachronism. This has been a long tradition, but in the world of college admissions, it makes no real difference.† Photo by OakleyOriginals Do All High Schools Have Valedictorians and Salutatorians? Although these are very common awards in American high schools, some schools have decided to treat these titles differently. The â€Å"None Of The Above† Approach In recent years, some high schools have decided to get rid of the titles of â€Å"valedictorian† and â€Å"salutatorian† altogether. Some schools believe that it creates unnecessary competition between students, while others have decided to move away from the titles as a matter of fairness. As Dr. Mary Gruccio, the superintendent of the Cumberland County School District in New Jersey, explains, â€Å"We have had issues in the past where kids have been so close together, within a fraction of a point†¦ [and] in my opinion, it creates a lot of anxiety that does not have to take place." Because the top students in a class are often separated by fractions of a point, removing the titles of valedictorian and salutatorian are a way to ensure fairness and equal recognition of students’ hard work. But that doesn’t mean that because a school doesn’t have valedictorians or salutatorians that they don’t recognize academic achievement! Some schools instead award unique graduation regalia to all students with high grades, while others have switched to the collegiate approach of allowing students to graduate with honors (or cum laude). The â€Å"Multiples† Approach But there are other schools who have swung the opposite direction: instead of abolishing the awards, they have decided to designate multiple valedictorians and salutatorians in each graduating class. Take, for instance, Washington-Lee High School in Arlington, Virginia. In 2015, the school designated 117 valedictorians out of a class of 457 graduates. (The school awarded any student with above a 4.0 the title.) So why would a high school choose to do this? The goal in awarding multiple valedictorians is the same as naming no one the title: fairness. As Winnie Hu writes for The New York Times, school principals believe that recognizing multiple valedictorians â€Å"reduces pressure and competition among students, and is a more equitable way to honor achievement, particularly when No. 1 and No. 5 may be separated by only the smallest fraction of a grade.† Administrators also argue that naming multiple valedictorians prevents grade inflation, since teachers might feel pressured to give bright students better grades to help their chances at scoring one of the top two spots in their graduating class. The Bottom Line Regardless of whether your school has none, one, or tons of valedictorians and salutatorians, remember that the title of valedictorian or salutatorian does not impact your ability to get into your dream school. While the honor is certainly nice, it’s a recognition of a student’s hard work, not a golden ticket into an Ivy League university. So aim for becoming valedictorian or salutatorian because it means something to you, not because you think it will make a difference to an admissions counselor! Your Next Steps So now that you know the differences in a valedictorian vs. a salutatorian, it’s time to get your journey to greatness off on the right foot! Want to graduate with a perfect GPA? Start by getting advice from someone who’s been there, done that. It can be hard to know your real GPA if you’ve taken lots of weighted AP and IB courses. Never fear: our weighted GPA calculator is here to help! AP classes are important, but they only help you if you’re making great grades in them. Get the scoop on how to plan out your AP courses for maximum impact, and get some perspective on how much harder AP courses are than their regular counterparts. Want to build the best possible college application? We can help. PrepScholar Admissions is the world's best admissions consulting service. We combine world-class admissions counselors with our data-driven, proprietary admissions strategies. We've overseen thousands of students get into their top choice schools, from state colleges to the Ivy League. We know what kinds of students colleges want to admit. We want to get you admitted to your dream schools. Learn more about PrepScholar Admissions to maximize your chance of getting in.

End-to-End Hiring Initiative Assignment Example | Topics and Well Written Essays - 1250 words

End-to-End Hiring Initiative - Assignment Example With these types of unanswered questions to keep in mind, most organizations cannot really put a final closure to the duration of the hiring period. Because of the expectation that the right applicant has not been interviewed, the notice of a job opening is not yet closed. Another concern faced by the organization during this period is "how many managers are available to help out with this task?" The task of hiring is not included in the daily function of managers. They are normally busy with their daily workloads. A related question would be "how can the organization hire effectively under such circumstances?" To resolve such predicament, strategically integrating and re-engineering the five components established in the hiring process validate personnel selection procedures. The five components consist of; workforce planning, recruitment, hiring, security and suitability, and orientation. The entire process starts with the first component; workforce planning as its foundation. Work force planning, being a system process in identifying which individuals will be beneficial to the organization, these selected few can meet the establishment’s mission and goals. The second step procedurally moves on to recruitment, which is an on-going process. If job vacancies exist, this is where the hiring process becomes active. It can overlap into the next component, which is security and suitability where the candidate is assessed if his or her character, abilities, and behavior are in favor of the organization’s welfare. If the candidate for the job proves appropriate for the position, the organization’s responsibility is making sure the person is oriented to their rules and regulations.  

Critical Thinking Part 4 Assignment Example | Topics and Well Written Essays - 500 words

Critical Thinking Part 4 - Assignment Example The authors clearly and openly recognize the subjects of the research, but have failed to indicate whether their Human Rights were protected. However, I feel that the subjects’ Human Rights were protected to prevent them against any exploitation or discrimination. Yes, the authors have acknowledged that they were given the permission to carry out this study which was approved by local university and hospital moral review committees. Also, the authors obtained informed consent from all the participants (Wilkins & Woodgate 458). In interpretive account, participants’ conscription focused on persons having the knowledge under study. In view of that, the insertion standards were as follows: cancer survivors who were out primary cancer diagnosis for 5 or more years, 19 years of age at the time of interview, taking residency in the region where the interviews were to be conducted, and fluent speakers of English. Research participants were conscripted from hospital based catalog and regional cancer registry. The regional cancer registry was consulted to exclude persons with malignant tumor diagnosis, second cancer diagnosis, amid others. Although the authors tell us that the participants were recruited, they have not indicated that the subjects received any money. There was no unseemly conflict of interest during recruitment. Most of the participants were from the vulnerable cancer survivors. Ideally, after one is diagnosed with cancer, the danger of developing a second cancer is an ingredient of day after day life. All the research subjects accounted that they had the full knowledge of their second cancer. Second cancer was expressed in terms of probable danger features for cancer, providing detailed information to the cancer survivors with a view to preparing them to conceptualize the theoretical nature of danger. This information forms the bulk of the argument that the subjects came from the vulnerable population (Wilks &

Kierkegaard and Sartre's versions of existentialism Essay

Kierkegaard and Sartre's versions of existentialism - Essay Example On the other hand, they are similar in ways such as their trust on individuality, will power and meaningful decision making through choices. Sartre defines existentialism in ways that deduce the nature of man as man himself and that he uses his wills to accomplish his own destiny using various principles. The first one is that a man is only what he designs of himself. This means that men in the world shoulder responsibilities due to their mere existence on earth and each man knows his in full. He further explains that every man is responsible for humanity in its entirety and not merely for himself (individuality). Every choice that a man makes affects the rest of his species. In another perspective, he declares that God does not exist. Therefore, all men carry the responsibility of their actions. He defines an ethical person as an independent thinker who lives generously in consideration to the needs of others. He sets goals, pursues them actively and enumerates decisions on how to achieve them. This is under the choice of active life. This drives to invisibility of a man’s existence if he fails to pursue his goals in an active manner or make plans of achieving them. This eventually leads to despair, where a man loses hope and the meaning of life itself. Kierkegaard however contradicts this by setting three models of existentialism, namely: aesthetic, ethical and supranational religious faith. The importance of making a choice and the difference between ethical and aesthetical choices are the areas of emphasis. Men shape their personalities through their choices, which in itself is an ethical quality. High levels of determination together with thorough thinking enables man to make an ethical choice that is absolute and genuine. Aesthetical choices are neither meaningful nor stable and usually made for timely or sensual pleasure. Thus, they are not as genuine as

The Motivation Behind Corporate Acquisitions And Mergers Finance Essay

The Motivation Behind Corporate Acquisitions And Mergers Finance Essay Research that considers the motivation for corporate acquisitions takes essentially two forms. There are studies that concentrate on providing a theoretical analysis based on economic and behavioral theories and those which subject the theories to empirical tests. Friedrich Trautwein (1990) provides a critical review of the predominant theories of merger motives and merger prescriptions. the theories of merger can be categorized into seven groups : efficiency theory, monopoly theory, valuation theory, empire-building theory, process theory, raider theory and disturbance theory. 7 Motivations for MA: à ¢Ã¢â€š ¬Ã‚ £ Monopoly Theory: Gaining market power. à ¢Ã¢â€š ¬Ã‚ £ Efficiency Theory: Operating synergies, financial synergies and Management synergies. à ¢Ã¢â€š ¬Ã‚ £ Valuation Theory: Bidder managers have better information about the targets financial performance than the stock market. à ¢Ã¢â€š ¬Ã‚ £ Empire Building Theory: Planned and executed by managers who Maximize their own utility instead of their shareholders value. à ¢Ã¢â€š ¬Ã‚ £ Process Theory: Mangers have only limited information and base Decisions on imperfect information. à ¢Ã¢â€š ¬Ã‚ £ Raider Theory: Managers creating wealth transfers from the stockholders of the companies they bid for. à ¢Ã¢â€š ¬Ã‚ £ Disturbance Theory: Merger waves are caused by economic disturbances. Why Are There So Many Mergers and Acquisitions? The most important motivation engaging in an MA is to assure the existence or the continuity of the firms activity. If all the major competitors become bigger through the MA transactions, then a firm may take on in an acquisition to ensure competitive parity. Profits left for a firm after investing in all current positive net present value opportunities is the firms free cash flow. The free cash flow can amount to billions of dollars. For example, Microsoft is reported to have had a free cash flow of $45 billion in 2004! Dominant firms in mature businesses often find themselves in such situations. For firms with free cash flow the obvious decision should be to invest the money in MA activity because such transactions may at least generate competitive parity. Today many businesses recognize the uncompromising demand to seek merger and acquisition transaction, to seek growth and profits. In the strategy literature acquisitions are explained by two main classes of theories: first is the value-maximizing theories and secondly is the managerial theories (Seth1990a). Merger and acquisition literature suggests that managers do have various motives for mergers (Trautwein, 1990). Managers may have personal goals and ambition that differ from the strategy and the need of the firm. At times the managers shareholder conflict arise during the mergers and acquisition transactions. These motivations originate from the ambition to get rich and securing their position hence reducing the risk of the firms bankruptcy. Managers may be motivated to engage in MAs even when such operations do not benefit the entity because acquisition is the fastest and the easiest way to expand the scope of their control. In the context of MA activity, this means that managers may engage in an MA even when there is zero economic value for bidding firms. The argument made by managers here is that they can perform better than the managers of the target firm. Examining the phenomenon of mergers and acquisitions what is the driving force behind it? Mergers and acquisitions is reaching record braking levels, The 1980s and 1990s were characterized by a rash of mergers and acquisitions (MA) with both domestic and foreign partners. The wave of mergers during recent years has drawn widespread attention because The fact that some firms create positive economic value in MA activity spurred some firms to pursue such transactions. In the 1990s we saw a number of mega-mergers between multinationals-for example, DaimlerChrysler and Exxon-Mobil- CitiCorp and Travelers Group, MCI and WorldCom, Hewlett-Packard and Compaq which changed the entire competitive environment of their respective global markets. These high-profile corporate  mergers  become an great example for any corporation considering a potential acquisition. The 1990s also saw the rise of privatization of enterprise in many emerging markets, creating growth opportunities to gain access to previously closed markets of enormous potential. Looking into the mergers and acquisition literature, merger motives do not play a significant role; MA give out more merger consequences than theoretical effort (Trautwein, 1990). In fact, taking into consideration the work of Allen et al (2002) that was based in Trautwein (1990) findings and assumptions, most observers agree that mergers are motivated by a complex pattern of motives and that no single motive or method can provide a full explanation (e.g. Steiner, 1975; Ravenscraft and Scherer, 1987). Such motives include increasing profitability, the pursuit of market power, and marketing economies of scale, cost reductions and creation of barriers to entry. What is the true motivation for cross-border mergers and acquisitions? The eloquent answer is the traditional one: building shareholder value! Corporations frequently seek growth in search of new markets, resources, productive advantages, profit, investment opportunities and elements of competition through the acquisition of other companies. Corporations undertake mergers and acquisitions transaction for a variety of reasons. The drivers are strategic responses by firms to defend and enhance their global Competitiveness by: à ¢-  Gaining access to strategic proprietary assets à ¢-  Gaining market power and dominance à ¢-  Achieving synergies in local/global operations and across different industries à ¢-  becoming larger, and then reaping the benefits of size in competition and negotiation à ¢-  Diversifying and spreading their risks wider à ¢-  Exploiting financial opportunities they may possess and others desire We can summarize that the Motives behind mergers and acquisition activity by listing Some motives: To create a number of new business opportunities (Healy et al. 1990, 23) and entry new Markets (Black, Carnes and Jandik 2001,5) To reduce earnings volatility (Healy et al. 1990, 23; Black, Carnes and Jandik 2001,5) Technical Efficiency (Chaaban, Rà ©quillart and Trà ©visiol 2005) and economies of scale employment risk i.e., risk of losing job, professional Reputation, etc. Managersà ¢Ã¢â€š ¬Ã… ¸ personal wealth is linked more to firm size and risk ofBankruptcy than to firm performance (Amihud and Lev 1981). The merger offers anopportunity to improve oneà ¢Ã¢â€š ¬Ã… ¸s social identity as well (Terry, Callan and Sartori 1996) Value maximization (Halpern 1983, 314) is specially a shareholderà ¢Ã¢â€š ¬Ã… ¸s goal (Bethel and Liebeskind 1993, 29) Use of control position (Halpern 1983, 314) Synergy (Halpern 1983, 314; Chatterjee 1992) Monopoly (Halpern 1983, 314) Corporate restructuring is needed industry wide (Hatfield, Porter Liebeskind, Opler 1996; Markides 2006; Chatterjee 1992) cost reduction (Dranove and Shanley 1994) -managerial vs. shareholder interests (Taffler, Holl 2006; Holl and Kyriazis 1997; Mahoney and Mahoney 1991; Mahoney and Mahoney 2006; Firth 1991). Motives for takeovers tend to reflect managerial rather than shareholder interests in abandoned mergers (Taffler and Holl 1991). Amit, Livnat and Zarowin (1989) have investigated owner-manager conflict of interest. Reputation enhancement (Dranove and Shanley 1994): local systems do not appear to have lower cost but do appear to enjoy reputation benefits Innovation performance (Ahuja and Katila 2001) Resource redeployment (Capron, Dussauge and Mitchell 1998) Power, achievement, sensation seeking and prestige (Lausberg and Stahl 2006)

Essay --

Unit Title: THE ORGANISATION OF THE BODY Task: 1.1, B) Q) Discuss the major historical events, which led to the birth and the evolution of both the Light and Electron Microscope? History of Light Microscopes It is not clear who invented the microscope but it is said that in Circa 1000AD, an implement called a reading stone was discovered by an unknown inventor, this sphere shaped glass object magnified reading material when placed over it, this then began the birth of the microscope. In 1284 an Italian inventor named Salvino D’Armate was credited for inventing the first pair of wearable spectacles. It wasn’t then till 1590 that things developed with Dutch glassmakers, Zaccharias Janssen and his son Hans, experimented by placing multiple lenses in tubes, observing objects placed in front of the tubes they realised that the objects appeared massively larger, thus creating both the forerunner of the compound microscope invented about 1595 and the telescope. In 1609 a father of physics and astronomy, Galileo Galilei made a better instrument with a focusing device, by working out the foundations of the lenses after hearing rumours about the Dutch eyeglass makers. In 1674 a man called Antony van Leeuwenhoek made a simple but useful microscope using only one lens to look at other tiny objects such as insects, yeast and to examine blood cells. Antony van Leeuwenhoek back round, to others, he would have been seen as an unpromising candidate to become a scientist of his time, due to him having no fortune, higher education or university degrees, but with his endless curiosity and an open mind he successfully came to make some of the most important findings in biology history, discovering bacteria, protists, sperm cells and many mor... ...entify individual molecules of biological importance. The microscope does suffer from a serious flaw, as no living sample would be able to survive under its extreme vacuum, not being able to show the character of an actual living cell. Ernst Ruska received half a nobel prize in physics in 1986 for his invention, the other half was split between Heinrich Rohrer and Gerd Binnig for their invention of the Scanning Tunnel Microscope (STM) enabling scientists to see images in three-dimensional, allowing them to define surface roughness, defects and arrangements of molecules and collections on the surface of the sample. This powerful STM is the strongest microscope to date. http://inventors.about.com/od/mstartinventions/a/microscopes.htm http://www.ucmp http://www.nobelprize.org/nobel_prizes/physics/laureates/1986/ruska-bio.htmlberkeley.edu/history/leeuwenhoek.html Essay -- Unit Title: THE ORGANISATION OF THE BODY Task: 1.1, B) Q) Discuss the major historical events, which led to the birth and the evolution of both the Light and Electron Microscope? History of Light Microscopes It is not clear who invented the microscope but it is said that in Circa 1000AD, an implement called a reading stone was discovered by an unknown inventor, this sphere shaped glass object magnified reading material when placed over it, this then began the birth of the microscope. In 1284 an Italian inventor named Salvino D’Armate was credited for inventing the first pair of wearable spectacles. It wasn’t then till 1590 that things developed with Dutch glassmakers, Zaccharias Janssen and his son Hans, experimented by placing multiple lenses in tubes, observing objects placed in front of the tubes they realised that the objects appeared massively larger, thus creating both the forerunner of the compound microscope invented about 1595 and the telescope. In 1609 a father of physics and astronomy, Galileo Galilei made a better instrument with a focusing device, by working out the foundations of the lenses after hearing rumours about the Dutch eyeglass makers. In 1674 a man called Antony van Leeuwenhoek made a simple but useful microscope using only one lens to look at other tiny objects such as insects, yeast and to examine blood cells. Antony van Leeuwenhoek back round, to others, he would have been seen as an unpromising candidate to become a scientist of his time, due to him having no fortune, higher education or university degrees, but with his endless curiosity and an open mind he successfully came to make some of the most important findings in biology history, discovering bacteria, protists, sperm cells and many mor... ...entify individual molecules of biological importance. The microscope does suffer from a serious flaw, as no living sample would be able to survive under its extreme vacuum, not being able to show the character of an actual living cell. Ernst Ruska received half a nobel prize in physics in 1986 for his invention, the other half was split between Heinrich Rohrer and Gerd Binnig for their invention of the Scanning Tunnel Microscope (STM) enabling scientists to see images in three-dimensional, allowing them to define surface roughness, defects and arrangements of molecules and collections on the surface of the sample. This powerful STM is the strongest microscope to date. http://inventors.about.com/od/mstartinventions/a/microscopes.htm http://www.ucmp http://www.nobelprize.org/nobel_prizes/physics/laureates/1986/ruska-bio.htmlberkeley.edu/history/leeuwenhoek.html

International Human Resource Management Essay

The practise of Human Resources is moving from the traditional forms of managing people to a more strategic form whereby the Human Resources function is closely linked with organisational performance and success. This strategic form of human resources has increased the need for the Human Resource professional to understand the linkages between Corporate Strategy, Human Resource Strategy and Employee Integration. Our firm has set out to Internationalise its operations by opening to different facilities One in China Assembling and Maintaining Aircraft Engines and the other in Europe fabricating turbine blades for Aircraft engines. We have shown in the case of China the key strategies required for Organisational success and we have identified that success in China is assured if the Firm can get its strategy of Recruitment and Retention right. We have also identified that expatriate managers which are core to the operations of the facility must have a fit with the Chinese environment and as Internationally mobile employees must have an indepth understanding of the cultural and societal norms of the Chinese people thus be enabled to  manage employees to achieve success. In locating our facility in China, we chose to locate it the Shanghai area as this area is key to the aviation industry of China and has an abundance of Key Skilled and Competent people even though these people are in short supply. We have articulated a strategy for ensuring commitment and loyalty from our staff. Our Europe facility is located in the UK. We have identified the UK as a suitable location because of the abundance of the required technical skills as well as the flexible and business friendly labour laws. Even though the cost of labour is higher than some Eastern European countries, we believe that this is overshadowed by the quality of the work we would get, access to the global markets as well as the stability of the UK which is essential to the aircraft industry as delays on orders leads to very losses for all concerned in the Industry. The UK’s tax structure for business is also less stringent than comparable European economies and Airbus Industries with its main factories in France is much closer to the UK than most Eastern European countries. The issues we identified with Human Resourcing in the UK is mostly in the area of ensuring Equal Opportunities and Union/Labour Relations. The UK has very strong Unions and the laws allow the formation of Unions for willing employees thus managing this strong Unions will be one key task for HR Managers in the UK facility. We have shown in the two facilities that HR is an integral part of the organisation structure as its strategic inputs are required to guide organisational direction, visions and strategy. AEROPLANE ENGINE ASSEMBLY AND MAINTENANCE FACILITY INTRODUCTION The Peoples Republic of China is a one party state with Power centralised in the Chinese Communist Party. Though a Communist state their have been significant capitalist models applied in the certain areas of National development mainly the Economic, Industrial and Financial sectors. This liberalization of certain sectors has led to substantial growth in the Chinese economy with average â€Å"Real GDP growth rates of 10% between 2001 and 2006† (Source: Global Insight, 2007). The â€Å"Open Door Policy† adopted by China in 1979 has brought about enormous growth in the industrial output as well as the economy as a whole. As the country moved away from its â€Å"iron rice bowl† system consisting of state-owned enterprises and â€Å"lifetime† workers, various types of employment contractual agreements have begun. The past two decades have witnessed the rapid growth of Chinese and foreign owned multinational enterprises which are set to play an increasingly important role in the future of the global economy. The opening up of the vast market has created many opportunities and, at the same time, many problems to foreign enterprises. Because of the unique political, economic and cultural environment in China, it is difficult for foreign joint ventures and wholly owned foreign subsidiaries to introduce their preferred approach in managing the employees and the organisation in China. This has highlighted a crucial issue for international companies to be aware of the cross-cultural implications in the conception, design and implementation of the various market entry strategies for the Chinese markets, especially when considering the Human Resources Management strategies since Corporate Strategy will in turn determine the Human Resource (HR) strategy to be deployed. China graduates about 1.5 million students from institutions of higher learning each year. This large pool of graduates are of varying quality and those with scientific and technical degrees are very much in demand thus there is a shortage of Skilled and graduate engineers in the Chinese market.  This has led to intense competition amongst firms trying to secure these persons employment loyalties. Potential employees, having more choice in the labour markets need to be assured of the value of working for the various firms and thus Compensation and Benefit models need to be well structured. As a Wholly Owned Foreign subsidiary in the Chinese market Our Aero Engine Assembly and Maintenance firm will encounter significant challenges as a Greenfield start up within the Chinese markets and our Human Resource Strategy will be key to competitive advantage. To achieve this objective of basing our Competitive advantage on our Human Resources, there is a need for us to answer the following questions: What are the key employment issues likely to be encountered in the Chinese market? Based on the identified employment issues, what key principles of HR strategy would we suggest? What strategy are we going to deploy to manage our key skills within the firm? What other HR related issues should be considered within the Chinese market? EMPLOYMENT ISSUES IN CHINA The principle statute that governs employment and labour issues in China is the 1994 Labour Law. The Ministry of Labour and Social Security occasionally promulgates rules and regulations that supplement the law. Apart from National legislation, foreign enterprises in China are subject to Labour regulations of the area in which they operate. In June 2007, China’s parliament passed a new labour contract law requiring employers to, among other things; provide written employment contracts to their workers. To be implemented on January 1 2008, the law will require employment contracts to stipulate minimum wage and safety regulations. They  must also be drawn up within a month of starting work. The new ruling will apply to both domestic and foreign firms, except for foreign representative offices in China. These new labour laws though good for the Chinese worker do not necessarily guarantee success for a Foreign Investment Entreprise (FIE) in China. There were roughly 460,000 approved foreign companies in China at the end of 2003 (Zhou, Lu and Jiang, 2005). Many of these 460,000 firms discovered that human resources management is different in China (Zhu and Dowling, Summer 2000). CENTRAL GOVERNMENT INFLUENCE Some reasons adduced for the difference in HRM practise in China are though the country has significantly embraced market led business practises, central planning still exists in certain areas i.e. a government run mandatory personnel file system, a single labour union for the whole country and restrictions on city migration (Dessler, 2006). CULTURAL ISSUES Secondly the issue of culture and cross cultural sensitivities are critical to success of an FIE in China. Many HR practices commonly used in western countries being introduced through the operation of foreign invested enterprise in China, do not take cognizance of the cultural and social backgrounds in China. These cultural norms include: Preserving â€Å"Face† in Public (Chen in 1995 refers to face as a combination of dignity, self respect and prestige, one’s social standing and position as perceived by others). Another norm is the concept of guanxi. This concept is defined as â€Å"relationships that imply a continued exchange of favours which need not be founded on friendship† (Chen, 1995). The concept of time for the western manager is sequential, in short supply and strictly limits the amount of time he can afford to give to others while Chinese culturally view time as synchronic, in abundant supply and subordinate to person relationships (Trompenaars, 1993, Chapter 9). The above norms as regards Chinese culture have been ascribed to â€Å"Confucian work dynamism† as studied by Bond and his colleagues (Brewster et al, 2007). The Confucian work dynamism basically shows that countries with high Confucian work dynamism are generally long term oriented with a focus on the future, thrift and persistence. There is evidence that these cultural issues are gradually being better managed in the workplace with the adoption of training and career development programmes, and a closer linkage between personnel strategy and business strategy. EXPATRIATE STAFF MANAGEMENT The issues associated with expatriate staffing include inadequate selection methods and the lack of attention to cultural adaptability of the expatriate staff and family. Research has shown that a number of FIEs in the Chinese markets send out expatriate managers without any prior cross cultural training. The other issues encountered include the management of repatriation after the overseas assignment with issues ranging from limited continuity in International assignments, and difficulties of adjusting to more specialized and less autonomous positions at home, lack of career prospects and under valuation of the International experience. Management succession in the case of sudden expatriate manager departure and balancing the local and expatriate staff at Chinese FIEs can also be a problem. Finding local managers with strong managerial skills in the areas such as  problem solving, decision making and management of human resources could also be difficult as more foreign multinationals seek local management after expanding into China (Gamble, 2000; Melvin and Sylvester, 1997). RECRUITMENT AND SELECTION The market for skilled and graduate engineers in the Chinese market is tight resulting in rapid wage increases and high turnover rates. Poaching of employees is a common thread. Nepotism and over hiring can be a problem where there is a heavy influence of _guanxi_ and arranging for the transfer of staff from one firm to another maybe difficult due to the influence of the state and the need for staff to gain approval from former work units. The poaching of an employee could lead to liability for economic loss payable to the former employers of the FIEs new recruit. EMPLOYEE RETENTION The retention of well trained local staff has been a big challenge for FIEs in China due to the tight labour supply against overwhelming demand. To address the situation of retention most foreign owned firms in China have taken advantage of the labour laws in setting Compensation and benefits that are very competitive and also providing the other career building services into labour contracts e.g. over attachments, thus making themselves more attractive than the competition. OUR HUMAN RESOURCES STRATEGY IN CHINA Our firm is an aero engine assembly and maintenance in Shanghai, China. This firm is a Wholly owned Foreign subsidiary or Foreign Investment Enterprise (FIE). This strategy of market entry is as a result of a need to keep complete control over the entire Aero Engine Assembly and Maintenance process by applying World class Business and Quality Management tools. The firm has entered into partnership with Key Chinese Aero Engine parts suppliers for certain parts. These partners are recognised world wide for the quality of their products and have been supplying other aero engine  firms globally. We have recognised as fundamental to our success in China the need to employ and integrate the highest quality of staff including Home Country Nationals, Home Country Expatriates and Foreign Expatriates. Home Country Nationals are Chinese nationals based in China and recruited in China, Home Country Expatriates are Chinese Nationals who we have recruited overseas and have worked in our company with the end goal being they would be a spearhead in our move into the Chinese market while Foreign Expatriates are Nationals of other countries using their skills in China to optimise business potentials and ensure quality. Our aim is to deploy an all engaging Human Resource Strategy and our strategy is to develop the firm as a Learning Organisation. RECRUITMENT AND SELECTION Recruitment and Selection in our Chinese operations is going to be conducted on a localised basis with the local HR Managers being responsible for the Process of recruiting staff at the graduate level and middle management level for Home Country Nationals. The selections and recruitment of Expatriates either Home Country or Foreign would be conducted by the Head Office and the same applies for the Recruitment and Selection of senior management and executive Management staff. Where the senior or executive management staff is Chinese the local HR Managers would have an input into the process as they would have been involved in the process from the onset. Our recruitment process would differ according to the type of staff we are seeking to recruit. We would divide this process into three parts mainly Graduate Engineers and Skilled Technicians Middle Management Senior and Executive Management Expatriate Staff GRADUATE AND SKILLED TECHNICIANS The process for recruitment and selecting graduate engineers and skilled technicians would be carried out with a low cost model in mind. This is as a result of the expected high number of applications. In ensuring that we recruit the best Graduate Engineers, we would be seeking to develop relationships with Universities thereby targeting these engineers as they are leaving the Colleges and thus moulding them from the start to fit with our organisation style and culture. We would also use the mass media to reach out for applications mainly newspapers and the internet. We would deploy a web based filter system, so even though we have placed adverts in newspapers we still expect that all applications will be filled out online. The application forms would all be in Chinese but we expect any prospective applicant to be ready to learn English. Our selection process is going to be based on Testing and Interviews, we would not encourage the use of psychometric tests as we cannot assure of the validity in this environment (Chow, 2004) MIDDLE MANAGEMENT The recruiting of staff at this level would be carried out by placing adverts in newspapers, head hunting and poaching. The shortage of skilled labour in China has made employees highly mobile and thus headhunting and poaching are socially acceptable means of recruiting. Though poaching is allowed, an employer can be sued for economic damages by the former employer if the employee’s termination was not properly done. In other to ensure our indemnity any prospective employee that has been poached needs to provide evidence that his past employer has released him without any liabilities. Selection for Graduate Engineers, Skilled Technicians and Middle Management staff would be conducted via interviews. These interviews would be structured interview, job oriented questions with pre determined answers that tuned around the prospective job descriptions. These interviews will be conducted by a panel which ensures that an all round assessment is performed. SENIOR AND EXECUTIVE MANAGEMENT The recruitment of this class of persons would be carried out with the assistance of an executive management recruitment agency though we expect to have difficulty in finding such agencies (Chang, 2004). We also plan to head hunt and seek the opinion of other businesses within the Chinese markets. The process of identifying, Interviewing and selection would involve the Head Office from start to contract signing. Interviews for these positions would be conducted at the head office, this is to ensure that key members of staff at the head office have the opportunity to evaluate the potential staff. EXPATRIATE STAFF The recruitment of expatriate staff would be the sole responsibility of the head office while the local HR Managers would be responsible for managing the expatriates when they are in country. The head office must ensure that the clear objectives are set for Expatriate staffs and that these persons have been selected to fit the job and the culture. The success of this class of staff will ultimately lead to organisational success as they would drive the process of instilling, Corporate culture and values, Quality Management targets and process and they would also facilitate Knowledge Transfer in the work place. It is intrinsic to success that these persons understand the values and fundamentals of local cultures as highlighted above in the section under employment issues. A thorough culture immersion programme and pre-departure visits may also be ideal. The local HR Managers must also develop programmes geared at ensuring  cultural and in country integration for expatriates both foreign and Home Country (because a national who has not lived in country for a number of years would most certainly need some form of integration back into the society). It would also be expedient for the home office HR Managers when recruiting married expatriate staff to consider the fit of the spouse to the new environment as poor spousal fit has been attributed to some expatriate failures. All offers made after selection must be written in clearly constructed contracts stating the Job description and responsibilities, remuneration, working conditions, conditions of termination and liabilities for breach of contract. Agreed clauses based on benefits structure include: terms of probation, training, confidentiality, holiday days and paid leave (www.hr.com). All labour contracts must be in Chinese and copies kept in both Chinese and English. The local HR managers must also ensure that personnel files have been received from the labour bureau before any prospective employee signs a labour contract. It has be noticed that this process could delay employment (China Staff, 2003) so it is expedient to start making the request immediately the employment process starts. RETENTION STRATEGY TRAINING AND DEVELOPMENT Training in China is more focused on improving current performance deficiencies than on career development. The absence of career development plans plus a heavy emphasis on material incentives have contributed to the problems of high turnover and disloyalty observed in many enterprises, including foreign invested enterprise (Tomlinson, 1997). We consider training and development an integral part of our retention  strategy. As a study carried out showed that even in state owned enterprise â€Å"the level of ambition and commitment to learning and self improvement among the young employees was quite remarkable† (Lewis, 2003). The HR department intends to use ongoing training, well mapped out and articulated career development plans, and out placement services as a tool for employee loyalty and retention. All graduate engineers employed would have the opportunity to undergo a 24 month out placement in our UK based Aero Engine plant. This out placement is contingent on the employee returning to China after the outplacement period. The outplacement period also gives the employee the opportunity to attend several career developing programmes instituted between the firm and certain engineering universities in our own internal continuing education programmes. This use of outplacement is not limited to Graduate engineers alone as Middle Management and Senior Management staff would also undergo outplacement albeit to a much shorter duration and to meet certain function specific requirements. The use of in house sessions and on the job training would also be encouraged and all expatriates have a Performance related objective of ensuring Knowledge Transfer in the work place. COMPENSATION, BENEFITS AND REWARDS The compensation strategy of the firm would be based on a combination of salaries and wages, Performance based remuneration for collective efforts and individual performance bonuses. The salaries and wages would be determined by level and grade within any specific levels these salaries and wages would be constantly reviewed to be competitive with what obtains in the Engineering Industry but these reviews would also be tied to organisational performance. Workgroups meeting certain set targets would be eligible to collective  bonuses and staff performing excellently in the Graduate and Middle management would be compensated via promotions and awards while senior management and executive management staff both Home Country Nationals and Expatriates would be eligible to promotions and individual performance bonuses as set out in their contracts of employment. We have to be careful in Compensation structure because of Chinas cultural and traditional values of collectivist approach to work but at the same time we need to reward those who are contributing to organisational performance. Benefits would be determined by the contractual agreements and the stated benefits for individual positions. To foster more employee loyalties we would tie certain benefits to length of stay with the firm e.g. Leave days increase the longer you are in our employ, our contribution to social security on behalf of employee increases above that required by government increases the longer you are with the firm but this would be tied to employee performance, and we will introduce end of year profit sharing formulas for all staff which we believe is key to fostering employee commitment and loyalty. STRATEGY FOR MANAGING KEY SKILLS In developing a strategy for managing our organisations key skills we would need a model that considers how the human resources function will manage the key skills of the firms employees and at the same time create value for the stakeholders of the organisation. The Balance Scorecard model of strategic management developed by Kaplan and Norton can be adapted for this purpose. Figure 1. overleaf shows a model Human Resources Strategy Map for an organisation it has been developed based on the concept of the Balance Scorecard and does well to link all the processes from which value is added. We hope to use a similar model in managing the Key skills of our employees and one very key thing about this model it recognises that culture is an essential ingredient in ensuring organisational success. Figure 1. Human Resources Strategy Map (Source: www.hr.civilservice.gov.uk) OTHER HUMAN RESOURCES ISSUES IN CHINA UNION AND LABOUR RELATIONS Threatened by the All China Federation of Trade Unions (ACFTU), the notably anti-union Wal-Mart recently agreed to let its Chinese workers unionize if they asked (MMR, 2004). The above statement shows that though the unions in China are normally passive, there is a growing movement in China and its beginning to make itself felt in the Business environment. The ACFTU is the only Union permitted to operate in China but this Union has about 906,000 affiliates, with 123 million members. About 40% of the two million private companies have trade unions, representing about 67% of private sector employees. Of the approximately 460,000 foreign companies in China, 20% have trade unions (Hewitt, Nov. 2004). The trade union law of China as amended stipulates amongst other things, that employees form Unions on a voluntary basis but those unions â€Å"should be established† in enterprises with more than 25 employees. The above law has been met with some confusion e.g. must firms with 25 or more employees have a union, or only if employees request one (Hewitt, Nov. 2004). This law also does not stipulate whether it’s the unions, employees or employers that are responsible for setting up this union. It has also been noticed that after years of non adversarial relationships between unions and managements, unions in China are growing more aggressive e.g. the ACFTU has also threatened to blacklist any firms refusing to allow  its workers unionize and has also been active in identifying multinationals as non compliant and ensuring wages are agreed and paid (Hewitt, Nov. 2004). UK AERO PARTS FABRICATION PLANT INTRODUCTION In the 1980’s there was a vigorous and academic debate about the nature of the American models of HRM and their relevance to UK situation. The US value system which is not truly reflected in the UK, and is certainly not reflected in continental Europe. There were a number of similarities in 1980’s between the UK and the US. Despite its cultural distance from many European countries, the nature of HRM in the UK is significantly different from the rest of Europe. As a member of European Union and a significant target for Foreign Direct Investment practisers in the UK are undergoing as much change as are those in continental Europe. As a wholly-owned large fabrication plant based in the Filton, United Kingdom, we would be producing core components (turbine blades) for a broad range of aero and related engines. In order to gain a competitive advantage over our competitors, it is very important for us to develop and encounter key human resource issues and strategies. After a long series of researches, United Kingdom was an easy choice as the ideal location to set up our plant due to the various reasons. Firstly, in the United Kingdom, the government laws relating to setting up a new plant are quite flexible, compared to most other countries in the European Union. Also, the infrastructure, as in, the technology, communication and transport systems are highly developed. Thus setting up a new plant would be easier and faster as compared to other under-developed countries. Secondly, the trade unions in the United Kingdom are not as strong as they are in a few other European Union countries (For example, Germany). So, it is easier to deal and negotiate with trade unions. Thirdly, there is easy availability of skilled labour. With the European Union working for close integration between countries, it is also easy to  acquire labour and staff from all over the European Union. Fourthly, language is not going to be a barrier in United Kingdom, as English is widely spoken all over the country. Cost of production is obviously, one of the most important issues when considering setting up a new unit. We believe that cost is going to be an issue in the United Kingdom, but the corporate strategy model we have implemented is a low cost model because we do not have a large requirement for skilled labour, expatriate staff and senior level executives. We would employ more fresh graduate engineers and managers. This is due to the fact that our assembly and maintenance plant is based in Shanghai, China, where we require more skilled labour and senior executives. As the level of education in the United Kingdom is extremely sound, it would be easier for us to employ fresh and talented graduate engineers and managers, thus reducing cost. We would now like to elaborate on the key employment issues in the UK and discuss the strategy we have adopted to combat the various human resource issues we would be facing. KEY EMPLOYMENT ISSUES IN THE U.K. The trends in the UK human resource management (HRM) are shaped by its cost-driven and competitiveness-enhancing nature. The development and implementation of HR policies is crucial to obtaining and retaining a high performing workforce. The policies need to reflect the strategic objectives of organizations together with recognizing the impact of wider demographic, sociological and technological trends and consider the medium and longer-term implications of these. The intro of new labour government since 1997 there has been signs of more protective values towards employees. However, it is the influence of EU membership that has become a greater source of initiatives aimed at employee welfare and involvement. This scene must be placed in context, with an ageing population and an uneven distribution of employment, to gain some understanding of the challenges facing HRM in the UK. The drive for leaner organizations has led to increased use of labour flexibility, downsizing and outsourcing, whilst rewards have become more performance related and benchmarking is seen as a tool for HRM  practitioners. Such trends have received strong government support. The workforce requirements need to be considered strategically and help deliver national priorities as set out in local delivery or business plans. It is essential that there is a clear ‘line of sight’ between HR practices and the delivery of high quality services. Of central importance is creating the ‘right’ culture and developing ‘customer’ focused values. This section outlines the thinking behind these goals and explains the various strategies that are helping to achieve them. KEY HRM ISSUES RECRUITMENT AND SELECTION PROCESS: The Company ‘s greatest assets are the staff force hence the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of the Company depends on having the precise number of staff, with the precise skills and abilities. The best Human resource practice which can be adopted by and aero engine unit: Defining the job process of each individual skill required to ensure it meets our business desires. If a member of staff is leaving the company analysis over a short period of time if there is a real need to replace the role, if required will do it immediately or compensate within the current work force. Before recruiting company draws up a job description and the candidates are judged based on whether he/she will possess the key skills to meet key tasks. This process helps opportunities to outline the key tasks and responsibilities. The process of recruitment involves key steps: Advertising using the right medium to attract the right person. Using recruitment agency, describing them the job profile of the vacancy to  match the requirement with the apt candidate. Internet can serve as good tool for recruitment. Fresh talent recruitments (graduates). Campaigns, road shows, job fairs, etc†¦.. LEGISLATION Company’s responsibility to ensure current legislation is covered when applying any employment process and failure to do so could mean that the organization is breaking the law. The law prohibits for company to take into account a person’s gender, marriage, colour, race, nationality, ethnic or national origin or disability in employment decisions. Taking these legislations into consideration, company adopts an important strategy when developing a job description and person specification that it must be undertaken thoroughly and objectively as the first step to ensure compliance with legislation Key areas, if legislation to be considered is: Disability Discrimination Act 1995 Sex Discrimination Act 1975 & 1986 Race Relations Act 1976 Working Time Regulations 1998 HEALTH AND SAFETY AT WORK: The health and safety at work is majorly concerned in U.K. Each and every company needs to adopt the health and safety. The company which fails to will be fined a huge amount. At manufacturing unit it is regularly monitored and nearly recruited employed are briefed with health and safety. The employee who fails to follow the procedure will be dismissed from work  according to the health and safety regulation law. TRADE UNIONS A trade union is an organized group of employers or labours. Its main goal is to protect and advance the interests of its employee .A union often negotiates agreements with employers on pay and conditions. It may also provide legal and financial advice, sickness benefits and education facilities to its members. If a union is recognized by an employer, it can negotiate with the employer over terms and conditions known as ‘collective bargaining’. For it to work, unions and employers need to agree on how the arrangement is to operate. For example, they might make agreements providing for the deduction of union subscriptions from employers wages, which is to represent workers in negotiations and how often meetings will take place. Both these agreements on procedure and agreements between employers and unions changes the terms applying to workers are called ‘collective agreements’. EMPLOYMENT CONTRACTS AND CONDITIONS: A contract of employment is an agreement between an employer and an employee. Type of Contracts: Fixed-term contract: Fixed-term workers have the same minimum rights as permanent workers. There are special regulations which protect fixed-term employees. The fixed-term employees are issued contract for certain period of time. Additional staff recruited for six months during a peak period A specialist employee taken on for the duration of a project. Someone employed to cover during another employee’s maternity leave/absence. The fixed-term employees have the right as the permanent staff: The same pay and conditions as permanent workers. The same or equivalent benefits package as permanent workers The right to be informed about permanent employment opportunities in the organization Part-time: Working part time can be a good way of balancing the work and personal commitments. Part-time, workers will be having the same right and be treated fairly in comparison to full-time colleagues. OUR HUMAN RESOURCES STRATEGY IN UK RECRUITMENT AND SELECTION: Recruitment is the process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy. Vacancies may also be created when additional or new work has to be undertaken or significant changes occur in technology, procedures, or circumstances. Recruitment and selection are the processes by which organizations solicit, contact and engender interest in potential new appointees to vacant positions in the organization, and then in some way establish their suitability for appointment. The traditional or normal view regarding recruitment and selection is to assert that it is perhaps the most basic of personnel activities- if we get the wrong people in the organization, there will be problems. The problems that we might face are high labour turnover, absenteeism, disciplinary problem, disputes and low productivity. Therefore, having the right people in the organization is very crucial. A key feature of our recruitment and selection strategy would be to follow the traditional approach of interviews, application forms and references and at times, more sophisticated techniques like psychometric tests and assessment centres. Internal candidates may be sort by searching the records, asking managers or supervisors for recommendations, or internal advertisement on notice boards and in-house journals. Besides, we would also be selecting candidates with the help of recruitment agencies and consultancies, advertisements in newspapers, Internet recruitment will also play a major part in our recruitment strategy, for example, vacancy pages on our company website, providing vacancies on commercial job websites, websites of educational institutions, etc. We would also be recruiting fresh talented graduates directly from universities in UK. This is very important to us as we would require a large number of fresh graduates for our plant. Recruiting fresh graduates directly from un iversities would save us both time and money. GRADUATE ENGINEERS AND SKILLED TECHNICIANS: As mentioned above our main focus would be to recruit fresh graduates directly from universities in UK and Europe. As our plant in UK would only be a fabrication plant and does not involve assembly or maintenance, there would not be a very high requirement of skilled technicians. We would use recruitment agencies, advertisements, and references to recruit our skilled technicians from UK and Europe. MIDDLE MANAGEMENT There is a considerable requirement of middle managers for our concern and thus internet recruitment, word of mouth, application forms and interviews will be used for recruiting such managers. SENIOR AND EXECUTIVE MANAGERS The need for senior and executive managers in our UK fabrication plant is limited and so we would only be following the process of applications and one-on-one interviews to assess senior managers.