Description of a Personal Experience Essay Example for Free

Description of a Personal Experience Essay It happened on one Saturday evening. My mother and I went shopping to buy a gift for my father. After much thought my mother decided to buy a gold ring. We went to a goldsmith’s shop. The sales assistant showed us a lot of gold rings in various designs. My mother was enchanted by a ring with a sparkling diamond on it. As we were admiring the ring, four men wearing ski-mask rushed into the shop. They ordered all the people to stand up against the wall with their hands raised above their heads. The four robbers were armed with guns. They were dressed in black and wore gloves on both hands. One of the men placed a brief case on the counter and ordered one of the sales assistants to empty the trays of jewelleries into the briefcase. The sales assistant was shaking with fear, and quickly started to do what he was ordered to do. I noticed that the burglar alarm was not far from where I was standing. I slowly moved towards the alarm, and tried to reach it without being noticed. After much difficulty I managed to get close to the alarm. I cautiously lifted my right leg and pressed the button. The alarm started to ring loudly. The robbers panicked, they grabbed the briefcase and rushed to a waiting car and drove away. I rushed out of the shop to see the number of the car and quickly memorized the number of the getaway car. A few minutes later the police arrived. I told them the number of the robbers’ car. They immediately informed headquarters to put up road blocks. Before letting us go, they asked us some of the questions about the incident of robbery. Photographers also took photos of the scene of the robbery to be the evidence of the incident. Next day my father read in the newspapers that the robbers were caught and the stolen goods recovered. I felt very happy when heard this new from my father. This incident really an unforgettable experience for me and I thought that I will never forget about that shop. From this incident also, I realised that we should be alert and careful when we went outside as dangers was not predictable.

Dual Diagnosis: Eating Disorders and Alcohol/Substance Abuse

Dual Diagnosis: Eating Disorders and Alcohol/Substance Abuse Alcoholism is characterized by a strong craving to drink, an inability to stop drinking once beginning, a physical dependence upon alcohol to prevent symptoms of withdrawal, and a need for greater amounts of alcohol due to increased tolerance. Substance abuse is defined as the routine use of harmful substances for mood-altering purposes and can include illicit drugs, such as cocaine or heroin, prescription or over-the-counter drugs. Because alcoholism and substance abuse are known as co-occurring disorders, it usually develops alongside other illnesses, such aseating disorderor anxiety disorder. Eating disorders have been associated with high risk substance abuse as the individual has extremely low self-esteem and anxiety, to cope with their painful feelings they turn to stimulants like cocaine or meth, alcohol, laxatives, diuretics, emetics and amphetamines with are frequently used to decrease appetite, increase metabolism, promote weight loss or to purge unwanted calories after eat ing. Symptoms that occur with eating disorders vary a lot. You can experience obsessive thoughts about food and body weight can change eating patterns such as dieting, making excuses not to eat, avoidance of social situations involving food, going to the bathroom straight after meals, your mood can fluctuate from feeling depressed, irritable or anxious, daily activities are affected as you don’t want to go out socially, exercising excessively, spending a lot of time talking about appearance or weight or looking in the mirror and appearance such as wearing baggy clothes to disguise their weight, losing or gaining weight, greasy or dry hair and skin. As a result of these symptoms many individuals turn to alcoholism or substance abuse especially when they become stressed, depressed, have anxiety, low self esteem as it can elevate their mood and become more relaxed in their own skin. Especially people with eating disorders can rely heavily on alcohol as they have symptoms that alcohol reduces for that period of binging. It also can eliminate their feelings of worthlessness. It is also used as a hunger suppressant and to lose weight.The coping mechanisms of purging, bingeing, restricting, drinking is used as they have lost their connection with the original problem, in other words to forget about reality.Or alcohol can have the opposite effect on the individual about their lifestyle and it could result in suicide. Diagnosis of condition: there are two ways to find out the diagnosis of eating disorders and they are a physical evaluations and psychological evaluations. The physical evaluations can include recording their weight and height to get their body mass index, check their vital signs such as heart rate, blood pressure, pulse, temperature. You need to check their skin integrity to see whether there are any skin tears or is dry and flaky. Also need to do an abdomen examination, urinalysis, blood test to check their electrolytes; as theses will show us if the liver, kidney and thyroid functions are healthy or not. Psychological evaluations involves asking questions regarding their eating habits, behavior, purging, bingeing, exercise, self image, alcohol and substance abuse. These questions can be administered by your doctor or a mental health professional. After undergoing both physical and psychological evaluations the doctor will then see if you fit the criteria by reviewing all your sign s and symptoms and then a diagnostic is given. Management of the condition is to be referred to a nutritionist, undergo psychotherapy and be placed on medication to prevent hospitalization. The nutritionist will educate you and get you back to a healthy weight range; psychotherapist will help you exchange your unhealthy habits for healthy ones to ensure you have changed your eating habits and also educate them on the effects that the alcohol is having on their bodies. There is no medication that can cure eating disorders but can assist you with your sudden urges to binge or purge. They can also be given anti-depressants for depression and anxiety as this will most likely occur in eating disorders. Relaxation therapy is also extremely effective such as yoga, acupuncture, and massage and chamomile tea. They can also get counseling about their alcohol and drug addiction and slowly withdraw them off the substances. There are many companies and support groups out now that can help individuals with both drug and alcohol abuse. What is the prevalence of the condition in the Australian population? Eating disorders affect 9% of the Australian population, with up to 20% of females being not yet diagnosed. There has there been an increase in the prevalence in the past decade as it has doubled for both males and females. The reason for this change is that more teenagers are more susceptible to the pressures of social media and self image of being the perfect shape and size. It is becoming easier to access drugs and alcohol off the streets or have connections with individuals that are older and can buy it for them. Bullying in primary, secondary and tertiary schools and workplace related bullying. As a health professional, what could you do to participate in the ongoing education of people in society in relation to mental health and the disorder you have chosen? By going to local primary schools, high schools and tertiary schools to educate the students on the real risk factors of eating disorders drugs and alcohol have on their health and also talk about not falling to the social media pressures of being size 0 and trying to fit in. Place flyers up in local shops/companies/doctors clinic for people to read. Place adds in the news papers and online to spread the awareness of the affects that eating disorders and substance abuse can have on our selves, friends, families, co-workers and communities. How could you improve or maintain the flow of information between service providers and the community in relation to mental health? By running weekly forums on eating disorders and alcoholism to all ages, having various websites that the community can visit at any time, place ads on the TV about the impacts of eating disorders and advise everyone to get regular checkups at their local general practitioner. Dual diagnosis services are to support the development of responses of mental health and drug treatment services to individuals with both mental illness and substance use problems. They strive to develop the potential of hospital and community based alcohol and drug, and mental health treatment and support services to improve health outcomes of individuals with a dual diagnosis. Desiree Wyatt References Sane Australia. 2010.eating disorders. [ONLINE] Available at:http://www.sane.org/information/factsheets-podcasts/179-eating-disorder. [Accessed 17 March 14]. The free dictionary. 2013.compulsive eating. [ONLINE] Available at:http://medical-dictionary.thefreedictionary.com/Compulsive+Eating. [Accessed 17 March 14]. Mayo clinic. 2013.eating disorders. [ONLINE] Available at:http://www.mayoclinic.org/diseases-conditions/eating-disorders/basics/tests-diagnosis/con-20033575. [Accessed 17 March 14]. National eating disorders collaboration. 2013.eating disorders in Australia. [ONLINE] Available at:http://www.nedc.com.au/eating-disorders-in-australia. [Accessed 17 March 14]. eastern heath great health and wellbeing. 2013.dual diagnosis. [ONLINE] Available at:http://www.easternhealth.org.au/services/mentalhealth/adult/dualdiagnosis.aspx. [Accessed 17 March 14]. Integrated Treatment of Substance Abuse Mental Illness. 2014. dual diagnosis, eating disorders. [ONLINE] Available at:http://www.dualdiagnosis.org/eating-disorders/. [Accessed 16 July 14].

International And Comparative Human Resource Management Management Essay

International And Comparative Human Resource Management Management Essay This assignment includes journals which are in core with international human resource management (IHRM). In a modern competitive environment most of the organization move globally. IHRM is basically management of human resource internationally for the business occurs globally. Hence IHRM plays a vital role in globalized business. Compare to HRM, the IHRM have additional responsibility with regard to planning, staffing, performance management, training development, compensation and repatriation in international context. The main objective of writing this journal is to identify how HRM practice and managing the people in multinational context and as well as to identifying and analyzing the theories of this particular topic. It gives me wide knowledge about international human resource management. This reflects journal is about nine critical areas of IHRM which was discussed in our class and my observation, my personal viewpoints and theatrical understanding of each session of IHRM class. In order to present my view point better I refer magazine, books, online web and relate my class theatrical understanding with real world examples. I believe this journal will help me to recollect all what I learn from my class to understand and expand my knowledge. Introduction to IHRM In modern competitive environment company efficiency is greatly influenced by the best human recourses. The globalisation made possible for an organisation expands their business in multinational level. Human recourses management in domestic involves all management decision and practices that affect directly the people who are working in the organisation. The first class about international human resources management (IHRM) was conducted by our lecturer Mr. Chandana Kumara and he gave us brief description about our unit plan course outline, learning and assessment method of this subject. In this class we learnt introduction of IHRM in multinational prospective. Also we learnt difference between domestic and international HRM. Human resource manager in multinational company together with HR activities they engage such as helping suitable working environment for the expatriates to avoid regional disparities, reduce cultural risk and to settle down in their working place. We learnt procuring, allocating and effectively utilising human resources and HR activities in foreign locations and also we understood the importance of selecting employees in all three nations such as host country, parent country and third country. IHR manager in an international organisation need to understand the values of host country employees against the home country employees values. The HRM activity such as human resource planning, staffing, performance management, training and development, compensation and industrial relations is more complicated in multinational context. The human recourses manager for an organisation which has branches in overseas need to have a good understanding of cultural diversities and ability to manage diversifies human capital effectively. Managing human resource management internationally is not easy due to the fact that we need to consider the government regulation, policies, cultural background and strategies to be followed to run the enterprise in the host country. Major factor in international human resource management is first we need to understand and satisfy the government regulations of three country nation such as parent country nation (PCN), host country nation (HCN), and third country nation (TCN). The international HR manager has to effectively handle these kind challenges to be successful in the business. IHRM needs additional HR activities such as international taxation, International relocation and orientation, administration service for expatriates, host government relations and language translation services when an organisation moves globally (Dowling Welch, 2004, p.g.7). As a result HR manger should be able to identify and evaluate HR in broader perspective to treat all the employees equally and pay attention fairly when they consider for any compensation and promotion. HR manager need to satisfy all three nations when he evaluates the employee performance in multinational organisation. Moving the organization internationally it involves different types of employees with different personal life style. The risk exposure is also very high when comparing with the domestic HRM. External factors such as the growth of the host country government and state of economy also play a major role when the organization does a business globally. These factors HR manager need to be aware for the organization success and to achieve its target goals. I got good overview of IHRM and the importance to managing the people with different cultural values in international context. Globalization and rapid increase in technology gives more prominence for IHRM in an organisation. Cultural Differences Second class is all about cultural framework. This part is basically describes on cultural behaviour of the society impacts on an organisational performance. Hence HR manager for an international organisation need to have clear understanding about culture for the host nation and knowledge about different culture practice in different nation to run the organization efficiently and to avoid any misunderstandings among the employees. Here we study different culture of each country related to human resource management and expatriate cultural shock experiences when they work in different state. HR manager must know well about host country culture to reduce conflicts, cultural shock among co-workers and to achieve the business objective of the organisation. Expatriate to overcome from frustration the organisation needs to give introduction and train them. Measuring and assessment of cultural situation can be divided into two. They are emic and etic prospective. Emic refers how own nation look at their own culture and Etic is refers how outsiders views about their culture. IHR manager should have clear knowledge about both with regard to accepted customs and values of the nation as well as his understanding and his view about their values and customs. After the etic and emic perspective we learn about cultural dimension. There are lot of framework to identify cultural difference such as Hofstedes five dimension and trompernaars dimensions. For an example discussed about Hofstedes five dimensions which are individualistic vs. collectivism, power distance, uncertainty avoidance, masculinity vs. femininity, long term vs. short term and Confucianism. In order to explain the above dimension examples taken Sri Lanka and Maldives, Saudi Arabia and Japan for us to get an understanding about of these countries in terms of cultural dimension. The HR managers should have a clear understanding of the importance of host country culture. We learnt china, Japan, Sri Lanka, India which has high power distance because they give respect to the position as well when they address someone they call sir or madam. USA and UK have low power distance because they have friendly relationship between employer and employee. They all called by first name of the person. Uncertainty avoidance is high where a country can take high risk as well as planned before problem arises. Example we can say UK and USA prefer to take risk so they have high uncertainty avoidance countries. Sri Lanka is a low uncertainty avoidance country. Femininity refers to a country which gives priority to relationship. Example like Sri Lanka, India they give first priority to relationship. Masculinity is where a country gives priority for values, money, status and success.UK and USA are masculinity countries. Individualistic countries achieve their success individually. UK and USA are individualistic countries they identify their success individually. Collectivi sm is where countries achieve their success by set of group. Sri Lanka is a collectivism country. Managers in the multinational organisation, they need to work globally valuing the customs and practice of the locals of the country they work. IHR managers in the international organization need to understand and work in accordance to the cultural diversity of working people for the efficiency and to safe guard the interest of the stakeholders. The knowledge I gained in the class will help me in the future when I am working with different cultural people. The Organizational context This chapter explains how the organizations managed and controlled in international level and effectively handling its human recourses with different cultural values and languages. Also lecture explained span of control of smaller and lager organizations and the benefits of having centralized/ decentralized operation. Organization operated with centralized operation where the decision making with top level management. The manager need to mange internal factors to compete internationally. There are six factors which direct the organization effectively and efficiently. They are size, structure, host country demand, national culture and language, flow and volume of information, operation modes, control mechanism and geographical dispersion. We have to consider these six factors when moving and doing business internationally because this will impact on HR functions. IHRM plays a vital role in selecting and training people and the factors affecting HR with some of them are political and legal nature, technology, and the nature of the product. HRM has the responsibility to select the right people for the tight positions. Also it was discussed about the managers leadership style in the organization and their cultural values and their attitude. Mangers need to adopt different style according to the situation to improve the organization performance. There are some different types of leadership styles to regulate different kind of situation. They are participative, consultative, paternalistic and autocratic styles. Participate is basically always like to work, consultative consults its subordinates to go through specific objective, paternalistic is more concern about employees who works in its organization and autocratic is have a control on whats its operates. A control mechanism plays a major role in an organization. Control can be formal and informal. A formal control mechanism mainly includes for the firm of an organizational structure, reporting system, budget, performance target and formal communication. Informal coordinates its resources and activities not only in the domestic but also for the international level. Its basically includes personal relationship and informal communication and corporate culture. From this class lecture I have understood that the HR manager plays a vital role in an organization. Because they have to know about the different structure and changes which occurred during the external and internal environment. HRM in the host county context This topic explains about issues and problems relate to IHRM in the host country context. This chapter identifies and discusses drivers that interact between global standardization and localization of HRM practice when an organization operates with number of subsidiary operates worldwide. The organization has to decide whether to operate with standard HR policy need to be implement in all worldwide subsidiary or to be localized in accordance with country wise. The implementation of standard HR policies vary from parent country to host country according to culture, maturity, institutional environment, the mode of operation and subsidiary roll. When multinational enterprises (MNE) decide to standardize or localized its operation globally, it needs to have global mindset with local responsiveness. When implementing HR policies globally, the parent company needs to respect host country culture and traditions. There are four factors which have a major impact on standardization. They are host country environments or work place, mode of operation, size and maturity and subsidiary mandate. Need to adopt local institution requirements such as host country government policies and regulations and Host country employees education system and their expectations. Host country culture and workplace environment is different from the parent company culture. Hence localization would be suitable because the host country employees will be find it difficult in adapting to a different culture. Culture determines the standardization in the placement, processes and practices in the work place. For example if the host country belongs to high uncertainty avoidance the employees tend to be rather risk averse and prefer fixed compensation packages or seniority pay. Selection of mode of operation is essential in determining the standardization of work practices. When it is a fully owned subsidiary there is more possibility to standardize than in alliance. Standardization of the organization depends on size and maturity of the firm. Standardization is essential in order to build individuality in all the outlets of the organization. When the subsidiary plays a major part, the work practices and policies of the subsidiary would be standardized to add value. Th is subsidiary becomes relatively important. According to my opinion adapting to the host country background and culture is a critical factor rather than organizing a socializing program. HSBC, being a multinational company has the slogan of Worlds Local Bank, and also in Sri Lanka McDonalds quit beef burgers in India due to the culture problem raised in India and Pizza hut have been initiated to provide variety of rice and pizzas according to citizens taste and eating habits. The advantage for global standardize HR polices are ease of administration and better efficiency and effectiveness. HR policies will be much consistency and transparency. Standardization can be achieved thorough HR practice such as staffing procedure; staff appraisal system, staff training and development programs and corporate code of conduct. (E.g. Unilever, HSBC) Both Standardization and localization for MNE has advantages and disadvantages. Parent company need to adapt suitable HR policies in host country globally for the efficient and effective function. Sustaining International Business Operations This is the topic which identifies the introduction about staffing and the approaches of staffing. Staffing is very important for an organization and in human resource management staffing is a process for recruiting and selecting the best candidate from the pool of the candidate. The objective of this chapter explains about the approaches of staffing. An organization which is having subsidiary internally has different approaches. They are as follows: ethnocentric, polycentric, and geocentric and regiocentric. Each method includes pros and corns depending on the situation. Ethnocentric gives more importance to the parent company and it is having an authority against subsidiary operations. In this approach autonomy is limited and strategic decision is made by headquarters (Dowling Welch, 2004, P.58).this approach is managed by PCNs. This approach will retain a good communication, good coordination and strong control with parent company. Key position is hold by parent company and independent decision making is limited to the HCN and TCN. Polycentric explains MNE treats each subsidiary as separate national entity and gives autonomy to formulate decision to the subsidiary (Dowling Welch, 2004, P.59). This subsidiary is operates by local nationals. This staffing approach method is so effective and it gives more advantage to the host country nationals (HCNs). It eliminates the language barriers and adjusts the expatriate problems. Basically subsidiaries are managed by host country nation. For an e.g. HSBC is more rely on polycentric approach. Geocentric explains the MNE takes a global approach to its operations. It is accompanied by a worldwide integrated business and nationality is ignored in favor of ability (Dowling Welch, 2004, p.g.60) it gets the best people for the right job. Here subsidiaries are managed by PCN, HCN and TCN because to get the best work force in order to shine in operational and strategic level. Regiocentric explains that utilizes a wider pool of managers but in a limited way (Dowling Welch, 2004, p.g.62). Each individual HR person or organization has to take each approach regarding to its situation. We cant apply all the approach for a particular situation we must analysis and compare the situation and think what approach is more suitable for this kind of situation after that apply the staffing approach. Roles of expatriates to act as agent of direct control, to act as an agent of socialization, to coordinate the building of sustainable networks within the host country, to act as boundary spanners and to transfer competence and knowledge (Dowling Welch, 2004, p.69). International assignment includes different reasons such as to fill up the position, build up management and organization and the period of assignments can be short, medium and long term and non standard forms of assignments are commuter, rotational, contractual and virtual assignments. The functions of the expatriate: as an agent for direct control, as an agent, as network builder, as boundary spanners, and to coordinate the building of sustainable networks within the host country and transfer information and capability. Expatriate also undergo so many challenges. They are cultural issues, communicating difficulties, family absence and health problems. Here after I would say expatriate are more aware of their tasks it will lead to the success of the organization. Recruitment Selection for International Assignments Staffing Recruitment and selection are the important factor in human resource management. International recruitment and selection are important and difficult task when doing business globally. Recruiting is basically selecting a good candidate for a right job after recruit the selection process will continue in the process. That is basically gathering all information and selecting a best candidate. In this chapter mainly explains about expatriate recruitment and selection process as well as the success and failure of expatriate and the direct indirect cost of expatriates. The expatriates are used to transfer knowledge, control the organization as well as to fulfill the needs of the organization. The performance of the achievement will rank the organization. In this class mainly discuss about the recruitment and selection process done internationally for assignments. Here also discuss about major difference between the domestic and international staffing, firstly it says the firm have predisposition towards to hold the key position in headquarters and subsidiaries and by host government and the firms ability to attract the right candidate. To achieve the international assignment the expatriate should give their best shot to identify their personal trait. To prove that they should have a good leadership style, adoptability, flexibility, accept and adopts changes and work as calm and relaxed when under pressure times. Convince the managers to send the best employees for the international assignments are the main role for corporate HR. The four myths of global manager are there is a universal approach to management, people can acquire multicultural adaptability and behaviors, there are common characteristics shared by successful managers and there are no implements to mobility. Our lecturer spend some time in discussing the global manager and there function. The global manager job is tough to handle because most of the time they live abroad and they use to the different culture as well as they adapt to it. When the HR manager is recruiting employees for international assignment they have to motivate the staff to accept the foreign assignment so HR manger have to say that they are proving attractive salaries, financial incentives and other salary based benefit. When the organization is expanding their business globally they have to make sure staffing methods and policies are in line with host country laws. Selection also play major role in HR function. Expatriate failure is mainly premature return of expatriate. It will occur due to family concerns, early completion of assignments, cultural shock, security concern, lifestyle, poor performance, due to wrong selection and repatriate issues. For an example expatriate work in china they will come across cultural shock due to the poor performance. This will lead to the failure of expatriates. Analyzing the performance would be inability to adjust to foreign country, length of assignment, willingness to move, work related factors and psychological contract. Expatriate failure will cause direct cost and indirect cost. Direct cost includes airfares, associated relocation expenses and salary and training. Indirect cost will includes damaged relationship with host country and demotivating the local staff. To overcome this factors MNE should send knowledge person for the right assignment before sending the staff make sure to attend the pre departure program. International assignment will help the expatriate to gain knowledge in related topics and it will lead to achieve their career succession well. Training Development This chapter explains about one of the HRM function. Training and development plays a vital role for employees to achieve their target. In HRM recruiting selecting the first aspect and second is training development. Providing training in work place is to improve the current work, flexible in work as well as to adopt changes and challenges and work successfully in a given situation. Expatriate can perform well when they adopt and practice the training. To be last in the global market we need training as well more firms are focusing on the task of human resources as a significant part of their core competence and competitive advantage. Functions of Expatriate training contain many factors. They are Pre departure training, effective cultural training, host country business practices, host country labour laws, management styles, economic legal factors and relocation training and language training. The expatriates who work in abroad are not be aware of the host country function and cultures. To overcome this issue they have to undergo pre departure system which help the employees to know about the organisations, functions of the organisation and culture of the host country. Pre-departure training would include cultural awareness programs, preliminary visits, language training, practical assistance, training for the training role, TCN and HCN expatriate training. The success of the expatriate is depending on pre departure programs. It will give confidence to expatriate to do their work in host country. Effective cultural training also plays a major role because employees who selected to work abroad also find difficult to adopt host country culture. They undergo cultural shock so to overcome these better to have culture training. Trained expatriate will be more confident when they work in host country. Cultural training will provide confident to the expatriate to work effectively in host country. Cultural training and preliminary visit are important factor in pre departure program. Language training also plays an important role because an expatriate enter into a country and they use different language then expatriate will face difficulty. It will lead to a poor performance as well as communicate with other employees also lacking. Comfortable communication will lead to success and poor communication will lead to failure so to overcome this issue if they undergo language training it will help to be confident in host country. For an example if an employee going to China or France without attending language training they will face lot of problem. An effective employee will always go under language training before going to the host country. To compete successfully in the global market MNEs firms are focusing on the task of human resources as a significant part of their core competence and competitive advantage. To improve in competitive advantage training and development are important. Performance Management Performance management is a process which highlights in running the multinational organization and improves the entity, subsidiary unit and corporate performance as a whole to estimate whether they have achieved their target and pre determined goals. Introducing new methods to the labor force which will helps the multinational organization to carry out the employee performance to present level to the desired level. Through identifying the employees performances MNEs can evaluate the employees strengths, weaknesses and gaps between the desired one and actual one. During this process they can identify the employees in different levels. The organization proved training and development program for the employees to work easily at their home country. The major advantage of performance appraisal is selecting the right person for the right job. Because to reach the success. Mainly recruit the right employee as an expatriate to achieve the success in the global market. To motivate them the organization need to provide benefits and compensation to promote them and achieve the target goal of the organization. The organization should be very cautious when evaluating the subsidiaries sometimes it will get into demote situation. Because subsidiaries are different due to many other factors that affect performance appraisal such as who conducts the appraisal, use of standardized or customized appraisal forms, frequency of appraisal and performance feedback host country environment. There are three types of goal. They are hard goals, soft goals and contextual goals. Performance appraisals and these types of goals will help the firm to manage and control the work force and cultural to be flexible when dealing with people. Therefore performance appraisal system for subsidiary needs to be modified according to the environmental changes. The performance of the expatriate determined with support from headquarters host country culture, family consideration and external environment of the subsidiary it operates. Hence we could standardize and implement similar performance appraisal system in our entire subsidiary when evaluating performance appraisal for expatriate. Re entry and Career Issues This topic explains the challenges faced by expatriate when they enter into their home country. Re entry to their home country will lead to new challenges. Repatriate who are going to host country after finishing their task they have to return to their home country. When they come to their home country they will experience re entry shock. Expatriate will experience the cultural shock when they return back and experienced the difference of unusual things in home country. This will happens when the expatriate stayed for long time in the host country and use to the cultural differences. So when they come to home country they will experience the differences. In addition, after returning the expatriate may discover the organizations culture and subordinates also have change and expatriates feel working in a new environment. The re entry process includes four phases. They are preparation, physical relocation, transaction and readjustment. Preparation is basically when an expatriate return to theory home country they have to be well prepared. HR department must do the needful thing to the repatriate. The organization will provide the checklist when the expatriate return to their home country. Physical relocation means dismiss and finale the personal effects and breaking ties with same age group and friends and moving to the next positioning. Transaction refers to adjustment and settlement in the home country. When expatriate move to their home they need accommodation such as basic needs to fulfill the expectation. For an example such as basic needs housing, schooling, banking facility, transport facility, insurance, medical insurance and facility. Readjustment is includes in coping home country changes, reverse cultural shock and career demands. To overcome the re entry issues in home better to design a repatriate program. It will help the expatriate to avoid fear and adjustable to their home country culture. The expatriate can have Pre re entry program before they enters to their home country. This program is useful before entering into their home country. This will also help to adjust their selves in their home country. I firmly believes that HR manger have to play an important role in an expatriate re entry process. Conclusion International human resource management plays a major role in every organisation to provide a successful staff base and also achieve the firm target internationally. International human resource management mostly rely on HR issues and challenges. Throughout all the lectures I understand about the HR roles and challenges faced when expatriate enter into the host country as well as issues occur when expatriate re enter to their home country. After understanding about the international human resource management I realize HR manger plays a vital role in recruiting, selecting, training an employee for the right job globally. The success of the multinational organisation depends on HR managers selection. HR manager have a responsibility to make sure to improve skills and knowledge of the employees in order to shine in domestic environment as well as global environment. These reflective journals help me out to understand about human resource management globally. Our lecturer Mr. Chandana kumara discusses lot of questions and argues with students in related topic. It helps me gather more information in related topics in international human resource management.

Sino-Soviet relations Essays -- Soviet Union Russia History Communism

Sino-Soviet relations Following the Second World War a new political order existed. The world essentially was divided between two dominant and opposed spheres, that of the United States and that under the hegemony of the Soviet Union. This global order heavily influenced the foreign policy decisions of policy makers in both Washington and Moscow. Joseph Stalin, the General Secretary of the Communist party and the absolute dictator of the Soviet Union, sought national security for the Soviet Union above all else in the sphere of foreign relations. Stalin’s dealings with other governments, including other Communist leaders, aimed largely towards serving the needs he perceived to exist in his country. Stalin’s government in dealing with China and Chinese communists, therefore, was more concerned with Soviet national security than with the fulfillment of the international communist revolution. Soviet-Chinese Relations Under Lenin Vladimir Lenin, the leader of the Bolshevik party and the Revolution of 1917 which ushered in communist rule in Russia, believed firmly in the idea of a world revolution and the eventual victory of the International Soviet Republic. Lenin, in making contact with the government in Peking, expressed that â€Å"The Chinese revolution will lead to revolution throughout the entire East, and will bring finally the downfall of world imperialism.† On May 4, 1919 Chinese students and intellectuals demonstrated against what they viewed as pro-Japanese sentiments in the Peking government during what became known as the May Fourth Movement. Moscow began monitoring the situation in China with hopes of fostering a communist movement. In 1921 a meeting was held in Shanghai in which a new party, the Chinese Comm... ...he Soviet Experiment: Russia, the USSR, and the Successor States. New York: Oxford University Press, 1998. Articles Chen, Jian. â€Å"Working Paper #1: The Sino-Soviet Alliance and China's Entry into the Korean War.† Cold War International History Project Virtual Archive. 1 Jun. 1992. Woodrow Wilson International Center for Scholars. 30 March 2003. . Chapters in edited books Jun, Niu. â€Å"The Orgins of the Sino-Soviet Alliance,† in Westad, Odd Arne, ed. Brothers In Arms: The Rise and Fall of the Sino-Soviet Alliance, 1945-1963. Washington D.C.: Woodrow Wilson Center Press, 1998. Westad, Odd Arne. â€Å"Introduction,† in Westad, Odd Arne, ed. Brothers In Arms: The Rise and Fall of the Sino-Soviet Alliance, 1945-1963. Washington D.C.: Woodrow Wilson Center Press, 1998.

asian am health :: essays research papers

I’ve commonly encountered my whole life how spiritual the â€Å"Asian culture† can actually be. Christianity, Confucianism, Taoism and Buddhism underlie the value system in asian culture. As for my generation, Asian Americans have been influenced by western beliefs to express your opinion and to work towards fighting for your right, extreme liberalism. That culture alone varies when it comes to value systems. Their experiences in America determine what someone values, and how their origin of race promotes that. Because they usually are raised by parents who will demand nothing less than utmost respect, they are brought to initially adhere obediently to authority. My mother made that part clear to me at a very young age. My mom always emphasized the importance of obtaining good morals – 90% because it was a Christian belief, but the rest of the 10% she really did want me to seek for myself why I should be the way I am. Model minority myth is founded on the fact t hat Asians are self persevering, self disciplining, educates and excels in every situation because of their hard work. This is something I do agree with and is the most accurate part of asian characteristics. But it’s because from a ancestor historical stance, they’ve had hard times and it is self perseverance that gets your through it. They pass on the importance of keeping your head up high and maintaining pride; as the opposing shame and guilt lingers along when the contrary occurs.   Ã‚  Ã‚  Ã‚  Ã‚  We’ve all, one time or another felt like we were being stereotyped – usually about our ethnicity or culture. Minority groups in my opinion experience racism, usually because the person feels threatened or insecure, and by ordering or bringing them down puts them on a superior pedestal.   Ã‚  Ã‚  Ã‚  Ã‚  I’ve never really fully experience the concept of â€Å"ethnic identity† and how it’s one’s sense of belonging. Growing up bilingual, I picked up Korean culture, however I never considered it my sense of belonging. I wasn’t really embraced by the Korean community, and felt that I will never fit into these little fine categories.

Writing Application Letters

Application Letter There are some mistakes and ambiguous expressions in the following application letter for a job as a salesperson. Rewrite it after making the corrections or amendment to it. |Human Resources Department | |Avon Products (Guangzhou) Ltd. | |3? f 420, E. Huanshi Road | |Guangzhou 510075 | | | |July 3, 2009-9-26 | |Dear Sir or Madam: | | | |Noticing the enclosed advertisement in today’s Yangcheng Evening Newspaper, I wish to apply a part-time job as a salesgirl for| |the direct selling of your beauty products. | | | |I am a junior student at Guangdong College of Commerce. My major is Marketing. I studied Marketing, Marketing Techniques, | |Psychology of Consumption, Psychology of Women, Business Law, Labor Law, Business Ethics, Communications, Public Relations, | |etc. | | |I have some experience in marketing in the last two years. During the summer vacation and winter vacation of 2008, I once | |stayed at the Beauty Products Counter in the Taibai Department Store as a salesgirl. Last year I worked as a part-time | |salesgirl on Sundays for Procter and Gamble (Guangzhou) Ltd. I come from house to house to sell Rejoice 2-in-1, and Head and | |Shoulders shampoos. | | | |I think my education and some experience in marketing w ill let me to offer services for your sales promotion. If you give me a| |trial, I would do my best to give you every satisfaction. I will await for your answer. | | |Sincerely yours, | | | |Kay Jin | Writing task Option #1: You have seen the following recruiting advertisement in the local press and would like to apply for the position. Read the advertisement carefully and write a letter of application within 100-120 words, giving details of previous experiences, salary, etc. |Welcome to Our Team – Top Salary | | | |ASSISTANT SALES MANAGER wanted by an international company manufacturing textile piece goods. The applicant must have had | |adequate experience in the sales division of a large company and be willing to accept responsibility. | Option #2: You write an application letter to apply for a position that you may be interested in doing after graduation. Use your own educational background and work experience. What is an application letter? It is normal to send a cover letter (letter of application) with your resume even if you are also sending a complete application form. There may be occasions when you want to send a letter of application, with which you enclose a resume. Tips for writing winning application letters ? Write the letter to a specific person – the person you think is the one who would hire you. Take the trouble to find out the name of the person who is in the likeliest position to hire you. You can always call the receptionist and ask for the company’s mailing address and then ask the name of the specific person you’re looking for. Asking for an address makes it more likely that you’ll get the information you want rather than asking only for the name of a person with a specific title. ? Do your research. The more â€Å"general† your cover letter, the less successful it is likely to be. You want to demonstrate that you know something about the reader’s company, something that you had to do some research to find out. Customizing your letter to a particular company is impressive and makes you stand out from the pack of the job seekers. Tell the reader what you can do for the company, not what you want the company to do for you. Begin by stating some specific way in which you can help the company or department accomplish a particular goal, pre ferably giving an outstanding example of a related accomplishment. E. g. â€Å"Having had direct responsibility for three successful mergers in the energy industry, I am an ideal candidate to assist you with making a smooth transition I your recent merger with Company X†. ? Be specific about the job you are seeking. Hirers do not want to serve as your employment counselor, they want you to have already done your homework and figured out exactly what job you want. The â€Å"I can fulfill so many roles, just put me where I’m needed most† approach will get your letter filed in the wastebasket. ? Quantify your accomplishments. After your initial attention-grabbing statement of how you can help the company and stating your greatest related accomplishment, list four or five additional accomplishments – bulleted and quantified. ? Mention only accomplishments that directly relate to the job you want to get. ? Keep it brief, succinct and simple. Your cover letter should be short and to the point. Rarely should it be longer than one page. Remember, you are trying to capture the reader’s interest in knowing more about you. Telling your life story is boring. ? Make it easy on the eyes. When you’ve finished writing your letter, print it up and take a â€Å"big picture† look at it. Is it visually appealing? Is there plenty of white space (using bullets increases the white space)? Is it filled with complicated sentences and jammed to the margins? Does it look like a letter you would want to read? ? Close with an invitation for the reader to act. Tell the reader you would like to talk or meet and include these words: â€Å"Please give me a call at such-and-such a phone number. † Don’t say â€Å"I’ll give you a call in a few days to follow up and see if you’re interested in meeting†.

Sebastien Faulks

Baulks' novel is very much a social commentary on the problem of war, and he uses many techniques throughout part one to foreshadow what is possibly the most notorious, famous and tragic events of the First World War: the Battle of the Some. With part one being located on the Some, It's hard to escape the underlying sense that It all points towards this battle, but when the family visit the water gardens, Baulks foreshadows this event In a number of ways.The first way In which he does this Is through his description of the abundance of them, more precisely: their hectic abundance seemed to him close to the vegetable fertilely of death'. Now, the Battle of the Some Is well documented for the loss of life as a result of It (over people died in total) and this reference to the word death, Is an Important link. As the Battle of the Some was famous for the amount of death that occurred.In the same paragraph, he says this: The brown waters were murky and shot through with the scurrying of rats from the banks where the earth had been dug out of trenches and held back by elaborate wooden boarding'. As you can probably guess, there are a few different parts of that that are a direct allusion to the Battle. The first of these is his mention of brown, murky waters. One of the biggest problems for soldiers serving in the trenches during all of these big battles was the lack of clean water for drinking, so this phrase, ‘brown waters were murky and shot through' is a perfect hint towards the Battle.Another one in this extract is his elaboration on the problem of rats in this part of the river. Rats were quite possibly the most problematic factor in trench airfare, be that in the Battle of the Some or elsewhere, and they carried with them disease, and also helped themselves to soldiers supplies. Now, seeing as they have been mentioned, it is possibly the most explicit example of foreshadowing to the Some, because they were such a huge and notorious problem.The third, an d possibly most obvious, reference from this extract is probably the last part, where he speaks of where the ‘earth had been dug out of trenches and held back by elaborate wooden boarding. The Battle of the Some epitomized trench warfare, it was the cost expansive use of trench warfare the world had ever seen, particularly as It was the longest battle of the First World War. As well as this reference to trenches, there is another similar one on the next page which reads, the rotting of matter Into the turned and dug earth'.Turned and dug earth Is an allusion to the changing of the ground and landscape that occurs when trenches are dug, so that Is another big reference to the Battle of the Some. In what way does Sebastian Baulks foreshadow the Battle of the Some in his ascription of the water gardens in Birdsong? By Adam_smiths 998 With part one being located on the Some, it's hard to escape the underlying sense that it all points towards this battle, but when the family visit the water gardens, Baulks foreshadows this event in a number of ways.The first way in which he does this is through his description of the abundance of them, more precisely: their hectic abundance seemed to him close to the vegetable fertility of death'. Now, the Battle of the Some is well documented for the loss of life as a result of it (over 1,000,000 people died in total) and this reference to the word death, is an important link, as the same paragraph, he says this: ‘The brown waters were murky and shot through with and held back by elaborate wooden boarding.As you can probably guess, there are a most expansive use of trench warfare the world had ever seen, particularly as it was there is another similar one on the next page which reads, the rotting of matter into the turned and dug earth'. Turned and dug earth is an allusion to the changing of the ground and landscape that occurs when trenches are dug, so that is another big