Managing Employee Retention and Turnover Essay Example For Students

Overseeing Employee Retention and Turnover Essay Overseeing Employee Retention and TurnoverEmployee maintenance has consistently been a significant concentration for human asset supervisors. When an organization has put away time and cash to select and prepare a decent worker, it is in their own wellbeing to hold that representative, to additionally create and rouse him with the goal that he keeps on offering some benefit to the association. In any case, bosses should likewise perceive and watch out for what is to the greatest advantage of their representatives, on the off chance that they plan to keep them. At the point when an organization neglects the requirements of its representatives and concentrates just on the necessities of the association, turnover frequently results. Extreme turnover in an association is a prime marker that something isn't directly in the representative condition. We will take a gander at the contrasts among maintenance and turnover, why representatives remain, reasons why they leave, and what should be possible to spare them. We will likewise look at some outer components that will make worker maintenance and turnover decrease most noteworthy needs for human asset experts in the twenty-first century. Fundamentally, representative maintenance is estimated by a workers life span with an organization, and is the ideal result of an organization recruiting laborers it needs and needs. Numerous associations think that its progressively gainful and beneficial to divert assets once in the past apportioned to enrolling, recruiting, arranging, and preparing of new workers and use them rather toward representative maintenance programs. Such projects distinguish great entertainers who are probably going to leave the organization and work proactively to hold them. In spite of the fact that there is no reliable solution for holding great representatives, there are five factors that have a demonstrated constructive effect on maintenance and they ought to be mulled over when building up a worker maintenance program:Supervisor/Employee relationship Immediate chiefs who are likewise pioneers of individuals will be the most notable individuals in the working environment of things to come (Jamrog, 2 004) Todays director is required to be a mentor, a coach, and a guide. Chief, he should have the option to impart well here and there the association. Workers who have genuine, open associations with their directors feel a feeling of duty to them. Worker commitment The best representatives are inspired by undertakings that are mentally invigorating and give assortment and challenge while contributing worth. Studies from the Gallup association show that representatives who have a better than expected demeanor toward their work will create 38 percent higher consumer loyalty scores, 22 percent higher profitability, and 27 percent higher benefits for their organizations. Preparing Employees need to build their aptitudes, information, and capacities to stay attractive. It gives them a feeling of employer stability. In todays working environment, the additionally preparing representatives get, the almost certain the business will hold them. As per a 1999 Emerging Workforce Study directed by Interim Services and Louis Harris and Associates: Among representatives who state their organization offers poor preparing, 41 percent intend to leave inside a year, versus just 12 percent of the individuals who rate preparing open doors as astou nding. (Business Week, March 1, 1999)Recognition According to Roger Herman, CEO of The Herman Group, an administration counseling firm in Greensboro, N.C., you have to show your representatives that you welcome them, that you esteem their opinionsand show them from various perspectives. Care and worry for workers on an individual level methods more to numerous representatives than remuneration. Parity Managements acknowledgment of the significance of individual and family life remains the top driver of representative dependability. Representatives who invest a moderate measure of energy every week taking care of individual issues while at work have a more significant level of promise to their manager than the individuals who invest no time. (America @ Work 1999, Aon Consulting, Chicago, Illinois; 312.701.4844) Employers who give a work/life/family balance are increasingly effective in holding representatives. Generally, administrators have utilized remuneration systems to take care of maintenance issues, however in todays work environment significant salary without anyone else isn't sufficient to keep representatives around. An ongoing review by The Society for Human Resource Management positioned educational cost repayment projects and excursion/occasion time as the main two maintenance activities being offered by bosses. Furthermore, moment acknowledgment programs, for example, spot rewards, are being utilized to compensate greatness in execution as it happens. Such projects give workers quick satisfaction for their endeavors instead of deferring it until yearly surveys. Likewise, adaptable work hours and working from home projects that permit representatives to more readily offset their work responsibilities with their family obligations are getting increasingly normal. As per Ceridian Employer Services (2004), 90 percent of organizations with in excess of 5,000 representatives permit working from home. What's more, 52 percent of enormous organizations utilize virtual groups. Associations should persistently look for inventive approaches to hold their best representatives. Luckily, the expenses of these endeavors are low in contrast with the significant expenses of turnover. Turnover of representatives can be automatic or deliberate. At the point when an organization relinquishes a representative who has been an awful entertainer, has disregarded organization strategy, or overstepped a law it is normally viewed as automatic turnover. So are cutbacks. All the more frequently we talk about turnover with regards to being willful, or the spontaneous loss willingly, however that the organization would like to keep. This kind of turnover is unfortunate. Notwithstanding type, turnover costs are faltering. The quantitative expenses include: recruiting an impermanent to fill the position or paying extra time to a current worker, lost profitability, misfortune on preparing dollars put resources into the representative who left, severance pay and advantages, just as, publicizing, enrolling, employing, arranging, and preparing expenses to fill the vacant position. Carl Kutsmode, Principal and originator of the Tiburon Group, an Internet enrolling arrangements counseling firm mentions this objective fact, In numerous cases, diminishing your turnover rate can fundamentally lessen your all out staffing costs by as much as one half. The Journal of Business Strategy, 2003 assessments turnover costs in the United States at $5 trillion every year. There are additionally elusive expenses related with turnover, for example, a drop in worker confidence, poor help conveyance, and lost clients. Despite the fact that hard to evaluate, they sway both efficiency and gainfulness. Since representatives are slanted to state politically address purposes behind renunciation, organizations regularly direct post employment surveys to acquire esteem input. Utilizing human as set work force to direct the meeting sets up a protected zone for representatives to transparently share their considerations. To additionally empower correspondence, questions ought to be open-finished, arranged ahead of time, and planned with a reason. Buhler (2004) suggests including the accompanying questions:What did you most appreciate about your activity? What did you least enjoy?What did you like about the administration style at the organization? What did you dislike?What would you have changed at the organization on the off chance that you had been given the opportunity?Is there anything that would have brought about your remaining with the company?What is your new position giving you uniquely in contrast to your position here?Exit meetings can be utilized to follow drifts in turnover that might be established in segregation, ill-advised preparing, or lacking compensation or advantage programs. Businesses can utilize this data to roll out fitting improvements or make resto rative move, if necessary. Post employment surveys should consistently keep up a positive note so representatives understand their criticism is welcome and acknowledged, thus their conclusion with the organization is a positive encounter. A few businesses decide to hold up three to half year before directing post employment surveys. These are frequently done via mail, telephone, or on the web and may appear as a review or be re-appropriated to an outsider. The conviction is that over the long haul, previous workers will in general be not so much reluctant but rather more goal in their reactions. The outcomes from post employment surveys possibly demonstrate significant in the event that they are utilized gainfully inside the association. By analyzing the center reasons given for turnover, an organization can actualize methodologies to decrease it. These procedures can shape the reason for the worker maintenance program. Christian Timbers, a main worldwide official pursuit firm, give s these best ten explanations behind why representatives leave:Boredom or absence of challengeLimited open doors for development and progression (40% of resignations)Lack of appreciationLow desires and principles for the positionNoncompetitive remuneration packagesInferior or ineffectual coworkerslack of initiative or poor supervisionPervasive bureaucracyUnreasonable work hoursCommute or area of organization By joining turnover and maintenance data, an organization can perceive any reason why individuals leave and what should be possible about it. Every one of the ten purposes behind leaving recorded here could be decreased or disposed of with a proactive worker maintenance program, one that is fixated on factors that representatives themselves have given as explanations behind remaining with their boss. Once more, these variables stress great administrative/worker connections, draw in representatives in their work, give preparing openings, perceive and acknowledge representatives, and offer adaptability and parity in work, life and family obligations. By profiling what makes a representative remain, organizations can build up proactive maintenance programs that decrease the quantity of turnovers. Hamlet as a Comment on Humanity Essay. ReferencesAARP. 2002, Staying Ahead of the Curve: The AARP Work and Career Study. Wahington, D.C.: AARPRetention rodeo. Buhler, Patricia M. The post employment survey: a goldmine of informationSource: Supervision v. 63 no4. (Apr. 2002) p. 15-17. Database: WilsonSelectPlus. Ceridian Employee Services, http://www.ceridian.com/mycer

Essay on Judaism and Mr. Lawler

Exposition on Judaism and Mr. Lawler Exposition on Judaism and Mr. Lawler Trevor Riegle November fifth, 2014 Mr. Houston Lecture 21st Journal Entry UGC 111LR-P210 Recitation In Mr. Lawler’s twenty-first talk the two most critical points that I accept he secured has to do with Zen Buddhism and Judaism. At the point when Mr. Lawler first discussions about Zen Buddhism, he discusses the phases of how it developed into what it is today. It began being a formal religion wherein it was controlled by clerics that was said to intercede between the sky and the individuals. This was critical on the grounds that it was a â€Å"external religion,† a religion where they simply experience the ordinary movements. In any case, at that point came Buddha and he assaulted this â€Å"external religion† and instructed individuals to discover the religion inside themselves. This phase of advancement is critical in light of the fact that it permitted strict foundations to be as a team with the State. It permitted them to reproduce the outer religion and use it inside in everday life. What is huge about this advancement into Zen Buddhism is it allowes them to return to the originl straightforwardness of Buddha’s message which was â€Å"you are Buddha, so slaughter the Buddha outside you.† It is outer and inner, you should come back to the instructing and see that the example rehashes. Mr. Lawler then gets into discussing the Jewish individuals and how they came applicable ever. Jewish individuals began as roaming patriarchalistic culture. They were reliant on nature yet then controlled nature as society changed.

Write Your College Essay in 10 Days. Take the Challenge.

Write Your College Essay in 10 Days. Take the Challenge. You Can Write Your College Essay in 10 Days. Take the Challenge. You Can Write Your College Essay in 10 Days. Take the Challenge. With early decision deadlines inching ever closer, the rush to get those college essays written is real. But fear not, dear applicants! Our Uncommon Essay Approach, will help you can craft  winning essays in just 20 minutes a day for 10 days! (Or condense the process and get it done in even less time!) Just follow these easy steps: 1. Find your essay’s purpose. The essay plays a different role than your grades or test scores. It is your one opportunity to speak to admissions in your own voice â€" and to jolt them awake from their application-reading-induced slumber. What do you want your essay to tell admissions that they couldn’t learn anywhere else on your application? How will you grab and hold their attention? 2. Review the Common App Prompts. Even if you have other essays to write for your early decision or early action school of choice, the Common App essay is the place to start. Read through this year’s prompts and wrap your brain around what the questions are really asking. Then, hide them away and don’t look at them again until you have written a draft. At the end of the day what is most important is the story you want to tell. You can almost always back into one of the Common App prompts once you have honed your topic to perfection. 3. Brainstorm your topic. Stop waiting for divine inspiration. Go out into the world and look for clues. Whether you create lists, take notes on your daily habits, or call up your grandma for ideas, devoting time to brainstorming is the only sure way to uncover your magic topic. 4. Freewrite your heart out. Once you have brainstormed your way to a magic topic, set aside some time (perhaps three different times throughout the day) to freewrite on what that subject means to you. Get your first thoughts on the page in full and without judgment. Dig for details. You’ll never know what’s inside your brain until you allow it to come out on the page. 5. Sculpt your story. Review your freewrites and you’ll probably start to notice patterns. What particular moment or individual sticks out in all of your notes? Is there a word or image that seems significant? Use these clues to organize your story into a preliminary outline. We bet you can even pull complete sentences and paragraphs from your freewrites into your first draft. 6. Edit, edit, edit. How can you make sure that first draft is transformed into a mind-blowingly memorable essay? Read it over at least three times. Edit for story. Then edit for clarity at the sentence level. Finally, edit for grammar. 7. Organize those supplements. Most supplemental essays fall into one of a few classic categories, so organization is key. If you are applying early to just one school, make sure you do your research thoroughly so you can fill your essay with relevant details. If you are applying to more than one school, group similar assignments together and work on those essays from longest to shortest. 8. Manage your writer’s block. We know you know that feeling. Your mind is fuzzy. You’re not really feeling like yourself. Every time you sit down in front of the computer your head hurts and your fingers cramp. You can cure this horrible feeling with a few small mental changes. For starters, lower your standards. Not like, forever. Just for the beginning of the process. You will raise your expectations of yourself later as you refine and polish. When you start, quality is not the issue. The issue is that you turn that scary blank page into one filled with ideas. 9. Refer to example essays in moderation. Poring over dozens of sample college admissions essays immediately before sitting down to write your own can be a debilitating exercise because you may feel compelled to compare your earliest ideas to these final, polished essays. That doesn’t seem fair! That said, we do think that it can sometimes be helpful to read through a few (just a few) to help direct your brain towards the style of the personal narrative. 10. Call for help! After all of your hard work, if you are still wondering if your topic is worth its weight in hamburgers; if you’re not sure whether your story structure is strong enough to support your big idea; even if you’re just wondering whether or not your overall story will create enough fireworks to hold the attention of an admissions advisor for your allotted two minutes of admissions essay fame, CALL US! Or email us: info@collegeessayadvisors.com. We will personally extract the winning ideas from your noggin with our magic powers (of conversation). About Thea HogarthView all posts by Thea Hogarth » Want a step-by-step guide? Take the 10-step course. WATCH ACADEMY CHAPTER 1 FOR FREE »

Critically Analyze The Diversity Management At Multicultural Organizations Business Essay - Free Essay Example

Sample details Pages: 6 Words: 1922 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? This literature review is aimed to critically analyze the diversity management at multicultural organizations. Existing theories, studies and research regarding diversity management at workplaces are intended to be explored and their effectiveness evaluated. The implementation of various diversity management practices will be examined with the help of literature to determine; the significance of diversity management at both large and small scale organizations, its benefits, chief factors contributing to diversity management and the issues and challenges pertaining to successful diversity management implementation. A part of the review will be focused on how diversity management can be successfully implemented. Finally, a conclusion will be drawn from the literature review highlighting the key elements assessed and learned. In todays dynamic, overly complex and ever changing societal structure, diversity has hit almost every small and large organization around the world . Constantly shrinking societies post-colonialism and the modernity being infused in such organizations have added to the complexity of how these diverse populations at workplace can be managed effectively. How diversity is perceived by various researchers differ to some extent. This difference is explained by their narrow and broad scope of diversity. To some, diversity deals with issues including but not limited to classism, racism and sexism (Cross, Katz, Miller, and Seashore, 1994) while for others it concerns more broader meanings like understanding, acknowledging and valuing age, gender, ethnicity, race and spiritual differences among people (Esty, Katharine, Richard G., Marcie S. (1995) and Black (2001). From an organizations perspective, some authors have put it simply as recruitment, retaining and establishing suitable workplace relationships of people belonging from different backgrounds whilst putting all possible efforts in admonishing any anti-social behaviour at workpl ace (Thomas, 1991). Kelly and Dobbin (1998) as noted by Tatli (2011) were amongst the very first scholars to explain this long existing crucial discourse of diversity subsisting in different capacities. The study along with its assumptions according to modern society were based on the Litvins (1997) concerns over the aforementioned complexity of workplaces and how managers can effectively deal with them by adopting different approaches. Conventional study of managing diversity would be one approach to understand the complexity of different practices in existence (Lash, 1999) but there are limitations to what and how much theory and literature can be practically useful to manage this ever changing architecture of diversity. Bauman (2001) opposes Lashs (1999) idea by bringing forth his findings on the uncertain and unpredictable nature of human and their actions under different capacities. According to Bauman (2001) conventional modes of studying human interaction would just not su ffice. The rapidly changing demographics have been put forward by some authors as the primary reason for diversity related concerns and its management awareness in general including Foster and Harris (2005). On the other hand, the perception of diversity management and how much importance it is given can be country specific. This phenomenon can be proved by Miller and Rowneys (1999) study on diversity initiatives in multicultural organizations in Canada where it was suggested that almost 50 percent of the organizations there do not even consider diversity management to be an issue. Reason being the countrys history of accepting and especially promoting cultural differences at both small and large organizations, therefore any diversity related management initiatives would be totally unneeded. What benefits organizations seek from diversity is a diverse workforce which constitutes to the factors like rich cultured skillful manpower but managing this workforce pose greater challe nges to the managers (Greenberg, 2004). Wrench (2007) explained two factors leading to these challenges for managers which are; to ensure a fair and correct treatment of every employee and ensuring effective management of workforce to promote greater rewards for the organization which would ultimately add to its competitive edge. Furthermore, cost advantages attained through lower costs on training is also highlighted by Robinson Dechant (1997) at one separate occasion while analyzing the value in appreciating diversity. Others complimenting these benefits cared to mention that organizations with best practices to manage diversity have a better potential of attracting the best talent from different backgrounds consequently promoting a rich flow of creative ideas and perspectives throughout the organization (Tsui, 1999 and Gutek, 1992). A major focus in both theoretical and practical perspectives regarding the management of diversity at organizations has been the cultural influen ces on their initiatives. Cultural clashes and globalization go hand in hand with the former being a keen focus of many authors and researchers as to better understand the factors contributing to it. Assessing different concepts of culture existing till date, various perceptions have been foregrounded over the passing years. DuPraw Axner (1997) classify culture simply as a tag to distinguish differences between people belonging from different backgrounds while others put culture in its more precise form mentioning it as a set of beliefs, attitudes and values shared by a specific group of people (Scarborough, 1998). While these authors more or less agree with one another on the predominate accounts of culture differences, DuPraw and Axner (1997) believe that people belong to many cultures at once, backing their statement by foregrounding the increasing globalization and diverse societies. Scarborough (1998) disagree with this notion by arguing that; employees learn most of the organ ization culture from their superiors while on individual level people learn about cultures from their parents and their beliefs being reinforced every time set them apart from other cultures, hence both the statements contradict at this point. Furthermore, culture differences at a typical workplace may refer to several types of cultures. This can include the culture of the workers, the managerial culture, and the organization culture itself (Gourlay Soderquist, 1998). These cross-cultural differences can constitute to a whole new set of dimensions for work values and beliefs about work-success, competition, communication between staff, decision making and authority power. As mentioned before in the review, diversity management includes appreciating and promoting values and beliefs, countering prejudice and discrimination and streamlining various positive attributes of diversity for the better workforce output but managing these differences can be a challenge for managers. Esty, Katharine, Richard, and Marcie (1995) mentioning the importance of these attributes for healthy relationships, good moral and productivity at workplace while also warning about the consequences in the cases if and when they are mismanaged. Another notable challenge for the managers while implementing diversity management is relaying on the limited literature and research data available and trying to put the theory into action (Foster and Harris, 2005). Lack of experience on the managers part is found to be an equally major contributor as well. Gender diversity and its effective management is another issue that has also played a vital role in the corporate diversity management. Cox (1994) points gender as a prominent cultural category and a considerably potential factor of conflicts at workplaces and high turnover rates. The prominence of the gender factor in the cultural architecture is evidenced by todays socialized world and consequently women. According to Tsui and OReilly (19 89) women possess very different views from men and at numerous it has been agreed that women exhibit better flexibility and the ability to deal with ambiguity and consequently prove to be better managers then men. This phenomenon can raise several concerns for the male employees such as job insecurity, lower self esteem, work depression jealously and negative competition considering the fact that female employees are now getting equal opportunities and importance at work as men. A study by Wharton and Baron (1987) demonstrated these factors in combined work environments. A good question here could be as to why organizations are bothered about managing gender diversity? A possible answer can be because it affects the overall performance, operational efficiency and company image in general (Welbourne, Cycyota and Ferrante, 2007), all the elements that are crucial in determining the success of any organization. The aforementioned gender segregation related concerns steers the revie w to another aspect of how personalities affect diversity. Personality constitutes to a whole range of factors that affect employee interaction within a workplace. Ewen (2003) mentions Goldberg (1993) who presented four characteristics in Big-Five personality model. Briefly, the model helps evaluate human personality traits by highlighting extroversion, agreeableness, conscientiousness, neuroticism and openness characteristics in a person. Relating the model with the diversity management implementation and practice at any organization it can be concluded that the employee reactions will widely differ. Those falling under these trait categories will be noticeably more tolerant and flexible towards co-workers demonstrating emotions and actions like kindness, sympathy, being socially active, helpfulness, openness to new ideas etc. On the contrary to this, those falling under the counterparts of these trait categories will promote negative influence at the workplace and consequently adv ersely affecting effective diversity management practices. Having reviewed the importance and factors pertaining to diversity management and their relevant literature, for effective management of diversity at organizations suggestions are also available by various authors to help managers implement the best practices. Authors like Koonce (2001) suggest that managers need to first analyze the consequences of all diversity related ill-affects setting aside their own biases and beliefs. This would allow them to make unbiased and fair decisions whenever required. The author emphasizes on the fact that managers need to be pro-active in order to deflect any anti-social behaviour at workplaces by taking necessary measures in advance. Roosevelt (2001) on another occasion suggests that managers should promote and work towards a work healthy environment to facilitate employee communication and encourage casual and business meetings which would help promote cross-cultural competence amongst the workforce. Moreover, it was pointed out that while there are no hard and fast rules or regulations that guarantee a successful diversity management, there are measures that can if not totally prevent will minimize the damage done by outdated practices and procedures. Cox and Beale (1997) acknowledging the troublesome implementation of diversity management produced a model, Diversity competency model (1997), to help guide the managers. A model they thought would reduce dysfunctional behaviour at workplaces. Based on a three stage approach, the model aims to get the managers aware of the diversity related attributes and acknowledge its importance, understand and acquire knowledge through a cognitive learning process and finally put the leaning into action. The characteristics of the model can be linked with Foster and Harris (2005) mentions about lack of information readily available and inexperienced managers. Such managers can benefit from this model. The model itself not re lying on any theoretical knowledge base fosters Baumans (2001) statement about how practical experience in diversity management bears more impact and productivity as otherwise suggested by Lash (1999) earlier in the review. This review can be concluded with a few arguments that research and studies indicate that the effectiveness of diversity management is widely dependant on the theories and knowledge practically put to action and not merely on the conventional modes of learning i.e. literature. Due to the limitation of such type of learning, many researchers have over the period preferred cognitive learning by recommending the use of models like Cox and Beales (1997) diversity competency model to help the management practically implement the acquired knowledge. It is hence suggested that in the cases where conventional learning modes are no longer effective such alternates be put to use. While it was mentioned that most Canadian organizations pay little importance to diversity management, the importance and benefits were also highlighted to compliment various arguments throughout the literature that stressed over the fact that diversity management should not be neglected and instead further improved to promote positive employee involvement at workplace and interaction with co-workers. Considering the implementation of diversity management practices, various challenges were covered from a managers perspective and suggestions were reviewed accordingly to help ensure a healthier workplace that can effectively combat negative diversity influences at a workplace. Total word count: 1962 Don’t waste time! Our writers will create an original "Critically Analyze The Diversity Management At Multicultural Organizations Business Essay" essay for you Create order

Big Brother Era - Free Essay Example

Sample details Pages: 4 Words: 1179 Downloads: 1 Date added: 2019/04/10 Category Literature Essay Level High school Tags: 1984 Essay Did you like this example? Would you want to live in an era where you have no privacy, truth, or friendships? This is the way things are in 1984; there are cameras keeping an eye on you and the truth is turned into lies everywhere. Then there is the thing about relationships, sex, and emotion. In George Orwells novel Nineteen Eighty-Four, we can infer, Winston, is longing for the past due to the dreams and thoughts he has of the past, the privacy and emotion that the government constricts him of, and the want of trust and love. Winston is an emotional person who would like to describe how he feels about things. The newspeak that they use in 1984 constrains him from letting out his emotions. During his affair with Julia, the most emotional thing he can say to her is I Love You. Winston states that, [his mothers death] had been tragic and sorrowful in a way that was no longer possible(Orwell 30). In Winstons present, there is no way to feel that kind of emotion due to the government taking it away from them with newspeak. Winston wants privacy. During the time that he is living in, there is almost no such thing as privacy. A telescreen is in all rooms, even in the bathrooms. Don’t waste time! Our writers will create an original "Big Brother Era" essay for you Create order The emotion and the privacy that the government takes away from them are very important to Winston. Orwell stated Winston and Julia come to a rude awakening when it turns out that their rented room has a hidden telescreen that has surveyed them for their entire affair. (Orwell 221) Even when Winston thinks that he is safe without anybody watching him, it turns out there is. Many times in the book the words Big Brother is Watching You appear. This is a reminder to the people that they can never escape from Big Brother. He has eyes everywhere. The privacy that big brother steals from them is one reason that Winston writes DOWN WITH BIG BROTHER in his journal. In the past, there would have been a government that lets them have their privacy. This is a large reason why Winston longs for the past instead of his current state. Winston has many dreams of the golden country. A land where he is free, happy, and off the map. The main difference in the golden country and the airstrip one is the restaining government and the population. This dream happens on page 29-31, In his walking thoughts he called it the golden country. Golden has the definition of a high degree of excellence. This means that the golden country where Winston is free as a bird is excellent to him compared to the confined big brother era, where he is held under tight constrictions. Orwell shows us Winstons thoughts, the instinctive feeling that the conditions you live in are intolerable and that at some other time they must have been different. (Orwell 73) Winston describes his living conditions as intolerable and states that at some time life had to be better. Using the word that makes the statement past tense which channels us to the conclusion that Winston believes that the past was better than the present in which he lives in. There is a lso the evidence to the ancient time, to a time when there were still privacy, love, and friendship. (Orwell 30) His dream of the golden country starts out with his mother and sister. He explains how he misses them very much; his mothers death had been tragic and sorrowful he was to love her in return. (Orwell 30) The word mother has a connotation with care and affection. Winston loves his mom and wishes that he was still with her; in the past. Winston gowns more in-depth on the fun he has with his mom, Soon he was wildly excited and shouting with laughter ¦ For a whole afternoon, they had all been happy together. (295-296) This goes on to show that in the past, Winston, had been happy with the friendship, love, family, and privacy he once had. In the book, The Interpretation of Dreams, Freud states Dreams have significance(Freud 8). This proves that the dreams were special. There are many good things that Winston receives in his present. These include a good paying job from the government, a house, and his favorite cafe that he visits often. The overall simplicity of life for Winston is good, too. He does very little work, only attending work a few times a week. Winston states perhaps twice a week he went to the ministry of truth and did a little work. (Orwell 294) So, now life is very simple for Winston. He goes to work very little, and sets in the cafe drinking gin and watching the news for most of his time. The simplicity of life for Winston is good. In the past, he would have to work more; but, there would be an overpowering number of advantages to living in the past. Humans are extremely complex creatures with many wants. Some of those wants are love and trust. In 1984, it is against the law for him to know the truth, everything is a lie. Winston works in the ministry of truth changing the truth into lies. This tells us that almost everything he hears is a lie. This means that he cant trust anyone or have the friendships that he wants. Winston thinks a man and a woman with no clothes on, making love surely there could have been a time when that seemed ordinary. (Orwell 143) This explains to us that Winston believes that in the past, things would be happier for him. In the big brother era, there are laws against sex or relationships. Winston wants to live in a time where he can freely do these things. Dopamine and testosterone are vital parts of the human body. One of their main purposes is to help the reproduction process or the desire for sex. On page 88 of the book The New Psychology of Love, it states individuals feel sexual desire, (Robert 88). Humans have sexual desire, but big brother has laws set and Winston is not to exercise these desires. Therefore, Winston would rather live in the past where he can enjoy this activity freely. Julia states When you make love, youre using up energy and afterward you feel happy They cant bear you to feel like that. (Orwell 156) Julia says that when you have sex it uses the energy that the party wants you to use for them; this is one reason why the party made laws against sex. After learning this, would you agree with Winston, and want to live in the past, or have to deal with big brother? In George Orwells novel Nineteen Eighty-Four, we have learned that Winston is longing for the past due to the dreams and thoughts he has of the past, the privacy and emotion that the government constricts him of, and the want of trust and love for which he has. Privacy, embracing emotions, and the freedoms of the past are much-preferred than the enslaved present that Winston lives in .

The Main Characters In The Brother K English Literature Essay Free Essays

The â€Å" secret plan † of the narrative is alone from many other books, in that it feels like 5 different secret plans all ramifying off from the same starting point, and all stoping up at the same topographic point. Each of the major characters has their ain â€Å" secret plan † : Papa, Peter, Everett, Irwin, and the remainder of the household at the house. Papa is, merely that, the male parent of the family. We will write a custom essay sample on The Main Characters In The Brother K English Literature Essay or any similar topic only for you Order Now Once a professional hurler, he subsequently retired to work in a factory. Several old ages subsequently, his pollex was crushed by some machinery in the factory ‘s paper imperativeness, intending that he could ne’er flip once more without a particular surgery, one they could n’t afford. This sent him into a spiral of depression that lasted many old ages, until Kincaid snapped him out of it. He began developing once more, despite his pollex, and after a batch of preparation, he was fliping once more, but nowhere near his â€Å" glory yearss † . Finally, due to some tampering by Everett, he is able to acquire his surgery, and replaces his bad pollex with his toe, and gets a prosthetic toe to replace that. He finally works his manner back up the baseball ladder until he is the alleviation hurler for the Tugs. He merely quits when he realizes he has to take between baseball and his household. He dies a few months afterwards, due to several types of malignant n eoplastic disease. Peter is a genius degree mind who believes really strongly in Zen Buddhist doctrines, and ends up at Harvard for all of his work, avoiding the bill of exchange by manner of scholarship. Finally going to India, he returns place after being robbed of all of his ownerships, although deriving a great trade of cognition about the doctrines he believes in. Everett, on the other manus, is about an antonym of Peter. His beliefs are anarchistic and agnostic in nature, and he is much more extremist in his actions. From beginnings hassling his ain female parent about her spiritual beliefs, he finally ruins his household ‘s relationship with their curate. After he graduates High school, he uses his natural endowment of address to progress in life, going a â€Å" hippy † . Droping out of school in order to dodge the bill of exchange, he finally ends up in Canada, love struck by the one miss who his powers of address could n’t enchant, named Natasha. After a n on/off relationship affecting many letters, he finally comes back to the US to assist his brother, despite the effects of bill of exchange evasion. The 3rd oldest, Irwin, has no mental art, but is alternatively, an about everlastingly happy, soft giant. By book ‘s terminal, he is one of merely 3 characters left in the household whose beliefs are strictly Christian. Due to dropping out of school and non wishing to run off, he is drafted into the Vietnam War, where his apparently eternal benevolence runs dry. He snaps after his squad is forced to kill a little kid, utilizing nil but a tubing of toothpaste and his fists to assail his bid officer. These actions landed him in a mental establishment back in the United States, where he was subjected to an copiousness of narcotics and repeated electroconvulsive therapy therapy when he would n’t halt singing the church anthem he grew up with. Upon larning of this, his household puts aside their differences and calls upon many of their churchgoing friends to come and assist acquire him out of the establishment. They win, and he recovers finally, through tackling the originative mercantile establishment of wood ranges. The remainder of the characters are much more minor. Mama is an highly spiritual lady who keeps the whole household together, even when 2/3 of her kids reject her instructions. Beatrice/Bet and Winifred/Fred are twins born after Kincaid, both really scientifically minded, but ramifying off sacredly, as Bet ‘s uninterrupted dark panics have lead her to an agnostic/atheist point of view, and Fred ‘s beliefs remaining Christian. All of these characters and events come together as the kids and parents try to populate their lives. In my sentiment, the most memorable scene from this book was the minute that they allow Irwin out of the mental establishment. The concluding behind this being that, up until this scene, the book had been reasonably realistic. The war was portrayed as dark, farinaceous and meaningless, the characters three dimensional and complex. But this minute merely shattered that for me. No authorities establishment would be that easy overthrown by a few household members and some spiritual leaders. Irwin was, from a 3rd individual ‘s point of view, still lawfully insane. They had every ground to maintain him at that place. This scene was such a displacement in the secret plan that I suppose it stuck with me. My favourite quotation mark from this book is: â€Å" aˆÂ ¦ † Want to hear why? Do you desire to cognize why Linda could ne’er kip? † I forced myself to nod. Good. It ‘s good to shareaˆÂ ¦ † ( Page 390 ) This is from the scene where Bet is depicting her dark panics to Kincaid. My ground behind picking this quotation mark is that, for one, it was a immense turning point in the narrative for Kincaid. Prior to this point, he himself was a minor character, more frequently than non leting his wiser older sibling to make everything. This is one of the few points in the narrative where he takes the brunt of the blow and shows some development as a character. For two, and for the same grounds mentioned, this shows off one of the major subjects in The Brothers K that is salvation. Every character in this book redeems themselves at one point or another, with the possible exclusion of T Bar, one of the people Peter met in India who helped him along his journey. Personally, I did non like this book. Many parts I had to maintain forcing myself frontward, with the promise that it may acquire more interesting subsequently on. And it did, for the most portion. But any clip the secret plan of one character would get down to acquire interesting, it would trade off to another character, and so another, until I had long forgotten why I was interested in the first character in the first topographic point. I did, nevertheless like how every character was given a sufficient wrap up, but at the same clip, the stoping felt really rushed. Where as in most of the book, at most merely a few months would travel by without notice ; the stoping skipped full old ages in between paragraphs. A more minor complain is about the names. It took me half the book to recognize that Winnie and Fred is the same individual, and that it is a miss. But about three quarters of the manner through the book, Irwin adopts the nickname Winnie, with no account behind it. This book besides has a batch of reasonably unneeded spots to it, apparently in order to give the characters more credibility. A multi portion â€Å" History of My Dad † written by Irwin serves to give the Papa character a back narrative that is n’t truly needed. There are besides several interviews with celebrated baseball participants. All in all, this book may be a good read for the history partisans, but I do n’t believe that the mean Joe would happen it really appealing. How to cite The Main Characters In The Brother K English Literature Essay, Essay examples

Evidence Critique for Clinical Nurse Specialist - myassignmenthelp

Question: Discuss about theEvidence Critique for Clinical Nurse Specialist. Answer: Context The nursing prescribing role is important because it expands the scope of the nursing practice, improves the quality of care and allows nurses to offer holistic care. I think this role is vital because it has created new nursing roles, allowed genuine autonomy and benefited the patients. It allows better access to medicines and smooth service delivery. The tenet of nursing prescribing is that patients would experience less delay in getting medicines (Dowen, 2016). The number of unessential appointments and the risk of hospitalisation would be reduced. Recent studies reveal that the standard of the care delivered by nurse prescribers is equivalent to that delivered by the traditional model of care (Carey Stenner, 2011). Based on a personal opinion, patients would report a high level of satisfaction and confidence if they receive care from a nurse prescriber. In Singapore, the advanced practice nursing is a hybrid of Clinical Nurse Specialist (CNS) and Nurse Practitioner (NP) programmes (Ayre Bee, 2014). Although the advanced nursing practice has come a long way, nurses in Singapore have not been given the prescribing role. Research on the nursing prescribing role is still minimal. However, the Ministry of Health (MOH) is planning to expand the role of nurses by offering experienced nurses the rights to prescribe (Yong, 2014). The nurses might only be allowed to prescribe for stable patients only. The studys key aims The main intention of the study was to prepare a report on the assessment of the adoption of nurse prescribing in an acute hospital in England. Prior studies on nurse prescribing had been done in community settings, and that is why this particular research was tailored for the acute hospital only (Jones, Edwards, while, 2011). The objective of the study was justified by the fact that it was a new field that would reveal a new professional role for the nurses. Other three aims were pursued to aid the achievement of the primary aim. Firstly, it aimed to explore the intention of nurse prescribing roles. Secondly, the authors had an aim of determining the experience of nurse prescribers and their colleagues. This objective is justified by the fact that nurse prescribers tend to have a different curriculum. For instance, in the UK nurse prescribers are taken through a 26-day theory and 12 days mentored practice as well as five assignments (Avery James, 2007). Finally, the authors had an objective of determining the difference between the role of medical and nurse prescribers. I think the authors achieved their aim due to several things. The aim is straightforward, objective and directive. It states what the authors sought to investigate as well as the setting. Methods The study used mixed methods single-case study to explore its aims. In this research article, both quantitative and qualitative methods were used to collect and synthesise data within a single case study. I think this method was inappropriate since the focus of the authors was the acute hospital alone. They should have used a single case study. Purposive sampling was used to recruit participants in the study. Purposive sampling is a method mainly used in qualitative research to identify and select information-rich cases. The method entails identifying and choosing candidates or groups of individuals that are specifically expertise about or experienced with a particular phenomenon (Palinkas, Horwitz, Green, Wisdom, Duan, Hoagwood, 2015). Purposive sampling was appropriate for the study because it helped in the selection of nurses who have a prescribing role only. Besides, this method assisted the authors to identify and select patients who had experienced nurse prescribing. Another m ethod was a semi-structured interview. Semi-structured interview combines a pre-determined set of open questions allowing the interviewer to explore certain themes further. This method was appropriate for achieving the aim of the study since it allowed the authors to explore the theme of nurse prescribing. An observation was also used in the study. I think the observation method was undesirable for the study because it does not contribute adequate information towards achieving the aim. The last method was a questionnaire survey. The questionnaire survey was suitable for the study since it is self-reported meaning that the authors got information from individuals who had experienced nurse prescribing. Findings The authors found that nurse prescribing was beneficial to patients since led to improved service delivery and use of staff skills differently. In another study, Jones supports this finding by asserting that independent nurse prescribing makes better use of nurses skills while improving patient care (Jones, 2009). The authors also found that nurse prescribers were positive about the role of prescribing and service changes. Most of the nurses were particularly positive due to their impact on patient care. Positive results have also been reported for nurses who prescribe medicines for patients with diabetes (Stenner, Carey, Courtenay, 2010). The nurses were confident prescribing and noted that their confidence had advanced over time. They noted that the support gotten from medical colleagues and peers was fundamental to the success of their prescribing roles. The study found no difference between how doctors and nurses conducted prescribing roles. There were no differences in the foll owing domains: length of consultation, approach to patients, management of follow-up consultations, number of patients who got prescription and frequency of prescribing (Jones, Edwards, while, 2011). However, there was a substantial difference between patients satisfaction based on whether they had seen a nurse prescriber or a doctor. The findings were believable and easy to follow. I fail to agree with the authors conclusion that doctors and nurses offer equivalent care because there was a difference in patient satisfaction. Otherwise, I agree with the conclusion that shared vision, action learning and peer support are the enabling factors in nurse prescribing. Further research For Singaporean setting, the pertinent research is whether nurses would be positive about the prescribing role. The MOH has hinted that nurses would be given a prescribing role, but there is no research on the reaction of the nurses. Another research that is relevant to the Singaporean setting is whether nursing prescribing role would conflict with doctors and the effects on the patients. These pieces of research would form a solid base to guide the adoption of a nursing prescribing role in the country. Ethics The main ethical concern I have around the study is patient consent. Valid or informed consent should have been sought from involved patients. The authors argue that participants were provided with study information sheets and allowed time to decide whether they would participate in the study. I think the elements of valid consent were compromised in the study. The basic elements of consent are disclosure, understanding and voluntary agreement. Before the research, there should be full disclosure of all relevant information to the patients in the acute hospital. Elements of the disclosure are the procedure of the research, possible risks and benefits as well as the available alternatives (Nijhawan et al., 2013). These pieces of information should be precise and accurate. Comprehension is another element of valid consent, which was ignored during the study. Researchers should ensure all participants understand the aspects of the research before being involved. The researchers should i dentify and attempt to overcome barriers such as language, ethnicity and cultural beliefs that may interrupt comprehension. The participants should voluntarily agree to take part in the research (Nijhawan et al., 2013). In case a potential candidate is competent, they should be allowed to make a decision independently without undue influence by the researchers. References Avery, A. J., James, V. (2007). Developing nurse prescribing in the UK. BMJ , 335 (7615), 316. Ayre, T. C., Bee, T. S. (2014). Advanced Practice Nursing in Singapore. Proceedings of Singapore Healthcare , 23 (4), 269-270. Carey, N., Stenner, K. (2011). Does non-medical prescribing make a difference to patients? Nursing Times , 207 (26), 14-16. Dowen, A. (2016). The expanding role of nurse prescribers. Prescriber , 27 (6), 24-27. Jones, K. (2009). Developing a prescribing role for acute care nurses. Nursing Management , 16 (7), 24-28. Jones, K., Edwards, M., while, A. (2011). Nurse prescribing roles in acute: an evaluative case study. Journal of Advanced Nursing , 67 (1), 117-126. Nijhawan, L., Janodia, M., Muddukrishna, B., Bhat, K., Bairy, K., Udupa, N., et al. (2013). Informed consent: Issues and challenges. Journal of advanced pharmaceutical technology research , 4 (3), 134-140. Palinkas, L., Horwitz, S., Green, C., Wisdom, J., Duan, N., Hoagwood, K. (2015). Purposeful sampling for qualitative data collection and analysis in mixed method implementation research. Administration and Policy in Mental Health and Mental Health Services Research , 42 (5), 533-544. Stenner, K., Carey, N., Courtenay, M. (2010). How nurse prescribing influences the role of nursing. Nurse Prescribing , 8 (1), 29-34. Yong, G. K. (2014). Speech by Mr Gan Kim Yong, Minister for Health, at the Nurses' Merit Award 2014 Presentation and Lunch, 6 Aug 2014. Retrieved 10 19, 2017, from Ministry of Health: https://www.moh.gov.sg/content/moh_web/home/pressRoom/speeches_d/2014/speech-by-mr-gan-kim-yong--minister-for-health--at-the-nurses--m.html

Standards Driven Process in Education

Introduction The changes in education witnessed in recent years have seen the emergence of standard based instruction in schools across America. This new trend has its roots in theories of cognitivism and constructivism which have redefined the process of learning.Advertising We will write a custom essay sample on Standards Driven Process in Education specifically for you for only $16.05 $11/page Learn More The discussions presented in this paper will briefly highlight the basic principles of these theories, the research that has contributed to the development and the values and limitations of each theory in instruction design. In addition the some of the models and concepts used in each theory will be presented. Cognitive Science Theory: Basic Principles According to cognitive theorists the thought process plays an important role in learning and observed changes in behavior provide indicators to what is occurring in the learners mind. This approach also places importance on organization of problem solving and structuring activities to enable students to process information on a deeper level allowing for its reuse in different problems. This theory includes concepts such as internal knowledge structure, information processing model that trace the process from stimuli to knowledge and several effects that affect learning (Koohang and Harman, 2007).Examples in teaching practice include computer programs such as Logo: Microworlds Pro and Plato math program. Cognitive Science Theory: Research and Findings The cognitive science theory can be traced to the work of the theories of perception as advanced by Plato and Aristotle and attempts to explain the nature of human knowledge. These concepts were later advanced by the French psychologist and philosopher, J. Piaget (Phillips and Soltis, 2007). Piaget’s work was the basis for future developments by J. Bruner, who concluded that learning was a process of developing categories of in formation that can be reused in future (Koohang and Harman, 2007). This theory which built on the findings of behaviorism began to influence instructional design around the 70’s. Some models built around this theory include Collins Stevens inquiry teaching model, ARC’s model of motivation and component display model. In the inquiry teaching model relies on rational process of questions, answers and discussion between learners and instructors. The ARC’s model proposes four conditions to facilitate learning namely attention, relevance, confidence and satisfaction.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More The method assumes learning to be a sequential process and satisfaction of the conditions keeps the learners interested. The component design model uses component design theory as the basis for lesson design. Cognitive Science Theory: Values and Limitation The goal of teachi ng learners to perform a task in a consistent manner is an effective approach to learning. The process once understood can be reused in other cases. The disadvantage is though the learner learns how to do a task the method may not be the best method for performing the task. The same method may fail when reused in other areas (Mergel, 1989). In addition this theory has contributed significantly to standards based education. The evidence of this is seen in standardized tests such as K-12 that are widely in use across America today. A further contribution is the accountability required from institutions. The accountability practices require institutions to be accountable for performance. Constructivism Theory: Basic Principles Proponents of this theory argue that learners build their own reality or at least interpret information based on individual experiences. This would suggest that knowledge is based upon prior experience, mental structures and beliefs used to interpret events (Merg el, 1989). It is possible to assume therefore that the learning process is achieved through exploration to build perception. In practice this would require real world case based learning environments, enable context and content dependent knowledge and support collaboration as opposed t competition. Constructivism Theory: Research and Findings Constructivism has its roots in philosophical and psychological theories advanced by Bruner, Ulrick, Neiser, Goodman, Kant, Kuhn, Dewey and Habermas. The most significant contributor was J. Piaget whose work was extended by von Glasserfield (Mergel, 1989). Some of the models used in constructivist instructional design include Action learning, Case based learning, CSILE’s and Goal based scenarios among others. Action learning is a process that brings individuals together to solve problems and in the process it helps both individuals and the organizations. Case based learning requires learners to be presented with case studies to analyze a nd respond to and solve the problem.Advertising We will write a custom essay sample on Standards Driven Process in Education specifically for you for only $16.05 $11/page Learn More CSILE’s is a type computer conference where learners build databases using individual to group rather than individual to individual interaction. This is a collective learning experience that requires learners to do goal setting, planning and problem solving. Constructivism Theory: Values and Limitation The main limitation of this theory is in instances where conformity is required the divergent thinking could be problematic. However, it is advantageous since learners are able to understand multiple perceptions they become more adept to real life scenarios. Improved problem solving skills can be applied in many areas of life. In standards based education this theory has contributed to the development of curricula and in teacher training. The curriculum in use at presen t contains perceptive content such as case studies and research to utilize learner’s perception in learning. Growth and Change in Standards Based Education Standards based education has benefitted from the two theories and their implementation to instructional design and education. Evidence of this is presented in the new accountability standards in use in America. The learners and teachers are expected to be on the same page and institutions can now be held accountable for student performance. The curriculum developed that take into consideration cognitive properties and perception aim at high and deeper levels of understanding. Classroom instruction can be put in line with assessment standards to ensure learners can meet the demands. An example of this is evident in lesson study practices. These lesson studies provide first hand experience on why standards based instruction is effective. References Finch, G. (1960). Education and Training Media. Washington: National Academy of Sciences- National Research Council. Klein, S. B., Mowrer, R. R. (1989). Contemporary Learning Theories: Instrumental Conditioning Theory and the Impact of Biological Constraints on Learning. New Jersey: Lawrence Erlbaum Associates, Inc., Publishers.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Koohang, A, Harman, K. (2007). Learning Objects and Instructional design. California: Informing Science Press. Mergel, B. (1989). Instructional Design and Learning Theory. Retrieved from https://etad.usask.ca/802papers/ Phillips, D. C., Soltis, J. F. (2004). Perspectives on Learning. 4th Ed. New York: Teachers College Press. This essay on Standards Driven Process in Education was written and submitted by user Cayden Nolan to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on The Use Of Plot In The Play Uncle Vanya

The use of plot in Uncle Vanya In every play there is a plot, the plot acts a sort of box that holds all the other elements in it. The plot helps to hold together the characters, the spectacle and the language of the play. There are three main types of plots, climatic, episodic and absurd. In his play Uncle Vanya, Chekhov chooses to combine the climatic and episodic plot types together to tell his story. There are many characteristics of a climactic plot in Chekhov’s Uncle Vanya. One of the most important is that Unlce Vanya has a late point of attack, meaning that in order to understand the more significant parts of the play the audience needs a little background information early on. In the opening act of Uncle Vanya we learn about Astrov’s connection to the family, that life on the Serebryakov estate has been â€Å"topsy-turvy† ever since the arrival of the professor and his wife and most importantly about Vonitsky’s feelings of contempt and â€Å"envy† toward the professor. Without this information the audience may not have understood many of the conflicts taking place during the play. For example, the background information helps to explain the shaky relationship between the professor and the doctor. We can assume that Astrov was also the doctor to the professor’s late wife, and that the professor may blame the doctor for her death. Voinitsky’s speech in the opening act about the professor’s waste of twenty five years helps the audience realize why he has no love lost for the professor and that is why he tries to kill him later on in the play. A climactic plot is usually also a linear plot. Meaning that each of the scenes in the play only move forward in time. There are no instances in Uncle Vanya where we are taken back to relive first hand any experiences from any of the charaters pasts. The climatic play typically only covers a short amount of time. Although some parts of the character’s pasts are revealed ... Free Essays on The Use Of Plot In The Play Uncle Vanya Free Essays on The Use Of Plot In The Play Uncle Vanya The use of plot in Uncle Vanya In every play there is a plot, the plot acts a sort of box that holds all the other elements in it. The plot helps to hold together the characters, the spectacle and the language of the play. There are three main types of plots, climatic, episodic and absurd. In his play Uncle Vanya, Chekhov chooses to combine the climatic and episodic plot types together to tell his story. There are many characteristics of a climactic plot in Chekhov’s Uncle Vanya. One of the most important is that Unlce Vanya has a late point of attack, meaning that in order to understand the more significant parts of the play the audience needs a little background information early on. In the opening act of Uncle Vanya we learn about Astrov’s connection to the family, that life on the Serebryakov estate has been â€Å"topsy-turvy† ever since the arrival of the professor and his wife and most importantly about Vonitsky’s feelings of contempt and â€Å"envy† toward the professor. Without this information the audience may not have understood many of the conflicts taking place during the play. For example, the background information helps to explain the shaky relationship between the professor and the doctor. We can assume that Astrov was also the doctor to the professor’s late wife, and that the professor may blame the doctor for her death. Voinitsky’s speech in the opening act about the professor’s waste of twenty five years helps the audience realize why he has no love lost for the professor and that is why he tries to kill him later on in the play. A climactic plot is usually also a linear plot. Meaning that each of the scenes in the play only move forward in time. There are no instances in Uncle Vanya where we are taken back to relive first hand any experiences from any of the charaters pasts. The climatic play typically only covers a short amount of time. Although some parts of the character’s pasts are revealed ...

Thank you for smoking Movie Review Example | Topics and Well Written Essays - 750 words

Thank you for smoking - Movie Review Example This depicts a frame of Nick’s character and probably explains the reason as to why he does not lose arguments. This is because he reframes the argument till he wins. Also the film highlights a major critique posed by the society. These are the powers which run the government and the industry and are engrossed in playing games rather than bothering about the stakes. In the talk show, Nick wins the argument by announcing the launch of a $50 million campaign to dissuade teenagers from smoking. However, the Captain when hearing about this campaign remarks ‘I hope the campaign is not too effective!’The Captain just hopes that the campaign does not effectively stop teenagers from being aware of cigarettes and not even start smoking. The satirical comedy shows the American Government also trying to win its own argument with the senator; Sen Ortolan Finistirre is the crusader against smoking. The senator further laments after Nick is kidnapped and then laments because â €˜he survived the attack’. Fallacies used by Nick Another conversation between a father and a son in California, where Nick coaches Joey the manner in which one has to win an argument. The setting is for a basic argument as to whether chocolate is good or vanilla. When Joey supports chocolate by remarking that chocolate is what he needs, Nick reframes the argument by retorting ‘well I need more than chocolate, and for that matter I need more than vanilla. I believe that we need freedom’. This displays the fallacy of red herring. In this kind of rhetorical strategy, the emphasis is shifted from the core issue to an unrelated or tangential issue to win an argument. In yet another argument Naylor uses the red herring fallacy. This is explicated when he is asked to testify in front of the senatorial committee. He says ‘Gentlemen, it’s called education ... It is the job of every parent to warn their children of all the dangers in the world, including c igarettes, so that one day when they get older they can choose for themselves.’ Here again, Nick waves from the central topic of cigarettes to that of parental responsibility, education and freedom. He is well aware that Americans love their freedom and thereby plays with these words to control their emotion. Naylor also uses the faulty analogy fallacy in the senatorial committee meeting. He compares the Conglomerated Tobacco’s cigarette funding with the funding for the senate’s campaign contributions. The ad hominem fallacy is used by Naylor when he suggests putting warning signs on certain products like Vermont cheddar cheese, cars and aeroplanes. The red herring fallacy is again used when Naylor points out the negative effects of Vermont cheddar cheese on raising cholesterol levels. In fact, Senator Lothridge has to interrupt to bring back Naylor and Senator Finisterre back on the core topic of whether to put warning labels on cigarette packets. The main prot agonist extensively uses logos to present his arguments in front of the senatorial committee. He logically concludes that if cigarette packets needed to display warning signs like ‘skulls and crossbones’ then other products like cars, airplanes and Vermont cheddar cheese should also have warning signs. He knowingly dissuades from the core topic by quoting ‘Well, the real demonstrated number one killer in America is cholesterol, and here comes Senator Finisterre, whose fine state is, I

BUSINESS STRATEGY Coursework Example | Topics and Well Written Essays - 500 words

BUSINESS STRATEGY - Coursework Example Currently, it has market shares in UK stock exchange with the name Tesco. This report provides an insight into the Tesco Company through the use of BCG matrix to know the current strategies of the company. The United Kingdom is currently a global business centre consisting of different races from all over the world. Due to the increased population, Tesco fulfils their demands by importing goods that are not available in the UK from other European countries. As a multinational company, Tesco has developed many supplier management mechanics so as to survey key suppliers and the satisfaction of the franchisee. After a close internal analysis of the Tesco Company, it is observed that, goods importation is one of the Tesco’s imperative strengths as they are motivated by the allegory, â€Å"Pile it high and sell it cheap.† Tesco has a very good and established customer relation that never lets its brand down. The spectacular development of this Company is based on its ability to offer its customers various incentives through promotions. The efficiency of its products has greatly been developed by the product and development department, thus creating the desired customer relationship and satisfaction. Notably, much of the company’s success has been based on its customer loyalty. Therefore, Tesco has a strategy to develop its business by setting its focus to improving its relationship with the consumers by proving them with credit card loans, insurance policies and saving schemes. Brand Image Strategy is one of the systematic plans of action that has vehemently propelled the development of Tesco Company. The company achieves this by using their own name in selling their quality products at relatively cheaper prices. Its reputation is not only growing because of the cheaper products, but also because of its own products (Lamb, Hair,& McDaniel 2008, p.34). Tesco targets lower income earners by

Numerous Definitions Of Expatriates

Numerous Definitions Of Expatriates This chapter explores the literature around expatriates in Multinational Corporations, emphasizes the focus of adjusting to cultural differences when preparing expatriates for foreign assignments and also show how it enables them to succeed in their foreign assignments. Different theories and critiques on expatriate training will also be discussed. Expatriation has long been identified as a coordination and control mechanism used by MNCs ( Edstrom Galbraith, 1977; Martinez Jarillo, 1991). As global competition continues to intensify, it becomes increasingly important for multinational corporations (MNCs) to maintain control over their international operations (Barlett Ghoshal, 1988, 1989; Geringer Hebert, 1989; Martinez Jarillo, 1989; Sohn, 1994 ) since appropriate control will ensure that the MNCs strategic goals are met and deviations from standards are corrected to enable subsidiaries act in accordance with headquarters policies. (Vernon, Wells, Rangan, 1996) Numerous definitions of expatriates exist. Several researchers define an expatriate as someone who is assigned to a single foreign country and able to hold a leadership role, (Pucik and Saba, 1998), has high technical skill levels relative to personnel in the host location (Naumann, 1992) and has a limited role or time for his or her assignment in the overseas location (Adler and Bartholomew,1992). Harzing, (2001) defines expatriates as usually home-country assignees who hold top management positions or key positions in functional departments of a foreign subsidiary. Shaffer, Harrison and Gilley, (1999) also define an expatriate as a highly skilled worker with unique expertise who is sent to work in another unit of the same company located in a foreign country generally on a temporary basis for a period of at least six months which will usually involve relocation and significant progress in cultural adjustment (Selmer et al.,1998; Coyle and Shortland, 1992; Torbiorn, 1982). Since the globalization of economies worldwide has resulted in pressure for managers to deal routinely with other cultures and different countries business practices (Marchington and Wilkinson, 2008), it has brought a corresponding rise in multinational corporations direct investment in different countries. However, as these MNCs expand their operations into foreign countries, they also transfer their human resources and managerial practices to their foreign subsidiaries which are not always successful due to the influence of cultural differences between the home and host countries (Dowling et al, 2008) as shown below. Figure 2.1 Management Demands of International Growth d%2013[1] Source: Dowling, P.J., Festing, M., and Engle, A.D., Sr. (2008) International Human Resource Management: Managing People in a Multinational Context. 5th Edn. London: Cengage Learning EMEA As seen in figure 2.1, the globalization of economies worldwide has resulted in pressure for MNCs to deal regularly with other cultures, their beliefs, size, different business practices amongst others and recognising these differences is the first necessary step to anticipating potential threats and opportunities for business encounters (Schneider and Barsoux, 2003). The implication of this focus is that our contemporary world is one of cultural diversity and the MNCs normally operate within diverse cultural environments. For the expatriates, then, cultural issues of all sorts, whether at home or in the host country, become basic concerns. Culture is what makes us what we are and our cultural backgrounds influence everything we do at all times and in all places. We learn about and live our local cultures through the processes of socialization and acculturation that begin in childhood. Now, in order to be functional in a different culture, we need to appreciate its values, norms, beliefs, and behaviour patterns and learn to adjust to them as much as possible. Proficiency in the language of the host country goes a long way to provide someone with the tools of cultural competence. The more the expatriate knows about the host culture (including speaking the local language), about its values and expectations, and the more proficient he/she is in the l ocal language, the greater his/her chances of a successful job performance. All of this adds to a cross-cultural learning that will greatly facilitate his/her professional life while managing the business of the organization within the parameters of a different culture. 2.2 Types Of Expatriates Figure 2.2 presents international human resource management activities in three dimensions. The broad human resource activities of procurement, allocation and utilization. The national or country categories involved in international HRM activities which are the host-country where a subsidiary may be located; the home-country where the firm is headquartered; and other countries that may be the source of labour, finance and other inputs. The three categories of employees of an international firm which are the host-country nationals; parent-country nationals and third-country nationals. DISSERTATION%20DIAGRAM%201[1] Figure 2.2 Types of Expatriates Source: P.V Morgan (1986) International Human Resource Management: Fact or Fiction, Personnel Administrator, Vol. 31, No. 9, pg. 44. The management of foreign subsidiary operations is a substantial challenge for multinational corporations because when making the subsidiary staffing decision, they have the option to choosing between parent country nationals (PCNs), host country nationals (HCNs) and third country nationals (TCN) from the home, host or other countries of the MNC as seen in the diagram above. Perlmutter and Heenan (1974) also widened the analysis of the international human resource selection decision through the dimension of employer staffing choices where four primary philosophies were identified which are the ethnocentric, polycentric, regiocentric, and geocentric staffing . 2.3 Roles of Expatriates According to Rahim (1983) an expatriate has to play many different roles which includes being an agent of direct control, socialization, network builder, boundary spanner, and knowledge transferor which is reflected in the diagram below. d%2015[2] Figure 2.3 The Role of an Expatriate Source: Dowling, P.J., Festing, M., and Engle, A.D., Sr. (2008) International Human Resource Management: Managing People in a Multinational Context. 5th Edn. London: Cengage Learning EMEA. As seen in figure 2.3, the reasons for using expatriates are not limited since they have multiple roles. The expatriate as an agent of direct control can be seen as a control mechanism where the primary role is that of ensuring compliance through direct supervision. The expatriate as an agent of socialization involves the use of corporate culture as an informal control mechanism since they are bound to be exposed to different viewpoints and perspectives that will shape their behaviour. As expatriates move between various organisational units, their network of personal relationship changes. Hence, expatriates are network builders that develop social capital by fostering interpersonal linkages that can be used for informal control and communication purposes. Expatriates are boundary spanners because they can collect host-country information, act as representatives of their firms in the host country and can influence agents. Expatriates are language nodes since they can learn the language of the host country they are in order to adapt. Expatriates also transfer competence and knowledge from their home countries to host countries and vice versa in the course of their assignments. Edstrom and Galbraith (1977) also identify three general company motives for sending out expatriates: position filling (PF), management development and organisation development. Position filling refers to the transfer of technical knowledge, mainly to developing countries where qualified local nationals are not available (Edstrom and Galbraith, 1977); Transfer for management development gives the expatriate manager in question international experience and develops him for future roles in subsidiaries abroad or with the parent company (Edstrom and Galbraith, 1977); Organisation development occurs where transfers are used to change or maintain the structure and decision processes of the organisation. In this case, transfers are used as a co-ordination and control strategy. Specifically, the use of expatriate personnel has been recognized as an important control mechanism to monitor and evaluate the activities and behaviours within the subsidiary (Black Mendenhall, 1990; Boyacigiller, 1990; Edstrom Galbraith, 1977; Kobrin, 1988; Schuler, Dowling, De Cieri, 1993; Tung, 1993). However, this role comprises of two elements which are direct and indirect control. Direct control is defined as the direct involvement in decision making, selection and promotion of local employees while indirect control is exercised through the transmission of values, attitudes and ways of doing things, or by being cultural carriers'(Edstrom and Galbraith 1977; Jaeger 1983; Lu and Bjorkman, 1997). Whether implicitly or explicitly stated, expatriates are also trainers who are expected to assist the multinational corporations train and develop HCNs to be able to train their replacements ( Dowling et al, 2008) . Expatriates should also be perceived not just as knowledge carriers but, more importantly, as transfer facilitators who enhance the transfer of important parent-firm organizational knowledge to its subsidiaries (Bonache and Brewster, 2001; HÃ ©bert et al.,2005; Kostova and Roth, 2003). However, according to Fenwick et al, (1999), there has been little empirical investigation as to how effective expatriates have been as agents of socialization since attempts to introduce corporate values and norms ritualized in the form of certain expected behaviours often have negative results at the subsidiary level. Besides transferring knowledge from headquarters to overseas affiliates, expatriates also learn from their involvement in managing these operations. In this case, expatriates play the role of learning agents, absorbing new knowledge on behalf of the headquarters ( Jaeger and Baliga, 1985) . Expatriates also serve an important role as transmitters of corporate culture (Jackson,2002) or cultural carrier (Edstrom and Galbraith 1977; Jaeger 1983; Lu and Bjorkman1997) since they are often sent abroad to transmit corporate culture (Jackson, 2002). Boundary spanning refers to activities, such as gathering information that bridge internal and external organisational contexts ( Dowling et al, 2008) . Expatriates are considered boundary spanners because they can collect host-country information, act as representatives of their firms in the host country and can influence agents ( Dowling et al, 2008) . 2.3.1 Other Roles of Expatriates Expatriates are used for a variety of other reasons which includes to provide staff with management development experience for future senior managers (Peterson, Sergent, Napier and Shim, 1996), to set up methods of working, new technology or new marketing methods (Jackson, 2002) , for accountability, their technical skills, their knowledge of products and to provide international exposure to key personnel for development purposes (Arvey, Bhagat and Salas, 1991; Klaus, 1995). Finally, expatriates may be utilized to enforce and protect the companys interests (Bird Dunbar, 1991; Dowling, Schuler, Welch, 1994). 2.4. Major Factors that Affect Expatriates Effectiveness Many factors may affect the effectiveness of expatriates (Thomas, 2002, Tung, 1998) since as indicated by Rahim (1983) an expatriate has to play many different roles which includes being a representative from the parent company; a manager for a local subsidiary company; a local resident; a local citizen or a citizen in both countries; an expert; and a family member. Figure 2.4 International Assignments: Factors Moderating Performance Certain factors moderate expatriates performance and affect the decision to stay or leave the international assignment. Some of these factors as seen in figure 2.4 below includes the inability to adjust to the foreign culture which has been a consistent reason given for expatriate failure, the length of the assignment which might be quite long, the unwillingness to go for the assignment, work-related and psychological factors amongst others. d%208[1] Figure 2.4 Source: Dowling, P.J., Festing, M., and Engle, A.D., Sr. (2008) International Human Resource Management: Managing People in a Multinational Context. 5th Edn. London: Cengage Learning EMEA 2.4.1 Why Expatriates Fail One of the most prominent issues in international human resource management is the failure of expatriates (Hill, 2005:624; ÃÆ'-zbilgin, 2005:132; Black et al., 1991:291;Shaffer Harrison, 1998:87; Black, 1988:277) which as defined by Hill (2005:624) as the premature return of an expatriate to his or her home country. Assignments often may not be completed, necessitating the replacement of the expatriate (Bird Dunbar. 1991; Black, 1988) and the frequently cited reasons for this outcome include the inability of the expatriate or the spouse and family to adjust to the new environment (Black Gregersen, 1991;Black, Mendenhall. Oddou. 1991; Gaylord,1979; Harvey, 1985) or diminished job satisfaction and effectiveness (Feldman Thomas, 1992;1993; Hodgetts, 1993;Miller, 1975; Naumann, 1993; Stening Hammer, 1992) as a result of workplace conflict around differences in norms and culture. As relocation, be it domestic or international always causes change for those involved as scholars have repeatedly reported that stress levels increase with cultural environment distance (Torbion, 1982; Black, 1988) which is supported by a recent survey released by the U.S National Foreign Trade Council where it was reported that the inability to adjust to the foreign cultural environment was the key reason for expatriate failure and has continued to remain the major reason given for expatriate failure which has been a subject of considerable interest to researchers. Additionally, it has been found that the adjustment of the spouse is highly correlated with the adjustment of the expatriate and that the children tend to mirror their parents reactions (Black and Stephens, 1989). This was observed after an early study by Tung (1982:67) who found out that the number one reason for the failure of expatriates in the US and Western European MNCs were the inability of the expatriates spouse to adjust to the foreign location which proves that family adjustment is a significant criteria that determines expatriates failure in a country ( Selma, 2002) since research over the past 20 years has shown a consistent ranking of the inability of the spouse/partner/family to adjust to the foreign culture as a primary cause of early recall which may result from non-preparation for the move abroad or from the inability to work in the foreign country (Dowling et al, 2008). The spouses difficulty in adjustment may also be related to several other factors which include the inability to cope without the familiar network of family and friends, inadequate language skills or cultural training, and inadequate social support programs to assist him or her in developing an acceptable lifestyle overseas (Adler, 1997). However, Shaffer and Harrison (1998:87) and Black, (1988:277) observe that failure may vary in degree. They highlight the fact that expatriates who remain on the assignment but psychologically withdraw may incur indirect losses for their enterprise. These losses can include a reduction in productivity, market share, and competitive position, as well as damaged staff, customer and supplier relations, and a discredited corporate image and reputation. Tung (1982:68) surveying United States (US), European and Japanese MNCs, highlighted the severity of the problem when identifying that 7 percent of the United States MNCs experienced expatriate failure rates of 10-40 percent, 69 percent had a recall or failure rate of 10-20 percent, and the remaining 24 percent experienced a failure rate of less than 10 percent. He also observed that US-based MNCs experienced a much higher expatriate failure rate than either Western European or Japanese MNCs. More recently Shay and Tracey (1997:31) stated that 25 to 40 percent of the United States expatriates assigned to a developed country return home prematurely compared to 70 percent assigned to a developing country. This is supported by Briscoe, Schuler and Claus (2009) who observed that the rate of early return for US expatriates varies in different enterprises (and in different surveys) from 10 percent to 80 percent (with a common failure rate in the 30-40 percent range). Furthermore, according to Copeland and Griggs (in Shay Tracey, 1997:31) and Deresky (2002:398), it is estimated that between 30 and 50 percent of expatriates who do complete their assignments are considered ineffective or marginally effective. Numerous authors have also highlighted the high cost of a failed expatriate assignment. According to authors such as McNerney (1996:1), Shay and Tracey (1997:31), Hill (2005:624), and Chowanec and Newstrom (1991:65), the estimated cost of a failed expatriate assignment ranges between US$250,000 and US$1 million. While authors such as Griffin and Pustay (2002:583) and Black (1988:277) estimate the cost of a failed expatriate assignment at between US$40,000 and US$250,000 (these figures include the expatriates original training and moving expenses, as well as lost managerial productivity, but do not include the decreased performance of the foreign subsidiary itself). In addition, a failed assignment also has an indirect cost implication for a MNC as it can lead to damaged relations with the host country government, a diminished worldwide reputation of the MNC as well as negatively influencing the moral of employees in both the home and host country operations of an MNE (Chowanec Newstrom, 1991:66; Deresky, 2002:398). Harveys (1995:223) research is also supported by a study of Pricewaterhouse Coopers (PWC) ( 2000:80), who found that the partners of employees were the main reason for failed or unsuccessful international assignments in half the MNCs they surveyed. Hence there is a body of literature that highlights issues and challenges for organisations and expatriates. A particular issue is the need for organisations to pay attention to organisational support on expatriate and spousal adjustment (Caligiuri et al, 1999) which is not only related to general interactions adjustment but also to better performance on the job. 2.4.2 The Process of Adjustment As earlier stated by the author, research shows that if the expatriates spouse and/or family members are having trouble adjusting abroad, the expatriate will have problems as well, including poor job performance (Black Gregersen, 1991; Gaylord, 1979; Harvey,1985),which could result in a premature return from the overseas assignment or a poor performance upon completion of his/her assignment. As a result, several personal dimensions have also been found to impact a managers transition to an overseas assignment and when activities available at home cannot be found in the host country, there may be feelings of loneliness, isolation, and frustration, which contribute to culture shock and inhibit adjustment (Church, 1982). Hence, an international assignment intensifies the stress associated with the transfer of personnel as it involves an entire personal and professional life style modification that impacts the expatriate and other family members (Harvey, 1985:84) often causing a temporary emotional state called culture shock as seen in figure 2.4.2 Figure 2.4.2 The U-Curve Phase 1: Tourist Phase 2: Crisis Culture shock Æ’Â   May exit? Phase 3: Pulling up Phase 4: Adjustment Time Adjustment Source: H. De Cieri, P.J Dowling and K.F. Taylor, The Psychological Impact of Expatriate Relocation on Partners, International Journal on Human Resource Management, Vol. 2, No.3 (1991) p.30. Adjustment to a foreign culture is multifaceted, and individuals vary in terms of their reaction and coping behaviours and the adjustment curve (sometimes referred to as the U-Curve) is based on psychological reactions to the assignment and is helpful in demonstrating the typical phases that can be encountered during cultural adjustment (Dowling et al, 2008) . Phase 1 (tourist or honeymoon stage) commences with reactions prior to the assignment which can be a range of positive and negative emotions such as excitement, anxiety, fear of the unknown, or a sense of adventure which can lead to an upswing of mood . Then as the novelty wears off, realities of everyday life in the foreign location begin to intrude, homesickness sets in, and a downswing may commence which can create negative appraisals of the situation and the location leading to a period of crisis (phase 2).This phase can be a critical time, and how the individual copes with the psychological adjustment has an important outcome in terms of success or failure. Once past this crisis point, as the expatriate comes to terms with the demands of the new environment, there is a pulling up (phase 3) resulting in an adjustment (phase 4) to the new environment (Dowling et al, 2008). In recent studies (Mendenhall and Oddou 1985; Black 1988; Black and Gregersen 1991;Black, Mendenhall and Oddou 1991; McEvoy and Parker 1995), adjustment is seen as a multi-faceted phenomenon with three major dimensions that are addressed and empirically tested: adjustment to the general environment, referring to the general psychological comfort involving aspects such as living conditions, weather or food; adjustment to the work situation, referring to the psychological comfort with culture specific work values and standards; and adjustment to interacting with host nationals, focusing on the comfort with different communication styles in the host setting. Also, adjustment pertaining to expatriates can be broken down into anticipatory, psychological, environmental/ (socio) cultural, organisational, interaction and personal change adjustment (Black et al, 1991,) and Shaffer et al, (1999) has also identified job factors, organisational factors, personal factors, non-work factors and individual factors as significant to expatriate adjustment. 2.5.1 Definition Of Culture According to Hickson and Pugh (1995), national culture shapes everything. National culture influences management practices like structure, strategy and human resources systems; and the effective transfer of management structures and processes relies on the ability to recognise their inherent assumptions and compare them with the cultural assumptions of the potential host country recipient. (Schneider and Barsoux, 2003). Over the years, culture has been defined in different ways by various writers. Culture was first defined in 1871 by Tylor (Hall,1980: 20) as the complex whole which includes knowledge, belief, art, morals, custom and any other capabilities and habit acquired by man as a member of society while Hofstede (2001) also defines culture as the collective programming of the mind that distinguishes the members of one group or category of people from another . At the organizational level, Schein (1985:9) also provides a definition of culture drawn from the framework developed by Kluckholn and Strodtbeck (1961) in (Schneider and Barsoux ( 2003): a pattern of basic assumptions-invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration-that has worked well enough to be considered valid and, therefore, to be taught to new members as correct way to perceive, think and feel in relation to those problems Values, behaviour and beliefs are different across cultures and their importance to those cultures should not be underestimated. Whether engaging in strategic alliances, setting up operations abroad or attracting the local market, companies need to discover how culture can be harnessed to drive business forward (Schneider and Barsoux, 2003). 2.5.2 Cultural Adaptation and Knowledge When expatriates are familiar with the culture, language, and customs of headquarters, it can facilitate the transfer of corporate culture between headquarters and their subsidiaries, enhancing communication and coordination (Boyacigiller,1991; Rosenzweig and Singh, 1991) and can also provide technical and managerial skills that may not be immediately available at the local level. However, expatriates are not likely to be motivated to engage in active participation in a new environment if they are uncertain as to what an appropriate behaviour is, as such contacts with host nationals could be threatening and increase anxiety (Stephan and Stephan, 1992). Hence, the more information received regarding local behaviours, the more easily the expatriate can adopt culturally appropriate behaviour and thus facilitate the adjustment process. Expatriates may learn the host culture indirectly prior to direct contact with the host society through pre departure cross cultural training which can be an effective way of gaining cultural knowledge about the host culture (Black, Mendenhall and Oddou, 1991) in order to reduce uncertainty prior to active participation. Expatriate pre departure knowledge can also contribute to both work and general adjustment overseas (Black, 1988) when such knowledge includes information about the transition which can reduce many of the uncertainties associated with the new role. Work adjustment here includes the extent to which the expatriate is able to adjust to the level of responsibility associated with the assignment as well as his or her pay schedule while adjustment to the general environment refers to the individuals ability to adjust to non-work factors such as housing conditions and health facilities (Black, 1988). Clarke Hammer (1995) also observed that interpersonal skills, which are similar to social orientation, tended to facilitate cross cultural adjustment since social skills appear to be critical to the managers ability to complete tasks and to establish and maintain effective intercultural relationships, all of which assist in the cultural adjustment of the expatriate and his or her family. However, cultural knowledge acquired in ones culture of origin may be inadequate and subject to modifications as one encounter the new environment since cultural knowledge obtained by indirect learning such as through contact with mass media can be superficial and subject to misinterpretation compared to the knowledge obtained by direct contacts with the host society (Lee, 2006; Weimann, 1984). Also, previous international experience was repeatedly found not to predict expatriate and spousal general adjustment during expatriation (Black, 1988; Black Gregersen. 1991b; Black Stephens, 1989) which suggests that many aspects of overseas experience are not generalized from one assignment location to another meaning that expatriate managers are not able to transfer their learning concerning adjustment in one country to another. 2.5.3 The Impact of Training on Cultural Adaptation Cultural adaptation is a social cognitive process that reduces uncertainty and an affective process that reduces anxiety. The outcomes of cultural adaptation include psychological well being and satisfaction as well as social competence (Gao and Gudykunst, 1990; Ward and Kennedy, 1992). Failure to adjust successfully may lead to negative consequences such as lowered mental health status, feelings of marginality and alienation, heightened psychosomatic systems and identity confusion (Berry et al; 1987). For expatriates unfamiliar with the customs, cultures, and work habits of the local people, training may be critical to the outcome of overseas assignments since culture shock experienced by people in new and different cultures which reduces the ability to function in a cultural setting because of the perceived discrepancy between an individuals expectations of how events should proceed and how they actually occur (Black et al. 1992) would be reduced immensely. With complete adjustment, individuals not only accept the customs of the new culture as another way of living but also may actually begin to enjoy them or at least terminate the projection of discomfort onto the host culture (Oberg, 1960). Thus, successful cultural adaptation can be conceptualized as an individuals general satisfaction with ones personal situation in the host country (Gudykunst and Hammer, 1983; Torbiorn, 1982). 2.6.1 Factors Affecting Expatriates Cross-Cultural Adjustment Given the multidimensional conceptualization of culture ( Hofstede, 2001) and strong empirical support (Shaffer et al. 1999), the cultural adjustment of expatriates is essential. Following this multi-faceted approach, it appears that some expatriates may be well adjusted to one dimension but at the same time poorly adjusted to another. For example they may adapt themselves to their new work situation in a foreign country but feel uncomfortable in interacting with locals. Without an understanding of the host culture in such a situation, the expatriate is likely to face some difficulty during the his/her assignment. According to Fontaine (1997:631), the success of international assignments could be ensured if effective preparation, support, and training were provided to the expatriate and their tailing families. Sievers (1998:9), suggests that the majority of MNCs do not have formal policies to address the needs of their expatriates families, hence, it is imperative those MNCs develop comprehensive, flexible and interactive programmes specifically for spouses and children. 2.6.2 Cultural Training Training is defined as the process of altering employee behaviour and attitudes to increase the probability of goal attainment (Hodgetts Kuratko, 1991) thereby reducing expatriates perceived need to adjust (Black et al.1992; Deshpande Viswesvaran, 1991; Earley, 1987).It has frequently been argued that training is the litmus test of human resource management (Keep, 1989) since the pivotal element of a system is designed to harness the talent of those it employs in ensuring that employees are developed for their roles (Redman and Wilkinson, 2008). Few of the training programmes of organisations are available to the public (Morris and Robie, 2001). As a consequence, empirical support on different training methods remains scarce. Organisations develop their own specific training programs or subcontract them to specialist trainers in view of the perceived needs of their business and managers, but cultural views differ on how training is provided, by whom and for what purpose (Schneider and Barsoux, 2003).Training aims to improve employees current work skills and behaviour, whereas development aims to increase abilities in relation to some future position or job (Dowling et al, 2008) Failed or ineffective intercultural adjustments may be avoided by utilizing effective training to prepare expatria