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Hamurabis Code Essay Example for Free

Hamurabis Code Essay Hammurabi, ruler and boss minister of Babylonia from 1792-1750 B.C., extended his realm enormously before centering his energies toward riches and equity for his kin. He made a code ensuring all classes of Babylonian culture, including ladies and slaves called Hammurabi’s Code. He looked for assurance of the feeble from the amazing and the poor from the rich. The cutting on the stone proposes he got the code of laws from the sun god. Having a predictable and reported, albeit brutal, arrangement of rules settled their general public. Individuals had rules for conduct and could design their lives somewhat better. The were most likely less private fights and feuds and shameful acts subsequently for these codes. Albeit considered seriously unforgiving by todays Standards, Hammurabi’s code rebuffed criminals and remunerated the great practitioners. The real laws go from open to private issues, with compassionate ways to deal with human issues. There were three classes in the Babylonian culture: the patrician, who were the free people; the plebeians, who were the normal people; and the slaves. While the patricians were secured by the law of reprisal, the lower classes got just financial remuneration. The laws incorporate nearly everything from marriage and family relations to assurance of property. In spite of the fact that contrasted with todays gauges some may consider Hammurabi’s laws unforgiving, compromising serious disciplines for wrongdoings against property, land, and trade The effect of Hammurabi’s code made the realm more grounded and made sure about. The Code of Hammurabi is huge on the grounds that its creation permitted men, ladies, slaves, and all others to peruse and comprehend the laws that administered their lives in Babylonia. The code of laws urged individuals to acknowledge authority of a ruler, who was attempting to give basic principles to oversee the subjects conduct. Despite the fact that it follows the act of tit for tat, it doesn't take into consideration vigilante equity, but instead requests a preliminary by judges. It likewise praises demonstrations of harmony and equity done during Hammurabi’s rule. It represents not just the rise of equity in the brains of men, yet additionally man’s ascend above obliviousness and boorishness toward the serene and just social orders despite everything sought after today. In the expressions of Hammurabi as cut on the stone, Let any abused man who has a reason come into the nearness of my sculpture as lord of equity, and have the engraving on my stele read out, and hear my valuable words, that my stele may put forth the defense clear to him; may he comprehend his motivation, and may his heart be made felt relaxed! Taking everything into account, Humurabi’s code were a code of laws made for the bablylonians by their lord and ruler, Hammurabi. These codes were made to ensure all the classes of the Babylonian individuals and make life simpler to live everyday. The code of laws applies to the whole Babylonian culture. The punishments of the code changed by the status of the person in question. The reason for the Code of Hammurabi was to utilize political capacity to make normal bonds among the different individuals of the general public. It extraordinarily impacted a complete reliance on the intensity of their one ruler, and it was a cognizant exertion to magnify the lord as the source, the main source, of natural forces. It bound together the realm by offering the gauges for virtues, class structure, sexual orientation connections, and religion. It was the most significant of all Mesopotamian commitments to development.

Women Role in Christianity and Islam

A Christian Woman is a lady who adores God more than herself. She is a lady who appeals to God for her family, her congregation, her administration and her nation. She is a lady who peruses God's Word and places Him first in her life. From the earliest starting point of the early Christian church, beginning with Jesus, ladies were significant individuals from the development. The instances of the way of Jesus uncover his mentalities toward ladies and show over and over how he freed and certified ladies. Both complementarians and egalitarians consider Jesus to be treating ladies with empathy, effortlessness and respect. 2] The accounts of the New Testament, particularly Luke, regularly notice Jesus addressing or helping ladies freely and transparently, in spite of the social standards of the time. Jesus had female adherents who were his sponsors,[Lu 8:1-3] and he halted to communicate worry for the ladies of Jerusalem on his approach to be crucified,[Lu 23:26-31] while Mary Magdalene is recorded to be the main individual to have the benefit of seeing Jesus after restoration. [Mk 16:9] The job of ladies in Christianity today depends for the most part upon the setting where ladies get themselves or decide to be associated with. Progressively preservationist Bible-accepting ladies will tend their investment in chapel initiative and so forth. The advanced womens rights development has dramatically affected the job of ladies in Christian places of worship. â€Å"Women in Christianity† is a huge and complex subject with various measurements as Christianity is perhaps the biggest religion on the planet rehearsed in various social orders and societies around the globe. At the point when we manage the subject of â€Å"Women in Christianity† we have to comprehend that Christianity as that exists today is a blend of various categories with Catholics and Protestants being the standard divisions. Further it is judicious to dive into the historical backdrop of Christianity to comprehend the job of ladies in this religion. In early Christianity there was no different jobs endorsed for people and ladies were not recognized independently from men. This was regardless of the way that the general public in West Asia around then was profoundly man centric in nature. Ladies in Christianity: The early Christian prophets From West Asia, Christianity spread to old Greece and Rome which were absolutely male centric social orders. In these social orders ladies and youngsters were hought of as resources or assets held by the leader of the family. People were recognized independently in this sort of set up and ladies were commonly viewed as substandard compared to men. During these occasions Christians accepted that the world will end soon and Christ will come to earth for the subsequent time. There were numerous ladies educators and prophets in Christianity in those days who had faith in t his suggestion and went their way in lecturing this regulation. Ladies in Christianity: Wave of progress in twentieth century Just in the twentieth century things began changing in Christianity. With the places of worship loosing quite a bit of their clout and force in the twentieth century, with fair governments immovably settled in numerous nations in Europe just as in America and with religion getting isolated from legislative issues things began to change in an emotional manner in Christianity that was never pondered in the last 2,000 years of the religion. Everything began with the early women's activist developments and crested with the second flood of woman's rights from the time of 1960s. This period saw a significant change in the status of ladies in Christianity as a religion. Ladies' privileges came in the cutting edge. Ladies in Christianity: Women's freedom development The time of 1960s and from that point can be considered as the start of the â€Å"women's freedom movement† in history which supported social, social, political and strict equity of the sexual orientation. In spite of the fact that the ladies' freedom development went max speed in this period the man centric set up didn't disappear accordingly and the idea of sexual dualism despite everything existed. This idea not just saw the contrasts among people in minor organic terms however it additionally positioned and applied qualities to these distinctions. For example, men were viewed as progressively hopeful, otherworldly, and mystic than ladies. Then again, ladies were believed to be progressively enthusiastic, natural, and physical than men. This was a senario of supreme â€Å"gender stereotyping† and it existed from last 2,000 years. It was just the ladies' development in 1960s that moved these sort of speculation to some effect. Ladies in Christianity: The strict right and the liberal women's activist philosophical development It is very regular that the Religious Right censures women's activists, who challenge the predominance of men. They in certainty oppose everything about the women's activist development. For instance they even abhorrence the liberal government assistance arrangements for ladies in light of the fact that under such approaches, single parents who need to bring up their kids and the monetarily desperate are helped monetarily. The Religious Right view such help as forestalling the foundation of conventional families. They likewise dismiss the relativism of human presence and thusly they are narrow minded to different perspectives, societies and religions. They put stock in the absolutism and virtue of Christian qualities and convention. For the strict right â€Å"Patriarchal Christianity† is the focal center of all presence. Anything outside this focal center must be opposed and totally dismissed. The progressions that occurred in the Christian culture in the last 200 years have additionally influenced different societies and religions in a significant way. The women's activist development owes its foundations to the Christian culture and gratitude to it woman's rights has become a worldwide wonder today which advocates sexual orientation based fairness and completion of a wide range of segregations and inclination against ladies. Truth be told the investigation of the job of â€Å"women in Christianity† rises above the range of â€Å"religion† and gives us a wide viewpoint of the battle of ladies from the most recent 200 years for a privilege to an honorable and important life.

The Brides of Christ Essay Sample free essay sample

Strictness and spiritualty played of import work in Latin America in the start of the 19Thursdaycentury. Numerous grown-up females chose to come in religious communities and cloisters to show individual devotion and regard. Besides. the Torahs were extremely thorough and the councils didn’t pay unnecessarily much taking care of justness and cautious investigation of condemnable examples. In this way. the part portrays frontier Latin America. in curious the life of grown-up females who were treated as a second kind. For representation. numerous grown-up females had to come in religious communities. to go forward their children and to get hitched work powers they didn’t need to. Basically expressing. women’s rights were segregated and disregarded. Nonetheless. positive minutes were other than present in the life of pioneer grown-up females. For delineation. grown-up females with hard fortunes were furnished with safe house to keep away from exploitative methods of continuance. Poor widows needed to look for security in the recogimiento each piece great as white and arranged blood youthful fills who stood by to take an area. We will compose a custom paper test on The Brides of Christ Essay Sample or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Be that as it may. it was difficult to disassociate and teams needed to hold up hebdomads and months to pull off their private individual businesss. Recogomientos served of import maps in the public arena. despite the fact that with mature ages their position has changed. In the 19Thursdaycentury recogimientos and courts concluded whether to punish grown-up females whose conduct was considered flippant. disrespectful or evil. Pioneer grown-up females were rebuffed for female fornicatresss and harlotry. With mature ages recogimientos were the spots for humble harlotry and along these lines for monetarily penniless grown-up females. The section other than depicts orphanhoods saying that authoritiess were obliged to set up in any event one orphanhood in the city. Summing up. the life of frontier Latin grown-up females was hard as they were tested by imbalance and sex partiality. Clearly. work powers were administering in those occasions. In any case. specific gatherings of grown-up females were ensured by specific foundations and it promised them relative wellbeing and trust in future. Tip top women’s life was simpler. in spite of the fact that they needed to go to hoards day by day.

Pregnenolone Benefits, Side Effects, Dosage, and Interactions

Pregnenolone Benefits, Side Effects, Dosage, and Interactions Holistic Health Print The Health Benefits of Pregnenolone The Supplement That Is Promoted for Brain Health By Cathy Wong Medically reviewed by Medically reviewed by Caitilin Kelly, MD on November 24, 2019 Caitilin Kelly, MD, is a clinical physician at  Indiana University  Health Bloomington Hospital and is board-certified in internal medicine. Learn about our Medical Review Board Caitilin Kelly, MD Updated on February 03, 2020 More in Self-Improvement Holistic Health Happiness Meditation Stress Management Spirituality Inspiration Brain Health Technology Relationships View All Pregnenolone is a steroid hormone that plays a key role in the production of other steroid hormones, including progesterone, DHEA, and estrogen. The substance is found naturally in the body, but some people also take it in supplement form to help keep memory sharp through the years. Verywell / Cindy Chung Health Benefits Proponents claim that taking pregnenolone supplements can help to combat age-related memory impairment, as well as protect against a variety of health conditions. In alternative medicine, pregnenolone is said to aid in the treatment of the following health problems: Alzheimers diseaseallergiesarthritisdepressionendometriosisfatiguefibrocystic breast conditionmenopausal symptomsmultiple sclerosispremenstrual syndromepsoriasisscleroderma Pregnenolone is also used to sharpen memory, reduce stress, stimulate the immune system, promote detox, prevent heart disease, and slow the aging process. Although a number of animal and human studies published in the 1940s indicated that pregnenolone may help manage arthritis and reduce stress, more recent research on pregnenolone is fairly limited. However, several studies published in recent years suggest that pregnenolone may offer certain health benefits. Heres a look at some key findings from those studies. Memory Preliminary research shows that pregnenolone may help protect against aging-related memory impairment. In a 2001 report published in Brain Research Reviews, for instance, investigators analyzed the available studies on steroid hormones and their effects on learning and memory in the aging brain. But while research in animals demonstrated that pregnenolone may enhance memory, the reports authors note that human-based studies on pregnenolone and memory have yielded mixed results. Depression Pregnenolone may help alleviate depression, according to an animal-based study published in the Proceedings of the National Academy of Sciences of the United States of America in 2012. In tests on rats, the studys authors determined that pregnenolone may help relieve depression by treating abnormalities in certain components of brain cells. Schizophrenia Pregnenolone shows promise in the treatment of schizophrenia, according to a report published in Neuroscience in 2011. In their analysis of the available research on pregnenolone and schizophrenia (including a number of animal-based studies and several pilot studies in humans), the reports authors found that pregnenolone may benefit schizophrenia patients by affecting steroid compounds in the brain. The report also indicates that pregnenolone may aid in schizophrenia treatment by increasing brain levels of gamma-aminobutyric acid. Possible Side Effects Due to a lack of research, little is known about the safety of long-term or regular use of pregnenolone supplements. However, theres some concern that pregnenolone may trigger a number of side effects, including insomnia, anxiety, mood changes, headache, and irregular heart rhythm. It also has the potential to cause facial hair growth or hair loss. Since pregnenolone can influence hormone levels, avoid using pregnenolone if you have or are at risk for hormone-sensitive conditions (such as breast cancer, prostate cancer, endometriosis, and uterine fibroids). California requires a label regarding a possible risk of promoting hormone-dependent cancers. Dosage and Preparation There is not enough scientific data to provide a recommended dose of pregnenolone. Due to the limited research, its too soon to recommend pregnenolone as a treatment for any condition.  Its also important to note that self-treating a condition and avoiding or delaying standard care may have serious consequences. If youre considering using it for any health purpose, make sure to consult your physician first. Keep in mind that supplements havent been tested for safety and dietary supplements are largely unregulated. In some cases,  the product may deliver doses that differ from the specified amount for each herb. In other cases, the product may be contaminated with other substances such as metals.  Also, the safety of supplements in  pregnant women, nursing mothers, children, and those with medical conditions or who are taking medications has not been established. What to Look For If youre seeking a natural remedy to help preserve memory, some studies show that increasing your intake of antioxidants and omega-3 fatty acids may have memory-enhancing effects. A number of alternative therapies may also aid in the treatment of depression. For example, herbs such as St. Johns wort might help relieve symptoms of depression, while mind-body practices like acupuncture and meditation could help improve mood. Additionally, regular exercise and time spent outdoors have been shown to reduce stress and improve mood.

Aspects of Human Resource Management globalization - Free Essay Example

Executive Summary: The report aims to discuss aspects of Human Resource Management in light of the ever changing business world given the globalization of businesses today. Globalization has seen changes in the way businesses work and are expected to deliver investor value. Companies started competing not just with local competitors but with organizations across continents which forced companies to relook at continuously innovating and providing a unique value to its customers to retain them. Talent Sourcing and Talent Development within an organization have become a science that identify and accept that diverse employee base form the backbone of a business and are responsible for contributing towards achievement of organizations global goals and directly impacting competitiveness and delivering that Investor value. This report will discuss: The concept of Globalization The increasing diversity of the workforce The changing nature of the workplace The impact of Human Resource Management functions in work organizations. Table of Contents:- 1. Introduction 2. Main Body with examples 3. Critical Success Factors with examples Recommendations 4. Conclusion 5. References Human Resource Management in a Globalized Economy Introduction Early in the 1800s during the times of Industrialization, the approach to managing workforce was primitive task drive approach. Historically, Henry Fords assembly lines and Studies of Frederick Taylor such as the time and motion studies thought of improving productivity by putting employees in line with mechanics. They tried to boost productivity by designing the way work is carried out. They focussed purely on productivity since productivity was what gave profits and therefore competitive edge. Workforce was put them in the same league as machines inviting organization conflict and distraction from the goal. As globalized environment changed the rules of the game, Organizations realized that employees and their talents is the single most important supply of sustainable competitive advantage. Employees are the ones that deploy scarce resources optimally. To survive and to succeed, organization need to leverage its human resource capitals talents to develop new products and servi ces and creating value for customers. This marked change in attitude of managements saw the emergence of concept of Global Human Resource Management which characterizes implementation of personnel policies to maximize objectives of organizational integrity, employee commitment, flexibility and quality at a global level. Global Human Resource Management hence becomes very important since globalization and international operations bring with them challenges beyond a simple Human Resource Management program at a local level. Global Human Resource Management not only covers International recruitment Appropriate training and development Deployment of these resources But also goes beyond simple HRM in maintaining affable international industrial relations. With international operations, managing the employee base worldwide has its own challenges. P Morgan: There are 2 sets of variables when it comes to HRM in for an International Organization First -employee types Second Political, labour laws, culture, legal environment, economic, and practices prevailing in different countries A successful HRM model for an international organization is the successful interplay between these 2 sets. Clearly there is a need to go beyond basic HRM practices to include: More functions and activities In depth wisdom of employment law of the host country Close involvement with employees personal variables Provide for external influences Exposure to newer hurdles and risks Managing differential pay packages Managing ethnic, gender differences More liasoning activities More travel and coordination Higher management of unknown risk variables beyond the country where the headquarters are based It is imperative that Human Resources Management models are deployed in a global context to ensure success. Main Body The Concept of Globalization: While Global trade itself is not a new concept, Globalization is. Globalization can be defined as a process of trade and investment transcending political boundaries undertaken by an interaction of people, processes, entities and spurred on by advances in political systems, technology, business ethics and affecting culture, environment societies leading to cross border prosperity. International trades have been undertaken historically. Traders have traded goods and services over large distances travelling by land and sea. Eg, The silk route that connected the Western World with Central Asia China during the Middle Ages. As time progressed further, we see that cross-border trade, investment immigration boomed. Eg. Since the middle of the 20th Century to today world trade has exponentially grown by 20 times. Only in the last 5 years of the 20th Century, foreign investment currency flow went to US$ 827 billion from a meagre US$ 468 billion. This has had an impact on fiscal policies of governments that have opened up its economies in a controlled manner, both domestically as well as beyond their borders. Eg. The 1991 Financial Budget given by then Finance Minister of India, Dr. Manmohan Singh was figuratively the door to globalization for India. India hasnt looked back since in terms of its growth and prosperity. India adopted a free-market economic system. This greatly increased its own production potential and created a bouquet of opportunities for its own companies and organizations across the world for international trade and investment. Companies started growing by virtue of the geography of their businesses and operations: HRM in the face of such Globalized businesses: In such a dynamic environment today Human Resource Management in a global paradigm involves the manpower planning of staffing requirements the world over, selection of the right candidates, training development of employees for global operations. Since it is established that human resources form the backbone of any strategy, implementation of any strategy to succeed globally with Human Resource Management at its core can provide a strategic competitive edge. Human Resource function in this environment has to provide a support function to line manager by providing guidelines, searching, training, and evaluating employees. With an effective HRM function deployed, the organization would be able to leverage the knowledge, experiences and the skills of its distinctive employee bases the world over. The Increasing Diversity of the Workforce: As Globalization gains steam and becomes the norm, the employee base of multinationals has become varied and rich with nationals from all over the globe. Human Resources across companies have become homogenized, enriching the organizations with depth of knowledge about variables affective markets both within the countries as well as between them. The most successful organizations are ones which utilize this resource to the maximum. Having an experienced employee from a remote market on the team is a natural consequence towards better understanding new market dynamics and new consumer behaviour. Culture in different countries or the mode of doing business in different countries is also different Deal Focus Relationship Focus Country wise distribution: Formal Culture Informal Culture Country wise distribution: Therefore HRM today for an international organization, has to consider Differences in HR practices in the local organizations Perception of HR as a function. Attitude and actions of headquarters towards HR Resistance to change in a myriad of different situations Cultural differences in teaching and assimilating styles The Changing Nature of the Workplace: A diverse organisation will out-think and out-perform a homogeneous organisation every single time. A. Lafley, CEO Procter Gamble Global competition presents a case for Global co-operation. Today, more than ever before, employees find themselves rubbing shoulders with someone from a different culture, race and society on an everyday basis. HR departments in these multinationals have to recruit, develop and retain people who have vastly different backgrounds. This has resulted in new skills to succeed such as sensitivity and other relational aspects. This is termed as cultural intelligence. Cultural intelligence is defined as the capability to adapt effectively across different national, organizational and professional cultures (Earley, Ang and Tan, 2005). Today employees across industries are given job roles globally, taking them around the world. In this new environment employees from home country as well as the expatriate have to learn how to work with each other given that they not only think and communicate differently but also execute differently. The Human Resource Departments need to develop their cultural intelligence to manage this diversity in their companies. The departments have to allow for newer challenges in the face of international employee deployment such as Managing international assignments Employee and family adjustment Selecting the right person for a foreign assignment Culture, communication and gauge Language and communication Staffing Function in an International Organization: Staffing in an international organization goes beyond simply forecasting requirements and selection of the right candidates to fit a job description. It is also a tool to develop and promote the organizations own value system and culture. In an international scenario the following models could be deployed: An Ethnocentric staffing policy A Polycentric staffing policy or a Geocentric staffing policy ETHNOCENTRIC STAFFING POLICY: In this policy, top management positions filled by parent-country nationals. It is actually the best suited to international organizations. Advantages: If the host nation does not have qualified managers, the vacancies can easily be filled The culture of the HQ is easy to spread. Easy transfer of key skills and operating procedures Disadvantages: May result in bitterness in host country Deterrent to cultural diversity POLYCENTRIC STAFFING POLICY When this policy is deployed Host-country nationals manage subsidiaries and parent company nationals hold key headquarter positions. Multi-domestic organizations can benefit from this Advantages: Help rich cultural diversity Implementation is cost effective Easy transfer of key skills and operating procedures Disadvantages: Limits chances of host country employees getting exposure outside their own nation Possibility of gap in mission, values and work culture between HQ and host country operations GEOCENTRIC STAFFING POLICY This policy seeks best people, regardless of nationality. Transnational organizations and Global entities can benefit from this Advantages: Optimum deployment of optimum resources Employees get exposure to different cultures Creates a centralized value system Disadvantages: Local immigration policies may inhibit 100% deployment Higher costs associated with training and relocation May require complex Compensation structures to succeed. The Expatriate Dichotomy: Further when a citizen of one country works in another country, HRM needs to take care of a myriad of issues without which there is a strong chance of failure and a premature return of the employee to his home country The costs associated with failure are not low and are generally estimated at three times the expats annual salary in addition to the costs associated with relocation The issues that can crop up when expats are deployed: Immediate family may not adjust to a new environment The employee may not adjust Other personal issues Culture shock May not be able to cope up with bigger responsibilities Based on how complex the business is and strength of the HR function, it is important to deploy the ideal staffing policy. Recruitment and Selection: International Labour Market Sources Parent Country Nations (PCNs) PCNs are managers who are citizens of the Country where the MNC is headquartered. The reasons for using PCNs include The desire to provide the companys more promising managers with international experience The need to maintain and facilitate organisational coordination and control The unavailability of managerial talent in the host country The companys view of the foreign operation as short lived The host countrys multi-racial population The belief that a parent country manager is the best person for the job. Host Country Nationals (HCNs) HCNs are local managers hired by MNCS The reasons for using HCNs Familiar with the culture, language Less expensive, know the way things done, rules of local market Hiring them is good public relation Third Country Nationals (TCNs) TCNs are managers who are citizens of countries other than the one in which the MNC is headquartered o r the one in which it is assigned to work by the MNC. The reason for using TCNs These people have the necessary expertise They were judged to be the best ones for the job. Selection procedure of Expatriates Use of selection test Technical Ability Cross cultural requirements Following traits are identified s predictors of expatriate success Cultural empathy Adaptability Diplomacy Language ability Positive attitude Emotional stability and maturity Family requirements Multinational requirements Management philosophy or approach The mode of operation involved The duration of assignment The amount of knowledge transfer inherent in the expatriates job in foreign operation Language skills Expatriate Success factors Willing and motivated to go overseas Technically able to do the job Adaptable Good interpersonal skills and be able to form relationship Good communication ability Supportive families Adaptabi lity to cultural change Work experience with cultures other than ones own Previous overseas travel Knowledge of foreign language Ability to integrate with different people, cultures, and type of business organisation The ability to sense developments in the host country and accurately evaluate them The ability to solve problems within different frameworks an from different perspectives Sensitivity to subtle differences of culture, politics, religion and ethics in addition to individual differences Flexibility in managing operations on a continuous basis, despite of lack of assistance and gaps in information Globalized HRM role Two major types of adjustments that an expatriate must make when going on an overseas assignment. Anticipatory adjustment Carried on before he leaves for the assignment It is influenced by following factors predeparture training pervious experience In-country adjustment Takes place on site It is influenced by following factors Ability to maintain a positive outlook in high pressure Jobs as reflected by the role he plays in managing, authority he has to make decisions, newness of work-related challenges and the amount of role conflicts Organisation culture Non work factors toughness with he faces new cultural experience, family adjustment with new country Socialisation factor to know what is what and who is who Expatriate Training and Development Need for Training to Expatriate Cost of expatriate failure is very high To build a team of internationally oriented, committed and competent personnel Minimize personal problems such as politeness, punctuality, tactfulness, orderliness, sensitivity, reliability, tolerance and empathy Improve overall management style Pre-departure Training- Emphasises on cultural awareness and business customs of the country of posting to cope with unexpected events in a new country. Post-departure Training helps in minimising culture shock and depression that usually sets in a new country and culture. Cultural Integrator An individual who is responsible for ensuring that the operations and systems are in accordance with the local culture. He advises guides and recommends action needed to ensure this synchronisation. Even though expatriate are trained before being sent abroad, they are still not totally prepared to deal with the day-to-day cultural challenges because t hey lack field experience. He is responsible for handling problems between the subsidiary and host cultures. He may be from parent country or host country who has intimate knowledge of the companys culture and can view operations from both sides. He can only advice ore recommend a course of action. Management philosophy and training Ethnocentric companies will provide all training at the HQ. Polycentric companies will rely on local managers to assume responsibilities for seeing that the training function is carried our wherever appropriate. Geocentric companies organise training courses in different parts of the world, where a particular function is best carried out. Regiocentric companies organise training courses in different countries of the region. Cultural Awareness Training There are five types of pre-departure training Area studies that include environmental briefing and cultural orientation Cultural assimilators Language training Sen sitivity training and Field experience To decide the rigour and level of training, following factors are important degree of interaction required in the host culture similarities between home and host cultures If interaction is low and similarities are high, then training should be on task and job related issues rather than culture related issues. If interaction is high and similarities are low, then training should be on cross cultural skill development as well as task. Preliminary visits average duration will be about one week A well planned overseas trip for candidate and spouse provides a preview to access their suitability for job, introduction to host country management, accommodation required, and schooling facilities available. Language training Types of cross cultural training Environment briefing about geography, climate, housing and schools Cultural orientation to familiarise with cultural institutions and value system of host countr y Cultural assimilators to provide intercultural encounters Language training Sensitivity training to develop attitudinal flexibility Field experience to make expatriate familiarise with the challenges of assignment Cultural Assimilators It is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs and values of another culture. These assimilators are developed for one culture where the candidate is currently working and the other culture is where he is proposed to be posted. Type of assimilators The trainee read a short episode of cultural encounter and choose an interpretation of has happened and why. Critical incidents: to be identified as a critical incident, a situation must meet at least of the following conditions: An expatriate and a host interact in the situation The situation is puzzling or likely to be misinterpreted by the expatriate The si tuation can be accurately interpreted if sufficient knowledge about the culture is available The situation is relevant to the expatriates task or mission requirements Compensation Management Factors Influencing Compensation Programmes Compensation decisions are strategic decisions and play a key role It should be consistent with overall strategy, structure and business needs of MNC It must attract and retain the best staff It must facilitate the transfer of international employees in a cost effective manner. It should give due consideration to equity and ease at administration. It requires the knowledge of employment and taxation laws, customs, cost of living index, environment and employment practices, the knowledge of labour markets and industry norms, foreign currency fluctuations. Paying Expatriates: unique problems Discrepancies in pay between PCN, HCN and TCN The need to vary expatriate compensation depending on the life cycle of the expatriates family Compensation issues related to re-entry into the parent country organisation Approaches to Expatriates Compensation Going Rate Approach Base salary remains linked to the salar y structure of the host country. Required information is obtained through compensation surveys and published information. This approach is favoured by polycentric organisation Advantage Equality with local nationals and expatriates of different nationals Simple approach Attract the nationals of PCN and TCN if location is a high-pay country Disadvantage Transfer from a developed country to a developing country Fighting for getting favourable posting and resisting low pay country postings Problems when the expatriates repatriated to the home country An export or import or franchising arrangement Company appoints an export manager who reports to chief of marketing and all operations concerning export and imports are controlled by the home office Balance Sheet Approach It links the salary of expatriates and TCNs to home country salary structure. Assumption Foreign assignees should not suffer financially due to transfer Salary package is d ivided into goods and services, housing, income taxes and reserve. Cultural Impact and Compensation Policy National cultural difference High power-distance the compensation system should reflect hierarchical divisions in the firm. Low power-distance the salary system should be more egalitarian and performance based. Individual cultures rewards should be given on an individual basis. Collectivist cultures they should be team based. Culture with high masculinity compensation policy focus on social benefits, quality of work life and equity. Culture with high uncertainty avoidance structured and consistent pay plans are preferred with no variable plans and discretionary allocation. Culture with low uncertainty avoidance pay should be linked to performance. Performance Management in International Organisations Performance Management and its link with other HR Processes Reward Management Human Resource Planning Training and Development Process Relationship with strategy Multinational Performance Management Whole vs part Non-comparable data Volatility of the international environment Separation by time and distance HQ-subsidiary interdependence Ethical and legal issues Market Maturity Performance Management of expatriates decisions and play a key role Setting clear goals for each unit, each department and each employee Goals must be mutually supportive and balanced for long and short term needs. Setting standard and measurement criteria for evaluating each type of goal Formal monitoring and review of progress towards these objectives Using the outcomes of the review process to reinforce desired employee behaviour through differential rewards and identifying training and development needs. Variables that Influence Performance of Expat riate Compensation Package Nature of Assignment Role Clarity Psychological Contract HQs support Environment of the Host Country Cultural Adjustment Critical Success Factors Recommendations: The Impact of Diversity and the Changing Nature of the Workplace on Human Resource Functions in Work Organizations: Given the era of Globalization, managing diversity at the workplace has become a business issue for the HR Department and no longer simply a moral, social, or legal concern. The challenge is no more creating a diverse employee demographic, but empowering one that already exists due the natural global nature of the business. Despite all the hype around Diversity and the pros of having a multicultural workplace, organizations still tend to reflect: Soft implementation of highly expensive Diversity Management Programs A poor gender ratio when it comes to higher managerial positions Poor integration of disabled people into the employee base. Senior management teams not reflecting ethnic diversity. Some critical success factors to ensuring that diversity is leveraged well by organizations include: A) Clear organization wide understanding of the business case for Diversity. The HR department along with the senior management and the line managers need to be clear about the need to be diverse and embrace new cultures and ethnic backgrounds into their folds. Going beyond corporate trainings and having blurred notions of how multi-cultural employee base would help the organization to gain competitive edge over local competition in remote markets, all levels of the organization need to clearly articulate how a diverse human resource base would help reach the organization goal and hence their own individual goals. Further they understand that a multi-cultural workforce can improve their organizations adaptiveness and change readiness. This would clearly improve the culture within the organization to recruit, develop and retain the best staff. B) Assessment of Current Situation. HR departments that are particularly successful at managing diversity routinely spend time, money and effort in gauging the ever changing composition of the workforce given geographical expansions, attrition and new recruits. They routinely assess not just numbers associated with the above dynamics but also behaviours, and culture associated with these changes. Eg. Eastman Kodak created a specialist external diversity panel to conduct an outsider review of the current situation. The Management of Eastman Kodak assessed recruitment policies to address cultural imbalances and even cultural blocks to retaining and developing a multi-demographic employee base. Without the above HR Departments would only end up paying lip service to managing diversity or spending huge amounts on expensive specialist corporate trainings on managing diversity without actually creating a basic inclusive work culture. Ergo, wasting time and effort on initiatives that are unsustainable in an environment where self assessment itself is not done. C) Managing Diversity is a top-down approach. Successful diversity management initiatives are ones that have high visibility of the senior management team. Eg. Back in mid 90ies, Lou Gerstner identified diversity as a key strategic initiative for IBM globally. He was a strong proponent of leveraging differences to address new markets. He established eight task forces representing various ethnic groups, allocating executive sponsors from his direct reporting team and insisting on specific measurable results within specified timelines personally reviewing progress on the results. Many HR departments have gone beyond simply including diversity management in their employee handbook and actually championed setting up panels and councils that include senior executives. Diversity management may require fundamental changes to the very culture of the organization and hence require stewardship by the senior executives. D) HR initiatives need to promote cultural harmony rather than address cultural imbalances. Initiatives from HR need to promote creating a multi-cultural environment. Simply having reservation seats and quotas and fancy cultural training and diversity training is not enough. HR Departments need to ensure that minorities have the same opportunities and such initiatives are an integral part of their day to day working rather than simply an extra curricular task! Ensuring objective appraisal systems, rewards and recognition and universal training and development opportunities is key to promoting an all encompassing holistic HR approach. E) Objective assessment of the Diversity management initiative and scientific assessment of programs are key. Many HR Departments have succeeded in developing measurable diversity management programs. E.g. the Hyatt Hotel Group the world over ties approximately 15% of the bonus potential to diversity goals. HR Departments that have been successful in managing diversity have translated it into a core competency used to assess the performance of management. F) Diversity Management principles are all encompassing and wholesome enough for everyone to participate. If the Diversity Management programs are only a bastion of the senior management, the entire exercise would be superficial and unsustainable. In order to result in successful recruitment, retention and development of employees in a globalized world, it is important that it is an inclusive program cascading throughout the organization. E.g. IBM created specific task forces but more importantly invited participation in the form of inputs to help these task forces in creating an inclusive culture. Managing diversity and the every changing workplace in the face of globalization is not the prerogative of the senior management alone but is to be implemented at the grass root level where managing diversity to retain and recruit top talent is a challenge in itself. These critical to success factors for managing diversity are not complicated models however they are tough to actually execute and require a motivated effort on the part of the Human Resources team and buy-in from the entire organization. Conclusion: Clearly Globalization has brought about a paradigm shift to International Trade providing it with a great boost. I feel, employees form perhaps the most critical resource base since they are the ones to deploy other resources and hence, in todays Globalized world, competitive advantage can be gained only by effective Human Resource management. A natural caveat to be issued in such a varied workplace is greater requirement from organizations to focus on differences between ethnic and cultural groups in attitude and performance at the workplace. Diversity requires Human Resources Department to find similarities and recognize differences as workplaces get more and more diversified. The test for Human Resource Departments therefore is to manage and appreciate the diverse workforce. With a multinational approach to Staffing Recruitment and Selection Compensation Management Performance review and management An organization can leverage the human potential to su cceed regardless of the geography and the ethnic composition in its employee base. For truly the organization of today, the difference between success and failure can depend on the recruitment and retention of the most skilled, qualified and talented staff from the world over, creating a unique and strong multi-cultural backbone to get the valuable competitive edge.

The New Zealand Government And Education Essay - 2265 Words

critiques the Hannah Arendt has of Hobbes about the state acting in the service of capital. Before submitting check criteria on info. Rubric and referencing The New Zealand government and education The education system is a fundamental structure that exists within the nation state of New Zealand. Through power and goverance of the education system the government of New Zealand influences and molds education to suit its current and future purposes of the state. Thomas Hobbes a western political philosopher synthesized the theory of a social contract which frames the development of the state and it’s continuing dominance over it’s citizens. Hobbes’ theory on the social contract can be applied to the education systems of New Zealand with the changes taking place in policy currently. Michel Foucault theory of governmentality further develops the state’s rule of education by supporting the intervening nature of Hobbes’ social contract in everyday lives using the theory of a ‘body politic’. By creating a ‘body politic’ Foucault suggests that docile bodies are formed which enact the states interests through their actio ns. Hannah Arendt another political theorist critiques Hobbes’ and with that Foucault theories of state power. Arendt’s arguments bring another perspective of the state and its relationship to the economy and education. She also highlights the inequality within the state that forms because of the economy especially when examined through the lens ofShow MoreRelatedThe Role Of Education In The New Zealand Government966 Words   |  4 Pagespieces of writing With the New Zealand election looming in just under six weeks, politics has dominated national news, sparking interest for even a twenty-year-old university student like myself. Having never voted in an election, my knowledge of the political system, and the terminology for that matter is far from adequate. 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