Saturday, November 30, 2019

Internet Rewires Our Brain

The Internet has become an essential part of human life. It is impossible to imagine a civilized house without an Internet. All the companies work with the help of the Internet and it seems that people are unable to live without this innovation. The Internet gives people much.Advertising We will write a custom essay sample on Internet Rewires Our Brain specifically for you for only $16.05 $11/page Learn More News is considered on the Internet, all the information people need may be found online, people communicate and entertain with the help of the Internet. However, many scientists start warning people about the harmful effect of the Internet on human brain. To operate actively and successfully, human brain should work. The Internet prevents people from thinking that results in stunting their mental growth. Much research is initiated in this direction and thinking critically it is possible to find many reasons why people should start warring about their brain rewire. Reading the article ‘As the Internet rewires our brains’ written on February 28, 2009 by Kurt Cagle, it is impossible to disagree with the statements provided there that the Internet â€Å"is turning us into idiot savants, Aspergers and reverting our brains to a more primitive state†. Starting the discussion with the most popular Internet services, it is essential to speak about Facebook and Twitter. These services affect human ability to think. Children who start communicating in these social nets stop thinking critically. Heavy use of Facebook and Twitter makes children just repeat the said, think primitive and forget about critical skills. To be critically developed, human brain has to work. Such services as Facebook and Twitter do not give people an opportunity to think, they just make them consume some information which does not train human brain. People repeat primitive statements, they get to know the simplest news about the life of other pe ople, but this information does not make people think, therefore, their brain remains stable. As it has already been mentioned, people have to train their brain to have the skills of critical thinking and to have brain work, in general. What is Facebook? It is a social network which helps people to get in touch, but, in practice, many people have made it the way of their life. Twitter is a more primitive way of social life, and it also makes people degrade. How else does the social network affect people? Thinking about the Internet, the most spread facility which comes to mind is communication.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is obvious that many people communicate online with friends and relatives who live far away. But the main problem is that there are people who begin to think that online communication is the only way of interaction. Kurt Cagle in his article presents sev eral examples of the cases when people could not understand each other when speaking in the real world. Live communications are not interesting for people. Modern youth would better write a message online than call to a person or arrange a meeting. Online people have an opportunity to speak with many friends at one and the same time and there is no need to leave the house. Moreover, people are able to write messages without showing intonation and face reaction. People can think about the answer for some time. All these aspects make people lazy. Therefore, when they speak in a real world, from eye to eye, it seems that they fail to understand each other as there is not much time on thinking. Rereading a message or answering it online people may think thoroughly, but there is no such an opportunity while real communication. Speaking in a real world people forget how to express their opinion. They have to think fast, but the absence of constant training and practice does not give them a chance to express their thoughts adequately that leads to full misunderstanding. One more problem of the Internet which confirms the opinion that it rewires our brains is the absence of the concentration while reading. When people read books they have to be too concentrated not to leave important details. Now, reading a book, people do not need to think about it. There is a lot of software and other possibilities which help people find necessary information in the text without reading the whole part. Moreover, having forgotten the place where the information is located people can easily search for that fragment using the innovative technologies. This also leaves people without the necessity to train their brain. According to Kurt Cagle, human brain has to work in order to be active. When people read information with the desire to remember it brain works, but if people do not try to memorize the most important parts, when they are not interested in thinking critically brain stops w orking. Moreover, the Internet is full of many comments and reviews on the necessary topic and many people use them. It is easier to ask at Yahoo or use another service online where those who think may answer this question. This information is referred to. Unfortunately, the Internet gives people too much information. The intensive stream of information lowers human attention. It is a fact that when people consume too much information they do not need to, they stop paying much attention to it, their attention lowers and it leads to inability to remember information. Those facts which people have to remember may be found online, why should they memorize them?Advertising We will write a custom essay sample on Internet Rewires Our Brain specifically for you for only $16.05 $11/page Learn More Kurt Cagle says that all the changes in human activities lead to changes in human mind. When people learnt speaking their brain changed. The development of reading an d writing also affected human mind. Now the Internet era has come and it is a big question whether it benefits human brain or harms it. According to the facts and research which has already been conducted, the Internet â€Å"kills† the skills people have been obtaining during many centuries. The innovations assist people and make their lives easier. However, they also prevent human brain from work which is a negative side. In conclusion, I would like to state that I agree with the article ‘As the Internet rewires our brains’ by Kurt Cagle. People stop learning. Getting more information, they do not see a necessity to remember it that prevents their brain from work. It is obvious that human live communication is important, but people do not tend to speak to each other eye to eye as it is easier to write a message. All these factors are upsetting as the destinations of many centuries are ruined. New generations would follow the examples of their parents and they wo uld refuse to think. Thus, I suppose that in several centuries we will have to start learning writing and critical thinking as our ancestries did. This essay on Internet Rewires Our Brain was written and submitted by user Kairi Maxwell 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.

Monday, November 25, 2019

Here Is the Reason Why Dry Ice Makes Fog

Here Is the Reason Why Dry Ice Makes Fog Why you put a piece of dry ice in water, youll see a cloud of what looks like smoke or fog billow away from the surface and down toward the floor. The cloud is not carbon dioxide, but actual water fog.   How Dry Ice Produces Water Fog Dry ice is the solid form of carbon dioxide, a molecule that is found as a gas in the air. Carbon dioxide has to be cooled to at least  -109.3  °F to become a solid. When a chunk of dry ice is exposed to room temperature air it undergoes sublimation, which means it changes from a solid directly into a gas, without melting into a liquid first. Under ordinary conditions, this occurs at the rate of 5-10 pounds of dry ice converting into gaseous carbon dioxide per day. Initially, the gas is much colder than the surrounding air. The sudden drop in temperature causes water vapor in the air to condense into tiny droplets, forming fog. Only a small amount of fog is visible in the air around a piece of dry ice. However, if you drop dry ice in water, especially hot water, the effect is magnified. The carbon dioxide forms bubbles of cold gas in the water. When the bubbles escape at the surface of the water, the warmer moist air condenses into lots of fog. The fog sinks toward the floor both because it is colder than the air and because carbon dioxide is denser than air. After a time, the gas warms up, so the fog dissipates. When you make dry ice fog, the concentration of carbon dioxide is increased near the floor. Ready to try it yourself? Heres how to make dry ice fog, safely.

Friday, November 22, 2019

Challenges of Cross-Cultural Team

Corporate sectors have been using the concept of cross culture within their business operation. According to the views of corporate culture, they prioritize the ways in which interaction takes place between the management and the employees (Bonache and Noethen 2014). The dress code, office set-up, business hours, hiring decision, the ways in which clients are treated and even the business hours are dependent on the employees working and the culture to which they belongs. Cross culture is an important concept in business nowadays. The way to initiate the harmony between different groups of people within the organization and improve the efficiency of the same with their help is known as managing cross-cultural team (Corkindale 2015). Through these methods the company can develop by increasing their understanding of the ways in which different groups of people belonging to different culture communicate and interact amongst themselves. There have been several theories relating to cross c ultural dimension as used by the different companies within their course of operation and the benefits it yielded to the company. The chosen organization for this report is Aldi supermarket. Karl Albrecht and Theo Albrecht have founded the supermarket chain established in Germany. According to BBC news published on 2016, the company was planning to employ 5000 staff in their company. The company has several district managers within their organization who has been engaged in managing the daily business and keeping things into law and order (Ward 2015). They have around 25 expatriate area managers in their team. They are also into expanding their business into Chinese market for which they need to recruit new managers in their organization. This report tries to focus on the ways in which these cross-cultural dimensions can be helpful in the recruitment procedure of the company and the challenges faced by the management of the company. The first segment of the report gives a brief review of the existing literature and the beneficial impact of cross-cultural dimension. In addition, the ways in which Hofstede model has been used in the company has also been observed through this report. The ways in which the company uses the theory of Hofstede while trying to recruit the expatriate managers and the problems faced by them in their operation has been highlighted in the second segment of this report. The report also tried to focus on the skills and abilities that a successful manager must possess in any organization.   The multivariate criteria that can be used to analyze the capability of an international manager has also been observed here. The final part of the report highlights the acculturation issues faced within the organization. The advent of time has led many companies to improve their procedure of recruitment within their organizations. According to Anand and Chitra Devi (2016), the companies are now moving towards having an e-recruitment procedure through which it is going to hire its employees even the top-level management groups. Through this paper, the author saw that still today there is superiority of the real-time communication over the e-recruitment process. Again the paper also highlights that HR department is benefitted by the e-recruitment as much of their work pressure is relieved through this (Anand and Chitra Devi 2016). Another journal reveals that in some companies of Sweden the recruitment of top managements are done based on the parameter of homosociality. The entire recruitment procedure has given more importance to two different practices through which recruitment took place. They are: hierarchy and competency and giving preference to males than females (Holgersson 2013). In other words through the report, it has been observed that in countries like Sweden preference is given to male employees than female employees. According to the Engelen et al. (2014) there has been an established relationship between the top management leadership and the level of innovation within the firm.   Through the journal the author has tried to find out the ways in which any organization is benefited by the level of innovation and the behavior of the leader in this respect. The report found out that there are 6 components in the transformational behavior of the leaders. It is these components of the leaders that has influenced the innovation within the organization in a positive way (Engelen et al. 2014) It has also been observed that the extent to which the components have influenced the organization is different but each of them has a positive impact within the company. Another journal suggests that the influence of cultural relationship of the employees on the designing of new products and the technological innovation within the domain which leads to the growth of the organization (Turro, Urbano and Peris-Ortiz 2014). The report found out that there has been a positive relationship between the design innovations on strengthening the market share of the organization. It has been observed that as individualism increases there has been an increase in the positive influence of the organization’s business strategy. The above literature survey suggests that throughout the global economy, different organizations have opted for different methods while recruiting the top-level managers within their organization. In spite of the fact that different methods have been used, all the organizations came into one concluding point that is everyone realized the need and benefit of using cross-cultural dimension within their organization. Most of the organizations have started employing people from different cultures within their organization’s domain. The following part initially talks about a brief theory of the Greer Hofstede Model followed by the issues, which Aldi faces in recruiting their expatriate managers. Hofstede was a social psychologist who was an ex-employer of IBM. The model was initiated with a survey done on the employees of IBM globally during 1969-73. The main purpose of his model was to establish the impact of the different culture on the values imbibed on the people of that nation. In other hand, this model was established to understand the influence of these six different components on the organization (De Mooij 2015). The six different dimensions of Hofstede’s model is given as follows:   Individualistic/ Collectivism: This dimension tries to highlight the ways in which individual people prioritizes their own needs and goals in their daily business operation. The ways in which the individual needs of these employees can influence and generate the goals and needs of the entire organization is shown through this dimension (Evanschitzky et al. 2014). Masculine/ Feminine: This dimension highlights the gender biasness existing within the society. Under the feminine culture there is less differentiation amongst the males and females within the society. On other hand, there are different rules for masculine society whereby the females and males are treated differently. Uncertainty Avoidance: The capability of people to adept to the changes in the society, organization and work culture has been seen through this dimension. People can be classified as risk lovers, risk neutral and risk averse. The risk lovers show low level of uncertainty avoidance that is they are capable of diving into uncertain situations whereas the risk averse person shows high uncertainty avoidance where they are not ready to adopt uncertain situation (Corkindale 2015). Power Distance: This dimension highlights the employee’s capability to acknowledge the existence of inequality within the organization. There is always existence of inequality in terms of income distribution and power distribution within the society. The ways in which the employees accept this disparity matter a lot in their performance. Time Perspective: The success of an organization depends on future planning of the company, long term perspective. The short time goals taken up by the company based on their past and present situation matters a lot for the company’s growth. Indulgence/Restraint: The extent to which any organization gets benefitted by taking up little fun sessions amidst the strict rules of the company is seen through this dimension (Wurtz and Suutari 2014). If the employees are engaged into work for the entire office hours then it would dampen their productivity and henceforth little fun activity and enjoyment should be provided within the same. The managers of Aldi has comes from different regions with different imbibed cultures. It has been seen that they often faces several issues in their daily course of business. Few such issues faced by them have been discussed below with comparison with the learning of the Hofstede’s model. Before discussing the issue, a graph comparing Aldi operating in Australia and in two other nation has been provided based on Geert Hofstede’s Model. Figure 1: Comparison of ALDI in Australia, Denmark and Sweden The graph above shows that Aldi has performed differently in different nation when it has been judged on Hofstede’s model. Along with Aldi operating at Australia, the performance of the company in two other nation have been highlighted through the graph. It is clearly seen that other than long-term orientation and indulgence, the ranks in all other parameters are well above when compared with other two nations. In Australia, the component of masculinity got highest rank whereas the other two nations namely, Denmark and Sweden ranks much below. Hence, the graph above indicates that there is existence of gender biasness within the Australian nation when it comes to hiring the top level managers in the organization.   Ã‚   Individualistic approach: Each individual has some cultures and ethics imbibed within them, which gets reflected in the way they conduct themselves n their life, in front of the society and within their business domain (Gido and Clements 2014). The managers of Aldi who have been hired from other nations face the problem of conflict whereby they try to abide by their culture and takes time in adapting the already existing culture within the society.   Facing problem in cultural aspect can seriously dampen their performance and hence there is a need for Aldi to implement the cross-cultural approach thoroughly within their system. Masculine: It has already been observed from the figure above that within Australia, ALDI has been showing strict biasness while recruiting their management employees in top ranks.   Though the nation talks about bringing gender equality but whenever it comes to recruiting a high level executive in their company they give preference to the male candidate. One possible reason could be that it is easier for the males to leave their home and reside abroad for work purpose whereas the female might face problems in moving abroad.   Even there has been several instances where the expatriate management employees feel lonely when staying amidst everyone in their organization (Cuddy et al 2015). Uncertainty avoidance: The Company gets a score of 54 in this dimension. It is also nearly double than it got in other two nation. Hence, while recruiting the managers the issues faced by Aldi are that it recruits the managers who are risk averse in nature. Long term Orientation: The Company ranks low in this dimension. While recruiting the managers the company thinks of the short-term goals and not the long-term scenario. However, it reality the company should think about the long-term prospective of the organization when recruiting the managers as recruiting them, providing them with proper training requires huge amount of cost that is to be borne by the company (Gooderham, Gooderham and Grogaard 2013). Hence, the focus should be on short-term goals. Indulgence: The expatriate managers are often stressed out in their initial days within their organization. The stressed out managers cannot perform well and it can demoralize the other employees within the organization. Henceforth, indulgence in the form of group interaction, short fun sessions and other fun-filled activities often helps them to get accustomed within their organization (Wurtz and Suutari 2014). This short session not only helps the managers to relief their stress but also it helps the lower level employees to have a healthy work relation with the higher authority creating synchronization between the different hierarchy. The discussion above clearly highlighted the issues that Aldi faced in their domain when recruiting expatriate managers. The company believes in retaining its employees and avoids hiring new people in the top managerial level arriving from different cultures and nations. Henceforth, It has been observed that in order to retain their previous employees the company offers them a lump-sum salary hike along with other facilities like iPhone and AUDI A3. Aldi provides high amount of rewards and recognition to their employees because the company believes in promoting their staff within their domain. Other than the above-mentioned issues, the recruitment procedure within the organization prioritizes some other issues like the experience of the candidate who is sitting for the position. In addition, the company also looks for ability of the competing candidates and the ways in which the manager can adopt the different culture within the organization. The success of any business depends largely on the skills and effectiveness of the top-notch managers within that organization. The efficiency of the managers gets highly prioritized when the company or organization is involved in managing cross country teams (Bonache and Noethen 2014). The main reason is that managers who deals with teams of indigenous people are well aware of the cultural notions imbibed within its employees and the things that could hurt their sentiments (Gooderham, Gooderham and Grogaard 2013). On other hand, within cross-cultural teams the employees may have sentiments regarding several different issues and may be compatible working under several schemes. Henceforth, the abilities and skills that a successful expatriate international manager must possess have been discussed here. The international must possess this following abilities and skills: Self-Awareness: It has been observed that people at the higher authority have the tendency to be bossy and always assumes that they are right while their juniors might be wrong. The basic notion of becoming a successful international manager is to realize the fact that they might not always be right while others might not always be wrong. In other words, the international manager must possess the skill of having self-awareness whereby they recognize and accept the fact that other view can differ from his views (Gido and Clements 2014). Adventurousness: The ability to take risk and grasp a new method in business operation deviating from the traditional ways is very necessary for the long term growth of any organization. Hence, a good international manager must be adventurous in their work and try out new innovative ways of operation. In case of Aldi, it is this innovative idea taken up by its expatriate managers that led to the growth of the organization. Good negotiator: Working in a globally acknowledged company requires good negotiating skills of the managers. There may be several cases where they need to negotiate with the clients and other companies and establish their own views in front of them while strategically disregarding the opponent’s views. Well-Spoken: The important skill that successful managers possess is that of being an orator. In order to be in a brownie point and win over others while communicating with international clients, the managers have to be a good orator. In addition, if the person can speak in the native language of his client, then he gets an upper hand in influencing and getting a good business done (Moran, Abramson and Moran 2014). Presence or flexibility: An expatriate manager must possess a charismatic attitude reflected through his energy level, dress, interests, self confidence and code of conduct. The way in which the person can gel with his colleagues matters a lot in the success of the business.    Sensitive towards cultural diversity: The ability to adopt the cultural diversity within the organization is the most important skill that international managers must possess. It might happen that not being able to eat raw fish or touching your colleagues or clients with left hand might offset the manager image as well as de-motivate the potential clients. Hence, the managers must be well-informed and adapted to the rituals of the region where he or she may be posted in their job. Open minded: A successful international managers are also found to be open minded. They are ready to accept the fact that some other organization or people within the organization might be better than them. By accepting this fact they always try to improve themselves and match with the global situation. It has been observed that the managers of Aldi possess almost all the skills mentioned above. It is during the recruitment procedure of these managers that the higher authority checks and analyzes the charismatic personality of the competing candidates. The higher authority gives more importance to the X-factors rather than the academic knowledge of the candidates. The managers of Aldi have been seen to possess high level of dedication in their work field with an in depth understanding about the same. Multivariate analysis presents the opportunity of using statistical tools for analyzing multiple independent variables with multiple criterion variables. Human behaviour and the studies related to the same is complex. It makes studying the dependent outcomes of such behaviour hard, as the behaviours cannot be described in terms of other variables. Measuring these traits directly is not possible, which requires multiple factors of variables to determine the behaviour of the dependent variable. The observation and the variables have to be analyzed simultaneously, which makes the process more difficult. Multivariate analysis helps the researcher in using all the independent variables to analyze the dependent variable simultaneously and find out at the same time the significances of the independent variables on the dependent variable. According to Mach and Baruch (2015), the scope of using multivariate analysis in effectively managing cross cultural teams is huge as the independent variables determines altogether the effectiveness of the dependent variable. The conditional effects of team composition keeping in mind the expatriation and repatriation of the, on the performance can be done thorough multivariate analysis. It will help to understand how group consensus, collective orientation of team, and trust among the members of the team help explaining the objective performance of the team in the context of cross cultural teams. The research has its boundaries in the sense of the countries of origin from where the team members belong. According to the ideas given by Davies (2015), the change of origin places plays a crucial role in determining the significance of the independent variables. The result shows one of the things that bind a team together is trust. Following the views of Burns, Minnick and Starks (2015), it can be said that, there are many variables that determines whether the trust and bond between the team members will be built. The reason the team lacks trust and bond among the team members are numerous. For example, the gap between two member’s payments differentiates between the members. The structure the organizations follow in the cross-country model is that of a tournament structure. It also determines the values and ethical grounds of the organizations. The variables regarding the differences between cultures and thought process of the workers are thus has to be taken with unbiased attitude. According to the ideas given by Moran, Abramson and Moran (2014), the cross culture teams are now available in all the economies around the globe due to the globalization. With more reduction in barriers, the international economy increases by its size. It nourishes cross culture teams at different stages of production in the organizations. Although there are cultural dissimilarities in different countries, but the integration of the market has created a scenario where the problems organizations face are more or less similar across the globe. Following the views of Cramton and Hinds (2014), it can be stated that, the variables that define several issues in cross-cultural teams are similar in different countries, which are operating in the open market structure. In Multinational Corporations, the same work culture is followed in its overseas companies. This might disconnect employees from their cultural roots in the overseas companies. It creates problems, which are the results of mis understanding between the team members. The reasons of the misunderstanding are sensitization of social culture of the locality. As stated by Stahl and Tung (2015), the cross-cultural teams are supposed to increase the team’s morale and motivate the team members working in a diverse workforce. It helps growing a sense of responsibility and commitment in the team. The cultural differences can be shown using the Hofstede’s model of cultural dimensions. The individualistic or collective dimensions give the idea about the demands that has to be taken care of by the managers by prioritizing the significance of the demands. As stated by Pioch and Gerhard (2014), the management rules might differ due to the structural differences in the societies. The six cultural dimensions in Hofstede’s model can be used as the independent variables to understand the cross cultural teams’ issues in global business. According to the ideas given by Dà ¼rr et al. (2016), the global businesses require recruitment of managers, who are internationally experienced. Hiring international managers will help the o rganizations to address the issues of cross-cultural teams. This can also be used as a measuring scale for the managers. According to Charleston, Mattos and Chapman (2017), the international managers will be far more advanced in addressing the cross cultural issues than the local managers. The cross cultural teams also depends on the level of communication that the manager provides. Different people from different cultural backgrounds have different ways of communication. The international managers’ job here is to provide the team an opportunity to communicate freely following the ethical boundaries of the organization. The manager also has to train the team members different ways of communication that they can use while communicating. According to the ideas Verbeke (2013), the international managers are required to do follow certain strategies, which will help them in creating a strong bond within the team with people from different cultures. The managers should have the quality of acculturating a new work environment with different cultural aspects and values. Capability is required where the managers have to be both qualified and experienced to manage a team with people from different cultures. The international managers have to care for the people they lead in an unbiased manner while showing same level of passion for different cultures. Interacting effectively with the people from different cultural backgrounds to develop relation which will support good communication is one of the most important and critical responsibilities of the international managers. As stated by Metzger (2014), dealing with cultural diversity requires awareness of the surroundings in the team as well as outside of the team. The manager has to make sure that this awareness is properly achieved before approaching the employees collectively. Comparing and finding out the contrasts in the behaviours from different cultures is a quality that the managers must have to manage a cross cultural team. From these requirements the independent variables can be drawn which will be required to find out whether a manager is capable of being an international manager. The objective of this research is to find out whether an individual manager is capable to become an international manager. The person is not eligible for being the international manager in Aldi. The person is eligible for being the international manager in Aldi. o run this multivariate analysis primary data is required. Secondary data has no significant impact on the results. The primary data will be used for each individual to find out whether a manager can be recruited as an international manager. The primary data will be collected from the subjects’ past records in different platforms. The data will be collected using the managers’ past employer’s data bank as the source. This data might be stored in order to create a variable through which future subjects can be judged (Aldridge, Kilgo and Christensen 2014). The same process will be used for all the subjects individually. The data will be collected for the manager’s experience in the field, managing ability, performance of the teams under his supervision, understanding of different cultures, attitude towards the other cultures, and others. These are the independent variables required for the multivariate analysis. The dependent variable is the credibility of the international manager. The independent variables will be recorded and then divided into two categories. The manager’s experience in the field, performance of the teams under his supervision, and managing ability will be broadly taken in production category. Understanding of different cultures and attitude towards the other cultures will be broadly categorized under sensitivity regarding cultures. â€Å"Hofstede’s cultural dimensions† study will help in creating the variables under the context of cultures (Geppert, Williams and Wortmann 2015). For the analysis purpose Microsoft Excel software will be used where the significance of the independent variables on the dependent variable will be analyzed. From the analysis the null hypothesis or alternative hypothesis will be selected as true for a person of interest. The result of the final analysis will be used as the subject’s score. This score of all the available managers will be compared for finding out which manager will be the most suitable for the job of international manager in the organization Aldi. The outcomes from the analysis are expected to have a significant effect on the management recruiting process. The independent variables for each subject are expected to be of high significance with the dependent variable. For those, who are not good with cross-cultural teams will the null hypothesis H0 will be true. For the others, the alternative hypothesis H1 will be true. The definition of acculturation states that it is a process where a cultural change occurs. Multiple cultures meeting, often results in a mixture of the cultures in the society. The process of mixing of the cultures is termed as acculturation (Thomas and Peterson 2014). It is considered as a direct change of one’s culture under the influence of other culture. Acculturation issues might be present in expatriation and repatriation of international managers. The issues are discussed below: During expatriation, one person permanently or temporarily starts living in a foreign country among their culture. The international managers who are expatriated face several issues regarding acculturation. The managers looking for acculturation after expatriation faces problems regarding several contemporary issues like transition and high expectation. Moreover, the providers of diversified cultures can be divided in dominant and non-dominant. The different cultures, in the context of acculturation have to be merged to form a mixed culture.   According to Tee, Goh and Cheah (2015), in the case of expatriation, a person feels out of place in an acculturated society or working place.   It leads to loneliness and frustration for the person. The issue of cultural differences can disturb the person considered. Here, the international manager can suffer due to the cultural differences and thus should have experience with different cultures. The cost of staying in the circle full of ne w people from different culture can be intimidating for a person. The cost can be in the terms of mental and physical. The mental or psychological issues can come in the form of frustration and depression. The physical issues will incorporate workplace violence, change in cost of living, and other physical matters. According to Ang and Dyne (2015), the new person be it a manager or a team member can face problems regarding relationship with the team members. The new people a person meets during expatriation might present different cultural values, which his cultural values do not approve. This will create a situation of dilemma disrupting the workplace environment. The issues related to the repatriation can present severe problems for the workers in a team. Normally, during repatriation the workers become relaxed assuming that the process will be easy and the cultural fit will be perfect. Often the process presents problems, which creates distance and lack of trust in the team. This can break the team spirit and hence the productivity of the team as a whole. According to Hoch and Kozlowski (2014), the international managers during repatriation might expect the team to function in a way, which otherwise he would not have expected. The unrealistic expectation might lead to bad managing of the production process. It can ruin the communication process in the company. Following the views of Nahavandi (2016), it can be said that, leaving the system the manager became used to might result in emotional shocks. Often the managers think that the culture in the organization is the same as it was when he left before. In reality, the cultural traits of an organization changes with time. This creates cultural gap between expectations of the international manager and the team he backs to. This will again create communication gap and affect the teams’ productivity in a negative way. The cultural values are evolving in nature. During repatriation, the manager might face almost a new set of cultural values. It might give the international manager the feeling like expatriation. This will again produce challenges for the manager to work with the production units. The report can be summarized by stating that for an organization to run successfully within the global domain it needs lots of market research and adaptive capacity within themselves. Following Geert Hofstede’s cultural dimesnsion model it has been observed that an expatriate managers faces several issues in their daily line of operation. The recruitment of the manager follows several cautious steps taken by the higher authority based on several criteria. An international manager must possess several qualities and skills so that the company gets benefitted in the long run by exploiting those skills of the top-notch managers. The several skills include being a good orator, being adaptive and culturally sentimental, flexible and a good negotiator. It can be said that the multivariate analysis will help the international organization Aldi in recruiting international managers. The main issues regarding hiring an international manager incorporate productivity, performance, and cult ural sensitivity. If the international manager has experience of working in an environment with cross cultural teams, then he will add value to the production process. This will help Aldi in recruiting the potential workers for the production and other purposes. The multivariate analysis shows that the independent variables will figure out how much those can affect the dependent variable. The independent variables cover both production and cultural contexts. The cross cultural working environment is a challenging one for the international managers for which the acculturation issues occur. The acculturation issues can occur in expatriation and repatriation of the international managers. During expatriation the acculturation issues creates boundaries for the international manager to work with the new employees. The cultural gaps become more prominent which affects the team’s productivity. Aldi has to ensure that the international manager is chosen abiding the multivariate analy sis in such a way that the cultural gaps have no impact on the productivity. The moral situation of the international managers can also be disturbed due to the issues of repatriation. In this case, unrealistic expectations mostly lead to unachieved goals. Aldridge, J., Kilgo, J. and Christensen, L., 2014. Turning culture upside down: The role of Transcultural education. Social Studies Research and Practice, 9(2), pp.107-119. Anand, J. and Chitra Devi, S. (2016).  A Walk towards paperless HR. [online] www.allresearchjournal. Available at: https://www.allresearchjournal.com/archives/2016/vol2issue11/PartH/2-11-44-946.pdf [Accessed 3 Feb. 2017]. Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. Routledge. Bonache, J. and Noethen, D., 2014. The impact of individual performance on organizational success and its implications for the management of expatriates.  The International Journal of Human Resource Management,  25(14), pp.1960-1977. Burns, N., Minnick, K. and Starks, L.T., 2015. CEO tournaments: A cross-country analysis of causes, cultural influences and consequences. Charleston, B., Gajewska-De Mattos, H. and Chapman, M., 2017. Cross-cultural competence in the context of NGOs: bridging the gap between ‘knowing’and ‘doing’. The International Journal of Human Resource Management, pp.1-25. Corkindale, D., 2015. A Wild Child goes overseas.  Marketing, p.421. Cramton, C.D. and Hinds, P.J., 2014. An embedded model of cultural adaptation in global teams. Organization Science, 25(4), pp.1056-1081. Cuddy, A.J., Wolf, E.B., Glick, P., Crotty, S., Chong, J. and Norton, M.I., 2015. Men as cultural ideals: Cultural values moderate gender stereotype content.  Journal of personality and social psychology,  109(4), pp.622-635. Davies, W., 2015. The International Business Environment: A Handbook for Managers and Executives. CRC Press. De Mooij, M., 2015. Cross-cultural research in international marketing: clearing up some of the confusion.  International Marketing Review,  32(6), pp.646-662. Dà ¼rr, S., Oehlhorn, C., Maier, C. and Laumer, S., 2016, June. A Literature Review on Enterprise Social Media Collaboration in Virtual Teams: Challenges, Determinants, Implications and Impacts. In Proceedings of the 2016 ACM SIGMIS Conference on Computers and People Research (pp. 113-122). ACM. Engelen, A., Schmidt, S., Strenger, L. and Brettel, M., 2014. Top management's transformational leader behaviors and innovation orientation: A cross-cultural perspective in eight countries.  Journal of International Management,  20(2), pp.124-136. Evanschitzky, H., Emrich, O., Sangtani, V., Ackfeldt, A.L., Reynolds, K.E. and Arnold, M.J., 2014. Hedonic shopping motivations in collectivistic and individualistic consumer cultures.  International journal of research in marketing,  31(3), pp.335-338. Geppert, M., Williams, K. and Wortmann, M., 2015. Micro-political game playing in Lidl: A comparison of store-level employment relations. European Journal of Industrial Relations, 21(3), pp.241-257. Gido, J. and Clements, J., 2014.  Successful project management. Nelson Education. Gooderham, P.N., Gooderham, P.N. and Grà ¸gaard, B., 2013.  International management: Theory and practice. Edward Elgar Publishing. Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390. Holgersson, C., 2013. Recruiting managing directors: Doing homosociality.  Gender, Work & Organization,  20(4), pp.454-466. Mach, M. and Baruch, Y., 2015. Team performance in cross cultural project teams: The moderated mediation role of consensus, heterogeneity, faultlines and trust. Cross Cultural Management, 22(3), pp.464-486. Metzger, K., 2014. International Management Analysis of ALDI. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.  Managing cultural differences. Routledge. Muenjohn, N. and Armstrong, A., 2015. Transformational leadership: The influence of culture on the leadership behaviours of expatriate managers.  international Journal of Business and information,  2(2). Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson. Ochieng, E.G., Price, A.D., Ruan, X., Egbu, C.O. and Moore, D., 2013. The effect of cross-cultural uncertainty and complexity within multicultural construction teams. Engineering, Construction and Architectural Management, 20(3), pp.307-324. Pioch, E.A. and Gerhard, U., 2014. Organizational culture as differentiator in international retailing. The Service Industries Journal, 34(8), pp.729-749. Stahl, G.K. and Tung, R.L., 2015. Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship. Journal of International Business Studies, 46(4), pp.391-414. Tee, P.L.K., Goh, S.K. and Cheah, K.S.J., 2015. Cross-Cultural Challenges and Synergies Working in an International Collaboration Project. In Taylor’s 7th Teaching and Learning Conference 2014 Proceedings (pp. 67-79). Springer Singapore. Thomas, D.C. and Peterson, M.F., 2014. Cross-cultural management: Essential concepts. Sage Publications. Turrà ³, A., Urbano, D. and Peris-Ortiz, M., 2014. Culture and innovation: The moderating effect of cultural values on corporate entrepreneurship.  Technological Forecasting and Social Change,  88, pp.360-369. Verbeke, A., 2013. International business strategy. Cambridge University Press. Ward, V. (2015).  Aldi offers graduates a  £42k salary, rising to  £70k within four years, and an Audi A4. [online] Telegraph.co.uk. Available at: https://www.telegraph.co.uk/finance/newsbysector/retailandconsumer/12075767/Aldi-offers-graduates-a-42k-salary-rising-to-70k-within-four-years-and-an-Audi-A4.html [Accessed 3 Feb. 2017]. Wurtz, O. and Suutari, V., 2014. Work–life balance and coping of international assignees.  The Routledge Companion to International Human Resource Management, p.363.

Wednesday, November 20, 2019

The drug PCP or called Phencyclidine Research Paper

The drug PCP or called Phencyclidine - Research Paper Example PCP operates as an NMDA receptor opponent that barricades the actions of the NMDA receptor plus, just as most antiglutamatergic hallucinogens, but is considerably more hazardous than other hallucinogens. Other NMDA receptor opponents include tiletamine, ketamine, nitrous oxide and dextromethorphan (Croft, 1998). Even though, the prime psychoactive consequences of PCP only take a few hours, its overall elimination rate from the body is up to nine days or longer. As a recreational treatment Phencyclidine may be smoked, ingested, or inhaled. Phencyclidine is well recognized for its harmful effects on ionotropic glutamate receptors in rats’ brain homogenate as well as the NMDA receptor in rats. As such, Phencyclidine is an NMDA receptor opponent. NMDA receptors intercedes excitation. Studies, however, have proved that Phencyclidine produces extensive cortical activation in a human being as well as in rodents. Research also proves that Phencyclidine slows down nicotinic acetylcholine receptors. Analogues of Phencyclidine show unstable potency at nicotinic acetylcholine receptors as well as NMDA receptors. In several brain sections, these results are thought to operate synergistically by slowing down excitatory actions (Croft, 1998). Phencyclidine, like tiletamine, also acts as a D2 receptor limited agonist in the NMDA receptor of rats. This action is related to some of the psychotic aspects of Phencyclidine intoxication, which is verified by the use of D2 receptor antagonists for instance haloperidol in treating Ph encyclidine psychosis. The relative resistance to pain is probably produced by the enkephalin system as well as indirect relations with the endogenous endorphin, as has been recommended by researches carried out to rats. Phencyclidine can also function as a dopamine reuptake inhibitor (Croft, 1998). Over 30 diverse analogues of

Monday, November 18, 2019

How does the therapeutic relationship help children to make sense of Essay

How does the therapeutic relationship help children to make sense of difficult life experiences - Essay Example To determine how play therapy could enable children to positively deal difficulties in life, the researcher will examine the importance of play therapy in different health care settings. Prior to the conclusion, the researcher will discuss some ways on how to maximize the use of play therapy when dealing with difficulties in life. Play Therapy – â€Å"a developmentally sensitive therapeutic modality that is used by well-trained play therapists to allow children to easily resolve their psychosocial difficulties in order to enable them to reach their optimal growth and development.† (Bratton et al., 2003) When designing the type of play suitable for each child, health care practitioners should consider the cognitive, physical and social development of the child. According to von Gontard & Lehmkuhl (2003), among the five new approaches to play therapy includes: (1) the Parent-Child interaction therapy; (2) the behavioral approaches such as the Cognitive-Behavioral play therapy; (3) therapies designed for preschool childrean such as the Filial therapy, developmental play therapy and thera-play; (4) developmental play therapy; (5) the focussed of play therapies for specific disorders; as well as and (6) family therapy. Selecting the type of play is necessary to effectively arouse the child’s interest in participating in the play therapy. Depending on the number of children as well as the child’s gender, cognitive, physical and social development, health care professionals may choose to implement either the use of Child-Centred Play Therapy (CCPT), Group Play Therapy, or a Non-Directive Play Therapy. (Ray, 2008; Jones, 2002) Even though further study is required, the study of Ray (2008) shows that the application of Child-Centred Play Therapy is more effective in terms of reducing the parent-child relationship stress among children with internal and external

Saturday, November 16, 2019

Subjective exam Essay Example for Free

Subjective exam Essay A) Selling price of bond The determination of the selling price of bonds is important because it helps the bondholders know the yield they will receive if they were to purchase the bond. Bonds can be issued at par, premium and at a discount. A Bond is said to be issued at par if the yield is equal to the coupon rate. If the current market yield is more than the coupon rate stated on the bond, then, that bond has been issued at premium. If the coupon rate is more than the yield rate currently earned by similar bonds in the market (Sheth, 2007, Slide 23, chapter 12). Bondholders receive periodic payments of interest amount, which is constant over the life of bond. Therefore the price of the bond is arrived at by discounting all these payments i.e. the selling price is the present value of all periodic payments plus the present value of the maturity amount, which is the principle amount of the bond. (Englard, 1992, Page 6, chapter 1). The formula for calculating the price of the bond is as shown below. Bond price= (PV) =p (1+r)-2 + p (1+r)-2 +†¦. +p (1+r)-n + m (1+R)-n Where =p= period receipt/payment r=required yield –effective M=maturity value (principle amount) The periodic receipts of interest amount are constant over the bond period and therefore are annuity in nature. Therefore to calculate the present value of the interest payments the annuity formula is used. Present value interest payments=  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Constant interest receipts* (1-(1 +r) –n The maturity amount (principle) is received as a single amount at the end of the bond period, thus is a single amount discounted using the single amount formula. Present value maturity value =m (1+r)-1 Therefore, the total selling price is the sum of present value of interest and principal amount. 2) Presentation of bonds in balance sheet When a bond is issued, the following factors are considered in accounting for the bonds. Recording the issue or purchase of the bond Recording the interest received during the life of the bond. -Accounting for the retirement (through calling, refinancing or conversion) of the bond. (Sheth, 2007, Slide 16, Chapter 12) Issuer’s books As seen earlier bonds can be issued at par, discount or premium. Bond issued at par- the bonds were issued between interest dates. Long-term liabilities. Bond payable  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Current liability Interest payable (1 month)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Current assets Cash (amount of bond)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Bond issued at a discount Long-term liabilities Bonds payable  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Discount on bonds payable  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Current assets Cash (less discount on bond)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Bonds issued at a premium Long-term liabilities Bonds payable (plus premium) xxx Current assets Cash (including premium)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Investors books The buyers’ balance sheet will be as follows At par Assets Investments in bond  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Current-asset Interest accrued (1 month)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Cash (amount of bond)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx At discount Assets Investment in bond (less discount)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Current assets Cash  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx At premium Assets Bond investment (plus premium)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   xxx Current assets Cash   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (plus premium) xxx B) Income statement items The items that will be included in the income statement of Norris co. for the year 2008 include -Interest expenses -Adjustment to interest expenses (amortization) Interest expenses The amount of interest is determined using the par value and the coupon rate and not effective rate. (Englard, 1992, page 2-3) Illustration At par Using the example of Norris co. bond assuming that it was issued at par, then the interest will be 1000*xx%= interest. At discount Payment- interest = xx%*1000 Interest amount = yy% *(1000-discount) The difference between the interest payment and interest amount is amortization of discount. At premium Interest payment =xx% * 1000 Interest amount= yy% * (1000 +premium) The difference between the interest payment and the interest amount is the amortization of premium.

Thursday, November 14, 2019

Cancer Taking Lives :: Personal Narrative Writing

Cancer Taking Lives The East Pennsboro elementary school raised money for a statue at a local park. The statue was a ring of children that were holding hands. There was one child missing; the link was broken. The statue was dedicated to East Pennsboro students that did not make it to their graduation. My sophomore year of high school inspired this piece of artwork. Mid December during my sophomore year I found out that a friend of mine had lost her struggle with cancer. Tiffanie was diagnosed with two rare forms of ovarian cancer during seventh grade. Having either type of cancer is very rare, so the fact that she had both types was unbelievable. I had been best friends with Tiffanie during elementary school. We had lost touch in middle school, but our friendship never ended. She had her ups and downs during her illness, but I never expected her cancer to be fatal. I was told at the beginning of December that the doctors didn’t expect her to live until Christmas. Because she was in my grade, my class sent cards to her. I made a funny story about the two of us growing up. I sent the story with an angle ornament. Christmas had to be celebrated early this year, and I thought that an angel would be appropriate. If anything did happen to her, her mom could keep the ornament in memory of her. She died a week later at the young age of 16. I found out about her death two days after it occurred. I was in church getting ready to play my flute in the choir. My best friend was with me. I guess she knew that I didn’t see the news. I can remember still remember what she said. She told me that she was at a friend’s house on Friday night. They were getting ready for a dance that I did not go to. Her mom told them that something had happened. She conveyed the message to me by saying â€Å"Meg†¦I think that Tiff died.† She couldn’t just tell, because she knew that I would be devastated, but I knew that it was no mistake. I ran to the bathroom and began to grieve for my friend who never even got to receive her driver’s license. That night, I watched the news. Her cancer story had been televised for years, so when she finally past, the local news stations began showing clips of her throughout her life as a final memorial.

Monday, November 11, 2019

ADDIE

The training process includes three main steps for a new employee: 1- Induction Course This course conducted for the new employee to make him/her familiar with the Meany's basic issues like: 1- Code and ethic 2- Safety and health policy 3- Legislation 4- Employee hand book 5- Process manual (SOP) All the previous Issues should be summarized In manuals by the HER department depending on the Job description.These manuals should be handed to the new employee to read them and become more familiar with the company codes and procedure Instead of leaving the new employee to ask other employee. 2- Orientation The second step in the training process is to make the new employee more familiar with the company working environment which done at two main levels: 1- 1st Program: this program includes a Job rotation in deferent company sections for short periods, where the new employee awareness increased about the company operation. – 2nd Program: In this program the new employee observe the work in his section to learn how the work is done form his/her colleague, after that the new employee handled the new Job under observation. 3- Performance Appraisal (result) In this step the result from performance appraisal used to assess the strength and weakness of the employee and decide what type of training Is needed to Improve his/ err weakness and benefit from his/her strength.Type of training: 1- Managerial Training: 1- Time management 2- Problem Solving 3- Leadership 4- Report Writing 2- Technical: According to technical needs 3- Behavioral: 1- Conflict management 2- Dealing with customer 3- Stress management Level of Training Organizational level: training is needed here to achieve the company strategic 2- Company expansion 2- Task level: according to Job description 3- Personal level: according to single employee strength and weakness.For example if the employee is weak in time management, so he/she need time management raining. For example if the employee have leaders hip attitude we can benefit from his/her strength by giving him/her leadership training. Transfer of learning into workplace needs: 1- Management Support: 2- Work environment : the work condition and tools EDDIE EDDIE is instructional design model that can be used to build training program for the company .Now let's see how we can use EDDIE model in the training process: 1- Analysis: A good analysis of the company situation and its employee knowledge, skill and ability can provide important information about the training needs for the organization at three levels (organization, task, personal) The analysis phase of EDDIE model contain main four steps: 1- Instructional goals: here we need to decide what is the goal of our training program according to the organization needs?The goal can be at any level (organizational, task, personal) for example at the organization level the goal can be improve the employee knowledge, skills and ability to achieve ISO excellence, or it can be at the personal level improve the time management skills, or at the skills level like how to weld iron. 2- Instructional analysis: here we need to define all the steps accessory to achieve the instructional goals, if our instructional goal was to learn an employee how to weld iron the steps can be: 1. Clean and prepare the steel that need to be welded 2. Ware safety equipment 3.Turn on welding machine 4. Weld Joint slowly 5. Clean the Joint after welding 3- Learner Analysis: here we need to understand what already the learner knows instead of give him/her a training that he/she does not need. This can be accomplished by studding the available employee knowledge and skills that they have and decide what the necessary training that they need is. 4- Learning Objectives: here we need to build a learning objective of the training, it include what the employee should be able to do after taking the training. Suppose that our training was how to weld iron, the objective should be: 1 . Scribe the welding process (ability) 2. List the needed welding equipment (Knowledge) 3. Ability to weld in three different technique (skill) 4. List type of irons that can be welded (Knowledge) 2- Design 1- Design Assessments: here we create an assessment tools to assess if the learner and ability has been improved. In other world we need to check if the training aerogram has achieved its goal that has been decided in the analysis stage consider the learner knowledge, skills and ability, thus the idea is not to trick the learner but to make sure that the goal has been achieved.And this tool can be used later to check the effectiveness of the training program and decide what aspect of the training need to be improved. The assessment tool can be a paper test (multiple choice) or practical test (demonstration of using a machine). 2- Choose a Course Format: here we need to decide the medium by which the course is presented to the learner, it can e a class room, through internet, printed material or a combination. 3- Create an Instructional Strategy: here the instructor has to decide how to deliver the training, that's including the following tools and learning component: Tools learning Component 1.Lectures 2. Reading 3. Projects 4. Discussion 5. Activities 1 . Pre-limitations activity: motivate the learner by showing the value of the training(how will benefit them), show the course objective. 2. Content Presentation: direct to the objective with examples 3. Learner Participation: enable the student to reactive their new information and provide them with feedback. 4. Assessment: Quizzes 5. Follow Through Activity: review main all the training material to provide the student holistic view. – Develop 1- Create a sample: create a sample of the basic instruction martial depending to the previous two phases of EDDIE (analyze, design) to make sure that is consistent with the organization needs and objective. 2- Develop the Course Material: after the management approve that sample of the training build the whale the material with depth 3- Conduct a Run-through: run a rehearsal using all the media and material hat has been created to get a feedback and make sure everything is k. – Implementation 1- Training the Instructor: most of the time the one who develop the training program is also the one who teach the training, but in case the instructor is different personae than the training developer, the instruct should be trained on the course material 2- Prepare the Learners: here the instructor has to make sure that the learner should have the need tools and knowledge to attend the training like prerequisite, material needed, time to attend the training. – Arrange the Learning Space: room, chairs, tables, and projector. – Evaluation 1- Formative Evaluation (at each stage of EDDIE): The evaluation should be done through each phase of the EDDIE model. 1 . One-to- evaluation: This evaluation done one to one between the instruct and the l earner to check the effectives of the material to check its: 1. Clarity of the material: is the material clear and easy to Feasibility of the material: how practical is the material. 2.Small Group Evaluation: same as the above but for group(Clarity, Impact, Feasibility) 3. Filed trial evaluation: here we create real time rehearsal and check if the learners are able to utilize their raining to deal with the situation. (Clarity, Impact, Feasibility) 2- Assumptive Evaluation (at the end of the training): the purpose of this evaluation is to prove the worthiness of the training by evaluation the outcome of: 1. Reaction: getting the reaction of the learner about the training using agree-disagree. . Learning : knowledge (test), skills (performance test ), 3. Behavior : test in actual situation to check if the learner using the new knowledge and skills 4. Result: how does the training does affected the organization in profit, productivity, moral, Job satisfaction Performance management is a set of activities and evaluations that ensure the company is being effective and efficient in the process of meeting its goals and it is ongoing process that evaluates day-to-day performance.It analyzes different elements inside the company structure, such as the 1- performance of the overall company, 2- performance of a specific department, 3- performance process, product or service 4- performance of employee Managers and supervisors act as coach by setting realistic goals and encouraging the employee to achieve these goals, then measuring the result daily or weekly Performance management methods are more flexible than Performance appraisal, and its parameters more tangible concentrate on what an employee can realistically achieve in a day of work.Performance appraisal is intended to measure the performance of employees inside the company for a year. Performance appraisal can be considered as a single step in management performance-a step that focuses on the employee's past perfo rmance. Managers and supervisors act as Judge for the employee work performance by identifies weaknesses and strengths of the employee and set a plane to improve his knees ability utilizing his strength. Performance appraisal use structured and formal method in evaluating the employee, these evaluations consist of specific measures at specific area and they based on the company goals.Performance appraisal sets a high performance measurement to show employees what is expected and encourage them to meet those expectations. Performance management process is a systematic process that contains the flowing component: 1- Planning (Setting expectations) planning means setting performance expectations and goals for groups and individuals to achieve the company goals. Getting employees involved in the planning process will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done.Also this step measurable, understandable , and achievable. 2- Monitoring performance Monitoring well means continually measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals. 3- Developing. Developing means improve the capacity to perform and this can be done by addressing the developmental needs of their employees by training and improve the irking process to become more effective and efficient. 4- Rating.Rating meant rating the employee against performance standard by summarize employee performance, this rating help the manger compare the performance over time or between the employee 5- Rewarding. Rewarding means rewarding good performance and this can be by day-to-day recognition (like say thank you) or it can yearly like cash and time off. It Lifelong, self-monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them. Employer: The employer should build a career management pr ogram that's meet present and future needs of the company.Retirement Plans: How long I must be employed before you qualify to participate in retirement plans? Vacation and Paid Time Off How long is the yearly vacation? What is the standard time for the vacation? Disability Insurance: Does this company have disability insurance? Does the company have stock options? My benefit package that I will negotiate is: Medical insurance from the first degree, and it should include my family and my parents. Dental Insurance A bonus at the end of the year that does include at least two months' salary. 30-day yearly paid vacation.

Saturday, November 9, 2019

Seven Personal Qualities Found in a Good Leader

How often have you heard the comment, â€Å"He or she is a born leader?† There are certain characteristics found in some people that seem to naturally put them in a position where they're looked up to as a leader. Whether in fact a person is born a leader or develops skills and abilities to become a leader is open for debate. There are some clear characteristics that are found in good leaders. These qualities can be developed or may be naturally part of their personality. Let us explore them further. 1. A good leader has an exemplary character. It is of utmost importance that a leader is trustworthy to lead others. A leader needs to be trusted and be known to live their life with honestly and integrity. A good leader â€Å"walks the talk† and in doing so earns the right to have responsibility for others. True authority is born from respect for the good character and trustworthiness of the person who leads. 2. A good leader is enthusiastic about their work or cause and also about their role as leader. People will respond more openly to a person of passion and dedication. Leaders need to be able to be a source of inspiration, and be a motivator towards the required action or cause. Although the responsibilities and roles of a leader may be different, the leader needs to be seen to be part of the team working towards the goal. This kind of leader will not be afraid to roll up their sleeves and get dirty. 3. A good leader is confident. In order to lead and set direction a leader needs to appear confident as a person and in the leadership role. Such a person inspires confidence in others and draws out the trust and best efforts of the team to complete the task well. A leader who conveys confidence towards the proposed objective inspires the best effort from team members. 4. A leader also needs to function in an orderly and purposeful manner in situations of uncertainty. People look to the leader during times of uncertainty and unfamiliarity and find reassurance and security when the leader portrays confidence and a positive demeanor. 5. Good leaders are tolerant of ambiguity and remain calm, composed and steadfast to the main purpose. Storms, emotions, and crises come and go and a good leader takes these as part of the journey and keeps a cool head. 6. A good leader, as well as keeping the main goal in focus, is able to think analytically. Not only does a good leader view a situation as a whole, but is able to break it down into sub parts for closer inspection. While keeping the goal in view, a good leader can break it down into manageable steps and make progress towards it. 7. A good leader is committed to excellence. Second best does not lead to success. The good leader not only maintains high standards, but also is proactive in raising the bar in order to achieve excellence in all areas. These seven personal characteristics are foundational to good leadership. Some characteristics may be more naturally present in the personality of a leader. However, each of these characteristics can also be developed and strengthened. A good leader whether they naturally possess these qualities or not, will be diligent to consistently develop and strengthen them in their leadership role.

Thursday, November 7, 2019

Free Essays on Cognitive Behavior

Where did Cognitive Behavior Therapy come from? Cognitive behavior therapy was devised in the late 1950s and early 1960s by Albert Ellis, Ph.D. in New York and by Aaron Beck, M.D. in Philadelphia. Although they worked independently of each other, both Ellis and Beck had grown dissatisfied with the traditional psychoanalytic (Freudian) therapies that they thought were ineffective. They both trained with Freud. Both Ellis and Beck believed that peoples’ conscious beliefs and thought processes were very important in understanding how people became depressed, anxious, or disturbed. Freudian psychoanalytic theory, on the other hand, had tended to de-emphasize conscious thought. By the late 1950s, advances in behavioral science and experimental psychology had brought up questions of the main assumptions of psychoanalysis, and new theories of the human mind were coming about. â€Å"There are actually several kinds of Cognitive-Behavioral therapies (spelled behavioural in British English), and they all employ the same general premise: in contrast to the psychodynamic emphasis on insight into unconscious motivation, the cognitive-behavioral therapies emphasize the ability of people to make changes in their lives without having to understand why the change occurs. â€Å" (Richmond, 2001) What is the theory behind Cognitive Behavior Therapy? By 1962, research into human emotion had found that people’s thoughts, beliefs, and assumptions about events are important in guiding emotional experience (Carson, B.M. 2000). For example, important research showed that people tend to label their physiological arousal according to the environmental situation they perceive. Experiments demonstrated that the physical effects of adrenaline could be labeled as fear, anger, or giddiness, depending on the person’s assumptions and thoughts about their situation. Because people's thoughts had such powerful effects on their emotional experience and emotional ... Free Essays on Cognitive Behavior Free Essays on Cognitive Behavior Where did Cognitive Behavior Therapy come from? Cognitive behavior therapy was devised in the late 1950s and early 1960s by Albert Ellis, Ph.D. in New York and by Aaron Beck, M.D. in Philadelphia. Although they worked independently of each other, both Ellis and Beck had grown dissatisfied with the traditional psychoanalytic (Freudian) therapies that they thought were ineffective. They both trained with Freud. Both Ellis and Beck believed that peoples’ conscious beliefs and thought processes were very important in understanding how people became depressed, anxious, or disturbed. Freudian psychoanalytic theory, on the other hand, had tended to de-emphasize conscious thought. By the late 1950s, advances in behavioral science and experimental psychology had brought up questions of the main assumptions of psychoanalysis, and new theories of the human mind were coming about. â€Å"There are actually several kinds of Cognitive-Behavioral therapies (spelled behavioural in British English), and they all employ the same general premise: in contrast to the psychodynamic emphasis on insight into unconscious motivation, the cognitive-behavioral therapies emphasize the ability of people to make changes in their lives without having to understand why the change occurs. â€Å" (Richmond, 2001) What is the theory behind Cognitive Behavior Therapy? By 1962, research into human emotion had found that people’s thoughts, beliefs, and assumptions about events are important in guiding emotional experience (Carson, B.M. 2000). For example, important research showed that people tend to label their physiological arousal according to the environmental situation they perceive. Experiments demonstrated that the physical effects of adrenaline could be labeled as fear, anger, or giddiness, depending on the person’s assumptions and thoughts about their situation. Because people's thoughts had such powerful effects on their emotional experience and emotional ...

Monday, November 4, 2019

Worldwide View on the Death Penalty Research Paper

Worldwide View on the Death Penalty - Research Paper Example Moreover, criminal activities that may result in a death penalty are referred to capital offences or capital crimes. The phrase capital stems from a Latin word meaning execution that is undertaken through beheading (Hood 8). In previous times, capital punishment has been put into practice by a large number of societies. Presently, 58 countries aggressively put it into practice, and 97 nations have abolished it. The remaining nations have not employed death penalty for almost 10 years or only practice it in isolated occasions, for example, during war time. In addition, the death penalty is a subject of dynamic controversy in a number of states and countries, and opinions may differ within a sole cultural religion or political ideology. Article 2 of the Charter of Fundamental Rights of the European Union proscribes the employment of capital punishment. Presently, Amnesty International deems a large number of countries as abolitionist. In 2007, 2008, and 2010, the United Nations General Assembly adopted non-binding declarations requiring a global moratorium on executions, with an aim to ultimate abolition. Even though numerous countries have abolished the death penalty, more than 60% of the population of the world resides in nations where executions occur, for example, the United States of America, China, and Iran. Also, the United States of America and China voted against the resolutions of the General Assembly (Hood 54). This paper will analyze the worldwide view on the death penalty while looking at the trends that have affected obliteration of the death sentence in states that have abolished it, the movement towards global abolition of the death penalty, some of the major countries who practice the death penalty, trends between pro death penalty countries. It will also analyze the potential of abolition in these countries, the role of international organizations in the search for a worldwide abolition, and the differences that might exist in public opinion reg arding the death penalty around the world. The global death penalty trends are obviously in the direction of abolition. The practice of the death penalty globally has continued to reduce in size, and use of the death penalty has also been gradually more restrained in international law. Since 1990, approximately 3 nations have abolished the death penalty, and currently, 141 countries and almost two-thirds of the globe have abolished the death penalty or have terminated capital punishment in practice or law (Mandery 36). The Hungarian Constitutional Court asserted that the death penalty abuses human dignity and the inherent right to life as highlighted in article 54 of the constitution, on October 24th, 1990. This had the impact of abolishing the death penalty for all criminal activities in the country. The South African Constitutional Court affirmed the death penalty for murder as illustrated by the laws to be contrary with the exclusion of punishment, cruel, degrading or inhuman tre atment, or punishment under the nation’s acting constitution, on 6th June 1995. On 9th December 1998 the Republic of Lithuania’s Constitutional Court judged the death penalty for murder in the Criminal Code conflicts with the Constitution on protecting the right to life. The Ukrainian Constitutional Court asserted that the death penalty was not constitutional and the laws permitting it invalid on 29th December 1999. The constitution prohibits torture and inhuman behavior that abuses human dignity. On 11th November 1999 the Republic of Albania’s Constitutional Court declared the death penalty in peace time as conflicting with the constitution, which gives the

Saturday, November 2, 2019

The Changes in Business Strategies for the Royal Furniture Term Paper - 1

The Changes in Business Strategies for the Royal Furniture - Term Paper Example In order to cope with these challenges, Royal Furniture has to bring a positive change in the company’s overall structure through the integration of change management, organizational behavior, and corporate strategies. This is important to sustain long-term modifications because critics argue that change management comes along with unavoidable risks and failures (Burnes, 2009). Hence Royal Furniture would have to critically evaluate its past and present performance prior to making future strategies. The Royal Furniture is operating in the international furniture industry for more than four decades. However, the company is currently facing immense challenges in terms of business policies, structure, and people. For instance, competition is drastically increasing because competitors are implementing new management and marketing strategies. Moreover, the business environment all over the world is now dominated by customized products and services. This has persuaded many organizations to change their traditional business structure and policies. Globalization has greatly facilitated business expansion while unveiling new markets and business opportunities, but it has also boosted the competition in the international consumer market subsequently leading to the change in business environment (Gottschalk, 2007). The consumer mindset is transforming as per the latest trends prevailing in the society which has been facilitated by intense communication networks. Social networking and internet marketing has proved fairly beneficial to the progress and development of different organizations.Â