Methods section Essay Example | Topics and Well Written Essays - 1000 words

Strategies segment - Essay Example The genuine inspiration driving this exploration venture was to make sense of if a specific examination subject that was picked could work in an accessible or open setting. Any effects or discoveries clear in this investigation can be summarized to the populace that have comparable qualities as the example chose. To repay them for their time just as interest, the members were repaid $10 every hour. All members were guaranteed of secrecy to guarantee that they offer honest responses. The information has been aggregated from both essential and auxiliary sources. Cameron (2009) verified that while essential information is unique naturally and gathered from the picked test; the auxiliary subtleties are fundamentally past investigations on the current point. Both essential and auxiliary subtleties have been remembered for request to meet the examination destinations. The auxiliary information detail has gathered from: books, diaries, articles, site, online journals and past distributions. So the analyst doesn't need to dedicate cash, time, vitality, and different assets to this period of exploration. In addition, employments of writings and pictures will be taken a gander at for information assortment, and furthermore narratives and online studies. Further, meta-examination was utilized for the exploration examination; Meta-investigation joins the aftereffects of a few investigations that address a lot of related examination speculations. Hand looking of key diaries and checking of the reference arrangements of papers got is likewise essential. The key terms used to look through the database †should be created with care. The system is composed as an arrangement of necessities: incorporate papers with indicated terms, barring papers that don't meet certain measures. The instructional types of gear and materials that were utilized in the examination comprised of direct data just as encounters of the members with respect to the picked

Popular Culture of TV watching in USA and China

Internet Essay Example | Topics and Well Written Essays - 500 words - 2

Web - Essay Example , the web has gotten as powerful as the eye to eye communications, in giving political information to individuals, and prodding them to political activities. The web has affected the political associations of various areas of the world. This incorporates America, the Middle East, Africa, and the other whole world parts. In America, the change of legislative issues by the web was impacted by the 2006 white house and congressional choices. Web keeps on assuming a political job in the publicizing distinctive gathering up-and-comers, helping in party raising money, and the spread of both positive and negative data. In the USA, the two Democrats and Republicans have utilized the web in their political crusades. These host utilized their get-together online journals, competitor sites, utilization of email, and the intelligent sites to help their crusade procedure. This has been proficient in gathering swarms for rallies, fund-raising for the gatherings, and expanding the gathering inclination for individuals. What has quickened the utilization of the web is on the grounds that it is less expensive but then it is exceptionally proficient, contra sted with the customary strategies, which are moderate and including. Howard Dean is known for his utilization of web based life during his crusade for the Democratic Presidential ticket, through MeetUp.com, where he figured out how to get 190,000 online supporters. Through the web, Dean had the option to bring a huge number of dollars up in a matter of half a month. Aside from Dean, McCain likewise used the web in his crusades in the year 2000. He raised $6.8 million, and had 40,000 online supporters. This shows the web is compelling in political connections today (â€Å"Journalist’s Resource† Web). In the Middle East, there are worries that the web profoundly added to the political change as the Arab Spring, which began in 2011. The web is chiefly accused for affecting adversely the governmental issues in the territory, as it has added to the food, if not

International HRM A Case Study of Apple Inc.

Theoretical International human asset the board has become an essential endeavor in numerous global partnerships. Globalization, a significant driver of worldwide exchange, is one of the components behind this turn of events. Accomplishment in global endeavors is essentially determined by the contribution of ostracizes or worldwide assignees.Advertising We will compose a custom exposition test on International HRM: A Case Study of Apple Inc. explicitly for you for just $16.05 $11/page Learn More In this paper, a few issues identifying with these appointees were featured. They incorporate such issues as the different parts of pre-flight preparing, enrollment, and determination rules. Staffing systems were likewise audited in this investigation. The creator of this paper proposed an arrangement of estimating return on global assignments. The themes referenced above were investigated with regards to Apple Inc., a top positioning worldwide organization. The accomplishment of this associa tion is one reason why it was chosen for this examination. Catchphrases: International human asset the executives, worldwide chosen ones, global organizations, Apple Inc. Universal Human Resource Management: A Case Study of Apple Inc. In the ongoing past, there has been an expansion in the quantity of worldwide partnerships working on the planet. Such organizations are vigorously putting resources into the worldwide market. Various elements have impacted the development of these associations. They incorporate elements of worldwide exchange, amalgamation of the budgetary markets, and human movement. Different variables incorporate expedient development of capital because of globalization. Every one of these elements have encouraged exchange on the universal field. Human asset the executives involves the exercises did by associations to viably use their human asset. Therefore, viable human asset the executives at the worldwide level is a significant determinant of accomplishment in un iversal trade.Advertising Looking for exposition on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Human asset improvement at the universal level has generally centered around the detailing of powerful and exceptionally gifted workforce. By doing this, singular representatives and the association everywhere can understand their definitive objectives of serving clients. Apple Inc. is a serious worldwide organization in the correspondences and gadgets industry. It is a main planner, producer, and advertiser of interchanges and media gadgets. It is likewise engaged with the assembling and appropriation of advanced music players and versatile PCs. The organization has activities in various pieces of the world. It has a detailed global human asset the board framework. The present investigation tends to the component of worldwide human asset the executives with respect to Apple Inc. Different perspectives identified with the board of faculty in this association are inspected. They incorporate, among others, preparing of workers, arrangement over the world, and rate of profitability. The creator of this paper holds that powerful administration of human asset at Apple Inc. has added to the achievement of the association. Global Human Resource Management and Apple Inc.’s Experiences Components of Pre-Departure Training Overview. As indicated by Avril and Magnini (2007), pre-flight preparing furnishes exiles with the information and abilities required to endure following their quick landing in the foreordained nation of work. Basically, representatives going to work in another nation require data on different parts of the host country before they venture out from home. A portion of the things they have to know incorporate the way of life and customs of the host nation. They additionally should know about the language and clothing regulation proper to the new condition. What's more, global ch osen ones need data on business behavior in the new nation (Avril Magnini, 2007).Advertising We will compose a custom paper test on International HRM: A Case Study of Apple Inc. explicitly for you for just $16.05 $11/page Learn More Information on verbal and non-verbal correspondence, restrictions, rules, dynamic procedures, and business the board structures ought to be given to global workers during pre-flight preparing. Culture and customs of the new nation. Preparing on have country’s customs is basic in guaranteeing that the exiles adjust to the neighborhood culture. It is noticed that business tasks would be contrarily influenced if the personal conduct standards of the new workers struggle with the social desires in the host nation. For example, a US resident working for Apple Inc. might be sent to Saudi Arabia. Such a worker ought to know about how Saudi nationals respect liquor. Likewise, female representatives would be relied upon to adjust to the cultural desires wi th respect to their clothing regulation. Language. Language is a fundamental segment of correspondence in worldwide business. Exiles and inpatriates require something other than fundamental information on the host country’s language for successful execution of their assignments. Furthermore, they ought to know about non-verbal correspondence procedures. Such mindfulness would encourage correspondence in remote nations. Business decorum in the new condition. Business decorum may fluctuate between nations. In certain pieces of the world, governments control business approaches. For example, such components as duty approaches, power separation, and human asset the executives may contrast from one nation to the next (Katz Seifer, 1996). An exile supervisor at Apple Inc. would be required to comprehend the variety of such strategies. Inability to follow the new principles and guidelines would in all probability risk the activities of the company in the host showcase. Business the board structures and dynamic procedures. Various nations embrace various methodologies corresponding to business structures and dynamic strategies. For example, dynamic in high-power separation societies varies with that in low-power separation communities.Advertising Searching for paper on business financial aspects? We should check whether we can support you! Get your first paper with 15% OFF Find out More All things considered, a director working for Apple’s branch in Korea ought to know about the best way to deal with receive in coordinating representatives. The equivalent applies to a German worker working in Africa, where choices generally originate from the top administration. Reason for Utilizing the Pre-Departure Training Components Managers are required to successfully deal with representatives from various social foundations. The capacity of such directors most definitely influences the benefit of the organization. Individuals from various nations express their nationality and clothing regulations in an unexpected way. The methodology utilized by global appointees when managing certain issues may likewise contrast. Such issues as the need to decipher activities and remarks, foresee practices, and resolve clashes may emerge. Thus, concentrating on the different parts of pre-flight preparing would blend Apple’s activities with the truth in the host nation. Executio n Assessment among Expatriates Introducing evaluation. Evaluating the exhibition of ostracizes is a significant component in global human asset the board. The exhibition can be checked on utilizing various models. Such models incorporate deciding procedure execution and accomplishment of upper hand. As indicated by Caligiuri (1997), there are three models usually utilized in assessing exiles. They incorporate finish of outside assignments, execution on the remote task, and culturally diverse modification. The measures apply to all workers independent of the tasks of a specific association. Consummation of remote assignments. It is a significant conduct estimation. It is utilized in evaluating the consequences of errands appointed to outside representatives. Accomplishment under this rule is dictated by the capacity of the representative to finish their task without looking for move to another nation (Caligiuri, 1997). Untimely end means disappointment comparable to the exhibition of the ostracize. Much of the time, untimely end happens when the ostracize demands for move to home nation before finish of the task. The chosen one may likewise be mentioned to get back before they have finished their work. Multifaceted change. Acclimation to remote culture additionally decides the achievement of the appointee (Caligiuri, 1997). Powerlessness to acclimate to the host nation implies disappointment in the task. Fruitful modification shows that the representative is mentally open to working and living in the new nation. Balanced chosen ones are alright with the neighborhood culture. On their part, maladjusted workers think that its difficult to get by in the new condition. The bombed workers may rashly end their assignments (Suutari Brewster, 2000). Execution on the outside task. Worldwide companies anticipate that their workers should modify socially and stay in their remote posts. Likewise, the ostracizes are relied upon to effectively execute their assignments. As i ndicated by Caligiuri (1997), an enormous number of maladjusted remote representatives neglect to accomplish the conceived results in their work. There are different proportions of execution concerning remote assignments. They incorporate setting up working associations with local people. Others incorporate exchange of data and the language and social capability of the remote representative (Caligiuri, 1997). The measures are corresponding to the advantages of exiles to the worldwide enterprise. Enlistment and Selection Strategy for Apple Inc.’s International Assignments According to Suutari and Brewste

Free Essays on Artificial Intelligence

for example, â€Å"Wreck a pleasant beach† and â€Å"recognize speech† are two expressions that are phonetically fundamentally the same as, despite the fact that they share almost no importance for all intents and purpose. The quandary for PCs would not be one for people with their characteristic capacity to grasp and close the two contrasts and make the right presumption of the two. Notwithstanding the contention for getting language, we have various different issues that machines fa... Free Essays on Artificial Intelligence Free Essays on Artificial Intelligence As of late, the media has spent an expanding measure of communicate time on new innovation. The focal point of cutting edge media has been focused on the whirlwind of advances concerning computerized reasoning (AI). What is computerized reasoning and what is the media discussing? Are these innovations useful to our general public or unimportant oddities among business and promoting experts? Clinical offices, police offices, and assembling plants have all been changed by AI however how? These inquiries and numerous others are the worry of the overall population achieved by the absence of training concerning quickly propelling PC innovation. Man-made consciousness is characterized as the capacity of a machine to have an independent perspective. Researchers and scholars keep on discussing if PCs will really have the option to think for themselves at a certain point (Patterson 7). The by and large acknowledged hypothesis is that PCs do and will think more later on. Man-made intelligence has developed quickly over the most recent ten years primarily as a result of the advances in PC design. The term man-made consciousness was really instituted in 1956 by a gathering of researchers having their first gathering on the subject (Patterson 6). Early endeavors at AI were neural systems demonstrated after the ones in the human cerebrum. Achievement was negligible, best case scenario in view of the absence of PC innovation expected to figure such huge conditions. Man-made intelligence is accomplished utilizing various techniques. The more mainstream executions contain neural systems, disorder designing, fluffy rationale, information based frameworks, and master frameworks. Utilizing any of the previously mentioned plan structures requires a particular PC framework. For instance, Anderson Consulting applies an information based framework to business advance officials utilizing sight and sound (Hedburg 121). Their framework requires a quick IBM PC. Different frameworks may require considerably more strength utilizing intriguing PCs or workstations. Much more e... Free Essays on Artificial Intelligence Knowledge By: John Cruz Man-made reasoning once something that individuals thought could just come out of sci-fi books and motion pictures. In any case, today that could all change in light of a robot called Cog. Machine gear-piece is a man-made reasoning that it’s makers have given a body. He is the eventual fate of AI and a fresh start for the field. His maker , Rogney Brooks, an educator of electrical designing and software engineering, thought of making machine gear-piece, from motivation from a man-made consciousness that was portrayed in the film, 2001:A Space Odyssey. In the film, Hal, the AI, controlled an enormous space make. Rather than making a cerebrum in a container like in the film, Rodney is placing the brain of a human into the body of a robot. Gear-tooth isn’t yet a genuine humanoid robot. At this moment he is minimal more that a head, neck , shoulders, chest and midsection. He is roosted on a dark steel platform dashed to the floor of the Artificial insight lab at the Massach usetts Institute of Technology. Still no other machine has come nearer to the humanoid robots of sci-fi. Gear-tooth foretells the day wherein robots will associate regularly with us. Cog’s makers are attempting to do only that. Machine gear-piece is a long ways from what HAL was thought, since he has some life structures. HAL was simply fundamentally a cerebrum in a crate. What they are attempting to achieve with gear-tooth, is to outfit a mind with a body, that has sensors so it can find out about its condition all alone, much like a baby does. Making a humanoid was a major jump for Brooks. His last endeavor in to the AI world established a major connection with the man-made brainpower network. He made little robots the dashed around like creepy crawlies. For reasons unknown, however, that these little animals share much for all intents and purpose with Cog. The two of them do no utilization the typical AI approach that most other Mobil robots use. These different robots, wo uld need to convey a total guide of the world that the machine will experience. That would work balance... Free Essays on Artificial Intelligence â€Å"Artificial Intelligence (A.I.) is the science and designing of building astute machines.† Within this interesting field there are three primary schools of AI: individuals attempting to show what people do (kind of brain science based) individuals attempting to make what individuals improve (apparatuses for people), and individuals who are attempting to fabricate new instruments with â€Å"far out† abilities. Thinking about the three schools of man-made reasoning, they all compound to one point; individuals attempting to assemble machines that would demonstrate what people do. Copying human conduct as the primary objective is by all accounts a truly achievable one. To duplicate human conduct you should additionally dissect what individuals do easily. Consider what we do subliminally absent a lot of exertion is extremely hard to a PC. We do various; even numerous assignments at the same time that can make a machine stagger more than once attempting to imitate us. First we have our essential want of imparting, which comes extremely simple to us however to a machine to get language and use it in like manner would be exceptionally troublesome. The purpose behind this is language has various issues related with it. One issue would be essentially the linguistic structure of the sentence structure. There is innovation even today available that includes discourse transcription to make word handling significantly increasingly open and simpler for people. Steadily as the developers chipped away at their programming they despite everything experienced one significant quandary related with their product bundle. A series of words, for example, â€Å"Wreck a decent beach† and â€Å"recognize speech† are two expressions that are phonetically fundamentally the same as, despite the fact that they share almost no importance practically speaking. The predicament for PCs would not be one for people with their characteristic capacity to understand and close the two contrasts and make the right supposition of the two. Notwithstanding the contention for getting language, we have various different issues that machines fa...

List of Topics For Presentation

List of Topics For PresentationList of topics for presentation: This is an easy one! In your last meeting, you presented your topic to a group of people. You've given them a presentation outline, a draft, and a sneak preview of the presentation that you're going to give on the date, at the location, and at the time you planned. Now you're left with a few days to work on the content of your presentation.Include some preparation, a review of notes, and practice on your topics. Have your audience ready. Choose a good spot (usually a public place), use a real audience member for a practice presentation, and then play it back on the video you recorded. Keep practicing until your material is smooth and easy.Subjects in a presentation should include the subject of your topic, the audience's interest, and you. Make sure you know your audience well and that you can speak to them well.Include the main theme of your presentation. You can also use thematic topics for your examples in your slides . Just be sure to use real examples rather than 'what if' scenarios. Otherwise, you won't be able to demonstrate how your software would make your task easier.Choose what your audience's needs and interests are. Then make a map of where and when your audience would like to see your product. Look at the various options and choose the one that meets those needs.Start designing in early February so that you can go to your clients by industry standard. Don't rely on the commission they're paying you to come up with a rough estimate. You can do this yourself in Microsoft Visio, if you're so inclined.Finally, be sure to plan for things that may change. For example, people may want to bring along friends or family members. You should know if you'll need to adjust your schedule if this happens.Once you've done this, you should have a detailed, clear, and updated web site. If you'd like to personalize your presentation, talk to the web site design company. Then you'll be able to give your cl ient a very good and personal presentation.

Indian Watch Industry - Free Essay Example

1 ELECTRONIC WATCHES 1. 1 GENERAL Electronic Watches were introduced in the world market in the early seventies. They came to India in 1979 but had to be withdrawn due to problems with the product. HMT Ltd (HMT) introduced its electronic watches in 1981 and was followed by Hyderabad Allwyn Limited (Allwyn). Organisations such as Electronics Corporation of Tamil Nadu (ELCOT), Semi Conductor Complex Ltd. (SCL), etc. introduced watches but were not successful. By mid eighties many smaller companies, originally manufacturing mechanical watches, diversified into electronic watches. In 1987 Titan Watches Ltd. (Titan) ajoint venture ofTata Sons and Tamil Nadu Industrial Development Corporation entered the market and shortly established itself as a major manufacturer. 1. 2 INDUSTRY STRUCTURE The electronic watch industry is dominated by HMT, Allwyn and Titan. They command about 80% share of the organised sector. Therefore, the study concentrates on these manufacturers, though issues pe rtaining to smaller companies are addressed. The installed capacity of the industry is 10. 8 million pieces. A large unit, Indo French Times, with a capacity of nearly 2. 0 million pieces is lying idle due to some internal problems among the promoters. The production at present from the industry is around 6 million watches. While HMT and Titan operate at 70% 80% capacity, others work at very low capacity. In the case of Allwyn, the company is facing various problems. Titan Timex has just completed one year and is still in its gestation phase. The other small companies work at low capacities as their market reach is limited and are not able to compete with the big companies. In terms of importance in the market, Titan has a share of about 58%, HMT 29%, Allwyn 5. 5% and 7. 5% with others. However, including mechanical watches the market shares are : HMT 63%, Titan 18%, Allwyn 8% and others 11%.

Treblinka Reflection - 1018 Words

Treblinka, 1941 - one of the events in history during the Holocaust that will never be forgotten by the Jews. It is one of those moments where Jews come together in the hardest of times to create, in a sense, peace amongst themselves. Not only did the Holocaust affect the Jews physically and mentally at the time, but it also greatly impacted their lives after the horror. Some victims of the Holocaust, the worst atrocity committed in humankind’s history, find it extremely difficult to open up and talk about their past because they dont want to remember any part of it. However, most survivors choose to share their stories with the younger generation in order to pass them onto future ones. Despite the torture and cruelty that the survivors†¦show more content†¦The German police chief lined them up and began transporting everyone to the extermination camp in Treblinka. As they lined up to board the trains, a Nazi officer stoped in front of Isaac and told him to get out of the line. He was paralyzed with fear as he watched his mother, sister, and two beautiful nieces board the cattle wagons. The door slammed shut on them and the lines of people continued to move forward onto the next wagon. Somehow he won a ticket to live that day and knew he should get out of there fast. But just ahead of him, he saw Rosa - the beautiful, kind, selfless girl from his building. Isaac realized he must act no matter what the cost. He mustered up all the confidence left in him and told the officer, â€Å"that’s my sister. I want to be with her.† The Nazi approached Rosa and asked if Isaac was her brother. She said yes and, sure enough, the Nazi allowed her to get out of line and leave with Isaac. Later on, they survived together working as slaves in an ammunition factory for 4 years. That line to Treblinka was not the last time they escaped death, but the hope they found was able to put all their miseries aside. Rosa never once doubted the true love they h ad for each other and was, therefore, eager to get married in the ghetto despite the risk they would be taking. She was confident that they would survive and she is stillShow MoreRelatedEssay about A Glimpse at the Holocaust 978 Words   |  4 PagesIt entailed hard physical labor, tiny rations of food, prisoners slept three or more people per crowded wooden bunk without mattresses or pillows and torture and death were frequent. There were six extermination camps: Chelmno, Belzec, Sobibor, Treblinka, Majdanek, and most infamous, Auschwitz. Majdanek and Auschwitz served as both concentration camps and extermination camps. Auschwitz was the largest concentration camp. It is estimated that about 1.1 million people were killed there. The JewishRead MoreEssay about Extermination Camps2646 Words   |  11 PagesBelzec), and Treblinka (northwest of Sobibor). The Treblinka camp, capable of fitting over 4,000 persons into its massive chambers, murdered between 900,000 and 1.2 million Jews. Gassings were finally halted in August 1943 as Auschwitz and Zyklon-B became more effective in carrying out Nazi atrocities. The Sobibor extermination camp ended its gassings a few months later. Many Jewish uprisings occurred at these two camps, leading to the death of one prominent SS guard Max Bialas of Treblinka. Ukranian

A Brief History Of Field Hockey Essay - 1949 Words

Introduction A Brief History Field hockey originated about 4000 years ago (iSport, 2016). Ancient drawings were found by archaeologists in the Beni Hasan tombs in the Nile Valley in Egypt of men playing a simpler version of the game (Man, 2016). In the middle ages various â€Å"hockey-like games† emerged in different European countries, â€Å"Cambuca† in England, â€Å"Shinty† in Scotland, â€Å"Jeu de mail† in France and â€Å"Het kolven† in the Netherlands (iSport, 2016). The modern hockey we know today was formed in the mid-1800s in England (BC, 2016). The Rules The rules of field hockey are very similar to the rules of soccer except that players must use their sticks instead of their feet to play the ball (Federation, 2015). There are 11 players on a team made up of a goalkeeper, defenders, midfielders and forwards, the only player on the field who is allowed to use their feet and hands as well as their stick is the goalkeeper (Federation, 2015). Probably the key rules differential between field hockey and soccer lies with there being no offside rule in field hockey allowing for an extremely fast, potentially high scoring and exciting game. The Game Field Hockey is an eleven aside game played on a pitch 100 yards by 60 yards with a ball which has a 23cm circumference (Federation, 2015). Each player has a stick with a rounded head to play the ball with and the objective is to score goals by putting the ball in the opposing team’s goal. Sticks are anywhere between 28 inches and 39 inchesShow MoreRelatedTaking a Look at Hurling812 Words   |  3 Pagesthe worlds oldest and fastest paced sport in history. Its roots have prehistoric origins and have been played for over 3,000 years, even older than recorded history of Ireland, which is its national game of play. The history itself of hurling is longer than the Bible and often unclear. Nonetheless hurling is an incredible sport full of rich history and a truly rigorous sport. Since hurling is not a well-known sport to us Americans, I’m going to give a brief background of the sport and how it is playedRead MoreSports-Cultural Comparison2563 Words   |  11 Pagesof coverage those main sports receive, Americans are sometimes unaware of what other cultures have to offer. Whether they are being played, watched, read about, or dreamed about, sports are everywhere, as are the cultural differences within them. A brief look at five different sports will reveal just a few of these differences, ranging from variations in rules to sports that are beginning to gain popularity to sports that are almost completely unknown in the United States, as well as show the effectsRead MoreEssay about Walla Walla University and Oregon Institute University927 Words   |  4 Pagessports offered but the different levels they have them in allows a lot more access then some of the bigger government owned schools. Here is the list I have compiled of sports played at WWU: Badm inton, Basketball, Football (non-tackle), Gymnastics, Ice Hockey, Racquetball, Soccer, Softball, Table Tennis, Tennis, And yes there is Volleyball. WWU is a SDA school so competition and sports are not the highest thing on their agenda. This shows in some of the other activities provided. Campus Ministries, ChoralRead MoreOutliers : By Malcolm Gladwell1917 Words   |  8 Pagesroster of professional hockey players in 2007. Malcolm describes it as follows, â€Å"Here is the player roster of the 2007 Medicine Hat Tigers. Take a close look and see if you can spot anything strange about it† (Gladwell, 21). This quote is followed by a chart of the birthdays and names of all of the players. Later in this chapter Malcolm uses this data and replaces the names of the players with their birthdays to describe a hockey play to show the correlation between successful hockey players and when theyRead MoreRecent Epidemiological Studies Have Linked Mild Traumatic1509 Words   |  7 Pagesi s a tool used for the sideline evaluation of athletes who suffer a head injury. The SAC measures orientation, immediate memory, concentration, delayed recall, neurologic screening, and exertional maneuvers. SAC also includes a graded checklist, a brief neurologic examination, and records the presence of post-traumatic and retrograde amnesia. The validity of SAC in the absence of baseline score is uncertain. The Post-Concussion Symptom Scale and Graded Symptom Checklist uses a seven-point scale includingRead MoreGlobal Business Cultural Analysis Barbados Essay2833 Words   |  12 Pagesthe nice weather and can sponsor sporting events all year round. In the last ten years the island has hosted several sporting events such as cricket and field hockey. The government had two objectives in sporting tourism, first to build or renovate sporting facilities in order for the Barbadian athletes to play with other countries in field hockey as well as cricket and second was to have tourists to arrive all year round whether for vacation, conference or sporting event. This way income comes inRead MoreSports : The Implications Of Mild Traumatic Brain Injuries1797 Words   |  8 Pages Concussions in Contact Sports: The Implications of Mild Traumatic Brain Injuries in Young Football Players. Marcus Grant Fanshawe College From the inches that make up a yard, to the ice that hockey players skate on; the fast-paced world of contact sports is becoming an increasingly popular area of neurological study. When a player sustains an obvious injury such as a broken arm or even a simple bloody nose, effective diagnosis and treatment can be implemented to ensure he or sheRead MoreSports17369 Words   |  70 PagesIntroduction Conceived as a supplement to Sportscasters/Sportscasting: Principles and Practices, this collection of exercises adds to the pedagogical mix. Following the outline of a broad approach to understanding the topic—which includes the history, economics, audience, media, sociology, practicality, and future concerns of sports and sportscasting, it has this general outline: Chapter l. Introduction to the study of sportscasters and sportscasting Chapter 2. The historical development of sportsRead MoreSports17363 Words   |  70 Pages Introduction Conceived as a supplement to Sportscasters/Sportscasting: Principles and Practices, this collection of exercises adds to the pedagogical mix. Following the outline of a broad approach to understanding the topic—which includes the history, economics, audience, media, sociology, practicality, and future concerns of sports and sportscasting, it has this general outline: Chapter l. Introduction to the study of sportscasters and sportscasting Chapter 2. The historical development of sportsRead MoreIn What Ways Did Sport Reflect Amercian Society in the 19th Century2054 Words   |  9 Pagesthese problems will never go away. So is it wrong to judge America for its sporting/sociological crimes of the past? When looking at American society now it is still divided between sports which are seen as black and white, white sports such as ice hockey played in the northern states, and NASCAR in the southern states, black players are few and far between while Basketball is predominantly fille d with black players. The truth is sport will always divide, the most recent divide in sport has come with

Speech Anti Hate Speech - 839 Words

In 2010 during the funeral of U.S. Marine Lance Cpl. Matthew A. Snyder a group of protesters from Westboro Baptist Church of Topeka, Kansas appeared at the cemetery, carrying anti-gay signs and shouting anti-gay slogans. The late U.S. Marine’s father, Albert Snyder, later sued the protesters for inflicting emotional distress to himself and his grieving family and won a jury award. The protest is one of many examples of hate speech, which is defined by Merriam-Webster dictionary as â€Å"speech expressing hatred at a particular group of people.† In some countries, like Germany, hate speech is a crime that is punishable by fines and years in prison. In the United States, however, hate speech is protected by the First Amendment. Due to recent†¦show more content†¦In his Ted Talk, â€Å"A conservatives plea: Lets work together† he speaks, among other things, about how and why he became conservative, even though he grew up in a liberal family. His speech does n’t even mention race, gender or anything like that. He explains that he became conservative mostly because he believes that Republicans have a better solution to poverty. So, yes, there are conservatives who use their opportunities to speak only to express their hatred towards particular groups of people, but there are also those who only want to speak about issues that are important to them, and sometimes solutions to those issues. Of course the misunderstandings around hate speech don’t end there. Those in favor of criminalizing hate speech often cite other western countries where hate speech is already punishable by law. Most conspicuous example being Canada, where section 319 subsection 2 of the Criminal Code explicitly states that willful promotion of hatred, other than in private conversation, may result in prison sentence of two years. What often seems to be left out is subsection (3) where defenses for this law are described, one of them being â€Å"No person shall be convicted of an offence under subsection (2)†¦ if the statements were relevant to any subject of public interest, the discussion of which was for the public benefit, and if on reasonable grounds he believed them to be true.† So, while yes, some countries do have laws prohibiting hate speech,Show MoreRelatedFree Speech vs Hate Speech Essay1647 Words   |  7 PagesFree Speech vs. Harmful Hate Speech Freedom of speech is instilled at the beginning of the Bill of Rights and it allows citizens of the United States to express their opinions without being afraid of what might happen to them, much like in other countries. Many times people are directly or indirectly harmed by others’ actions that are considered a right under the freedom of speech clause. Though, some people worry that if we do not allow for complete freedom of speech, it is hard to figure outRead MoreThe Broad Term Of Freedom1646 Words   |  7 Pageslegal one and on this essay I am going to focus on free speech. As The First Amendment says â€Å"Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the government for a redress of grievances† (Cornell Law). Following this, I believe everyone is entitled to their free speech, but as flawed humans being we always cross the lineRead MoreProtecting The Rights Of Minority Groups1538 Words   |  7 Pageshowever, being a liberal society also means that there ought to be a responsibility to protect vulnerable minorities from being harmed by hate speech. 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Relationship of Beatrice and Benedick in Act IV Sc Essay Example For Students

Relationship of Beatrice and Benedick in Act IV Sc Essay ene I of Much Ado About NothingAct IV scene i is a turning point for Beatrice and Bene*censored*. At the beginning of the play they both pronounce their desire to never marry. However, at this point in the play the two say that they are in love, when unbeknownst to them they have been tricked into loving each other. The scene after the wedding in Act IV scene i is the first one where the two have been alone together since they have both heard their friends talking. The turning point comes when Bene*censored* decides to stay with Beatrice who is helping Hero, instead of leaving with the other men. In this scene we begin to see how Bene*censored* has begun to shift his loyalties from Claudio to Beatrice. When Bene*censored* pronounces his love to Beatrice by saying â€Å"By this hand, I love thee† (324-325) she responds by telling him that he should use his hand for something other than swearing his love; he should use it to kill Claudio for believing the lies about Hero and leaving her at the altar. The sharp contrast between Hero and Beatrice is what sets this scene into motion. Hero is a meek woman who does not challenge the rules of society. Beatrice knows that the way that women are treated is wrong and she does what she can about it, such as using her words. However, she needs Bene*censored*s’ help in order to achieve her plan of getting revenge on Claudio for Hero. Throughout this play Beatrice keeps saying what she would do if she were a man. In this scene Beatrice asks Bene*censored* to kill Claudio because he is a man. She may love him, but at this point she is only trying to persuade him to help her, she is not thinking about her love for him. The way that this scene is set up gives Beatrice the upper hand, because she knows what she wants (Bene*censored* to kill Claudio) and what she feels (perhaps the beginning of a love for Bene*censored*, but more likely, a strong desire for revenge). The fact that Beatrice is in control in of this situation is ironic because the man is the one who would usually be in control of any situation of that time. However, Beatrice is using her only weapon, words, to persuade Bene*censored* to help her, it is giving the illusion that she has more power than she truly does. When Bene*censored* agrees to challenge Claudio, Beatrice achieves a small victory. She has used her weapon (her words) to the best of her a bility and she has won. It is at this point that Beatrice allows herself to show her feelings for Bene*censored*. While it might be true that Beatrice and Bene*censored* do have feelings for each other that were prodded by their friends, they must have had these feelings for a while in order to show them. Bene*censored* was afraid of rejection and the stories that he heard his friends tell gave Bene*censored* enough courage to take the next step and show his love for Beatrice. Beatrice, however, is testing Bene*censored* in this scene to see if he loves her enough to get revenge on Claudio that she feels that Hero deserves. It is only once Bene*censored* agrees to help Beatrice that she shows Bene*censored* that she does have feelings for him. Bibliography:

A Case Study free essay sample

A case study submitted by a student involves problems that crop up in a dormitory kitchen. The facts of the case include the notion that there were about a dozen workers in a cafeteria and that for quite awhile, no one is overworked and it is generally agreed that the food is good. The cafeteria worked in an organized fashion and menus were simply repeated. Most of the workers were middle aged or older and had no young children at home to tend to. Many of the workers were women, attended the same church and would cover for each other in the event that one of the workers was ill.In fact, it was a desirable situation and the people got along very well with one another. There was no air conditioning, or dishwashers, and no modern conveniences in general. Everything changed in 1975 when the dorm was rebuilt and the kitchen was also given an overhaul. We will write a custom essay sample on A Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Yet, while the employees of the Old dorm kitchen were retained, an additional ten employees were added and a more significant structure was implemented. There was an emphasis on quantity and everything seemed to have expanded. With new schedules, the women rarely saw one another.Negative feelings emerged as this small dorm kitchen grew from feeding thirty to three hundred and the old workers were not satisfied with the quality of the food. Another concern had been in regard to one of the new employees who was hired for the morning shift. She was loud and disruptive and so obnoxious that two of the workers threatened to quit if she were to stay. The morning crew consisted primarily of the old workers and the new people were scheduled for the evening. It made sense because the old crew was used to early hours. However, that meant that the new crew was largely inexperienced in that facility.Some of the new workers were inexperienced in the field as well. Also, the evening crew did not like the fact that they were made to clean up whereas the morning crew did not have such duties. There were also problems with the part-time student workers who mostly washed the dishes; although they were aware of the management problem, they basically did their jobs and tried to leave quickly. However, at some point in time, it had become apparent that things are not well in the Iris Hall Dormitory Kitchen. While things had gone smoothly for ears, change had created a situation where there is almost a merging of corporate cultures.While this is not a merger, the fact that two crews surfacedone with experienced workers at the facility and one with all new workerscreated much tension. By not having time to work together, each shift does notice what the other shift had not completed and in some way, each crew is pitted against the other. It is easy to blame the other shift for work that had gone unfinished. Another problem is the simple fact that the change has taken a toll on a work community that was tightly knit. Expansion means change and progress is something that many workers who have been set in their ways, resist. It is understandable.These workers enjoyed the quaint atmosphere and the flexibility of their jobs. They could cook, create menus, make decisions and trade places. With new management and two shifts, there were other concerns. Also, the addition of a disruptive worker in the morning is not conducive to creating the environment necessary for the cafeteria to do well. The situation requisites that some decisions be made. What needs to be done regarding the problem employee, the problem in respect to who reforms clean up tasks, the poor morale of the first shift and the fact that the second shift is not properly trained?The newly hired cafeteria supervisor is responsible for making all of the decisions in respect to the named problems. The causes of the overall situation may be attributable to the fact that the facility had undergone expansion. This accounts for the poor morale. However, the fact that the second shift is not properly trained and that there is confusion in terms of who performs what task is related to the lack of proper organization. The supervisor needs to employ techniques in order to alleviate the problems that should be easily resolved.Morale is a bit more difficult, particularly because the supervisor is new. Finally, the fact that one problem employee has arisen may have to do with the fact that she was put on a schedule with employees who have seniority. The fact that she is bossy is perhaps a misconception as the original workers may expect her to act as if she is a subordinate. The reality is that she may have just as much a right to make suggestions and change the way in which something is done as any other cafeteria worker. Still, this is a serious problem that needs to be addressed.One major factor that is behind much of the problems is the fact that there is little in the way of organization. The supervisor has not scheduled specific duties, or made an attempt to split up some of the cleaning tasks. Also, if more directives were provided, there would be less leeway in terms of how things are done and the problem employee may not stand out as much. Also, if the operation were more organized the second shift staff would have been properly trained. This factor has a significant impact on the situation and all take holders should be concerned. A Case Study free essay sample A study of a computer operating systems upgrade project for AK Ltd. a manufacturer of data storage devices. This report identifies both the technical and human areas associated the selection of the new operating system for the computer. It describes a survey that was conducted to assess employee feelings about the old system and assess potential reactions to the new system. The paper analyzes the differences between the companys existing UNIX-based Linux system and the proposed Windows XP system. Table of Contents Abstract Introduction Project Definition and Objectives Literature Review Factors Involved in Choosing an Operating System Traditional System Life Cycle System Needs Information Archiving and Data Storage Security Types of Operating Systems Choosing an Operating System Unix, Linux and Windows The History of Unix and Windows The Linux Operating System The Windows Operating System Other Operating Systems The True Cost of an Operating System A System Analysis Types of Information by Department Information Isolation and Integration Perceived Security Needs Computer Literacy and User Questionnaire User Survey Results Final Conclusions and Recommendations How This Will Improve the Company Training Implementation Strategy Recruitment and Selection Overcoming Resistance to Change Self Critique Works Cited APPENDIX I: Windows vs. We will write a custom essay sample on A Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Linux APPENDIX II: User Survey Changing the computer systems at A Ltd. is only one of the major changes caused by its massive expansion. The company is undergoing many policy and structural changes as well. The command structure of the company is being re-structured and the managerial and departmental hierarchy is changing as well. A Ltd. began as a small family business and is now on the verge of becoming a world player. The same strategies and structure that worked as a small business no longer work efficiently for a large corporation.

Solution HBS Case Study Kent Chemical free essay sample

Could the KGB Concept Have Worked? This paper provides a sample analysis and solution to the fictive Harvard Business School case study on Kent Chemical Products (ICP), an 191 7 founded Ohio-based global leading chemical company. ICP produces plastic additives and further specialty chemicals and tats Americas largest supplier in this sector with revenues of $2. 2 billion in the year 2007 (Bartlett Wining, 201 2, p. 1). The case is set in July 2008, about the time when the recent global recession had been looming. The companys situation is considered from the perspective of Kent Chemical Internationally (KC, a ICP subsidiary comprising the international divisions) President Luis Morale, who is the major decision maker in the case. Other key decision makers are Kent Chemical Products CEO and Chairman Ben Fisher, his son and Vice Chairman Peter Fisher and he President of Kent Chemical U. S. Angela Peers. Throughout great parts of the 20th century, Kips operations and sales remained mainly focused on the united States. We will write a custom essay sample on Solution HBS Case Study Kent Chemical or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page By the end of the century, in the year 1 999, only 1 1 % of KCs total revenues came through exports from outside the IS. S. , licensing agreements and minority Joint Ventures (Jobs). From the year 1 998, initiated by its newly appointed CEO Ben Fisher, the company began to pursue a more global strategy to stimulate further growth and thus wanted to become a company that develops, manufactures, and sells worldwide (Bartlett Wining, 201 2, p. 3) by increasing its international alignment and global expansion ambitions. As a result of Kbps new strategy, reinforced by the overall globalization tendency of the world economy, the companys international sales as a proportion of total sales had climbed to 25% in 2007, where most progress in expanding international sales had been made until the year 2004. After Morale began implementing the global integration strategy by taking majority interests in Kips offshore Jobs, acquiring further foreign companies and generally intensifying international manufacturing ND sales, he was facing various problems. His most obvious problem was that Kbps international sales and income and thus overall firm growth have plateau, since Kips international business has been the main driver for its overall firm growth. However, since 2004 only little progress has been made in expanding international sales. The company has only grown moderately at a much lower rate in the recent years after 2004, profit margins have declined and ICP has even shrunken in terms of sales volume after 2006. The reason for the decline in Kens profitability in the recent years, especially between he years 2006 and 2007, is the sharp increase in manufacturing costs, while sales volume has increased only moderately. This is probably a first impact of the impending global recession that is an additional external problem Morale and his company are facing and that piles the pressure on him to find a fast and sustainable organizational solution to set up the company for tough years to come. This urgent need for an organizational change leads to the heart of Kens problem, which is one of organizational structure and hence certainly the main reason restraining Kips further growth. In detail, Kent definitely suffers from its inability to adequately coordinate its businesses due to its misbranded organizational set-up. Therefore both: in terms of the structure of Kens international organization KC and especially the organizational linkages between the domestic and overseas divisions, withholding the company from adequately coordinating issues with global implications. In addition to these problems regarding Kens overall organizational structure and organizational linkages, there are also the more intangible continuing problems of poor relations and communication teens the domestic-based business and the international subsidiaries. These manifest themselves as several facts: First of all, the U. S. -based organization failed to adapt demands for change, second, the U. S. -based business divisions have been unwilling to grant any autonomy to the international divisions and third the international subsidiaries, having a long history of independence, reacted to such treatment by resisting to being controlled and or managed by the domestic-based business divisions. These problems Luis Morale faces as the President of KC when he began pursuing n international expansion strategy. In the chapter 2, the problems will become investigated more detailed to show where the different causes for unsuccessful organizational changes come from. The strategies used are closely related to the theoretical coordination / configuration framework (Porter, 1 986) and also in conformity with empirical evidence according to a current McKinney study (Gibbs et al. , 2012). Both stated that organizations get more difficult and complicated to manage once they pursue global growth and thus become larger, more international and more complex. In detail, it is dated that the two dimensions of configuration and coordination are positively correlated, where configuration comprises where and at what scale primary activities of the firm are conducted and coordination defines to what extent and how these activities need to be coordinated (Porter, 1986). The relationship between these two variables is exactly what the case of Kent Chemical Products shows and corresponds to the fundamental organizational challenge lying ahead of ICP. . 2 Link of Kips Strategy to Porters Generic Strategies Porters framework of generic strategies include three different approaches a firm can follow in order to be successful. Those are named cost leadership, differentiation and focus. The differentiation strategy, according to Porter, requires special skills and resources such as strong marketing abilities, product engineering, creativity and a corporate reputation for quality or technological leadership. Furthermore, Porter stated that companies following the differentiation strategy pursue to attract highly skilled labor, scientists, or creative people. According to the stated definition, Kips chosen strategy can be linked best to this theory amongst the Porters three generic tragedies, since ICP is a chemical company, following a scientific approach strongly engaged in product engineering and RD and thus relying on its strong reputation for quality and technological leadership. A tailored marketing and above all highly skilled and creative employees are also key success factors. However, following a strict cost leadership strategy or even partly (with reference to the focus strategy), would never be viable for a firm operating in this extremely capital demanding chemical/technology industry, carrying a huge responsibility due to the nature of its products and being giggly dependent on its high RD expenditures. 1. 3 A Suitable Vision for ICP and KC Following a potential vision conceivable for the companies ICP and KC: We are the worldwide technological leader in the chemical industry. Our customers view Kent Chemical as their partner of choice. Our highly innovative products and intelligent solutions make us the most competent global supplier in the chemical industry. We generate a high return on our assets, while we strive for sustainable development and aim for making peoples lives better, safer, and healthier. We, the employees of Kent Chemical, welcome change as an opportunity and together ensure our success. 1. 4 Kens Fundamental Organizational Challenge Kips fundamental organizational challenge is to cope with its transition from a domestic-oriented organizational structure to a truly multinational structure. Relating to Daft (2007), pointing exactly this process of firm development, he argues that organizations typically transit from domestic- oriented to global organizations following certain stages. It defines four different stages of organizational development. Stage one is labeled the mystic stage, in which the company is highly domestic-focused with few initial foreign activity through export. The second stage is the international stage of an organization, wherein companies pursue an export-oriented multi-domestic strategic orientation. In this stage, the company typically establishes something like an international division instead of having just an export department and hence competitive issues in each country are now independent of other countries. Stage three is called the multinational stage, wherein the company has made extensive experience in several international arrests, maintains manufacturing, Research and Development, and marketing units in a number of countries and probably of utmost importance, obtains a huge percentage of total reeve uses from sales outside its home country. In the fourth and final stage of organizational development, named the global Stage the companys strategic orientation is absolutely global, covering any single country and its organizational structure is that of a transnational matrix. Therefore corporations in the fourth, global stage such as global players like Nestle, Enhances-Busch Ellen or Procter Gamble no anger associate themselves with any domestic country. When Kbps CEO and Chairman Ben Fisher announced in 1998 the companys international expansion strategy, he attempted to progress to the third, so called multinational stage. However, ICP currently appears to still stuck in the shift from stage two, the international stage, to stage three, the multinational stage. As the development of Kens foreign-to-total-sales ratio and thus the growing importance of its international segment shows, some considerable progress in Kens internationalization has been made. Nevertheless it is obvious that ICP has not yet successfully made the structural transition from the international to the multinational stage of an organization, which will be Kips fundamental key challenge for years to come. Even though the firms CEO Ben Fisher established KC as a separate corporate entity within the Kent Chemical group, effectively KC is not acting as more than an international division (second stage) bound into a still predominantly domestic-oriented company. There is still only poor coordination and communication but a lot of conflict between the U. S. -based and oversea divisions, which should be poised urgently. In order to finally realize the transition to the multinational stage and to generate further growth through increasing international sales, it will be of utmost importance for Morale and the other executives to abolish the existing lack of coordination on issues with global implication in order to be able to coordinate price, product, or sourcing decisions globally. Furthermore Kips strong domestic orientation needs to become given up to provide the international subsidiaries with more autonomy and scope for decision-making and use their specific knowledge to tailor Kips products and racketing efforts to the individual demands and needs in the different countries. 1. 5 Task Analysis and Role Assignment Luis Morale as the President of KC, Kens international subsidiary, assisted by the implemented Gabs, bears the brunt of finally ensuring more coordination and integration within the Kent group. Morale saw the integration failure mainly as a failure in conflict management, while in retrospect there is no doubt that the assignment of roles and tasks thus far was a major reason for the failure of Silks integration process. While Morale hoped the global business directors (KGB) for each product division would unction as an integrator between Keens domestic and international divisions, implementing the Gabs did not help to integrate KC at all. Besides the problems concerning role assignment especially with focus on heritage and regional expert knowledge (more detailed explained in part 2), also mistakes have been made in setting the individual tasks within the integration process. Morale definitely failed in defining the tasks of the Gabs sufficiently, so they defined them for themselves, what in combination with their overall U. S. Soused attitude were doomed to failure. With all this in mind, it was also a ajar flaw to make the Gabs the chairs of the subsequently established world boards, since their acceptance and reputation has been damaged in both the domestic and the international organizations. As first but vital steps to solve these problems regarding the role and task assignment, Morale supported by Peter Fisher should put together a mix of U. S. VSP and foreign- based managers in key roles, like the KGB-positions and define their roles in detail such that regional managers are enabled to obtain extensive authorit y over their operations. This includes also country-specifically tailored racketing and technology control while the Gabs should strongly concentrate on integration tasks and act more as an intermediate between the domestic and international organization instead of trying to gain or maintain control over the operative activities of the firm. . 6 Why These Problems Emerged Now and not Earlier in the asses Morale has begun implementing an international expansion strategy in 1998/1999 (and not earlier) by taking majority interests in offshore Jobs and subsidiaries, that caused more control and responsibility for KC and a significant growth in overseas operations and sales. According to the introduction of coordination/ configuration after Porter and the compatible empirical study by Gibbs et al. It lead to a stronger need for more coordination and integration of the firms international divisions and also on a product basis, since the new amount of requests were not longer feasible by M orale alone as Silks principal top-level contact. In addition to this development, there has also been the global economic recession that began in 2007/08 and piled the pressure for Serfs organizational restructuring to keep the firm profitable and shelter it from uncial distress. 2 Unsuccessful Responses 2. 1 Changes Morale Made 2. 1. The KGB concept The first major reorganization in 2006 started with the announcement of Angela Peers as the new president for the U. S. Businesses of Kent Chemical Products and Peter Fisher as vice chairman with responsibility for all corporate staffs and the international operations. Furthermore, Kent Chemical International became a separate legal entity structured as subsidiary of ICP. In the same year, Luis Morale started the first organizational change new structure by the appointment of three new so allied Global Business Director (KGB) with responsibilities for each of the three product lines. Because of several reasons, in sum the restructuring failed: First of all, all three appointed Gabs were managers with a long career in the united States and it is not stated that they have some experiences working in a foreign country or culture -which is only suboptimal for the target to extend the international business. This overall goal requires multinational influences and thinking to support empathy and social skills coming from working in several areas and regions. Secondly, an issue that name along with the implementation of the new roles was the missing initial definition of the role of Gabs tasks, goals and responsibilities that would have strengthen the position in order to mandate decisions affecting other top- level managers. This could ensure acceptance and freedom to act only by the measure that would cause a ratification of Gabs actions and competencies. Furthermore the necessary interfaces and collaboration links have not been established in the first place which leads to the result of ignorance how to work together with Gabs from other managers point of view. One advantage of the newly established concept was the newly diversified view of the direct- reports to Morale. This comes from the situation of different views to the issues caused by the circumstance that Morale had the opportunity of regional directors focusing mostly on the local issues on the one hand and Gabs focusing a bit more on products on the other hand. So in fact, all disciplines were set but to make it successful, the right connection to domestic managers and disciplines are missing to ensure a product and market focus within the KC leadership team. But this potential advantage as only the theory where little successes could have been found in case of a right definition and implementation of the concept. The organization chart from 2006 offers several drawbacks like the fact, that Gabs Were not real vice-presidents (which are per definition people reporting directly to the president / vice chairman). The Gabs reported in first instance to Morale as president of the separate legal entity KC and in consequence of that, the product division mangers did not really respect and accepted the Gabs as equals. Furthermore the regional director for MEME (Europe, Middle East and Africa) saw them only as a burden that requires more organizational resources and time to align and coordinate. Last but not least, the clear definition of Gabs targets and goals was missing which lead to the behavior known from neo classical economy theory of principal agent problem (Ross, 1973), where hidden agendas and actions of one individual causes loss of performance -? in the case of KC it is caused by asymmetric information between other established managers agents) who feared the loss of competencies and power in their area of responsibility and the newly established Gabs (principals). 1. 2 World Boards Due to the unsuccessful first organizational change by introduction of KGB concept, Peter Fisher had the idea to implement another change to correct the KGB concept and optimize the organizational issues. This lead to the deployment of so called world boards in the year 2007 with the goal to support Gabs with their target to improve international activities of KC. These worl d boards should be composed of representatives from domestic and international organizations on the one hand and different product and functional areas on the other hand. For each of the companys global genuineness fire protection, medical plastics and consumer products, a world board was formed. At the presentation Of this concept, Fisher showed also the updated role of Gabs and overall tasks of the world boards. Also this change was no huge success. Only the fire protection world board performed well and met the stated objectives. A reason for this was the internationality of the fire production product ranges itself because the opportunities, risks and other topics had global implications that made it easy to discuss on a worldwide level without micro discussions about local specialties. Another success factor was the internal organization of the fire protection world board where the KGB who served as board chair, discussed all relevant topics and issues with the domestic division vice president before the official world board meeting to avoid plasticization of the discussions. The other two world boards have been unsuccessful which leads to the result that all in all this organizational change was also a fall. Diverse factors like the big size and huge number of participants in the world board meetings and also a lack of support from key domestic managers. Reason for this was the fear to give up rower or the endeavor to enter the next career step and manage international activities on in their responsibility. Furthermore, the status of the Gabs was not the best resulting from the fail of the first organizational change that led to a lack of reputation in combination with the impression of some managers that the top leaders tried to give Gabs more power to establish them now by force after failing in the first try. So all in all, both organizational changes failed. The ideas itself were not bad but the implementation was a disaster -? starting from communication and alignment before the changes, selection of the key people, definition of their role and communication of cooperation models that were all done only halfway. 2. 2 General Options for Organizational Design of Kent Chemical Referring to the five traditional organizational structures of Pearce and Robinson (Pearce and Robinson 2009, p. 45): simple, functional, divisional, matrix and product- team organizational structure, there are several opportunities to set a structure for Kent that would support the overall goal of international growth. In consequence, the matrix organ sectional structure (with some adoptions to Keens preferences) could fit best, because it is an organization in which functional and staff personnel are assigned to both a basic functional area and to a project or product manager. It provides dual channels of authority, performance, responsibility, evaluation, and control The matrix form is intended to make the best use of talented people within a firm by combining the advantages of functional specialization and product-project specialization. In the specific case and with respect of the specific requirements of Kent Chemical International, it could make sense to establish his organizational structure both to ensure clear focus on the product range and also the region with equal weights. This could have several advantages like an uniform authority level of managers with different areas of responsibility. Furthermore it ensures the link to the corresponding product division managers and functional areas on corporate level. Next to this approach focusing only on changes within Kent Chemical International, another way to optimize the organizational design is the integration of the separate legal entity KC that deals with the international business and ranges the responsibility for regional issues also to the product division managers who then diversify their organization after regions. This has the advantage that on the one hand, specialties of the individual product ranges are taken into account by the possibility to adapt the division to the special requirements and on the other hand, the existing vice presidents can stay in their position avoiding power struggles, plasticization or double reporting within the organization. 2. 3 Could the KGB Concept Have Worked? In general, the concept of global business directors could have worked with he limitation that several changes starting from concept development, alignment, selection of key people and resources until implementation of this new organizational concept must have been considered more intensively. But it could not work in the way it was done by Morale in 2006. Some tools and approaches can be useful to optimize the organizational change. First of all, a very easy and also useful tool of chance management can become used- a discussion and preliminary alignment with other managers and especially the president and vice president to gain backing, collect other Opinions and abbey detect some shortcomings. Next to this step and the final conception of the change, the change management tools of a detailed project implementation structure, working packages, detailed goals for each step and manager and also factors to evaluate the success / failure later must become defined. Furthermore, the steps before the appointment and communication of the new directors are very important. These include a clear definition of the role, responsibilities and reporting streams for Gabs and also a presentation of the strategy to other managers to unify and clarify why the many decided to take these steps. These actions require the uncovering of shortcomings, the overall formulation of goals and especially how this concept targets company long term focus. Furthermore it is inevitable to show also personal benefits for the managers. Secondly, the selection of the three Gabs must be strategically with respect of the overall goal of international growth. Therefore the managers itself must also have an international background which was not ensured by initial implementation because Morale appointed three global business directors (Gabs), each with long, successful U. S. Career (Bartlett Wining, 2012, p. 5). Next to the origin, competence levels must be at maximum to gain acceptance of colleagues and especially critical opponents. This could be done via the change management tool used in the Change-process Control phase that requires some personal interviews with human resources department, other managers and long-time colleagues knowing the person and his strengths and weaknesses. Last but not least, another step that would have improved the KGB concept implementation is a accompanied announcement and communication Of the hang, presentation of the directors and the hoped-for goals to be achieved. 3 Sterling Partners Recommendations 3. New Management Challenges As international sales started becoming an increasing proportion of Kent Chemicals total revenue (from 11% in 1998 to 25% in 2007), a more strategic approach to the international market was necessary. Since 2004 the process seemed to stagnate despite two reorganization efforts. One of them was the introduction of Global Business Directors (Gabs) on a UP-level and the second attempt to overcome the challenge of integrating KC with ICP was he incorporatio n of World Boards. Unfortunately, both strategies brought little to no improvement regarding communication and coordination between the domestic and international business units. The main problem seems to be the companys organizational structure. The internal organization is insufficient and outdated since the company is growing and becoming more and more international. Also, the linkage to the international subsidiaries obviously does not work. In addition, there is an imminent global recession that already had an impact on Kens earnings but might impose an even ore serious thread if the management will not be able to find an organizational fix. Looking at the companys recent history, We can State that Kent Chemical is an international but not a multinational company yet, bundling the informational flow through the U. S. Headquarter and preferring to fill key-positions with American managers. Even with KC becoming a separate legal entity, the division continued functioning more like an international division in a heavily domestically oriented firm. Further efforts of intergeneration included taking majority interests in all 15 of Kent Chemicals offshore join ventures and the mentioned introduction of Global Business Directors (Gabs) and World Boards. Neither the general relations, nor the communication or the coordination between the domestic entity and the overseas subsidiaries improved. The first reason for that was the U. S. Based headquarters failure to adjust to new systems and demands. The second reason was the international subsidiaries unwillingness of cooperating with or being managed by the companys U. S. Headquarters. The resistance was probably caused by the abduction of the international visions autonomy.

Dead Man’s Cell Phone Essays

Dead Man’s Cell Phone Essays Dead Man’s Cell Phone Essay Dead Man’s Cell Phone Essay Name: Course: Instructor: Date: Dead Man’s Cell Phone What does the â€Å"Cell Phone† represent to each character? Why is it the â€Å"Cell Phone† important to the play? How does it help us understand the themes of the play? Be specific. Use examples from the play to support your answer. Essentially the cell phone is used as an illustration of the changing generation and the transition into a digital age. The actors illustrate the impact of technology and more so the effects of the use of the mobile in the lives of people and more in society. In addition, the cell phone is used variedly to illustrate different meanings to the characters. The moral theme of the story behind the ownership of the cell phone is the importance and secretive lives led by people in society by the mere use of the cell phone. The importance of the cell phone in the life of the dead man could be termed as astronomical in terms of the operations that he maintains using his cell phone. He manages to operate an illegal trade, manage and maintain a mistress as well as cater for his family using the mobile phone. The use of the cell phone is used to illustrate the effects of technology on a personal level. This is illustrated by the increased social interactions by the owner of the cafe after acquisition of the mobile phone. This includes the interactions with the dead man’s mother, mistress, his illegal trade in body parts and his role as a husband. Thus, the cell phone could be termed as the lifeline of majority of people such as the dead man, to whom the cell phone was a lifeline for his interactions with the mistress as well as the lifeline in terms of his illegal operations as seller of illegal body parts. Jean’s role is affected by the presence of the mobile phone. This is an illustration that the mobile phone can affect people’s lives in a positive or negative manner. Jean’s life is interrupted and affected by the mobile phone given that she can engage in other social interactions with the various callers of the mobile phone. These include meeting the dead man’s widow Hermia, his mother Mrs. Gottlieb, and his mistress. Jean is left with a predicament of solving the problems left behind by the dead man. Does the play still have meaning? Why? Be Specific? Use examples from the play to support your answer. The play is highly relevant in that it provides an illustration of the problems the mark social interactions despite the efficiency provided by the use of electronic media. Additionally, the use of the mobile phone illustrates despite the ease in the method of communication society or people are unable to communicate with effectiveness due to barriers of effective interactions brought about by reduced social interactions because of busy schedules and engaging careers. The story also highlights the sincerity of people in their respective social interactions. The sincerity of communication among people is one of the highlights of the use of the cell phone. It is evident that people use cell phones as a means of masking their identities given that mobile phones limit physical communication people. In addition, the mobile phone is one of the most noteworthy technological gadgets of the modern society. It is an express illustration that the mobile phone is one of the most influential gadgets in society. It also illustrates the essence of physical social interactions and preferably communication. This is a means of ensuring sincerity in social interactions. After the demise of the owner of the cell phone, it interferes with the cafe business and slows down the business operations in the cafe. This is because the owner is nagged in talks with a variety of callers in the play. Hence, it is an illustration that the cell phone is highly engaging and an impediment in the execution of business as well as fruitful social interactions.

Hard High School How It Affects Your College Chances

Hard High School How It Affects Your College Chances SAT / ACT Prep Online Guides and Tips Attending a tough high school can certainly affect some of your performance statistics. It's natural to wonder whether these shifts in your numbers are going to affect your chances of college admission. In this article, we cover what colleges are really concerned with when they look at your record, and we explain why you don't need to be worried if your high school is especially hard. What Is a "Hard" High School? There are a few reasons a high school might be considered "hard." Usually, it's because the school iscompetitive within the student body; there are a lot of students taking the really tough classes and doing well in them. Grading policy is also a consideration.Hard schools are slow to give out A's, whereas others practically chuck them at any student in sight. Size can also impact how hard a high school appears to be. At a large and competitive school, it's hard to get a top class rank- you're competing against a lot of other people. At a small and competitive school, it's hard to get a good percentile ranking because a slight difference in rank can translate to a relatively large percentile discrepancy. A hard high school is one where students who would otherwise get top grades and top ranking have a hard time doing so, either because the grading is so tough or because their peers are so competitive. What Colleges Look At Many students worrythat the relatively lackluster grades or ranking they achieve at a hard school may seem unimpressive to colleges. Basically, they're afraid they won't look smart. They think they won't be able to get into their desired college(s) because they didn't a perfect GPA and graduate as valedictorian. As it turns out, colleges, especially the more selective ones, do their best to view youwithin the context of yourhigh school environment. When colleges receive your transcript, they also receive a brief "school profile"whichsummarizes the school in terms of courses offered, the grading scale, average grades and tests scores, and the class size. Admissions officers will see that your school has tough grading policies and that an imperfect GPA doesn't imply a lack of understanding in your courses. Colleges are looking to see whether you sought out the most rigorous courses available to you and whether you excelled in them. Also, remembercolleges are looking for the whole package. Grades are a huge part of it, but they're also looking at test scores, extracurriculars, letters of recommendation, and personal statements. Colleges won't assign (or dock) you points based on how difficult your high school is- they'll do their best to be fair to students from all backgrounds. There areplenty of factors to weigh when it comes to college admissions. Ways to Boost Your Application You're essentially trying to stand out by means of some skill or accomplishment. Commitment to extracurricular endeavors is a great place to start. Quality trumps quantity here; it's better to be deeply involved in a few select activities than barely involved in a whole bunch. Stellar application essaysalso score major points. Spend serious time on your personalstatement, and get help revising and editing it. Make sure it has a balance of the personal and professional- this isn't a scholarly essay for an academic journal, but it's not a diary entry, either. Awesome letters of recommendation make a great impression. Choose your recommendation writerscarefully. It's alright to remind them of your accomplishments- describe the points you'd definitely like them to include. Impeccable test scores catch the eye. Standardized tests are a convenient place to shine. Invest your time and energy in preparing for the SAT and/or ACT ahead of time. The Final Word You don't need to worry about a college looking down on you because of your hard high school. The most selective colleges spend extra time looking at the context of your numbers, and the less selective schools are, well, less selective. The best you can do is perform your best at the high school you attend. Take the hardest classes you can actually manage, and don't worry overmuch about how the resulting grades will look. If it so happens that you don't get into the college you'd hoped for, remember there are multiple reasons why things may not have lined up; it's almost certainly not a matter of the hard high school you attended, but just the fallout of an extremely- and often unjustly- selective system. What's Next? Are you getting started on the college application process? Pay attention to the important deadlines listed in our article on that topic. If you're wondering what kind of application you ought to submit, read what our experts have to say about that very issue. Also check out this inspirational guideto how one student was successfully admitted to Harvard. Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Part 4 Analysis, Evaluation of GoalsObjectives Essay

Part 4 Analysis, Evaluation of GoalsObjectives - Essay Example Lay, (Chairman and CEO of Frito-Lay), through the merger of the two companies in 1965. Pepsi is known for aggressive marketing campaigns and setting challenging targets for it. Goals must be set after studying the market dynamics as well as the strengths of the company. The SMART model for setting goals was developed by psychologists as a comprehensive tool for the goal-setting exercise. As per this model goals must be; Specific, Measurable, Attainable, Relevant, and Time-bound. One of the immediate strategic goals of PepsiCo was to take on Coca-Cola, its age-old rival in the soft drink segment. In fact the "cola war," which describes mainly the on-going battle between Coca-Cola and Pepsi for supremacy in the soft drink industry, dates back to the 1950s when Pepsi's corporate focus became "Beat Coke" (Yoffie, 2004). Since then, they have battled domestically and globally for market share and sales, with a tremendous amount at stake. Both of them seem to be regularly updating the information about their rival as there seem to be no secrets in the beverage category, with Coca-Cola and Pepsi typically releasing new products in unison. To this end PepsiCo launched a "Pepsi Challenge", a blind test of taste, from 1975 to 1983. In this test Pepsi came out victorious as the preferred taste over Coca-Cola. Therefore it is quite apparent that PepsiCo succeeded in attaining this goal. PepsiCo is ranked 21st amongst Fortune 500 companies in 2005. Profit maximization and earning revenues from its operations happens to be the prime goals of any company. To this end companies try to establish their brands amongst the customers, which forms another goal in itself. In today's market driven economy concept, the art of communication to existing consumers as well as prospective consumers takes a great deal out of the managerial brain storming sessions. Establishing the brand equity goes a long way towards earning good sales revenues and earning the all important brand loyalty. PepsiCo has indeed invested huge amounts in establishing a brand identity. Philanthropy is an important means of establishing the brand identity. PepsiCo has also expressed its commitment towards promoting Healthier Lifestyles (PepsiCo, 2005). It supports programs which help consumers with the "calories out" side of the equation as well. A SMART program from the stable of PepsiCo, aspires for a healthy living for its consumers. Such programs help in generating lot of goodwill for the company, which indeed benefits the company and its business prospects. Though company's stated goal is to support 'more active lifestyles for families and kids' - and get them to "move more" (PepsiCo, 2005). Another important goal that the company has set for itself is to have the reach of PepsiCo's products such that the products are available to consumers whenever and wherever they want it. To this end, the company has ahead with strategic tie up with many internationally renowned brands. Out of the 13 largest food and beverage brands sold in US supermarkets, 7 belong to PepsiCo. Owing to its operation in global market space, PepsiCo has been able to generate three major sustainable advantages which give it a competitive edge over its rivals. These advantages are (PepsiCo, 2005) basically the strong brand identity, Company's proven ability to innovate and create differentiated products, and a powerful 'go-to-market' system. Company has been able to implement the strategies

Comparing the Concepts of the Afterlife of Buddhism and Christianity Research Paper

Comparing the Concepts of the Afterlife of Buddhism and Christianity - Research Paper Example This article stresses that just like in Christianity, there are variations in Buddhism on the views of what occurs after death. However, Buddhists universally believe in the cycle of death and rebirth and the existence of Nirvana. In Nirvana, there is no survival of the subjective experience or existence of the individual. The desire for identity and permanence according to the Supreme Buddha (Gautama Buddha) encompasses the suffering nature of the embodied life. For Buddhists, there is no permanent essence that lives after death. There is no soul. However, emotions, physical phenomena, sensory perceptions, consciousness and responses to sensory perceptions may exist though not in the form of the immortal soul. These elements, however, are dissolved upon the attainment of Nirvana. Theravada and Mahayana are the two major schools of Buddhism. These two schools demonstrate the difference in Buddhist views of the afterlife in the reincarnation. This paper makes a conclusion that different from the teachings of Gautama Buddha, the Mahayana school of thought professes the existence of a new land. The concept of the existence of the pure land describes the existence of material decorations in the Field of Buddha (Nirvana) of jewels. The latter approach conforms to the Heaven descriptions in the Christian faith. But, the soul is the form of the body.

Bacon Roger :: Essays Papers

Bacon Roger Roger Bacon was an English Scholastic philosopher, scientist and one of the most influential teachers of the 13th century. He was born in Ilchester, Somersetshire in 1214. Roger Bacon was educated at the universities of Oxford and Paris. He remained in Paris after completing his studies and taught for a while at the University of Paris. When he returned to England in about 1251, he entered the religious order of the Franciscans and lived at Oxford. He carried on active studies and did experimental research in alchemy, optics, and astronomy. Bacon was critical of the methods of learning of the times, and in the late 1260s, at the request of Pope Clement IV, he wrote his Opus Majus (Major Work). In this work he represented the necessity of a reformation in the sciences through different methods of studying languages and nature. The Opus Majus was an encyclopedia of all science, embracing grammar and logic, mathematics, physics, experimental research, and moral philosophy. The response of the pope to Bacon's masterpiece is not known, but the work could not in any circumstances have had much effect in Bacon's time, because it reached Clement during the period of his fatal illness. Bacon's revolutionary ideas about the study of science caused his condemnation by the Franciscans for his heretical views. In 1278 the general of the Franciscan order, Girolamo Masci, later Pope Nicholas IV, forbade the reading of Bacon's books and had Bacon arrested. After ten years in prison, Bacon returned to Oxford. He wrote Compendium Studii Theologiae (A Compendium of the Study of Theology, 1292) shortly before his death. Despite his advanced knowledge, Bacon accepted some of the popular but later disproved beliefs of his time, such as the existence of a philosopher's stone and the efficacy of astrology. Although many inventions have been credited to him, some of them undoubtedly were derived from the study of Arab scientists. His writings brought new and ingenious views on optics, particularly on refraction; on the apparent magnitude of objects; and on the apparent increase in the size of the sun and moon at the horizon. He found that with sulfur, saltpeter, and charcoal, a substance (now known as gunpowder) could be produced that would imitate lightning and cause explosions.

Cross Cultural Management

The purpose of this essay to demonstrate the cultural differences between the UK manager going to work as an expatriate manager in Colombia. By taking into consideration Hofstede, Bond, Trompenaars and other cross cultural management researchers to advise the UK manager about the Colombian culture, taking into consideration the differences between leadership styles, decision making, recruitment and selection, motivation, planning and team versus individual working. The reason for selecting Colombia was that according to the results by Geert Hofstede, these two countries are very opposite to one another.Therefore it will be good to compare the differences and the similarities between the countries’ culture. According to Adler (1983) Cross Cultural Management is defined as the study of the behavior of people in the organizations located in cultures and nations around the world. It focuses on the description of organizational behaviour within countries and cultures, on the compar ison of organizational behaviour across countries and cultures, and perhaps most importantly on the interactional of people from different countries working within the same organization or within the same work environment.As an advisor to a UK company opening a subsidiary and to send an expatriate Manager to work in Colombia, the best way is to enter the country with an acceptance to what is the culture of Colombia, as it is always better to accept and then expect. Hofstede defines culture as â€Å"the collective programming of the mind which distinguishes the members of one human group from another Culture, in this sense, includes values; systems of values are a core element of culture. (Mead et al, 2009) From further research on Hofstede’s culture dimension, we can state that there is a huge different between the UK and Colombian culture. (Hofstede, 2009) Power Distance is the extent to which members of a society accept the unequal distribution of power among individuals. (Ball et al 2004) On the Power Distance dimension (PDI) Colombia scored a comparatively high score of (67). Hofstede, (2011) the score reveal that Colombians are reliant on authority and have leadership that is regularly in a paternalistic approach.This is predictable by workers, they are often loyal and the assumption is that all authority and accountability is at a higher level. Here subordinates are to treat those in positions of authority with particular respect, meaning it is a society that has a very low level of tolerance for uncertainty. The manager knows everything and is all powerful. Harris et al (2004) Management here is seen as being authoritarian, the theory X managers as defined by McGregor. Netmba, (2011) In Colombia the lines of communication in organisation is vertical, subordinates will normally know whom to report to.Companies here are characterised by a less formal controls and fewer layers of management. (Mead et al, 2004) According to Geert Hofstede’s c ulture dimensions scores, UK has the score of (35) This shows that the UK has a very low power distance, which means that it society de-emphasises the differences between citizen’s power and wealth. It places more emphasis on opportunity and equality for everyone. Managers and subordinates are treated equally. Hodgetts et al, (2003). Here the management style as more of the theory Y manager, as managers are more flexible. (Netmba, 2011)Trompenaars views Individualism and Collectivism dimension as the conflict between groups and individual interest. Triandis, (1994) this reflects the underlying arrangement of society integrated, tight social arrangement involving collective responsibility. (Jhon Martin, 2005) UK has a score of (89) on the Hofstede’s finding, this score indicate that UK has a high score on individualism and a high gross national product and also a free political structure. Here the society are more individuals and are expected to look after themselves an d their immediate families only. Mcfarlin et al, 2011) On the other hand Colombia has a score of (13), this indicates the opposite of UK, meaning that Colombia is a collective society, where a favourite for a strongly tie social framework in which citizens are integrated in groups, they expect their clan, families, or other in-group to look after them in exchange for unquestioning reliability.Colombian’s societies are strongly from birth onwards integrated into strong groups, this is often extended family. (Hofstede and Bond, 1988) Colombian people would openly express emotions even in business circumstances, whereas the British would consider such display nprofessional. (Helen Deresky, 2003) UK managers separates work, relationships and personal issues, they compartmentalise their private lives and work, they are more direct and open, whereas in an diffused oriented cultures, such as Colombia, there is spill over from work into personal relationships. (Helen Deresky, 2003) A ccording to Edward Hall Britain is a monochronic time society. To British citizens time is precious and limited resource, it is to be scheduled, saved, and also spent with precision, for the British time is money, and the clock is at all times running.Therefore, schedules and deadlines must to be met, and when others are not on time for meetings, British may feel insulted, when meetings digress from their purpose, British tend to become impatient. (Mcfarlin et al, 2011) However in Colombia attitude toward time is â€Å"manana† meaning tomorrow. From Edward Hall research, Colombian is a polychonic time society. Despite the fact that the British frequently regards a deadline as a firm commitment, Colombians often regards deadline imposed on them as an insult. They feel that important things take long time and therefore cannot be rushed.Colombians are not known for punctuality. They may arrive at a business meeting 15 or 20 minutes late, since this is considered the norm. (Mcfar lin et al, 2011) The UK manager going to Colombia must be careful not to offend Colombians as they misunderstand the local language of time. Polychronic cultures take a more flexible view of time and this may be hard for British to understand. The procedure of relationship building is regarded with much more importance in most part of the globe. It is important for a cross culture manager to be aware of the influence of culture on decision making styles and process. Deresky, 2003) According to Harris et al, (2004) British negotiators are in general speaking objective regarding the precise issue at hand and usually would like to waste no time in getting down to business and making progress. They understand the other’s position, and are marked by tolerance and compromise. Managers here are seen as being one dimensional, mechanistic and caught in a short term transitional approach. They focus more on formal rules than relationships. According to trompenaars’ dimensions UK is seen as being a high universalism society, However Colombia is seen high on particularism.Hodgetts et al, (2003) Colombian managers would like to take sufficient time to build trust and respect as a basis for negotiating contract. In Colombia personal commitment to individuals, rather than the legal system, form the basis for the enforcement of contracts. UK manager must be aware that relationship building is in fact, the first phase of negotiations with the Colombian. Looking at Trompennars dimension of diffuse vs specific, Colombians are known to have an indirect communication style and they rely on facial expression. With the Colombians it is considered polite to keep close eye contact during conversations.With close friends, women could kiss each other on one cheek or clasp forearms. Men often hug and hit each other’s back. This particular hug is known as the â€Å"abrazo. † (Cultural taboos, 2010) Colombians will also ask numerous polite questions and go throu gh other pleasantries; UK managers should expect inquiries as to your trip, family, friend and health, when greeting Colombians you don’t not rush them, as it is considered callous and disrespect to rush greeting. The standard greeting is the handshake upon introduction and departure. Cultural taboos, 2010) In the other hand communication in the UK will be more direct and reserved; they avoid high pressure tactics and confrontational behaviour. (Harris et al, 2004) Language can also be a pitfall for a British expatriate manger going to work in Colombia. Inability to speak local language can be a challenge; therefore the British manager must learn Spanish when going to work in Colombia as this will help. In Colombia selecting a leader or a manager from a company is the most crucial decision, as they will normally want to know them personally and probably establish friendship.They make decisions on the basis of feelings, rather than experience or empirical evidence of other fac ts. Cultural taboos (2010) In Colombia before starting a meeting, there will always be a small talk, this is necessary in as its gives manager and subordinate the time to get to know each other personally. It is seen as a good way to establish relationship this is seen as a high priority than just doing business. Most time other cultures doing business with Colombian should wait for them to initiate the business discussion. (Charles, Trompenaars, 2004)At the end of the meeting, do not hurry off; wait a little longer to continue talking with the work colleague or business partners, Colombians will find it impolite and disrespectful to leave immediately following a meeting, this to them suggest that you have better things to do. Therefore a British expatriate manager should take this into consideration as mentioned above, time is not an issue for Colombians, and Meetings will last as long as they need to last, and establishing trust is very important first. (Charles, Trompenaars, 2004 )Management nowadays must make sure that they are understanding and being understood across cultural borders. As a UK manager working as an expatriate in Colombia, there are many things to take into account as the two countries are very different when it comes to cross cultural differences and in cross cultural management. Dealing with different culturally teams can be a challenge. The expatriate UK manager going to Colombia must consider and respect that Colombian’s management is totally different from the one from UK; therefore the expatriate manager must show appreciation and consideration of Colombian culture.Uk manager should show tolerance, in respecting Colombian’s cultural views, beliefs and have tolerance for their difference working practices, as mentioned above in the views from Trompenaar, Colombia is seen as a high particularism society, they focus is more on relationship than formal roles, in Colombia the business set is very formal and the expatriate man ager from UK will be more successful if he bears in mind the importance of being polite at all times. And treat people in positions of authority with respect.It is better to make an error on the side of being excessively formal rather than to jeopardize a business relationship by being too informal and appearing flippant. Cultural taboos (2010) whereas in the UK this is not the case. British society is seen as high universalism, they focus is more on formal rules than relationships, here business contract are adhered to very closely, and they believe that â€Å"a deal is a deal†. (Hodgetts et al 2003) The UK expatriate manager must also have the knowledge of the Colombian organisational culture and history, as this will help him know exactly what to expect from the Colombian working trategy, and learn who has the authority to decide on settlement and on the decision making. He must also take whatever step that is necessary to gain an in depth understanding of Colombians, and how they negotiating styles, views of process, and cultural values may come to play. Another important issue that the UK expatriate manager should consider is language, the lack of foreign language skills will put the British manager at a disadvantage, as verbal communication is important.In Colombia business is done in English and in Spanish, therefore the British manager should consider learning Spanish before taking the challenge of working in Colombia. In Conclusion a manger moving to work from one country to another, must know that it is not an easy issue but a challenging one. Cross cultural manager must learn the differences management styles between the host country and the visiting country. Taking into consideration their cultures differences, value, beliefs and norms.References Dereskey, E. (2011). International Management, 7th Edition. Prentice Hall Dereskey, E. 2003). International Management, 4TH Edition. Prentice Hall Mcfalin, D. , Sweeney, P. (2011). International Man agement, 4th Edition. New York Harris, P. Robert, T, . Moran, S, . Moran, V. (2004). Managing Cultural Differences, 6TH Edition. USA Hampden, C, T, Trompennar, F. (2004). Building Cross- Cultural Competence. UK Hodgetts, R. Luthans, F. (2003) International Management, 5TH Edition Mead, R. , Andrews T. (2009). International Management, 4th Edition Wiley Nancy J. (1983). The Academy of Management Review Cross-Cultural Management Research: The Ostrich and the Trend Cultural taboos (2010) Available at: http://www. circlesofexcellence. com/blog/? tag=cultural-taboos&paged=2 [accessed: 21 March, 2011]. Colombian culture tips Available at: http://rw-3. com/tag/colombian-culture/ [accessed: 19 March, 2011]. Intercultural Management, UK. Being a Manager in United Kingdom http://www. kwintessential. co. uk/intercultural/management/uk. html [Accessed: 20 March, 20011]. Theory X and Theory Y Available at: http://www. netmba. com/mgmt/ob/motivation/mcgregor/ [accessed: 19 March, 2011]. APENDIX G eert Hofstede Culture Dimension See: http://www. geert-hofstede. com/hofstede_dimensions. php? ulture1=94&culture2=19 High Context vs. Low Context Take a look how members of high and low contextual cultures see themselves and their opposites: High Context Communication †¢polite †¢respectful †¢integrates by similarities/harmony †¢not directLow Context Communication †¢open †¢true †¢integrates by authenticity †¢direct High Context claims Low Context †¢impolite †¢Ã¢â‚¬Å"cannot read between the lines† †¢naive †¢no self discipline †¢too fastLow Context claims High Context †¢hiding information †¢not trustable †¢arrogant †¢too formal †¢too slow See:http://globthink. com/2009/06/24/indirect-communication-and-indirect-leadership-in-asia/ Cross Cultural Management CROSS CULTURAL MANAGEMENT Under these conditions it is obvious that corporations very often operate in different countries and deal with people from other nations. The Company that makes business outside the home country encounters some difficulties. There are significant differences among countries according to their culture and this affects their relationships between trade partners or cooperating companies. This subject very often is described by Lisbeth Clausen. She is a professor that associates with Department of Intercultural Communication and Management at Copenhagen Business School and she is also affiliated with Asia Research Center. In the International Journal of Cross Cultural Management, 2007 Vol 7(3): 317-332 we can find an article titled: Corporate Comunication Challenges – A Negotiation Culture Perspective, written by Lisbeth Clausen. The article is based on her research project, which examines communication between Danish companies and their headquarters/alliances in Japan. The main interest in this research is related to communications between people in organizations with a global perspective. The author for a year and a half was part of the international news flow research team at Keio University in Japan where she was observing political decision-making processes in the newsrooms at the public service station NHK and also the commercial station TV Asahi. She has interviewed forty journalists, foreign correspondents, editors and famous anchors and the five Japanese national news producers about their production of international news and also she has compared studies of Danish and Japanese news programs. Her project is supported by the Danish Research Council (LOK). She also has interviewed fifty global managers from Denmark and Japan, paying attention to their cooperation, their cultural challenges in communication and implementation of strategies in Japan. In her article Corporate Communication and Challenges-A Negotiated Culture Perspective is the essence of her long term studies and hard work. The author’s main thesis is that business culture cannot be defined only in terms of nationality. By the examination of Danish-Japanese business relationships she tries to show that there are other factors like industry, organizational and professional knowledge that shape culture. However that does not mean that national characteristics and values are not important. The article is very well organized. It includes a little introduction to the problems. Lisbeth presents results of her research that she did while being in Japan. She applies concept of negotiated culture to empirical data at both organizational and contextual levels in intercultural encounters. Communication is viewed as a complex, multi- issued, and dynamic process in which global managers exchange meaning (Clausen, 2007). The fact that she based her article on the theories of intercultural communication and negotiated culture and after that lead readers through information obtained from managers engaged in Danish-Japanese business to get to conclusions that support stated by her thesis, strengths this article, makes it clearer and more reliable. Based on the analyses of strategic and operational communications that occur in the business relationship between Denmark headquarter and its alliance partner in Japan, Lisbeth indicates how the western view of communication processes differs from the Japanese and how many challenges are brought about by the globalization. As mentioned earlier the theoretical foundation for these studies is a theory of negotiated culture. According to Brannen and Salk (t2000): national origin is a source of values and norms for managers, but is not a determinant of communication outcomes negotiated culture appear when members from different national and organizational cultures deal together during cooperation between corporation from two different countries emerge the specific attributes of a headquarters/partners relationship cultural differences may affect task related issues in unexpected ways The fact that the author indicates all the sources from which she has obtained information presented in the article makes this articlea more valuable source of knowledge about intercultural communication. Lisbeth has collected data for her studies in April 2004 in Denmark and in September-November 2004 in Japan. She refers to the company she was examining as the Shoe Company. She conducted fifty interviews in five companies as part of a larger project on management, communication and competence. The goal of interviewed made i n both Denmark and Japan was to achieve a good understanding of the viewpoints of both the headquarters and the partner. In Denmark Lisbeth has focused on the production of new prototypes and has met people in the factory. In Japan she has visited several shoe stores and has spent some time in the showroom. She has thoroughly interviewed managers and directors from so many departments. Besides that she has also interview via telephone the managing director of Asia (Danish) stationed in Hong Kong (Clausen, 2007). It seems like Lisbeth has put so much effort in obtaining all the information that let her be as objective as possible. The article is well organized. Every problem that is discussed belongs to different paragraph, with a header to make it easier to understand. The author describes different issues step by step without mixing them together. Everything together is connected in the reasonable article and all the conclusions are drawn from all the information presented in there. It gives me an impression that Lisbeth has broad knowledge about the problem of communication according to the culture differentiation. Besides that the language that she uses even if she talks about some theories is rather always clear. Because all businesses involve communication therefore ability to communicate with people from other culture is crucial in global world of business. Communication becomes more difficult when partners come from different cultural background and speak different language (Adler, 2002). There are no doubts that managers and expatriates have big challenges dealing with their partners across the borders. Culture in certain way shapes the communication. To explain better the relationship between culture and communication the author is so precise and describes first the notion of communication, considering more than just one perspective. I think that this is one of the proofs that Lisbeth tries to be very objective. Western approach is concerned on communication as a transmission of information from sender to receiver, what is understood as a possible to control process. From the other side she also presents eastern perspective that emphasizes a role of cooperation. Besides that she also focuses on explanation of culture. She presents different theories of culture at the end she puts essence of all of them in a conclusion. She sees culture as a part of relationship rather than in predetermined structure. Lisbeth very good presents the base on which she draws her conclusions. To support her thesis about influence of cultural differentiation for business relationship she presents all the facts that she has recorded while interviewing managers in SHOE Company. That also includes the information about development of the cooperation between Denmark and Japan in the SHOE Company. Danish Company makes business with Japanese on the base of licensing. According to her interviews the author indicates as many areas that show differences in culture as possible. The culture of the SHOE Company is influenced by the founders. Headquarter director always has his vision and his own way of doing things. The Company even posses a book with 25 culture Maxims. Danish managers highlight some of them, still paying attention for role of entrepreneur. Japanese from the other side respect Danish rules and business philosophy, but they cannot incorporate everything into a Japanese business setting. Even if Danish managers made so many trips to Japan to get know better Japanese culture and customs the author emphasizes the fact that there are still big differences that force Japanese to modify Danish business philosophy. To convince readers about differences in Danish and Japanese culture Lisbeth gives so many examples from Companies life. SHOE Company has an office in Honk Kong. The managerial director (Danish) is the only person from this office that deal with Japanese. He lives in Honk Kong. He is kind of mediator between Danish managers and Japanese. He has much better abilities to communicate with Japanese than his Danish coworkers. On the base of this example, Lisbeth proofs that there are different cultures in Denmark and in Japan. The fact that managerial director in Honk Kong can better communicate with Japanese is a result of cultural learning and adaptation of the Asian managerial director. The author very good presents a base for her conclusions. She discusses variety of factors that affect her final opinion. According to organization of communication she presents Danish and Japanese perspectives. Japanese complain that they have to move toward a more western style of management in Japan. Danish asses this a little bit different. They say that Japanese are too much conservative and spend too much time making sure that everything is perfect before they launch the product. Moreover dominating there vertical hierarchy does not support empower employees. The lack of freedom, independence and personal responsibilities makes business slower and less developed that it could be. Another important issue discovered by Lisbeth during her studies was lack of agreement on distribution channel. There is intermediary system of distribution in Japan, which in Danish’s opinion makes selling prices to go up. Unfortunately the power of wholesalers is overwhelming in the Japanese market, and many department stores are depended on them. Japanese tradition of wholesalers is not possible to change. I think that this example strengths Lisbeth’s article because proofs the assumption that different markets have different cultural heritage, what definitely affect the way of doing business. To make her arguments even stronger Lisbet’h took closer look at Product, Brand and Marketing strategy in the SHOE Company. The main strategy of the Corporation is that local subsidiaries and factories around the world make as many decisions by them self as possible. However there are still many disputes. Denmark wants to promote its shoes as Danish as comfortable, which is accepted by Japan, but Japan, does not want promote slow and comfortable life that in Japanese opinion is an attribute of Danish people. This totally does not fit to the Japanese life style in a big metropolis. There are so many areas of disputes that results from different tradition, culture and lifestyle. Japan accepts and implements only 50% of Danish ideas for marketing. Similar situation appears if it comes about brand strategy. Living in the global world Danish tries to apply one global strategy to its products, however Japanese do not agree. Japan has its own history and position of its market. Japan is not so open for changes. While in Denmark change of manager usually results in the change of strategy, in Japan new managers try to learn company strategy overrules. (Clausen, 2007) Lisbeth also indicates the diversity between Japanese and Danish cultures that are very visible during the joint meetings. That is connected with different style of negotiation presented by each country. For Danish the most important are results that are based on the number of business decisions made during the meeting. They are very active, talk a lot sometimes even interrupting his coworkers. They try to discuss as many new ideas as possible. Participation is not very formal. Japanese act totally different and value other things. For them every business meeting it has a form of formal ceremony. It is extremely important for them to attend the meeting. Japanese do not talk too much, the listen. They comment only if they are asked to do it. For Danish people this is not so easy, because to be successful making business with Japanese they have to follow their ritual and be very patient. The author also indicates diversity of work culture. Japanese are always very well prepared and pay lots of attention for small details. They focus on the relationship building. Very often they meet after the business meeting to go out together for dinner. Danish are not like that. For them business is business and free time is separated from it. They do not enjoy spending their private free time for meeting people from work. Lisbeth Clausen has done a very good job collecting all this data and information from her interviewed. For me her article seems like a very good and reliable source of knowledge about the intercultural communication on the base of Danish-Japanese cooperation. Her deep research provides so many examples of diversity of cultures between these two countries. Numerous analyses of certain facts and behaviors let readers better understand stated problem. Examination of the situation that she personally experienced is a good way of delivering proof for her thesis. I think that for me as a student of businessadministration this article is very valuable. It makes me realize that culture of each country is not the same, sometimes not even similar. Differences in culture affect the way of communication. In the century of development of globalization there are many challenges in making business across the countries. Maybe one day I will work for a Company that performs global and I will have to deal with managers from different culture. Lisbeth indicates that it is important to know culture and tradition of other countries while making business with them. She introduce to reader Danish and Japanese style of negotiation. If one day I will have to deal with someone from these two countries I will already have some knowledge about their culture. I totally agree with Lisbeth thesis that culture shape communication. References: Adler, N. J. (2002) The International Dimension of Organizational Behavior, 4th edn. Canada: North-Western Brannen, Y. and Salk, J. E. (2000) â€Å"Partnering across Borders: Negotiating Organizational Culture in German-Japanese Joint Venture†, Human Relations 53(4):451-87. Cross Cultural Management CROSS CULTURAL MANAGEMENT Under these conditions it is obvious that corporations very often operate in different countries and deal with people from other nations. The Company that makes business outside the home country encounters some difficulties. There are significant differences among countries according to their culture and this affects their relationships between trade partners or cooperating companies. This subject very often is described by Lisbeth Clausen. She is a professor that associates with Department of Intercultural Communication and Management at Copenhagen Business School and she is also affiliated with Asia Research Center. In the International Journal of Cross Cultural Management, 2007 Vol 7(3): 317-332 we can find an article titled: Corporate Comunication Challenges – A Negotiation Culture Perspective, written by Lisbeth Clausen. The article is based on her research project, which examines communication between Danish companies and their headquarters/alliances in Japan. The main interest in this research is related to communications between people in organizations with a global perspective. The author for a year and a half was part of the international news flow research team at Keio University in Japan where she was observing political decision-making processes in the newsrooms at the public service station NHK and also the commercial station TV Asahi. She has interviewed forty journalists, foreign correspondents, editors and famous anchors and the five Japanese national news producers about their production of international news and also she has compared studies of Danish and Japanese news programs. Her project is supported by the Danish Research Council (LOK). She also has interviewed fifty global managers from Denmark and Japan, paying attention to their cooperation, their cultural challenges in communication and implementation of strategies in Japan. In her article Corporate Communication and Challenges-A Negotiated Culture Perspective is the essence of her long term studies and hard work. The author’s main thesis is that business culture cannot be defined only in terms of nationality. By the examination of Danish-Japanese business relationships she tries to show that there are other factors like industry, organizational and professional knowledge that shape culture. However that does not mean that national characteristics and values are not important. The article is very well organized. It includes a little introduction to the problems. Lisbeth presents results of her research that she did while being in Japan. She applies concept of negotiated culture to empirical data at both organizational and contextual levels in intercultural encounters. Communication is viewed as a complex, multi- issued, and dynamic process in which global managers exchange meaning (Clausen, 2007). The fact that she based her article on the theories of intercultural communication and negotiated culture and after that lead readers through information obtained from managers engaged in Danish-Japanese business to get to conclusions that support stated by her thesis, strengths this article, makes it clearer and more reliable. Based on the analyses of strategic and operational communications that occur in the business relationship between Denmark headquarter and its alliance partner in Japan, Lisbeth indicates how the western view of communication processes differs from the Japanese and how many challenges are brought about by the globalization. As mentioned earlier the theoretical foundation for these studies is a theory of negotiated culture. According to Brannen and Salk (t2000): national origin is a source of values and norms for managers, but is not a determinant of communication outcomes negotiated culture appear when members from different national and organizational cultures deal together during cooperation between corporation from two different countries emerge the specific attributes of a headquarters/partners relationship cultural differences may affect task related issues in unexpected ways The fact that the author indicates all the sources from which she has obtained information presented in the article makes this articlea more valuable source of knowledge about intercultural communication. Lisbeth has collected data for her studies in April 2004 in Denmark and in September-November 2004 in Japan. She refers to the company she was examining as the Shoe Company. She conducted fifty interviews in five companies as part of a larger project on management, communication and competence. The goal of interviewed made i n both Denmark and Japan was to achieve a good understanding of the viewpoints of both the headquarters and the partner. In Denmark Lisbeth has focused on the production of new prototypes and has met people in the factory. In Japan she has visited several shoe stores and has spent some time in the showroom. She has thoroughly interviewed managers and directors from so many departments. Besides that she has also interview via telephone the managing director of Asia (Danish) stationed in Hong Kong (Clausen, 2007). It seems like Lisbeth has put so much effort in obtaining all the information that let her be as objective as possible. The article is well organized. Every problem that is discussed belongs to different paragraph, with a header to make it easier to understand. The author describes different issues step by step without mixing them together. Everything together is connected in the reasonable article and all the conclusions are drawn from all the information presented in there. It gives me an impression that Lisbeth has broad knowledge about the problem of communication according to the culture differentiation. Besides that the language that she uses even if she talks about some theories is rather always clear. Because all businesses involve communication therefore ability to communicate with people from other culture is crucial in global world of business. Communication becomes more difficult when partners come from different cultural background and speak different language (Adler, 2002). There are no doubts that managers and expatriates have big challenges dealing with their partners across the borders. Culture in certain way shapes the communication. To explain better the relationship between culture and communication the author is so precise and describes first the notion of communication, considering more than just one perspective. I think that this is one of the proofs that Lisbeth tries to be very objective. Western approach is concerned on communication as a transmission of information from sender to receiver, what is understood as a possible to control process. From the other side she also presents eastern perspective that emphasizes a role of cooperation. Besides that she also focuses on explanation of culture. She presents different theories of culture at the end she puts essence of all of them in a conclusion. She sees culture as a part of relationship rather than in predetermined structure. Lisbeth very good presents the base on which she draws her conclusions. To support her thesis about influence of cultural differentiation for business relationship she presents all the facts that she has recorded while interviewing managers in SHOE Company. That also includes the information about development of the cooperation between Denmark and Japan in the SHOE Company. Danish Company makes business with Japanese on the base of licensing. According to her interviews the author indicates as many areas that show differences in culture as possible. The culture of the SHOE Company is influenced by the founders. Headquarter director always has his vision and his own way of doing things. The Company even posses a book with 25 culture Maxims. Danish managers highlight some of them, still paying attention for role of entrepreneur. Japanese from the other side respect Danish rules and business philosophy, but they cannot incorporate everything into a Japanese business setting. Even if Danish managers made so many trips to Japan to get know better Japanese culture and customs the author emphasizes the fact that there are still big differences that force Japanese to modify Danish business philosophy. To convince readers about differences in Danish and Japanese culture Lisbeth gives so many examples from Companies life. SHOE Company has an office in Honk Kong. The managerial director (Danish) is the only person from this office that deal with Japanese. He lives in Honk Kong. He is kind of mediator between Danish managers and Japanese. He has much better abilities to communicate with Japanese than his Danish coworkers. On the base of this example, Lisbeth proofs that there are different cultures in Denmark and in Japan. The fact that managerial director in Honk Kong can better communicate with Japanese is a result of cultural learning and adaptation of the Asian managerial director. The author very good presents a base for her conclusions. She discusses variety of factors that affect her final opinion. According to organization of communication she presents Danish and Japanese perspectives. Japanese complain that they have to move toward a more western style of management in Japan. Danish asses this a little bit different. They say that Japanese are too much conservative and spend too much time making sure that everything is perfect before they launch the product. Moreover dominating there vertical hierarchy does not support empower employees. The lack of freedom, independence and personal responsibilities makes business slower and less developed that it could be. Another important issue discovered by Lisbeth during her studies was lack of agreement on distribution channel. There is intermediary system of distribution in Japan, which in Danish’s opinion makes selling prices to go up. Unfortunately the power of wholesalers is overwhelming in the Japanese market, and many department stores are depended on them. Japanese tradition of wholesalers is not possible to change. I think that this example strengths Lisbeth’s article because proofs the assumption that different markets have different cultural heritage, what definitely affect the way of doing business. To make her arguments even stronger Lisbet’h took closer look at Product, Brand and Marketing strategy in the SHOE Company. The main strategy of the Corporation is that local subsidiaries and factories around the world make as many decisions by them self as possible. However there are still many disputes. Denmark wants to promote its shoes as Danish as comfortable, which is accepted by Japan, but Japan, does not want promote slow and comfortable life that in Japanese opinion is an attribute of Danish people. This totally does not fit to the Japanese life style in a big metropolis. There are so many areas of disputes that results from different tradition, culture and lifestyle. Japan accepts and implements only 50% of Danish ideas for marketing. Similar situation appears if it comes about brand strategy. Living in the global world Danish tries to apply one global strategy to its products, however Japanese do not agree. Japan has its own history and position of its market. Japan is not so open for changes. While in Denmark change of manager usually results in the change of strategy, in Japan new managers try to learn company strategy overrules. (Clausen, 2007) Lisbeth also indicates the diversity between Japanese and Danish cultures that are very visible during the joint meetings. That is connected with different style of negotiation presented by each country. For Danish the most important are results that are based on the number of business decisions made during the meeting. They are very active, talk a lot sometimes even interrupting his coworkers. They try to discuss as many new ideas as possible. Participation is not very formal. Japanese act totally different and value other things. For them every business meeting it has a form of formal ceremony. It is extremely important for them to attend the meeting. Japanese do not talk too much, the listen. They comment only if they are asked to do it. For Danish people this is not so easy, because to be successful making business with Japanese they have to follow their ritual and be very patient. The author also indicates diversity of work culture. Japanese are always very well prepared and pay lots of attention for small details. They focus on the relationship building. Very often they meet after the business meeting to go out together for dinner. Danish are not like that. For them business is business and free time is separated from it. They do not enjoy spending their private free time for meeting people from work. Lisbeth Clausen has done a very good job collecting all this data and information from her interviewed. For me her article seems like a very good and reliable source of knowledge about the intercultural communication on the base of Danish-Japanese cooperation. Her deep research provides so many examples of diversity of cultures between these two countries. Numerous analyses of certain facts and behaviors let readers better understand stated problem. Examination of the situation that she personally experienced is a good way of delivering proof for her thesis. I think that for me as a student of businessadministration this article is very valuable. It makes me realize that culture of each country is not the same, sometimes not even similar. Differences in culture affect the way of communication. In the century of development of globalization there are many challenges in making business across the countries. Maybe one day I will work for a Company that performs global and I will have to deal with managers from different culture. Lisbeth indicates that it is important to know culture and tradition of other countries while making business with them. She introduce to reader Danish and Japanese style of negotiation. If one day I will have to deal with someone from these two countries I will already have some knowledge about their culture. I totally agree with Lisbeth thesis that culture shape communication. References: Adler, N. J. (2002) The International Dimension of Organizational Behavior, 4th edn. Canada: North-Western Brannen, Y. and Salk, J. E. (2000) â€Å"Partnering across Borders: Negotiating Organizational Culture in German-Japanese Joint Venture†, Human Relations 53(4):451-87.