James Forman :: essays research papers

James Forman            Last Wednesday the social liberties development lost one of its most powerful individuals to colon disease. James Forman kicked the bucket January tenth he is made due by his child Chaka Esmond Fanon Forman. James was conceived on Oct. 5, 1928, he spent the early years on a homestead in Marshall County, Mississippi, with his grandma. The at six years old his folks moved him to Chicago. In 1957 James moved on from Englewood High School, after secondary school he entered the Air Force and battled in the Korean War. After the war Forman moved to Roosevelt University in Chicago after his second school semester at the University of California. He likewise turned out to be extremely dynamic in understudy legislative issues nearby before his graduation in 1957. Forman proceeded to graduate investigations at Boston University, at that point came back to Chicago. After school James proceeded to work at the Chicago Defender were he revealed the shameful acts never really individuals in the profound south.      In 1960 he learned of dark ranchers being ousted off their property by white landowners since they enlisted to cast a ballot. James left Chicago to join a program supported by the Congress for Racial Equality that gave assistance to the uprooted ranchers. In 1961 he joined The Student Nonviolent Coordinating Committee, SNCC. Multi week in the wake of joining SNCC James was chosen for its official secretary after only multi week with the association. James worked superbly at SNCC he was an amazing basic scholar just as specialist that is the reason Julian Bond, administrator of the top managerial staff of the NAACP, said "that Forman the impetus that transformed SNCC into a battling, activist organization." (Pride) Forman was only compelling as Martin Luther King and Rosa Parks. In 1963 Forman was the head for the 1963 March on Washington and the Freedom Rides in which Blacks rode over the South to ensure transports w ere coordinated as requested by the courts. James likewise got one of the primary significant blacks pioneers to request reparations for bondage. He requested 500 million dollars from white temples the whole way across America for their inclusion in the Atlantic Slave Trade. Considerably later in his life James was as yet dynamic in the social liberties network. In 1982 and campaigning against the arrangement of Supreme Court chosen one Robert Bork and the presidential battle of previous Ku Klux Klan stupendous wizard David Duke. He additionally made a trip to Europe and Africa in the interest of the Black Panther Party and furthermore arranged another walk on Washington in 1982.

Relationship Between Meat Intake and Breast Cancer Risks

Connection Between Meat Intake and Breast Cancer Risks COOKED MEAT INTAKE AND THE RISK OF BREAST CANCER M. MOGA*, I. MANITIU, N. BIGIU Theoretical. Polycyclic sweet-smelling hydrocarbons (PAHs) and heterocyclic amines (HCAs) are cancer-causing agents framed in or on the outside of very much done meat, cooked at high temperature. The point of this investigation was to evaluate the danger of bosom disease identified with the admission of cooked meat. The information bolster the collecting proof that utilization of meats cooked by techniques that advance cancer-causing agent development may expand danger of bosom malignancy. Keywords', bosom malignant growth, cooked meat, polycyclic fragrant hydrocarbons, heterocyclic amines, cancer-causing agents. Points AND BACKGROUND Bosom malignant growth is the main source of disease demise among ladies in created nations. Nourishments and nutritional categories that have separately indicated possibly significant relationship with bosom malignancy chance incorporate liquor, foods grown from the ground, fat, red meat, sugar, low-fat dairy items, fish, and tea. Red meat consumption has been theorized to expand bosom malignant growth chance. Both case-control1 and ecologic2 contemplates have bolstered a positive affiliation, and a specialist board portrayed red meat admission as a potential reason for bosom cancer3. Combined proof recommends a potential connection of cooking techniques with diet in the pathogenesis of bosom malignancy. Meats cooked to very much done at high temperatures contain heterocyclic amines (HCAs, for example, 2-amino-3,4,8-trimethylimidazo[4,5-/]quinoxaline (DiMelQx). 2-amino-3,8-dimethylimidazo[4,5-/]qumoxaline(MeIQx), and2-amino-l-methyl-6-phenylimidazo[4,5-6]pyridine (PhIP) (Ref. 4). The measures of these mixes change as indicated by cooking procedure, temperature, cooking time, and kind of meat5. Test proof over two decades has prompted the recommendation that heterocyclic sweet-smelling amines (HAAs) might be causal factors in human bosom malignant growth. HAAs are framed because of cooking meat for long spans by normal high temperature strategies, for example, grilling, barbecuing and searing. Mammary carcinogenesis has been shown as a 'cell proliferation'mode! in which hormones, for example, estrogens, both prompt and advance mammary tumors ' For correspondence. expanding mammary cell division6. It is conceivable that phones during division are re defenseless to cancer-causing upgrade, or hormones trigger the movement of gossip cells started via cancer-causing agents. After menopause, fat tissue is the r site for estrogen combination, and ladies with a high weight record (BMI) e a raised degree of endogenous estrogens7. In this manner, it is conceivable that (estrogens and estrogen-related components, for example, BMI, may change the affiliation kxween admission of cancer-causing agents from nourishments cooked at high temperature and bosom ceicer chance. Immaturity might be a time of expanded powerlessness to bosom malignancy due x normal division of undifferentiated cells that happens among pubescence and first tarth. Red meat utilization during early grown-up life has been related with bosom ^ncer chance. Exploratory Exploratory proof over two decades has prompted the recommendation that ie:erocyclic sweet-smelling amines (HAAs) might be causal factors in human bosom can-csr. HAAs are shaped because of cooking meat for long terms by normal temperature strategies, for example, grilling, flame broiling and sautéing. A few epidemiological investigations have uncovered an increasedrisk of bosom malignancy related ~ high meat intake8-11. Proof from some ongoing epidemiological examinations has recommended that consumption ;: very much done meat and accompanying mammary cancer-causing agents might be related with I significantly raised danger of bosom cancer9-12. Like flame broiling and searing, profound browning, albeit once in a while examined previ-: usly, is a high temperature (commonly 240-270 °C) cooking technique and may likewise bring about the creation of numerous synthetic concoctions, including heterocyclic amines and polycyclic fragrant hydrocarbons13. Notwithstanding unpredictable mutagenic mixes, nonvolatile hindering items, for example, hydroperoxides, trans unsaturated fats, and aldehydes can be recognized in rotisserie soybean oil. Profound singing cooking is one : f the most widely recognized cooking strategies in China and numerous different nations. Q. Dai, X. Shu14 assessed the relationship of creature food admission and level of cooking by profound browning with bosom malignancy hazard in a populace based case-:ontrol study led during 1996-1998 among Chinese ladies in Shanghai, a populace with a customarily okay of bosom disease. The examination recommends that high admission of southern style, all around done red meat might be related with an expanded danger of bosom malignant growth, and the positive affiliation might be modifiedby body weight. A similar report likewise recommends that nonhydrogenated soybean oil, if not utilized in high-temperature cooking, might be related with a diminished danger of bosom malignancy. The prevalence of proof from creature and human investigations has validated a causal connection between postmenopausal estrogen levels and the hazard of bosom cancer15-17. Mammary carcinogenesis has been exhibited as a 'cell proliferation'model in which hormones, for example, estrogens, both actuate and advance mammary tumors by expanding mammary cell division6. It is conceivable that phones during division are increasingly defenseless to cancer-causing improvement, or hormones trigger the movement of the tumor cells started via cancer-causing agents. After menopause, fat tissue is the significant site for estrogen combination, and ladies with a high BMI have a raised degree of endogenous estrogens7. Hence, it is conceivable that estrogens and estrogen-related components, for example, BMI, may change the relationship between admission of cancer-causing agents from nourishments cooked at high temperature and bosom malignancy hazard. One past case-control study led in Uruguay found a more grounded positive relationship of bosom malignant growth chance with seared meat than with cooked meat9. Oil temperature is typically at around 240-270 °C when utilized for southern style cooking. It has been accounted for that pan fried cooking oil not just creates exhaust containing mutagenic mixes, for example, 1,3-butadiene, benzene, acrolein, and formaldehyde18, yet in addition produces nonvolatile perilous mixes, for example, hydroperoxides, trans unsaturated fats, and aldehydes19. Both hydroperoxides and aldehydes are endogenous responsive synthetic substances and have mutagenic and cancer-causing potential20. Different components identified with insulin opposition, for example, high insulin, C-peptide, and insulin-like development factor-1, and low physical movement have additionally Ijeen demonstrated to be related with an expanded danger of bosom malignancy in a few studies21-23. It is conceivable that significant levels of insulin and estrogens may animate the change of bosom malignant growth cells started via cancer-causing agents from very much done meats and warmed cooking oils23 and, accordingly, advance the improvement of bosom disease. A few ongoing epidemiological investigations have recommended that trans unsaturated fats might be a hazard factor for bosom cancer24. Steck and Gaudet25 assessed bosom malignant growth hazard comparable to admission of cooked meat in a populace based, case-control study (1508 cases and 1556 controls) led in Long Island, NY from 1996 to 1997. Humble expanded hazard was seen among postmenopausal ladies expending the most flame broiled or grilled and smoked meats over the existence course (OR = 1.47; CI = 1.12-1.92 for most noteworthy versus least fruitful of admission). Postmenopausal ladies with low products of the soil admission, yet high lifetime admission of flame broiled or grilled and smoked meats, had a higher OR of 1.74 (CI = 1.20-2.50) and the outcomes bolster the aggregating proof that utilization of meats cooked by strategies that advance cancer-causing agent development may build danger of postmenopausal bosom cance25. Rohrmann26 directed an investigation to look at the relationship of the utilization of meat all in all, meat arranged by various cooking techniques and the dietary admission of heterocyclic fragrant amines (HCA) with the degree of DNA adducts in  ±e bosom tissue of ladies experiencing decrease mammoplasty. They watched solid connections of dietary HCA admission and utilization of seared and prepared perfect with DNA adduct levels in bosom tissue of 44 ladies. De Stefani and Ronco27 examined the impacts of meat consumption, including heterocyclic amine introduction, on the danger of bosom disease. They led a clinic based case-control study including 352 patients with bosom malignant growth and 382 controls. A solid impact of red meat, all out meat, hamburger, singed meat, and heterocyclic amine introduction was found, in the wake of controlling for potential confounders. The chances proportion for the most noteworthy quartile of 2-amino-3-methylimidazo [4,5-/|quinoline introduction was 3.34 (95% certainty interim 1.85-6.02). As indicated by these outcomes, meat admission and synthetic substances shaped during the cooking procedure seem, by all accounts, to be solid hazard factors _n human bosom carcinogenesis. Heterocyclic amines found in very much done meat require have intervened metabolic actuation before starting DNA changes and tumors in target organs. Polymorphic N-acetyltransferase-2 (NAT2) catalyzes the actuation of heterocyclic amines by means of O-acetylation, proposing that NAT2 genotypes with high O-acetyltransferase movement (fast/moderate acetylator phenotype) increment the danger of bosom malignant growth n ladies who devour very much done meat. To test this theory, Deitz and Zheng28 o btained DNA tests and data on diet and other bosom disease chance variables from a settled case-control investigation of postmenopausal ladies. A huge portion reaction relationship was seen between bosom malignant growth hazard and utilization : J all around done meat among ladies with the quick/middle NAT2 genotype pattern test, P = 0.003) that was not clear among ladies with the moderate acetylator genotype (pattern test, P = 0.22). Among ladies with the fast/transitional NAT2 genotype, util ization of all around done meat was related with an about >-crease (chances proportion, 7.6; 95% con

Financial Freedom 5 Difficult Steps to Get Out of Debt, Create a Simple Budget, Plan for the Future, and Regain Control of Your Finances

Financial Freedom 5 Difficult Steps to Get Out of Debt, Create a Simple Budget, Plan for the Future, and Regain Control of Your Finances Money. It rips families apart, ruins marriages, and keeps people from pursuing their dreams. Money troubles inject unnecessary stress, anxiety, and arguments into our daily lives, which keeps us in perpetual discontent. We never seem to have enough, and, living paycheck to paycheck, we cant ever get ahead. But it doesnt have to be this way. Weâ€"Joshua Ryanâ€"know first hand. The road to financial freedom was a long trek for both us. Even though we had prestigious six-figure careers, we struggled with money back then; and we werent financially free for a long time. In fact, it wasnt until we walked away from those careers (after devising a plan, of course) that we discovered how to get out of debt, how to eliminate unnecessary expenses, how to plan for our future, how to master our finances. While we all need to make money to liveâ€"and theres certainly nothing wrong with earning a great salaryâ€"taking control of your financial life involves much more than adjusting your income upward. It involves making repeated good decisions with the resources you have, changing your financial habits, and living deliberately. None of which is inherently easyâ€"especially under the tyranny of todays instant-gratification cultureâ€"but fortunately, regaining control of your finances is simple. A few years ago, overwhelmed by moneys rapacious tug on our lives, the two of us decided to change; we decided to take back control of our finances and our lives. These are the five steps we took, and they are the same principles we use today to ensure that well never again struggle with money. 1. Budget Most of us have no idea where our money is going. We think we know, but we dont really know. This is doubly true for those of us who are married or live with a significant other. Ergo, the first step toward financial freedom is establishing a written monthly budget. Note the three key words here: written, monthly, and budget. A few guidelines: Categories. Identify whats truly necessary by identifying all of your monthly expenses based on the past six months, and then divide your expenses into three categories: Essentials, Nonessentials, and Junk. Write down every expense (food, housing, utilities, insurance, cars, gas, transportation, clothes, credit cards, phones, Internet, pets, entertainment, etc.); triple-check the list with your significant other or a friend; and then use your Essentials, Nonessentials, and Junk categories to prioritize and cut wherever you can. The stricter you are, the sooner youll be free. Boundaries. Using an app like Every Dollar, you can give every dollar a destination at the beginning of the month. By establishing these boundaries, you wont worry about what you can and cant purchase because money that wasnt assigned at the beginning of the month cant be spent mid-month. Teamwork. Everyone in your householdâ€"even your childrenâ€"must have a say in the written budget. This is the only way to get every persons buy-in. Working together means taking from one category to fund another (e.g., extracting money from, say, your clothing budget to fund your entertainment budget) until each person is on the same page. Once everybody  is on boardâ€"once everyone is committed to financial freedomâ€"it is much easier to gain the traction you need. Adjust. Youll have some slip-ups along the way. Thats all right, its part of the process. At first, you and your family should scrutinize your written budget daily, and then eventually weekly, adjusting accordingly until your whole family is comfortable with your set monthly allocations. The first month is the most difficult, but by the third month youll curse yourself for wasting so much money during your budget-less days. Safety. Shit happens, so its best to create a Safety Net savings account with $500â€"$1000 for emergencies. Now listen: do not touch this money unless there is a true emergency (car repairs, medical bills, job loss, etc.). Your Safety Net will allow you to stay on budget even when life punches you in the face. Over time, once youre out of debt (step 3 below), your Safety Net will grow to include several months of income. But for now, worry only about the first $500â€"$1000 to start, which youll want to keep in a separate Safety Net account to avoid temptation (more on that below). 2. Pay Yourself (Invest) Most of us hear the word invest and we panic. Investing seems so complicated, so abstruse, so not-something-I-can-wrap-my-head-around. Well, instead of thinking of it as investing money, think of it as paying your future self. And with todays online tools, you neednt be overwhelmedâ€"investing is easier than ever. Anyone can (and must) do it. As for Joshua Ryan, we both use an online-investment tool called Betterment as our personal savings, planning, and investing software. Using Betterment, which costs nothing to set-up and has no minimum-balance requirements, weve learned how to invest in our future selves by setting aside a percentage of our income without even noticing its gone. We also keep our Safety Nets in our Betterment accounts. We do this for two reasons: 1) the money is liquid, which means we have instant access to our Safety Net if we need it, and 2) when the money is sitting in a separate account, it is less tempting to access than if its in our bank accounts (plus it earns a better interest rate in a safe, conservative way). We invest our money into four separate buckets using Betterments online software: Safety Net, Retirement Fund, House Fund, and Wealth-Building Fund. (For complete details, see our Retirement Planning article, in which we we break down how we, as minimalists, plan for retirement and other financial objectives, using screenshots and real-world examples, including statistics and personal figures.) Right now is the best time to start planning for your future. Whether youre planning for retirement, wanting to start a business, saving for a home, building a larger Safety Net, or focusing on long-term wealth-building, now is the best time to begin. Not next week, not even tomorrow, today. Even if you have no money to invest, you must devise a plan to begin investing in your future self. The best way to do this is to automate your investments using an online service like Betterment, which takes the guesswork out of investing. The future wont wait. Do it today. Even if that means 1% of your income, or even $20 a month, to start. Your future self will thank you. 3. Debt-Free Contrary to what some academics might tell you, there is no such thing as good debt. Lets say that again (read it out loud): THERE IS NO SUCH THING AS GOOD DEBT. True, some debt is worse than other debt, but its never good. The truth is: you will not feel free until you are debt-free. The debtor is always slave to the lender. Besides, its feels pretty amazing to have no car payments, no credit-card payments, and no student-loan payments looming in the shadows of your lifestyle. Throughout our twenties we both had excessive piles of debtâ€"more than six-figures each. It was a debilitating feelingâ€"a complete loss of freedom. Although there are no magic bullets, the strategy weve seen work best is Dave Ramseys Total Money Makeover, a detailed, step-by-step formula that both of us used to create a detailed plan, cut-up our credit cards, and face our debts head-on. Also read: Debt-Free: JFMs Story of Overcoming Debt. 4. Minimize Of course minimalism was a key component in our own journeys toward financial freedom. By clearing the clutter from our lives, we were able to focus on eliminating debt, changing our habits, and making better decisions with fewer resources. We also learned that by simplifyingâ€"by identifying which material possessions werent adding value to our livesâ€"we were able to more quickly become debt-free by selling more than half our stuff locally (yard sales, consignment shops, flea markets) and online (eBay, Craigslist, Autotrader). No, minimalism is not about deprivationâ€"we dont want anyone to live without in the name of minimalismâ€"but sometimes it makes sense to temporarily deprive ourselves of ephemeral satisfactions when we are attempting to move our lives in a better direction. For example, as we were tackling our debts, Joshua sold his oversized house and moved into a tiny apartment. Ryan sold his fancy new car and purchased a decade-old vehicle without a monthly payment. We both jettisoned our cable subscriptions, satellite radio, and other superfluous bills that saved us hundreds of dollars each month. We also did strange things like deliver pizzas, work overtime, and find other ways to supplement our income in the short-term so we could pay off our debts faster. Plus, we sold hundreds of itemsâ€"electronics, furniture, clothes, DVDs, books, collectibles, tools, yard equipmentâ€"that werent essential, and we used that money to further pay down our debts. Basically, anything that wasnt nailed to the floor found its way to eBay. Now everything we own serves a purpose or brings us joy, and we dont miss any of the trinkets of yesteryear. Dont know how to start minimizing? Consider our 30-Day Minimalism Game. Or if youre feeling aggressive, have a Packing Party and a Scanning Party. You can also visit our Start Here page for more ideas. 5. Contribute The shortest path toward freedom is: appreciating what you already have. One of the best ways to find gratitude for the gifts youve already been given is to change your perspective. To do so, donate your most precious asset: your time. Bring your family to a local soup kitchen, foodbank, or homeless shelter. Tutor less-privileged children in your city. Help the elderly with groceries or in-home care. Work on low-income houses with Habitat for Humanity. There are more resources than ever to help you contribute beyond yourself in a meaningful way; just do an Internet search for volunteer opportunities in your area. Whatever you do to build your contribution muscle, it neednt be grandiose; it need only contribute to someone elses life. If you do this for a few weeks, youll realize that your financial problems are tiny compared to many of the problems in the world around you. By discovering the smallness of your financial woes, youll feel empowered to take massive action and beat the crap out of your relatively miniature problems. In a short period of timeâ€"two or three yearsâ€"your entire life can radically transform from what it is today. All it takes is a plan (which you now have), determination (i.e., turning your shoulds into musts), and consistent action in the right direction. Conclusion: Simple Aint Easy Financial freedom isnt easy, but you knew that before reading this essay. The exciting part about these five principles is that they apply to anyone, anywhere on the socioeconomic ladder. Whether you earn minimum wage or six-figures, whether you are single or have half-a-dozen children, we have seen these principles work for thousands of individualsâ€"because its not about our income level; its about the decisions we make with the resources we have. You are now equipped with a recipe to make outstanding financial changes. You are obviously welcome to add your own ingredients to taste, but when it comes to true financial freedom, these five ingredientsâ€"budget, invest, eliminate debt, minimize, contributeâ€"are nonnegotiable. All five are necessary. Yes, you still have a considerable amount of research and planning and hard work ahead of you; but most important, you have to take action today. Diligence is paramount. You May Also Enjoy How to Start a Successful Blog Today Learn how to start a blog in less than an hour. Follow the step-by-step instructions we used when starting our blog, which now has reached more than 20 million people. Creating this blog is one of the best decisions Ryan and I ever made. After all, our blog is how we earn a living. More important, it's how we add value to other people's lives. Read more 30-Day Minimalism Game Let's play a simple game together. We call it the 30-Day Minimalism Game. Find a friend, family member, or coworker who's willing to minimize their stuff with you next month. Read more 11 Ways to Write Better We are all writers now. Whether you write books, blog posts, emails, Instagram captions, or text messages, you are a writer. No matter your preferred medium, here are a few tips to help you write more effectively. Read more Subscribe to The Minimalists via email.

System Analysis and Design - 1287 Words

System Analysis and Design Syllabus SYSTEM ANALYSIS AND DESIGN Module 1: Data and Information (3) Types of information: operational, tactical, strategic and statutory – why do we need information systems – management structure – requirements of information at different levels of management – functional allocation of management – requirements of information for various functions – qualities of information – small case study. Module 2: Systems Analysis and Design Life Cycle (3) Requirements determination – requirements specifications – feasibility analysis – final specifications – hardware and software study – system design – system implementation – system evaluation – system modification. Role of systems analyst – attributes of a†¦show more content†¦2. 1 3 1 3. 2. Systems Analysis and Design Life Cycle 4. 5. 0.5 1 3 1 3. Information gathering 4. Feasibility analysis 6. Feasibility analysis, final specifications, hardware and software study, system design, system implementation, system evaluation, system modification. 7. Role of systems analyst – attributes of a systems analyst – tools used in system analysis 8. Information gathering, strategies, methods 9. Case study/documenting study, system requirements specification, from narratives of requirements to classification of requirements as strategic, tactical, operational and statutory. Example case study 10. How to formulate project goals and quantify them 11. Examining alternative solutions and evaluating proposed solutions a) Technical feasibility b) Operational feasibility c) Economic feasibility 12. Cost benefit analysis, Documenting feasibility report 13. Developing Data Flow Diagrams (DFD) a) What are DFDs? b) Symbols used in DFD c) Rules of data flow d) Good styleShow MoreRelatedSystem Analysis Design1289 Words   |  6 Pages[ BIT 207 ] SYSTEMS ANALYSIS DESIGN ASSIGNMENT 2 PREPARED BY: CHERIE FOO LI YI HUC BSc. IT (BIM) [ B0300277 ] QUESTION 1 – ESPECIALLY FOR YOU JEWELERS 1.1 EXPECTED BUSINESS BENEFITS OF PROPOSED SYSTEM Q2, Pg 106 1. Savings in Costs a. Time and Opportunity Cost - A computerized system has a high system performance of database consolidation and update, efficient sorting and searching of records, accurate inventory and financial calculations, secured instant accessRead MoreSystem Analysis and Design13673 Words   |  55 PagesAssignment: 1. Describe three traditional techniques for collecting information during analysis. When might one be better than another? 2. What are the general guidelines for collecting data through observing workers? 3. What is the degree of a relationship? 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(BudzierRead MoreSystem Analysis and Design System Proposal4641 Words   |  19 Pagescompany’s problems are in the manual tracking of inventories, reporting of transactions, and preparation of financial statements. To solve the problems of the company, three information systems (IS) are proposed: Customer Relationship Management, Human Resource Information System, and Financial Supply Chain Management System. 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Attachment And Loss Volume 1 - 1020 Words

Attachment and Loss Volume 1 - Attachment John Bowlby, Pimlico, 1997 Attachment and Loss Volume 1 is part of a trilogy by John Bowlby (1907-1990) on seeking a theoretical formulation to attachment behaviour to explain the nature of the bonds between a child and its mother. John Bowlby sets out to â€Å"discuss the theoretical implications of some observations of how young children respond to temporary loss of mother†. He recognised that he would need to develop a theory of behaviour control using a scientific approach; establishing the grounds for his view and his reasons for assuming it. The psychic energy model employed by Freud is still regarded as untestable and other psychoanalytic theories have historically has been worked from an existing state, backward to an earlier development. Bowlby wanted a theory that extrapolated forward from any occurrence deemed to be possibly pathogenic to the developing personality. â€Å"In the place of psychical energy and its discharge, the central concepts are those of behavioural systems and their control, of information, negative feedback, and a behavioural form of homeostasis.† Almost half of the book is regarding Bowlby’s exploration and exposition of the biological and psychological basis for attachment. He provides and exceedingly in-depth investigation into instinctive behaviour, its cause, function and ontogeny. He explores what behaviour is termed instinctive and its traits, the control systems that regulate it and discusses howShow MoreRelatedSylvia And Deborah Case Study1187 Words   |  5 PagesSylvia worked as an investment banker before Deborah’s birth. Working as an investment banker is where she met Judy. On 9/11 is when Sylvia lost her partner Judy. Sylvia’s parents are both deceased and Deborah has never met them. 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Briefly describe salt production, from brine production to finished round cans. Salt is a raw material that is located below the surface. The salt deposits are dissolved in the water and then the brine is pumped and converted into salt crystals. When the brine is being boiled the liquid evaporates which leaves salt crystals and then they are later dried. A process like this takes about six weeks and can produce up to 45Read MoreEriksons Eigh Life-Span Stages at Stage 2902 Words   |  4 PagesLife -Span stages which at stage 2, autonomy versus shame and doubt. As we focus on this stage, Erik Erikson usually more focus at â€Å"psychological view† of development. Autonomy versus shame and doubt is at stage 2 and it is in early childhood, infancy 1 year until 3 years. This stage is about the development of the greater sense of personal control on the children self. Besides, this stage also the conflict of toddlerhood and it been resolves positively if parent provide suitable guidance and appropriateRead MoreLife and Work of John Bowlby2584 Words   |   11 Pagesattention and affection would lead to dangerous spoiling of the children. Bowlby was lucky in that the nanny in his family was present throughout his childhood.[1] When Bowlby was almost four years old, his beloved nanny, who was actually his primary caretaker in his early years, left the family. Later, he was to describe this as tragic as the loss of a mother. At the age of seven, he was sent off to boarding school, as was common for boys of his social status. In his work Separation: Anxiety and AngerRead MorePersister Cells Lab Report1090 Words   |  5 Pagesprovide a theoretical equation of antibiotic concentration as a function of time and radius. 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The Effects of Child Abuse Free Essays

Trust issues Need for instant gratification II. Behavioral effects Problems in school Making friends Getting along with others understanding school work B. Engaging in drug/ alcohol abuse Trying drugs Drinking Partying C. We will write a custom essay sample on The Effects of Child Abuse or any similar topic only for you Order Now Suited D. Eating disorders Anorexia Bulimia Binging E. Criminal behavior Vandalism Prostitution F. Abusing others Physically Psychologically Sexually Ill. Physical effects Insomnia/ nightmare Startled easily Racing heartbeat Aches and pains Fatigue Difficulty concentrating Edginess or agitation Muscle tension Nelson 1 Psychological abuse is considered to be verbal abuse, extreme punishment, irruption, and lack of affection. Psychological abuse is not only one of the most common types of child abuse, but it is also considered to be one of the most hurtful. The question is-?what effects does psychological abuse have on children? There are many consequences of psychological abuse, and most if not all of these effects are long term. Children can be emotionally affected by psychological abuse. One emotional effect of psychological abuse could be low self esteem. A child with low self esteem brought on by this abuse may have sensitivity to criticism, bouts of hostility, trihedral from society, and excessive preoccupation with personal problems. These children may also suffer from depression. This depression may include a general sadness, an increase or decrease in appetite, feelings of fatigue, and thoughts of suicide. The abuse may also cause a child to become anxious which includes a general feeling of sickness, detachment, an inability to think clearly, and a constant fear of death. All of this can make a child aggressive. This can lead to a child physically or verbally attacking other which can cause injury to those people or to the hill itself. Children that are aggressive may also have personality disorders. Some common personality symptoms a child may have are stormy relationships, social isolation, trust issues, and demand for instant gratification. A child’s behavior can also be affected by psychological abuse. Psychological abuse may cause a child to have problems in school. Some of the problems these children may have are making new friends, getting along with others, and understanding their school work. These children also tend to go to parties and engage in drugs and alcohol. Some of the hillier may only try the drugs and alcohol once-?others may become hooked on the drugs or become alcoholics for the rest of their lives. Many of these children may commit suicide. Others may have eating disorders like anorexia, bulimia, or binging. They are also involved in various criminal behaviors such as vandalism, drugs or alcohol, and prostitution. Because these children have known nothing but abuse their entire lives, they tend to be abusers themselves. They may verbally, physically, psychologically, or even sexually abuse others as they grow. Psychologically abused children also suffer from various physical effects of the abuse. Some of these physical effects may include insomnia. Whenever they do sleep they end up having intense nightmares. A child may also be easily startled which may cause him or her to have a racing heartbeat. Some other effects may be fatigue, difficulties concentrating, edginess or agitation, and muscle tension-?causing aches and pains. Psychological abuse is very hurtful and harmful to children. It greatly affects who they are as a person. The effects of this abuse are intense. It affects children emotionally and physically, and can also affect their behavior and personality. How to cite The Effects of Child Abuse, Papers

Changing Use Of Language Essay Example For Students

Changing Use Of Language Essay I chose to find the entomology of a word that most people can usually not go through a day without using at least once, computer. With the explosion of the personal computer in the last ten years, most households in America own at least one. However, the meaning of the word computer has changed in the last century. The word itself is found in text as far back as 1646 when Sir T. Brown said, The calendars of these computers. The use of computer in this sense, as defined by the OED, is one who computes; a calculator, reckoner; a person employed to make calculations in an observatory, in surveying, etc.Then, around 1897, the use of computer began to change. In the January 22 edition of Engineering, this usage appeared: This was a computer made by Mr. W. Cox. He described it as of the nature of a circular slide rule. This usage began the change of the definition. In the supplement to the OED, computer is now defined as a calculating machine; an automatic electronic device for performing mathematical or logical operation.The word computer stems from the verb compute which came from the French comput-r and the Latin computa-re. It was formed by adding com together and putare to clear up, settle, reckon. Together, compute means to estimate or determine by arithmetical or mathematical reckoning; to calculate, reckon, count. Then from the word compute, the suffix er was added giving us the definitions we have for computer today.2) In an effort to further understand language, the field of psycholinguistics formed to study the psychological side of language. Language has many different functions such as communication, expressing emotion, explaining ideas, to create relationships, and recording ideas. Without the use of language, it would be nearly impossible to explain the history of anything. Language allows for the communication that is necessary for survival. It is not only humans who benefit from language either. Bees use a complex system of a dance and buzz to show the hive where to find food, and birds use different chirps to communicate.One psycholinguistic, Hockett, said that all languages have some aspects that are the same at some level which he called Linguistic Universals. One aspect of Linguistic Universals is the broadcast transmission, which says that language is public and that anyone around the message will pick it up. Another aspect of language is that it is rapid fading, or if you dont get it right away, you wont get it at all. Hockett also said that language is arbitrary. An object could actually be called anything anyone wants to call it. In all, Hockett came up with nine aspects that all languages have in common.In order to understand language, Chomsky believed that there were four levels needed. The first of his four levels was the Lexicon. He described the Lexicon as a mental dictionary. It allows for recognizing words in context, knowing how to pronounce the word in its context, and how the word is used in different parts of speech. Chomskys second level was called the Phonemic level. This described the phonemes or the smallest unit of sound in the language. For every language there are a countable number of sounds that make it up. For example, the Chinese language has no sound for the English L or R. The English language is made up of 40 to 50 distinct sounds while the Hawaiian language has only eleven.His third level needed for understanding language is the Morphemic level. This level consists of morphemenes, which are the smallest unit of meaning of an utterance. This explains the usage of prefixes and suffixes such as the use of an s to make a word plural.The last level Chomsky used to understand language was the Syntactic level. This level consisted of the syntax or the structure of the utterance. This level was used to explain the understanding of how a sentence was put together. Chomsky said that there were two parts to every sentence, the surface structure and the deep structure. The surface structure contains the words that are used to create the utterance and syntax. The deep structure was the meaning of .uc71e9b5e543c3aeddf43b213390775aa , .uc71e9b5e543c3aeddf43b213390775aa .postImageUrl , .uc71e9b5e543c3aeddf43b213390775aa .centered-text-area { min-height: 80px; position: relative; } .uc71e9b5e543c3aeddf43b213390775aa , .uc71e9b5e543c3aeddf43b213390775aa:hover , .uc71e9b5e543c3aeddf43b213390775aa:visited , .uc71e9b5e543c3aeddf43b213390775aa:active { border:0!important; } .uc71e9b5e543c3aeddf43b213390775aa .clearfix:after { content: ""; display: table; clear: both; } .uc71e9b5e543c3aeddf43b213390775aa { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uc71e9b5e543c3aeddf43b213390775aa:active , .uc71e9b5e543c3aeddf43b213390775aa:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uc71e9b5e543c3aeddf43b213390775aa .centered-text-area { width: 100%; position: relative ; } .uc71e9b5e543c3aeddf43b213390775aa .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uc71e9b5e543c3aeddf43b213390775aa .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uc71e9b5e543c3aeddf43b213390775aa .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uc71e9b5e543c3aeddf43b213390775aa:hover .ctaButton { background-color: #34495E!important; } .uc71e9b5e543c3aeddf43b213390775aa .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uc71e9b5e543c3aeddf43b213390775aa .uc71e9b5e543c3aeddf43b213390775aa-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uc71e9b5e543c3aeddf43b213390775aa:after { content: ""; display: block; clear: both; } READ: The tragedy in Julius Caesar Essay

Every Cloud Has a Silver Lining. free essay sample

Life is full of such dark clouds, looming on our hearts, but we must remember everything is not as bad as it seems, and you may find a little good even in the worst situation. Chris Gardener, you might remember him from the feature film â€Å" The pursuit of happyness†, well he had a very tragic and challenging life, he got into this business of one scanners, and lost all his money, eventually he is forced to take an unpaid internship at a stock broking firm, because of which today he is a multi millionaire businessman. Even though his failed business seemed like a great debacle at that point in his life, on hindsight it was the reason of his success, had he not been in that condition he might have never reached the dizzying heights he has. The world is going through a recession today, needless to say that it is a challenging phase for people, but then if you see it from a different perspective, off late with economic boom he world had become too materialistic, people began pursuing a lonely and individual life. We will write a custom essay sample on Every Cloud Has a Silver Lining. or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Now with recession as all of us face this tough phase together, lend a helping hand to each other, and this has in a way brought us all much closer emotionally. People are hooked off the materialistic phase, which might lead to them appreciating the other things life has to offer. Governments can pay attention to human development rather than economic growth. It’s quite obvious that even though recession is a bad thing, it has a silver lining. Most good and bad thing have a upside or downside, there are no absolutes, so we must not worry ourselves too much with what going on in our lives, rather we must be up to the challenge every day, and be prepared to see that silver lining in every dark cloud.

How to Send Tactful Emails from a Technical Support Desk

How to Send Tactful Emails from a Technical Support Desk How to Send Tactful Emails from a Technical Support Desk How to Send Tactful Emails from a Technical Support Desk By Ali Hale I work in technical support, which has given me many opportunities to develop the skill of phrasing things carefully. If you’re in an IT department or technology company, you doubtlessly have to deal with emails from irate people who’ve just spent hours struggling with a piece of unhelpful software. These users often have a preconception of technical support as being â€Å"unhelpful†, â€Å"slow† or â€Å"rude† and so it really helps to have some tactful phrases in your writing toolkit. When it’s a case of â€Å"user error† Don’t say â€Å"It’s your fault† or â€Å"You’ve done it wrong.† This is likely to annoy or upset the user, and escalate a potentially tricky situation. Instead, try opening your email with something that doesn’t sound like you’re blaming them: â€Å"Perhaps that section of the manual wasn’t very clear.† â€Å"I’m sorry you’re having problems with that.† Then use the main body of your email to give clear and concise help. It may be tempting to dash off as quick a message as possible, but you won’t save any time if the user then emails back because they’re still stuck. â€Å"Lots of people struggle with this, so let me take you through it step-by-step†¦Ã¢â‚¬  â€Å"This is how it’s supposed to work† Close your email by inviting them to let you know if they’re still having trouble at all: â€Å"Just let me know if you’ve got any more questions.† â€Å"Email us if you’re still having problems once you’ve tried the above.† Putting it all together, here’s an example of how not to do it: â€Å"There’s an ‘I forgot my password’ button for a REASON, idiot.† And here’s how to make someone’s day a little brighter: â€Å"Sorry to hear you’re having trouble logging in. I’ve checked on our end, and we’re not experiencing any system downtime. Just click on the ‘I forgot my password’ button and it’ll send your account details straight to your inbox. Let me know if you don’t receive that email, or if you have any more problems at all, and I’ll be glad to help.† When the bug or problem is yours If there’s a problem on your end, it’s a good idea to apologise. Don’t go over the top in prostrating yourself for every tiny thing, but do make it clear that you’ve acknowledged that there’s something wrong. Using phrases like â€Å"slight bug†, â€Å"temporary problem†, â€Å"minor issue† are much more likely to calm worries than â€Å"catastrophical error† or â€Å"huge mistake† (even if the latter are more accurate†¦) Starting your email with a brief â€Å"Sorry† or an acknowledgement that there is something wrong, will help calm down the user instantly: â€Å"Sorry about that.† â€Å"Yes, I’ve managed to repeat the problem you reported.† Let them know what’s being done to fix the situation (unless you can fix it on the spot before emailing them back). Don’t make any promises you can’t keep, but do give some idea of likely timeframes for a solution: â€Å"Our programmers are looking into it at the moment.† â€Å"We’re hoping to have it back up and running by the end of the day.† Close your email by apologising for the inconvenience to them, especially if there’s going to be a long delay in getting the problem fixed. And reassure them that they’ll be informed as soon as it is sorted out – otherwise you’ll risk them sending hourly emails demanding to know if there’s any progress. â€Å"My apologies for the inconvenience in the meantime.† â€Å"Let me know if there’s anything else I can do to help.† â€Å"We’ll email again as soon as it’s working.† This sort of email is not likely to meet with a good response (especially if your boss sees it): â€Å"Yeah, that’s our fault, huge screw-up. We’ll get it fixed soonish.† This is much more likely to lead to a happy user who is confident that you’ve got the situation under control. â€Å"Sorry about that. I can see there is a slight problem, and we’re investigating exactly what the issue is. We’ll get back to you as soon as it’s working again – it should be sorted out within a couple of days.† Keep a list of the above phrases on hand for those moments when you need to tactfully unruffle feathers and unfray nerves: it’ll make your job a lot easier! Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Business Writing category, check our popular posts, or choose a related post below:The Meaning of "To a T"7 Patterns of Sentence Structure48 Writing Prompts for Middle School Kids

Boundary Line Placement Assignment Example | Topics and Well Written Essays - 750 words

Boundary Line Placement - Assignment Example They purchased them and erected their structures. Each one of them tries to engulf their habitats and make their residential areas and environments as conducive as possible ( Adier 2001).. At that moment, there erupts a conflict on the line of separation between them calling for the need of the judiciary to intervene and save the innocent while prosecuting the guilty. The dispute came because of the railroads that Levy put to mark the boundary between him and the neighbors. He was oblivious of the exact location of the boundary but rather assumed that it was at a point within the vicinity of the cranberry garden that at first had bushes that dried. Marjory however believes that the cranberry garden marked the boundary between the families, as it was the common point shared by them (Adier 2000). Ms Tucker has also resided in there for a long time and the only transition that has taken place is that the plaintiffs were paved and this affected neither the location nor the size. The plaintiffs’ evidence is that apparently because of a dispute over whether the defendant’s tenant had farmed over the line and onto the plaintiffs’ lawn in an area north of the area in question, there was a falling out between the parties. As a result, the plaintiffs’ evidence is that in 2005, the defendant had the property surveyed and as a result, the surveyor put a stake in the pavement of the plaintiffs’ driveway( slossberg 2007). In deep consideration, the defendants never took part in any farming and they even do not reside within the area in question. I would therefore prefer to say that they be excluded from the case and the affected individuals to vindicate their truths. Again, they both seem innocent because they both purchased so it is the original owner who ought to have given them the true information; relating to the boundary ( Kiser 2011).. The boundary line between the two properties should follow the investigated and surveyed boundary line, which runs from

Consulting For Nursing Informatics Assignment Example | Topics and Well Written Essays - 500 words

Consulting For Nursing Informatics - Assignment Example In current times the traditional manual handling of information has been replaced by the automated handling of information collection, collation, distribution using computers and information technology tools giving rise to the discipline of informatics, which applied to healthcare is health informatics. Health informatics integrates several fields like Informatics, Nursing, Medical, Dental, Pharmaceutical, and Social and Consumer health, each being a specialty with overlap in some roles and tasks, but with the single objective of providing improved healthcare. There are several categories of trained personnel as applied to functions and tasks of nurses in health informatics: ‘informatics nurses’ have tasks in healthcare, ‘nursing informatics’ have tasks in informatics, and ‘informatics nurse specialists’ have higher knowledge and specialized skills, and have roles in higher functions. Consulting in the area of nursing informatics requires a lead ership position, a person who can plan, advice and execute nursing informatics projects under complex situations of overall healthcare informatics. Thus nursing consultant has the role in leading, planning, development, integration, maintenance, overall management, besides regular skill up gradation through training, management of systems and resources, and a system which through its performance expresses the value of nurses in the system of healthcare. The consultant in nursing informatics should also cover the tasks of change management, and interface and coordinate with people across the organization from nurses to clinical departments across the healthcare system. Besides, consulting should also include coordination with service vendors for IT, identify problems and provide solutions, advise on up gradation of systems, and implement systems consistency with professional standards.

Management of Multinational Companies

Management of Multinational Companies Abstract Staffing management of multinational companies is a complex but crucial issue to the international human resource management (IHRM) research. Based on literature review, this article is to investigate the staffing management in the multinational companies. Firstly, the author will summarize the conceptual introduction, general challenges, culture distance, and new alternative in the expatriate assignments. Secondly, the author will discuss how to retain subsidiary staff retention in the whole HRM of multinationals. Thirdly, in order to complete the research successfully, the author will utilize the qualitative research method through literature study and one-to-one interview to figure out the puzzle about the staffing management in multinational and draw the conclusion. Introduction The topic of this paper is the staffing management in the multinational companies by using qualitative research method. In this report, what kind of information is valued for this research? How to collect information? What kind of technology will be used and how to organize this research? All these questions will be described in the following parts. First at all, the clear understanding about qualitative research is necessary and helpful. Qualitative research is a field of inquiry that crosscuts disciplines and subject matters. It involves an in-depth understanding of human behavior and the reasons that govern human behavior. Unlike quantitative research, qualitative research relies on reasons behind various aspects of behavior. Objective The objective of this article is to investigate the staffing management in the multinational companies. In the last decades, an extensive amount of articles on this topic have been published. Obviously, the staffing management is a critical issue in the human resource management for the multinational companies. How to balance the PCNs, HCNs, and TCNs? How to reconcile the individual career plan to the corporation scope? How to manage the multicultural team? All of these topics have been explored in conceptual theory and empirical analyses. At the same time, with the development of the world economic and political, some new trends have appeared in international business, for example, global virtual team, the e-business, etc. These new challenges bring new patterns for the staffing management. Thus, in this article, the author focuses on new changes, such as alternative for the conventional expatriate assignments and the retaining of the local staff retention. Literature Review In order to get the general knowledge about the staffing management in the multinational companies, six books have been chosen as the literature related to the topic. In those books, the authors claimed that people are the foundation in a multinationals; most of the attention of human resource management in multinationals is concerned with the staffing management, while the staffing management is the most difficult task for them. How to effectively manage people in various countries and cultures is a big issue in the staffing management in the multinational companies. At the same time, in order to get the recent research topic in the multinational staffing management, some articles which were published in the academic journals have been chosen as well. 1. Conceptual Introduction Staffing management deals with a comprehensive term for all operative functions namely recruiting, placing, appraisal, rewarding, assessing, developing performed in HR management. According to International HRM model created by Patrick V. Morgan and Peter J. Bottrall, three dimensions are involved : Human resource functions Procurement Allocation Utilization National or country functions The host country where a subsidiary may be located The home country where an international company is headquartered And â€Å"others† countries that may be the source of labor or finance Employees functions Local/ host-country nationals (HCNS ¼Ã¢â‚¬ ° Expatriates/parent-country nationals (PCNS) Third-country nationals (TCNS) Face to those options and wide resource, the managers in global enterprises have particular concern about the employees ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation. Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage. With regard to executive nationality staffing policies, â€Å"There are major four categories on the HRM within Multinational corporations : the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach. In summary, those four approaches are useful for multinationals, and the MNC can choice one of four approaches to manage its international staffing. However, there are no restricting rules for staffing management. The following questions for the multinationals must to face: Predictors of expatriate success, expatriate failure rate, repatriation, equal employment opportunity issues, and recruitment and selection of HCNs and TCNs. 2. Challenges in multinationals The nature of international business is undergoing a sea change. The rapid expansion of global trade, business consolidation and geographical diversification are pushing companies for changes in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. Another factor driving the need for change is the global mergers and acquisitions. Companies acquire other companies abroad need to change their HR policies as it is not applicable on the acquired company. It is beneficial to invite top executives of the acquired firm to join the parents top management. 2.1 Career blockage Lots of employees will be exciting to have the opportunity to work abroad. In fact, for host-country manager who always have limited opportunities to gain experience outside their own country and can not progress beyond the senior positions in their own subsidiary. While, the parent-country manager have limited too, and they will feel frustrate when they come back home to see their colleagues are promoted and their career have been sidetracked. 2.2 Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. 2.3 Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. 2.4 Family problems Family problem for PNC manager is another challenge. The oversea employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. 3. Managing multicultural team Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article â€Å"Managing multicultural team†, the author states that â€Å"Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships† (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . At the same time, the accent and the lack of fluent communication will affect the understanding and the integration between team numbers. The direct effect of misunderstanding can also be the barrier to constrain the team achieving the project common goal. Therefore, the scholar indicates the four strategies as following to mana ge the multicultural team (Jeanne Breeet, Kristin Behfar, and Mary C. Kern, 2007) : Adaptation: acknowledging cultural gaps openly and working around team Structural intervention: changing the shape of the team Managerial intervention: setting norms early or bringing in a higher-level manager Exit: removing a team member when other options have failed Although those four strategies can be used to deal with some challenges in the multicultural team, the first step to manage the multicultural team for team manager is to identify what kind of challenge the team would face. Sometimes, we can advocate the post-modern thinking as a popular but unofficial thinking which can be used among the team numbers. We try to understand and think about questions from the other side without prejudice. However, the official team management needs some norms and rules to keep the right orientation. In my opinion, when facing the team troubles, we should see the troubles from the culture angle, through the social thinking ways instead of from the personality. 4. New alternative in the expatriate assignments According to Edstorm and Galbraith(1977), there are three motives why MNCs use expatriates. As position fillers when suitably qualified host country nationals (HCNs) were not available. As a means of management development, aimed at developing the competence of the individual manager. As a means of organizational development, aimed at increasing knowledge transfer within the MNC and modifying and sustaining organizational structure and decision processes. However, the high cost and the family problems are the evident shortcomings of the conventional expatriate assignments. Recently, more and more research begins to question the utility and viability of the conventional expatriate assignments. According to the â€Å"Changing patterns of global staffing in the multinational enterprise: challenges to the conventional expatriate assignment and emerging alternatives† (David G. Collings, Hugh Scullion and Michael J. Morley, 2007) , there are five aspects related to the debates: supply side issues, demand side issues, expatriate performance and expatriate â€Å"failure†, performance evaluation, cost and finally career dynamics. By reviewing the reasons of those challenges, the authors explore some alternative forms in the international assignments now: Short –term international assignments Frequent flyer assignments Commuter and rotational assignments Global virtual team The HR implications of managing alternative forms of international assignments Although those new patters appeared in the international staging assignments, each alternative has both positive and negative influences. For example, as scholars mentioned that the short-term assignments are the most popular form of non-standard assignment. At the same time, they also identify the following situations in which short-term assignments are used in MNCs: (1) Problem solving or skills transfer; (2) for control purposes and; (3) for managerial development reasons. And the disadvantages: (1) taxation issues ¸ particularly for assignments over six months duration, (2) the potential for side-effects such as alcoholism and marital problems (3) failure to build effective relationships with local colleagues and customers and (4) work visas and permits (Tahvanainen et al., 2005) . Eventually, the challenge for IHRM practitioners is to ensure that each international assignment has clearly defined goals and in this context to continue the advancement of techniques aimed at measu ring the return of investment on international assignments. 5. Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the â€Å"inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel.† According to the literature review, we can see that the staffing management is the big and critical issue in the multinational human resource management. Although some models and some rules can be used in the staffing management in multinationals, there is no magic formula which we can follow, and there is no silver bullet that gives the kill. Simultaneity, I also find some challenges and some new patters of the staffing management in multinationals, in order to get the better understanding about the staffing management strategy in multinationals, and to prove some confused questions in my minds, like why are there so few women on international assignments? The designed qualitative research which addresses the staffing management in multinational companies will be presented as the following: Methodology A successful qualitative research should have the clear introduction about the research methods, the detailed and scientific research, and the justice and related data analysis. In this part, how to develop and execute this qualitative research will be described: 1. Research methods Research methods are the tools to be used in this qualitative research. It is the basic elements to do the research, and the better and clear understanding is helpful and necessary for the success of the research. In the following part, I will introduce some research methods which will be used in this qualitative research. In-depth interview: are typically used in survey development. One-to-one interviews are conducted (with people meeting the criteria for completing a particular survey) when individuals complete the instrument. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. Five persons (individual profiles as the following table) will be interviewed to talk about this project. The questions sheet was designed for the interview. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Interviewees Age Gender Background Working experience 36 Male PHD Electric Engineer 7 years Engineer 33 Male Master engineer MPM 5 years HR manager 32 Male Master MPM 4 years marketing manager 29 Female Master MBA 2 year HR 25 Female Master MBA 1 year HR 2. Research Procedure In this research, the five persons who have the background with working in the multinational companies or who have the academic ideas about the human management will be involved in this research. This research have two parts, the first part will discuss about the important position for staffing management in one multinational company. The second part is about the challenges, and tries to find the solutions for those challenges. 3. Data collection and analyzing In this stage, the enough and useful data is necessary for qualitative research. Collecting data is the key step to achieve the research goal after in-depth interview and case study. Based on the four challenges about the human resource management in the multinational companies, through the in-depth interview with five persons and the case studies, the result about this research is to find the way how to solve those challenges. 4. Research Schedule All the research development will follow the deliverables on the course outline. Proposal: Deadline is February 20 Interview protocol: Deadline is March 12 Interview: Deadline is April 10 Oral presentation: Deadline is April 16 Research report: Deadline is April 28 5. Interview 5.1 Interview plan Traditionally, the detailed plan is the first step for a success interview. For me, the major thing should be described is about the interview tools. The in-depth interviews are typically used in the interview. One-to-one interviews are conducted as the individuals complete the instrument being tested. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. At the same time, based on the topic which is staffing management in the multinational companies, I will choice the telephone interview too. Five persons will be interviewed to talk about this topic. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, the forth person is my friend who works in a multinational company in Toronto, and I will meet him in the weekend to do the interview. The last person works in Montreal, and I will take a telephone interview. 5.2 Level of Language The effective communication is the critical issues for the success of the interview. The better understanding is helpful to achieve the purpose of the interview. 5.3 Interview questions Do you think the staffing management is a critical issue for multinational companies? Do you think staffing issues are different and complex in the multinational companies? Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? How to motives the expatriate employees? How to make the justice between local and expatriate employees? How to implement the performance management for the host-country nationals? How to manage the diversity management? Why are there so few women on international assignments? What kinds training are necessary for the international assignees? What are the challenges about staffing management in the multinational companies? 5.4 Analyses about the interview questions As I mentioned before, five persons were be interviewed to talk about this topic. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, one person who works in the AMD in Toronto, I was meeting him last weekend. And another person who works in Montreal, I already called him to do the telephone interview. Those entire people have the common thinking which is staffing management is very importance and diversity in multinationals. The detailed analysis about the interview questions as following. 1. Do you think the staffing management is a critical issue for multinational companies? The same answers from five interviewees. All of them given yes to this question. Analysis: People are one of the most important parts in the multinational companies. The staffs are from different countries, they have diverse cultures, religions, and working styles. Therefore, the working environment can be very complex. Finding skilled and talented personnel and motivating them then become more and more important. How to resolve problems and conflicts, and integrate the diverse human resource and management is going to be a critical issue. 2. Do you think staffing issues are different and complex in the multinational companies? All of five interviewees answered yes in this question. Analysis: Compared to the national company, the multinational companys target market may be numerous country or while world. According this situation, the employees of multinational companies have different culture, religion and life habit. The employees diversiform culture background can help the multinational company understand the local market environment; however, it increases the cost of staffing management. The multinational companies should pay more an attention on the HR management. The enormous human resource data and complex work environment is a trouble for the multinational companies. At the same time, communication problem is also critical when people speak different languages. 3. Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? The answer is yes. Analysis: Based on the countries different conditions like economic, living standard, market, etc. The local, expatriates and third-country nationals employees are in the different positions. The HCNS are familiar with the culture, environment, and the communication habit. Therefore, the management strategy can be very simple and easy. However, for the PCNS and TCNS, they are unacquainted with the country, and it is harder to accommodate themselves with the new living and working environment. So the communication process will be more complex. Consequently, the companies should use different strategies between the different nationals employees. 4. How to motives the expatriate employees? In this question, building own company culture which is not only local culture but also expatriate and recognizing the and respecting the different culture and habits has been mentioned in all five interviewees. As interviewees C states that familiarizes the new employee to the companys culture, business values, people, organization and processes in an efficient manner. Then, helping the person fit into their new environment, lowers feeling of isolation and anxiety, and increases feelings of comfort, security and belonging. Also, creates a favorable impression and attitude. At the same time, interviewee D thought that Special benefits and holidays are the necessary and important rules to motives the expatriate employees. 5. How to make the justice between local and expatriate employees? The answers about this question related to the understanding about culture and habits and the performance evaluation. Firstly, a series of regulations and rules should be created, Then, try to avoid bias, think objectively, and stand by different positions to see the view. At the same time, the performance evaluation should have the same standard. 6. How to implement the performance management for the host-country nationals? The performance management should be made based on the appraisals which provide legal and formal organizational justification for employment decisions. Also, the appraisals are used as criteria in test validation and provide feedback to employees. Meanwhile, the appraisals can help establish objectives for training programs and determine organizational problems 7. How to manage the diversity management? In this question, there are many answers: A, create chance to know each other B, Equal opportunities is just one part of diversity, detailed policies and procedures should be user-friendly. C, establish a heterogeneous workforce performing to its potential in a fair work environment where no member has an advantage or disadvantage for any reason other than merit. E, Establish training system to reduce fail and conflicts. Establish effective communication to exchange information in time. 8. Why are there so few women on international assignments? In this question, there have the different answers between the male and female interviewees; two male interviewees state that this situation based on the history, culture, like working capability of women cant be accepted by everyone. One male interviewee claims that he did not find this situation because one of the groups in his department is all women who are in charge of both local and international assignments. The two female interviewees said that Women have more family and emotional burden, and women always lack of career progress (glass ceiling). 9. What kinds training are necessary for the international assignees? In this question, most interviewees mentioned that the international assignees should be trained of the knowledge of culture, religion, value and working style. Interviewee B still talked about the training should be connected with Sexual Harassment, Legal Issues and Global Corporate Finance. 10. What are the challenges about staffing management in the multinational companies? Touch different thinking approach and culture How to Improve Expatriate-Local Relations How to respect the diverse values, and establish the same corporation values is most challenge Conflicts between cultures, communication problems, performance standard. Unions want to cooperate but compete with each other for jobs Finding and Results The interviews proved my viewpoint that the staffing management is critical and complex to a multinational. Therefore, to successfully achieve its goal, the multinational not only insist its successful experience and culture but also should adjust the strategy due to the diversity and complexity of human resource management which includes the staffing management strategy. In my research, I focus on two aspects: first is about the importance of staffing management in multinational, which even should be considered as the most crucial part in multinationals life. My interview has proven my standpoint, all interviewers agree on the importance of staffing management. A mistake the multinationals may make is they believe the successful experience in the home country will work well in other parts of the world. But the fact usually says no. Therefore, the multinationals need to learn how to face the â€Å"difference† in different thinking ways, policy, culture and peoples desires. Thu s, the second aspect is how to make and implement the proper staffing management due to de complexity and difference of country situation. Base on this understanding, I listed my questions like â€Å"How to motives the expatriate employees†, â€Å"How to manage the diversity management?† and â€Å"What kinds training are necessary for the international assignees†. Most of these questions relate to the people. Undoubtedly, people are the most important factor in all aspects. No matter how correct a decision or strategy has been made, it depends on how people implement it. My interviewees answered the questions through different aspects which base on their experience. Clearly, all of the answers based on one common point that the staffing strategy has to meet peoples basic demands, culture, and inspire them properly. Above all, the interviews supported my original viewpoint and extended my visions in several aspects which I learned from the literatures. I will giv e the conclusion in next part. Conclusion In the past ten years many business cases proved that human resource management especially the staffing management is the critical factor for the business successful. Based on the analysis about the interviews, I got some conclusion. Firstly, the staffing management is the critical issue for the multinational has been proved. People are one of the most important parts within the company. People with different culture will cause a lot of problems because of culture differences for multinational companies. Because of globalization, business are not just addressed within a Country, and it becomes global as well. So how to find, select and train skilled and talented personnel and motivating employees then become more and more important. Secondly, the staffing management issues are different and complex in the multinational. These issues still related to the culture understanding. Different people have the different thinking ways based on the individual background, and different nations h ave the different habits by the history, religion, policy, etc. So, employees in a multinational have the different thinking ways for the same thing. Those results result to the complex and different staffing strategies. Thirdly the culture shock is another bid issue for the staffing management in the multinationals. All of the five interviewees talked about the better understanding of the different culture and habits, it indicates that diverse culture, religions thinking ways and working style become more and more important in the multinationals, and taking the justice between local and expatriate employees is very important too. In fact, as we all known, staffing for a multinational company is complicated by the more diverse environment , such as business, economic, political, legal, cultural implications and the Parent companys need for control. At the same time, as I mentioned before, there is no magic formula which we can follow, and there are even more challenges that Human Resource has to face when the organization goes international. In a multinational corporation, one of the most difficult tasks is to effectively manage people in various countries and cultures. As we discussed before in this article, the employees are the base for the company, and human resource management is the critical factor for the business successful. According to the situation of human resource management in one organization, the HRM managers take special responsibilities. In fact, there is also no denying that the status of the HRM in the enterprise will be higher than before throughout the next decade. At the same time, with the development of global economy, the multinationals acted the more and more important roles in the global trade. This fact enforce the enterprise have to developmen

Globalization: a boom or a threat? Essay

Globalization is an interaction between different economies, societies and cultures through a worldwide network of trade, communication and transportation. Globalization has both advantages and disadvantages on every economy that exists in this world. Globalization affects every country in a very serious manner. According to studies globalization has more advantages over its disadvantages. Globalization leads to exchange of technology between different countries, exchange of weapons for defense, it reduces the fear of war between developed nations, it leads to free trade between countries, it reduces cultural barrier and helps to increase global village effect. These examples are just a part of the story and there are many more advantageous of globalization over its disadvantages. Globalization is a controversial topic since last two decades; many people believe that globalization has many disadvantages like outsourcing of jobs to other nations, losing cultural identity and exploitation of workers rights. Following is the list of advantageous of globalization and its disadvantages. However, list of advantages of globalization is way longer than its disadvantageous that leaves us to decide that is globalization a boom or a threat? Globalization leads to exchange of technology from developed countries to other developing nations. Taking an example of America’s technology transfer to India has changed the world. America transfers it’s nuclear, information technology, medicine and machinery technology to India, which brought a boom in the Indian economy. India was known the as third world country but now it is known as upcoming super power after china. Globalization affected Indian economy is a very serious and a good manner. In return India offers US with its call center services. Also, U.S. is outsourcing its manufacturing and white collar jobs to India which saves America tons of billions of dollars every year because of cheap and reliable services provided by India to American customers. The U.S. shares its army training programs with India and transfer latest weapons to Indian army which is very useful to maintain an army balance in south Asia and also to fight with terrorists. In return Indian army trains American army with jungle warfare tactics. Working out together is a key to success and globalization makes it possible. It is beneficial for both the economies by being interdependent on each other. It leads to rapid growth of both the economies. Globalization leads to reduce tension of war between two or more developed nations. Globalization pacifies international relations. Two countries that trade together are reciprocally dependent to each other. One is interested in selling and other is interested to buy. The best example is the U.S. and China, China wants to sell and U.S. wants to buy cheap stuff. Even though, China is the biggest threat to the US at this moment, U.S. does not want a war with China because of its national interest. In return U.S. provides China with money and technology. Both the countries are equally and reciprocally dependent to each other. Hence, globalization helps reducing tension of war between developed nations. Globalization leads to freedom to exchange good and capital by free trade policies. With globalization, companies can manufacture goods at places with low cost labor and at place where there are not many jobs available. For example American companies prefer to outsource its manufacturing plants to India or other Asian countries because of its cheap labor, massive man power available there, very less cost of production and very less or no taxes by their government which results in lowering the cost of the product. Globalization reduces cultural barrier and makes the global village effect dream come true. Taking an example of America, we know a lot more about other cultures now than what our parents or grandparents knew. We are more open to other cultures. Our minds are more open to other ideas, traditions and this has made it a very exciting time for our generation and for those to come. We eat sushi in lunch or Italian in dinner, all this counts to make us more knowledgeable about other cultures. People on the other side of the world like in India or China watch Hollywood movies, eat peanut butter jelly in breakfast, wear Hollister or American eagle which in a way helps them to understand western culture. As a result, they overcome their cultural barrier and compete with rest of the world. Now days every culture affects other culture directly or indirectly and making ourselves more and more knowledgeable about different cultures will help us to make our global village effect dream come true. A quote from Pico Iyer’s essay would have worked in this previous paragraph. However, disadvantages of globalization like outsourcing of white collar jobs and manufacturing jobs to developing nations by developed nation’s leads to decent percentage of unemployment in the developed nations. Also, problems like losing cultural identity and exploitation of workers’ rights are concerning many people in the world. Even though, globalization has many advantages, its disadvantages moves along with it and these disvantages cannot be neglected. Taking an example of world recession, 2008, U.S. citizens lost millions of jobs and the only reason was not enough jobs available in the U.S. because decent amount of white collar jobs were outsourced to India or China. Subject?Bad moves along with good and we should accept it and find a way to get rid of these disadvantages of globalization instead of criticizing it. Globalization has many advantages and disadvantages, but it’s advantageous like exchange of technology between different countries, exchange of weapons for defense, reduced fear of war between developed nations, free trade between countries, reduced cultural barrier and increase in global village effect overcomes its disadvantages like outsourcing of white collar jobs, exploitation of worker rights and loss of cultural identity. Studies show that demerits of globalization are way lesser than its merits and these demerits can be resolved by imposing some policies. As a result globalization is more of a boom to the world and not than a threat.