The Role of Inter

Introduction As the world globalizes and trade liberalizes, the exchange of goods, services has been growing at a rapid rate. This has been made possible by the emergence of new markets in Latin America, Africa and the Asian continent. This has led to increased business both at the national level as well as at the international levels.Advertising We will write a custom report sample on The Role of Inter-cultural Ð ¡ommunications specifically for you for only $16.05 $11/page Learn More The absence of barriers of trade not only has it eased the exchange of goods and services, it has led to countries and big companies (within them) they remain in business and are able to compete with their rivals (Deresky 2000). The globalization has led to increased rate of interdependence among world countries making world economies over reliant on others. To add to the importance, there has also been migration of people and tourism around the world as well as internatio nalizing education systems (Raymond Duncan, Jancar- Webster Switky 2008). As a result of this, there has been increased cultural diversity in most organizations. Cultural diversity in most countries (developed and less developed) and even the companies found within them coupled with trade liberalization and globalization has now become a reality and business managers and leaders are now being forced by situations to become intercultural competent in order to be able to capitalize their benefits from the limited resources that are available and also from the advantages which are a product of cultural diversity (Livermore Ang 2009). The question that runs across many people minds is how often we find people who study business or other careers in abroad countries and then come to utilize them in their own country? What happens to our own business cultural competencies outside our country if within our country we have to rely on other cultures for our business to be competent? Is cult ural diversity the driver or the norm in business success or have we become just over reliant on the different cultures in order to succeed? Or do we just want to create an international recognized business culture covering all the different cultures that exist in the world for us to succeed in business? Aim The purpose of this study will be to examine and try and understand to what extent diversity in cultures influence in international business and whether there is anything that can be related to the success seen in most of these international businesses.Advertising Looking for report on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More The theoretical insights on the effects of cross cultures on business will be provided and with communication being the driver in the exchange of the different cultures, it will be a factor of major concern to the study. By having a better understanding on communication, the study hope s to identify whether cross cultural and the intercultural communication are major attributes leading to success of businesses in the international arena. The relationship between culture and communication is very wide and thus the study will not completely cover but it will just try to give an overview of the theories of intercultural communication as well as cross cultural competency. Finally, it is important to note that the study will work on the already established findings trying but it will not be part of this study to investigate or bring about new research findings. Background Culture and its Implications In doing business whether locally or international, culture is a very important factor. It is very usual for businesses to make the right decisions as long as economic or management issues are concerned but to make sure that these decisions lead to the increased profitability of the company, it becomes very important for the key decision makers to understand and be able to solve and bring together the differences that may arise due to the cultural differences that may arise especially in the international business where laws, regulations and even individual behaviors are different depending on the location(Barrett George 2005). It is thus important for the managers to understand the cultural differences and also later to learn them so as to become cultural competent. Culture is the defined or the patterned way in which people think, behave, act and react depending on the circumstances. Culture is displayed through actions and symbols.Advertising We will write a custom report sample on The Role of Inter-cultural Ð ¡ommunications specifically for you for only $16.05 $11/page Learn More According to Hofstede (1991) culture can be defined as the way the mind of people ( individually or collectively) has been made in such a way one can be able to distinguish a group of people from other due to the way their lives have been p rogrammed to operate ( the way they do their things is different from others). While the definitions of culture may vary from one expert to the other, the common traits found in culture revolve around norms, mores and values one group holds dear compared to the other. When it comes to international business, culture may be defined broadly across the regional, religion and linguistic dimensions while in the narrow dimension, distinct cultures may be defined by the established boundaries which are used to distinguish a country from the other and thus a different legal and political structure from the other. Cultural research theories No matter how two different cultures appear similar, they are very different. The reason behind this is the fact that there are different forces behind them which influence how a person of a certain culture behaves. It can be due to geographical factors or climate factors. Experts while trying to study the different cultures that exist in the world, have used to dimensions: The first dimension has been based on the cultural theories while the other dimension has been through institutional theories (Belisle 2007). The cultural theories dimension tries to investigate the cultural differences based on one’s culture while the institutional dimension approaches the differences between cultures through the established institutions such as law and order and other regulations which dictate or govern how people behave. However, it is worth to understand that two people of the same culture can display different cultural behaviors depending on the level of the embededness (attachment or close ties) one has towards own culture. Nolan (1999) explained this through perceptions. Through which she explained that two people from the same culture can perceive the same thing differently.Advertising Looking for report on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More She also explained that different people interpret things differently and thus they may have different ways of remembering the same thing. She finally stated that goals, values and methods of achieving different things are defined by our own cultures. On the cultural theory, different experts have identified different cultures through their distinct behaviors, mores and values. Though the three aspects appear easy to understand, the relationship between the three aspects is not easily understood as the causality of the action does not necessary imply the combination of the three aspects. To have an overview of what culture entails, we shall cover the Hofstede’s five dimensions of culture as well as the Trompennaar and Hampden-Turner seven dimensions of culture and through this we shall be able to understand how a business manager can be able to negotiate successfully by learning and understanding the different cultural dimensions. Hofstede While studying cross cultural commun ication, Hofstede indicated that each of the different existing cultures deals with the issues it is faced by according to several dimensions. The dimensions themselves vary on the intensity depending on the matter at hand. He summarized these dimensions into five. In his first dimension individualism or collectivism, he explained that how people view themselves whether as an integral part of a group or as an individual was defined by their culture. He explained further that these groups were natural ones, for example where one can relate to a family or a certain community. This dimension however, did not analyze whether people liked staying in groups or individually rather it was more of how the individual identifies him or herself in relation to a certain group. The second dimension in which Hofstede used to describe culture was uncertainty or avoidance: He stated that in some cultures, everything has to be clearly understood before proceeding further so as to avoid surprises in f uture while in some, which ever manner it is done is no ones business. In the latter cultures where the uncertainty avoidance levels are high, people are never at ease and more often becomes very anxious when some of the factors are not known to the opposite of the cultures which maintain low levels of uncertainty avoidance. Hofstede also explained culture through power distance. He noted that human beings live in stratified levels. In some cultures, the disparity between the ranked high and the low in the society is such wide that the two groups respect each other. Movement and interaction across the different levels is not expected while in the cultures where the gap between the high and the low is not that much wide (power distance is low) people expect that those ruling or in power did not just get it due to their stature in the society but it is because they worked, and put efforts for them to gain the stature. Aggressiveness was Hofstede’s fourth dimension and it define s masculinity and femininity that exists within a certain group. Femininity is said to value gentleness and consensus and in such a culture, men also tend to be gentle and less aggressive. On the other hand, masculinity is competition and assertiveness mainly looking for the best among the players in such cultures. In such a culture even women are more aggressive. The last dimension through which Hofstede defined culture was through orientation. He stated that cultures are either short term or long term orientated. He indicated that cultures that value long term planning are long term orientated while cultures that live for the day or do actions in order to appear better or ‘safe faces’ are short term orientated (Longatan 2008). Trompennaar and Hampden-Turner While studying culture, Trompennaar concentrated mainly on the observed cultural dimensions of leading business executives. In their book â€Å"Riding the Waves of culture† (1997) they identified several dim ensions while some dimensions were similar to Hofstede’s some had different views about the culture. How different people get involved in a culture gives the difference between the specific and diffuse cultures. The specific cultures usually have a clear cut distinction between for example the working life of an individual from his personal life. While in a diffuse culture, there is usually a mix up between the individuals personal and working life. Each activity both in working or personal life seems to be connected. For example your boss may want to know what you do during your free time, what you did after college; aspects which are not official. Individualism or Communitarianism explains how an individual reacts especially on personal interests or in group interests. Depending on the different cultures, some may place individual interests’ way above the community interests while the opposite can apply to other cultures. According to Trompennaar and Hampden Turner ( 1997) the management of international businesses is greatly affected by the nature of the country policies whether they are more individualistic or communitarian. This key dimension influences how the negotiations or even the decision making is going to take place. For example in more capitalistic states such as the United States of America one is paid according to the efforts and thus it is more individualistic, this may be in contrast when compared to a communistic setting such as the Chinese where the collective end results defines the final pay thus demanding more cooperation among all the stakeholders. The achieved status and the ascribed status is more like the power distance dimension experience in the Hofstede’s dimensions. The way people attain or are accorded status is very important in understanding culture even before you can enter into business negotiations with them. The basis for achieving status may vary depending on the age, gender, class and even the educati on level. If the status is accorded depending on what you have done then it is described as an achieved status while if you are given status depending on who you are or where you come from, then the culture just ascribed the status on you (Thomas- Hunt 2005). The neutrality/affectivity dimension describes how individuals control their emotions. How one is affected by certain occurrences is observed or manifested by being indifferent or showing the affection and these aspects are deeply affected by the culture one comes from. Universalism the other dimension describes how individuals follow laws and regulations through the established institutions thus describing the uniformity or the non uniformity of the place you want to conduct your business in. The other dimension through which Trompennaar and Hampden-Turner described culture was the sequential/synchronic manner of doing things this simply described how things are done whether they are done in an orderly system one by one or the y are done all together at the same time. Finally, the human relationship describes how people of different cultures relate or their attitudes towards the environment (Shaules 2007). The above dimensions as explained by the two parties are closely related and it is important for any person who wants to conduct and succeed in business both locally and internationally to have these culture dimensions at hand whether Hofstede’s or the Trompennaar and Hampden-Turner’s as they may be needed one time or the other as the business progresses where it will be important to understand what to expect when dealing in a certain country as opposed to the other. Communication and its implications Definition of Communication To most people, communication is about exchanging information from one party to another. However, looking from a deeper perspective there is more to communication than to what we usually perceive. Communication is thus defined as a learned skill since a majority gr oup is born with a talking skill but there is always need to learn how to speak and communicate with others effectively. These situations depend on observing, teaching in the class, and practicing what is learnt to be evaluated by others (Hamilton 2010). Effective communication is always advisable in order to convey the desired information to the receiving party. Especially when conducting international business, different cultures might have different ways of communicating. People communicate in different levels and they include: interpersonal, intrapersonal, group and finally public. The levels of communication depend on the content of the information and the desired recipients (Theaker 2004). Forms of communication Verbal communication The process of conveying messages or information through the word of mouth is defined as oral communication. This method of communication is mostly used when discussions are needed and when immediate reaction is needed from the other side. In the a spect of business, it is a very important method of communication when negotiations are needed to be discussed and some parties need to be convinced (Krauss 2002). Non Verbal Communication This is the process of receiving wordless messages from one entity to the other. Non-verbal forms of communication are usually determined by the posture, gesture, body language, eye contact, and facial expression among others. Non-verbal communication plays a key role in every person’s day-to-day life from ordinary life to other special engagements in life. In the aspect of business, one can know when the deal is going nicely and when it is not depending on the way the other party reacts. Speech as a non-verbal communication may contain elements of non-verbal communication such as Para-language, which may include voice quality, emotion, and speaking style. The features of non-verbal communication can be divided into static and dynamic. Static features of non verbal communication include pos ture (e.g. lying down, cross legged, seated or standing among others) while dynamic features include facial expressions frowning and yawning among others (Jones LeBaron 2002) Visual communication The process of conveying message in a form that can be read; primarily, it is involved with two-dimensional images e.g. signs, drawings and graphics. Visual communication relies on vision (what can be seen). Visual communication is mostly reliable when a case of future reference is needed or when similar message need to be sent to many receivers and when conveying of the message requires a step-by-step procedure. Among the above communication methods the best communication method depends on the purpose of conveying the message, resources required when stressing the importance of the information needed among other requirements. In countries where everything has to be in written form when conducting business, it is the best method to use. To make communication easier, there exist several prin cipals which need to be adhered to (Jamieson 2007). Principles of communication Listening This is an art in communication and has rules to be followed. Listening opens us to the world around us and also to the people who matter. Researchers say that when we listen, we learn, and we grow. Listening involves mutual acknowledgement of the other party and it creates an emotional atmosphere. Acknowledgement of the other person presence enhances better communication. It is always advisable to listen first to whatever you are being told and then you acknowledge before you can express what your point of view is. Acknowledging at least confirms to the other party that at least you were listening. Listening and repeating the information in your own words makes it easier to understand the situation by putting yourself in the other person’s shoes. If the other party in the business deal feels that your are taking time to listen to his side of the story: the negotiations or what ever you are doing together moves on easily (Henley 2008). Perception Among the many problems that are faced in the communication process, perception is one of the worst. It usually happens when we judge people by the way they look but not by their deeds or by the information they present. Some people are written off during presentations just because of the way they appear or the way they are dressed. Prejudice hinders the effectiveness of communicating with other parties since the cloud is formed at the first instance of what is expected. As a business leader, this is a major aspect to avoid as it can lead to failure of the business no matter how lucrative it appears (Wood 2008). Audience To connect with the audience is also a very important principle during communication. The negotiator should always have prior information of who his or her audience will be so as to enable him prepare psychologically in advance of what to present and what the audience expects from him. This leads to avoida nce of unnecessary questions arising during the negotiations process (Guffey Almonte 2009). Topics Before the presentation of any information, the businessman should be well versed with all the details about the business deal to avoid embarrassments from the other party of the deal who may be curious about more information and as the conveyor, you find yourself being cowed of not knowing much about the topic.(Hall Mc Crorie,2006) Credibility This is perhaps one of the most important in terms of technical knowledge. How friendly, warm, accessible up to date and knowledgeable is the source of your information or how applicable is the business idea that you are bringing along. When presenting any information, you must be aware that some of the listeners may not agree with your sentiments thus you should listen to what they may have to say and then you share your opinions. Finally, you should find a way of convincing your listeners of the credibility or the benefits to what your claim s are as a better change agent it is always advisable not to oversell or overstate your case. Clarity and simplicity should also be embraced and you should cover the relevant aspects so as not to have a hard time when trying to convince the other party (Ferguson 1999). Barriers of Effective Cross Cultural Communication As a business negotiator, it is important to note that the presence of the following hinders effective communication between parties. Stereotypes are wrong over generalized mind pictures that are applied universally to all things in a particular class. E.g., the stereo types about urban dwellers, blacks, or whites. When an individual applies a mind picture to a given class without any consideration to the personal differences he or she creates complete absence of truth and tends to create a self-fulfilling prophecy in whatever they present (Moonie Walsh 2003). Most of the times the foremost problem in relating with people is distrust with its counterpart being the def ensive interpersonal behavior. Suspicion is created by behavior or acts which suggest that you are making judgment about the other person rather than listening to what the person is saying or you are simply trying to control the other person it makes you feel superior and needless to say such behavior should be avoided completely (Koekemoer Bird 2004). It is also worthy to note that most people are better talkers than listeners. There can be no true interaction or mutual influencing of one another without each person taking turns listening and talking by taking into account what the other party is trying to communicate (Ferreira, Erasmus Groenewald 2010). Finally, culture determines people’s behavioral patterns, varying cultures can be a barrier to effective communication e.g. a lifestyle way of thinking life concerns and modes of communication may be so different from one another that accurate communication and mutual understanding becomes difficult. The above factors presen t among many other barriers which most of the time depend with the situation and the place you are in (Hernandez ND) Intercultural Communication Competence For many scholars, defining what exactly intercultural competency is has been a major challenge and thus, it has been defined following several dimensions as we saw in the case culture. Intercultural communication competence has been defined under the major aspects which include: the flexibility capability (how an individual can adjust), non judgmental or partisan (no creation of stereotypes), how an individual tolerates ambiguity and the ability to pass information using respect as well as the ability to personalize ones knowledge and perceptions about certain views. Any businessperson who is capable of placing himself in the other person’s shoes (empathy) among others characters possesses some degree of intercultural communication competence (Alagic, Nagata Rimmington 2009). Intercultural communication competence can be divided into its two major components: intercultural competence and communication competence. Intercultural competence therefore entails having a business manager or leader who possesses the knowledge and the necessary skills which can enable him to interact effectively with any person irrespective of the culture. A person who is intercultural competent possesses the skills of negotiation and respects any cultural symbol or norms that may arise during the time of negotiation. He or she knows when to stop and when to push further whatever he is advocating for. An intercultural communication competent business person knows when to fulfill their own communication goals by respecting and reaffirming the different cultural identities of the people they interact with (Byram Neuner 2003). Possession of the above capabilities enables us to describe intercultural competency easily through three dimensions which are: the cognitive ability (ability to have the hidden meaning), the affective (s how all the emotions which are involved) and finally the operational dimension (the flexibility of ones behavior depending on the situation). A manager who possesses cultural competencies is able to know or develop within himself a capability of knowing and understanding the cultural dynamics as they arise and thus can be able to adapt the different multiple cultural identities in order to be able to co-exist with the others. Communication competence on the other hand is achieved through two concepts. One is the effectiveness while the other is the appropriateness. If an individual is able to produce the desired end results in relation to how he interacts with the people and everything around him, then he is said to be effective. Appropriateness on the other hand implies the ability to recognize early what hinders communication and be able to escape the inappropriate responses that may arise as well as possessing the capability of controlling the existing communication functions suc h as imagining and controlling the direction of the conversation. The appropriateness can also be measured or assessed in terms of the quality, volume, the importance and the manner in which the manager sends the information (Samovar, Porter McDaniel 2009) A business leader or manager communication competence is described by his or her personal verbal behaviors such as sharing with your colleagues’ information which might have mutual benefits to all the parties involved. Verbal behaviors are the other way through which communication competence can be assessed. The way a person listens or the eye contact when communicating can tell you of his competency level. Lastly, communication competence can also be assessed through conversation management behaviors. In the aspect of international business, this can be achieved by asking questions about the other person and what goes on in their countries of origin (Greene Burleson 2003). For any business person to succeed in his endeavor s and make his company a world leader he should possess the both intercultural and communication competence as this eases the way business will perform in a certain country. Cultural Dimensions and Communication Patterns Culture has and will always be part of a conflict resolution. Culture shapes our perceptions, attributions and ideas both of own and the other party. Though cultures are strong as often experienced across every place in the world, they are often unconscious and sometimes influence conflicts though they also have their impeccable ways of resolving the conflicts. Culture is shared in forms of ethnicity, nationality, skin color, sexual orientation among other socio economic factors. The most important factor to note about cultures is that they are not static, they are always changing and relate to certain places but not to all places. Culture includes what one group knows and the other does not that is why culture is not uniform. The role of culture in an international relations is quite interesting in that cultures prohibits and culture allows e.g. in some cultures the profitability of the business may be preferred to corporate social responsibility while to others the opposite can also be true. Though the occasion is the same the way people act depicts to what their culture demands from them (Fisher 1997). In order to solve any conflict brought about by culture, we need to practice the following: build trust and respect amongst ourselves, read more about other people cultures and appreciate them the way they are and no matter what never try to make your culture appear superior to the others since that can initiate conflict. When in possession of these, then we will be able to communicate freely with the other people whom we would like to conduct business with since we already know what to expect and how we can communicate ourselves out without raising conflicts with the other parties. Conclusion From the study, we can conclude that intercultura l communication competency is a basic requirement to the success of international businesses since it influences the way business decisions are made. The knowledge of what a different culture entails enables a business person to negotiate the business successfully without any hurdles arising. For a business manager to negotiate successfully, he must know the culture of the group he is dealing with since negotiations are most of the time influenced by the cultures. We have also noted that for a business person to be a good negotiator, he or she must possess the intercultural communication competency which helps him in changing her identity depending on the arising situation. This competency as we have seen is usually brought about by the cognitive ability of the business negotiator which helps him in noting what is culturally sensitive to the other party. The communication competency is assessed through the appropriateness and the effectiveness of the communicator and how well effect ive and appropriate the information is translates into either the business becoming a failure or a success. It was also noted that intercultural competency is both an individual as well as an interaction based concept where an individual can possess one and not the two however, an individual who possesses the concepts two concepts always has an upper hand when it comes to negotiation. Recommendations Since intercultural communication competency is conceptualized differently across the existing cultures, it is important for one to learn and understand the different cultures that exist so as to be able to understand the different cultural competencies that exist. Reference List Alagic, M., Nagata, L.A. and Rimmington, G. 2009, Improving intercultural communication competence: Fostering bodymindful cage panting. The journal of Intercultural Communication. No. 12. Pp 39-55. Barrett, K. and George, W. 2005, Race, culture, psychology, and law. Sage Publishers, London. Belisle, C. 2007, â €Å"eLearning and Intercultural dimensions of learning theories and teaching models†. [Online] Available at: http://www.elearningeuropa.info/files/media/media13022.pdf. Byram, M. and Neuner, G. 2003, Intercultural Competence. Council of Europe. Deresky, H. 2000, International Management: Managing Across Boarders and Cultures. Third Edition, Prentice Hall Inc, New Jersey. Diggs, A. 2010, â€Å"All, How to improve interpersonal communication skills:†[Online] Available at: http://www.helium.com/items/1541449-how-to-improve-interpersonal-communication-skills. Ferguson, S.D. 1999, communication planning: An integrated approach. Sage Publishers, London. Ferreira, E., Erasmus, A. and Groenewald, D. 2010, Administrative management. 2nd Edition. Juta and Company Ltd, Cape Town, South Africa. Fisher, G. 1997, Mindsets: the role of culture and perception in international relations. 2nd Edition. Intercultural Press. London. Greene, J. O. and Burleson, B. R. 2003, Handbook of com munication and interaction skills. Routledge Publishers, New York. Guffey, M.E. and Almonte. R. 2008, Essentials of business communication. 6th Edition. Cengage Learning, New York. Hall, A. and McCrorie, P. 2006, Principles of communication. [Online] Available at: http://www.blackwellpublishing.com/content/BPL_Images/Content_store/Sample_chapter/9781405139854/9781405139854_4_001.pdf. Hamilton, C. 2010, Communicating for Results: A Guide for Business and the Professions. 9th Edition. Cengage Learning, New York. Henley, G. 2008, â€Å"Listening: The four principles plus one†. [Online] Available at: http://www.rctaylor.com/images/Listening.pdf. Hernandez, C. Not Dated, Ten Ways to Improve Your Interpersonal Skills. [Online] Available at: http://www.allbusiness.com/human-resources/careers-career-development/11134-1.html?sms_ss=face. Hofstede, G, H. 1991, Cultures and Organizations: Software of the Mind. McGraw-Hill, London. Jamieson, H.G. 2007, Visual communication: More than meets the eye. Intellect Books Publishers, Bristol: United Kingdom. Jones, S.E. and LeBaron, D.C. 2002, â€Å"Research on the Relationship Between verbal and Nonverbal communication. Emerging Integrations†. [Online] Available at: http://talkbank.org/media/PDF/JOC-PDF/1-Jones%20%26%20LeBaron.pdf. Koekemoer, L. and Bird, S. 2004, Marketing communications. Juta and Company Ltd. Cape Town, South Africa. Krauss, M.R. 2002, â€Å"The psychology of verbal communication†. [Online] Available at: http://www.columbia.edu/~rmk7/PDF/IESBS.pdf. Longatan, H. 2008, â€Å"Hofstede’s Five Dimensions of Culture Global Business Communication Determined by Five Variables†. [Online] Available at: http://www.suite101.com/content/hofstedes-five-dimensions-of-culture-a86385 Livermore, D.A. and Ang, S. 2009, Leading with cultural intelligence: the new secret to success. AMACOM Div American Mgmt Assn Publishers. Michigan. Moonie, N. and Walsh, M. 2003, BTEC National Care. Heinem ann Publishers. London. Nolan, W.R. 1999, Communicating and adapting across cultures: living and working in the global village. Greenwood Publishing Group. Westport, Connecticut Raymond Duncan, W., Jancar-Webster, B., and Switky, B. 2008, World Politics in the 21st Century. Cengage Learning, New York. Samovar, L.A., Porter, R, E. and McDaniel, E. R. 2009, Communication between Cultures. 7th Edition. Cengage Learning, New York. Shaules, J. 2007, Deep culture: the hidden challenges of global living. Multilingual Matters Publishers. Clevedon, United Kingdom. Theaker, A. 2004, The public relations handbook. 2nd Edition, Routledge Publishers, New York. Thomas- Hunt, M. 2005. Status and Groups. Emerald Group Publishing, West Yorkshire, United Kingdom. Trompennaars, F. and Hampden-Turner, C, 1997. Riding the Waves of Culture: Understanding Diversity in Global Business. 2nd Edition, McGraw-Hill, London. Wood, T.J. 2008, Communication in our lives. 5th Edition. Cengage Learning, New York. This report on The Role of Inter-cultural Ð ¡ommunications was written and submitted by user GitHoskins to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Strategic Human Resources Planning - Research Paper Example Corporate expansion is an issue that aims as wining a larger market share with the aim of increasing sales and hence more profit. Though to many business organizations corporate expansion is aimed at making more profit, it is not always the case. It is an act of risk taking with speculations that objectives will be achieved. When the expected outcome is not realized, the organization gets a big loss. This is the reason why Ericson (2007) depicts that despite the fact that corporate expansion is a fundamental form of strategic variation for business entities, it is the least understood outcome in the business sector, in which incentives, and constraints abound. For Hilton Hotel to achieve organizational expansion successfully, several financial actions must be taken. Obviously, in expanding into new markets, one of the main reasons is to beat growing competition. This means that proper planning must be factored in. Since the main objective of corporate expansion is to typically bettering existing corporate performance through increased profitability, enhancing business growth, and increasing the chances of survival in the market, several financial actions must be taken. To begin with, the organization must have evaluated the potential clients thus must establish land where the infrastructures will be build. The amount expected to set up a hotel is notably high. For high-class hotels like Hilton, the amount of money required is relatively high. This is because the organization is aimed at accommodating high-class people meaning that expensive materials are required. When the Hotel is already established, it must be equipped and the necessities put in place. These include food and accommodation facilities. In such a case, money will be crucial to ensure that the standards of Hilton Hotel are maintained. This aspect comes in as a form of production where by more finances are set aside to provide more and

Human Resources Management Research Paper Example | Topics and Well Written Essays - 750 words

Human Resources Management - Research Paper Example These conventional incentives are inexpensive to the company and yet the result in increased loyalty, engagement, and willingness to do more than what is expected of them. Additional data suggests that a mix of flexibility, recognition, and allowed breaks during working hours as the leading nonmonetary motivators among employees. Top-tier employees want to work in companies that allow for reduced hours, staggered hours, and remote work arrangements. Regular appreciation of accomplishments is a very effective nonfinancial incentive. Employees who feel appreciated for their accomplishments and efforts at work create huge returns for the company as a result of the recognition. Additionally, allowing employees to take short breaks in-between work has been shown to increase productivity at work. The result of nonmonetary incentives is increased employee satisfaction and performance, while maintaining low costs for the company. One observer argues that external equity should always be the primary concern in compensation, noting that it attracts the best employees and prevents the top performers from leaving. Do you agree? The effectiveness of external equity in enticing and retaining top-tier employees is somewhat questionable. This is because the wage rate is determined by the labor rates in external markets. Since there is no uniformity in the demand and supply of labor across the board, no single labor market exists for the same job. This makes assessment of fair compensation difficult as over narrowing of the market can lead to overcompensation of the employees. On the other hand, over broadening the market definition may lead to low wages being set by the company, which may not be enough to appeal to and retain top performing employees. How can a pay-for-performance system increase the motivation of individual employees and improve cooperation at the same time? In order to improve employee motivation and cooperation, companies should evaluate whether the employe es have control over their performance, and if there exists a relationship between the performance of the employee and the effort put it. The company must implement a suitable performance measure that takes into account that job effectiveness can include several aspects not captured by the produced units, sales revenue, or cost. In most cases, employee cooperation influences organizational effectiveness. In a bid to increase motivation, a company may choose to indirectly tie all or some part of an employee’s salary to their performance. Alternatively, to promote team work, the company may link some incentives to group performance, and/or it could opt for a productivity or profit sharing plan across the board. Plans based on sharing the gains of a company thrive in situations where there is a participation climate in the organization. Here, employees are involved in making decisions that increase the performance of the company resulting in a companywide bonus. List and discuss three ways the HR department can contribute to positive employee relations in a company. i. Equity – employees want parity and the HR department should ensure that all employees feel respected in their capacity in the company. They should ensure fair treatment in areas concerning salaries, job security, and the benefits being issued by the company. ii. Achievement – the HR department

Motivation Skills Development Plan for Nursing

Motivation Skills Development Plan for Nursing Qi-Cai Liu Leadership has been described as a relational process in which an individual seeks to influence others towards a mutually desirable goal. (RNAO, 2013). To be an effective leader, the person must be able to create a compelling vision, build up a group, inspire and motivate the group to engage and achieve that vision (Mind Tools, 2015a). Nursing is a discipline which combines the scientific caring and political action (CNA, 2009). Nursing leadership plays an essential role in the nurses life. It influences the healthy outcome of the patients, nurses, organizations, and even the health system. According to the College of Nurses of Ontario (CNO, 2002), each nurse, across all domains, needs to demonstrate leadership in her/his nursing professional practice by providing and advocating the best service to the client/public. Registered nurses at the entry-level are required to have the ability or skills to build up a trust relationship with the clients and colleagues, to create a safe pract ice environment, to develop the knowledge in nursing science, and to balance the conflict values and priorities (CNO, 2014). Therefore, all the nurses need to start their leadership development during their education process. As a nursing student, I also plan to develop my leadership skills to meet the requirement from the CNO professional standards. There are two surveys,which are well designed to assess the leadership skills and motivations, are available at Mind Tools website (2015b). To identify my current leadership skills, I completed these two surveys and the results are shown in the appendix A and B. This paper is trying to analyze the two survey results and then to identify the strengths and weakness of my leadership, and then create a plan to improve my leadership skills within my current acute care clinical practice by applying the transformational leadership practices. Survey Results Analysis According to the leadership standard (CNO, 2002), nursing leadership requires many personal characteristics and skills, such as respect, relationship, trust, self-knowledge, learning, communication, integrity. To assess my leadership abilities, I completed two well-designed online surveys (Mind Tools, 2015b). One is How Good are Your Leadership Skills and one is Leadership Motivation Assessment. The survey results are shown in the appendix A and B. For the survey of How good are your leadership skills? there are 18 statements which are designed to assess the personal characteristics and transformational leadership. I got a score of 58 out of 90 (See appendix A), which implies that my current overall leadership is at medium level and there are many areas I need to improve. Personal characteristics refer to the traits of a leader, such as the respect, trust, self-confidence, empathy, positive attitude, honesty, outlook, and emotional intelligence. Personal characteristics are the important part of the leadership. It influences the success or failure of leadership. In the survey, the personal characteristic part includes three components: self-confidence, positive attitude and outlook, and emotional intelligence. The survey designers think that the self-confidence and positive attitude are the two key fundaments for leadership, as they believe that people like to be friends with the person with high self-confidence, and the person with a positive attitude is also easier to inspire and motivate the surround people. The survey designers also think the emotional intelligence is important for the leader to build up interpersonal relationships, which contributes to the leadership. I got a score of 7 out of 10 in all those three components, which indicates that I already have certain personal characteristic strengths. However, there are still some spaces need to improve. For examples, my self-confidence will fluctuate according to my abilities to perform certain things. I may have a negative attitude in a helpless situation. I may bring my personal emotion into the workplace when I lost control of it. To be an effective nursing leader in the future, I need to strength these leadership related personal characteristics, as well as those didnt include in the survey. Transformational leadership refers to a process leadership style that the leader identifies the requirement of change, creates a vision, delivers the vision to the team, and inspires the team to execute the change (Wikipedia, 2015a). Transformational leadership is one dominating theory in the nursing leadership practice and research (Hutchinson and Jackson, 2013). In the survey of How good are your leadership skills? the transformational leadership part consists five components (Mind Tools, 2015c): providing a compelling vision of the future, motivating people to deliver the vision, being a good role model, managing performance effectively, and providing support and stimulation. I got a score of 7 out of 10 in the components of being a good role model and managing performance effectively, which indicates that I will be able to present myself as an example for the followers and manage performance by setting up clear rules or expected targets. I got a score of 13 out 20 in the componen t of providing support and stimulation, which implies there are more spaces to improve my ability of stimulating the followers and my competency of providing support during the facilitating process. I usually think people need to very smart to stimulate other people, otherwise it will be very hard. For the component of providing a compelling vision of the future, I got a score of 6 out of 10, which indicates I am not good at providing a good vision. That is certainly true as I thought it is too hard or complicate to make a plan for the future as there are so many unpredictable changes would occur. However, I just learned that a good leader is able to adapt to the changing of the environment during the progress. Therefore, I need to develop this ability from now. I only got a score 4 out of 10 in the component of the motivating people to deliver the vision, which is the worst score over the all parts of the survey. However, it showed out the truth that I am not good at to motivate so meone else to deliver the vision. To be a good leader, it is not only required to create and deliver a vision, but also required to be able to motivate other people to help him/her to deliver the vision. Thus, I need to put more effort to improve this ability in the future nursing practice. For the second survey of The leadership motivation assessment(Mind Tools, 2015d), there are 14 statements which are designed to assess the motivation to lead. I got a score of 51 out of 70 (See appendix B), which implies that my current motivation to lead is at medium level and needs to improve. I always think that lead other people do something is the most challenging task. If people dont have good leadership skills, they will feel very stressful as the majority of their lead attempts will be not succeed. Based on this thinking, my motivation to be a leader is not very high. I am like to communicate with and build up positive relationships with other people. I am also like to participate group activities, and contribute my ideas to them. It is fine for me to help other people to fix the problems. However, when it comes to motivating some people to do something, I am not very confident with that. I do not like to face the frustration when receiving the refuse. I also do not know how to deal with those people who are hard to be motivated. As a result, I usually like to cooperate with other people rather than to lead or motivate them. However, as a nursing student, I am required to develop my leadership competencies to meet the professional standards (CNO, 2002). Therefore, it is the time for me to promote my leadership motivation. Based on the above analysis, I identified some my leadership strengths, which including: self-confidence, positive attitude and outlook, emotional intelligence, being a good role model, managing performance effectively. However, to be a good leader, I think these areas still need to further develop in the future practice. Besides that, I also found my weaknesses to be a leader, which including: providing a compelling vision of the future, motivating people to deliver the vision, providing support, as well as increasing motivation to lead. I need to start now to put some effort to improve these weaknesses. Motivation Skills Development Plan As mentioned above, leadership is one of the seven nursing professional standards (CNO, 2002). Therefore, as a nursing student, I need to cultivate my leadership competencies and develop my leadership skills from now. Based on the two surveys, I identified several weaknesses in my leadership, such as providing a compelling vision of the future, motivating people to deliver the vision, providing support, as well as increasing motivation to lead. I think all of those areas are deserve to improve as they are the important components of leadership. However, in contrast with others, I think the skill of motivating people to deliver the vision is very urgent for me to improve as I only got a score of 4 out of 10 in the first survey. Here, I am trying to set up a plan to develop motivating skills during my current acute care clinical practice. As mentioned above, the main barrier for me to motivate other people is that I dont know how to motivate them, and I lack some skills. Therefore, the goal of this plan is to identify some strategies and develop my motivating competency through applying them in the clinical practice. After reviewing some literature articles, I find the following three strategies are helpful for the development. My first strategy is to set up effective visions in the clinical practice. According to the Mind Tools (2015e), setting up a clear and achievable vision is essential to build up a motivating environment. There is no motivation if there is no vision. The ambiguous and immeasurable vision will increase the challenge to motivate. An achievable and challenging vision will make people feel more important and valuable, and result in easier to motivate. Therefore, to improve motivating ability, I need to develop my ability for providing an effective vision, which is also one of my leadership weaknesses from the survey result. To achieve that, I plan to take the following tactics in the clinical practice. First, I will try to design some effective visions or goals which relate to the acute nursing care. According to Mind Tools (2015e), an effective goal should have the features of specific, measurable, attainable, relevant, time (SMART). I will make sure each goal can meet these five feature s after designing. For example, during the patient discharge education, I will create a SMART goal like this: patient will state that he knew how to use the leg bag catheter before the discharge. Second, I will ensure each goal is consistent. According to the Mind Tools (2015e), if a goal is inconsistent with the persons long term goals, it will cause the person confusion and go to the wrong directions. Therefore, in the clinical practice, I will assess each proposed goal to see whether it matches the patients long term goals. For example, if I provide a goal which is not consistent with the patients other goals, it will be every hard or even impossible to motivate this patient to achieve it. Third, I will put some challenge in the goal. According to the Mind Tools (2015e), people usually work harder if you put more expects of them. If a goal is too simple and too easy to achieve, people may not be motivated to do it as it doesnt have any challenge. People are like to perform import ant, valuable changes. For example, if I set a goal to motivate other nursing students to increase their communication times with their patients during each shift, the nursing students may think it is too simple to do. Therefore, putting challenge in the goal will increase the possibility for motivation. In summary, I believe my competency in providing effective visions will be improved if I can persistently apply the above three tactics in the clinical practice. My second strategy to improve the motivating skill is to build trust relationships with the patients, nurse staffs, instructor, and other nursing students during the clinical practice. As we know, having a trust relationship is the foundation to motivate other people in the leadership practice, and trust can bring out the best in each individual (RNAO, 2013). Therefore, I need to learn some trust relationship building skills to improve my motivating ability. To build up and maintain a trust relationship throughout the clinical practice, I plan to take the following tactics which are the recommendations from the Best Practice Guideline (RNAO, 2013). First, I will show my care, respect, and concerns. I will recognize and respect the different values and beliefs without judgement and criticism. When providing nursing care to the patient, I will respect the patient autonomy decision. I will show my empathy and provide nursing care to the patients for their illness. Second, I will demonst rate integrity and fairness during the practice. I will openly share my values and beliefs to the patients and other nursing students. I will increase the culturally sensitive during the practice. I will set up clear performance standards to make sure the fairness during the nursing care. If I made a mistake by accident, I will admit it and take the responsibility. I will also keep the commitments during the nursing care. For example, if I said to the patient that I will come back to see him/her soon, I will implement it. Otherwise, I will lose the trust of this patient. Third, I will demonstrate the role competency and promote the teamwork. I will apply the medical and pharmacological knowledge, as well as the relationship and leadership knowledge during the practice. I will promote my collaborative relationship with other health work providers. I will give assistance to the other nursing students when they needed. I will also receive and acknowledge the helps from other nursing st udents and nurse staffs in the unit. In summary, I will be able to build up a trust relationship based on the above three tactics. However, it may be harder to maintain a trust relationship than building it. There are so many factors can cause the losing of trust, such as the inconsistency between the actions and says, seeking for the personal interesting, lie, and withhold information (RNAO, 2013). Therefore, I need to put more efforts on that during the clinical practice. My third strategy to improve my motivating ability is to identify the differences between individuals. To achieve the goal of motivating, rigid techniques should be avoided as each individual has his/her specific features. According to the Hersey Blanchard situational leadership theory (Wikipedia, 2015b), there are four mature level of the followers: M1, M2, M3, and M4. The M1 followers are lacking specific skills and are unwilling to make changes. The M2 followers are lacking specific skills, but are willing to make changes. The M3 followers are experienced, but unwilling to make changes. The M4 followers are experienced and willing to make changes. As a result, different motivation skills should be adapted according to the followers maturity level. For example, when I am trying to motivate a patient to make some healthy behavior changes, I will firstly identify the maturity level of this patient by assessing his/her willingness and capacity. If the patient has the willingness and c apacity, I may just need to tell him/her to make the change. If the patient has willingnesses but not has capacity, I may need to find out the tools to help her/him build up the capacity. If the patient doesnt have willingness but has capacity, I may need to focus on the strategies of motivation, such as assisting the patient to identify and overcome the barriers. If the patient does not have the both willingness and capacity, it will be more challenge as I am not only need to motivate but also need to help build up the capacity. In this way, I will be able to use different techniques to motivate people according to their characteristics. By applying the above three strategies in my current acute care clinical practice, I anticipate to improve my competencies of setting up compelling visions, building up trust relationship, and identifying the differences between individuals in clinical. As a result, I will increase my ability of motivation at the end. During this process, I will also be able to evaluate the ethical and legal nursing care standards in the current acute care unit when I am designing the compelling vision. I will learn how to evaluate the professional standards and guidelines and apply them in the clinical practice. For example, I learned the strategies of building up trust relationship from the Best Practice Guideline (RNAO, 2013), and I will use this knowledge to build up the trust relationship in the clinical practice. I will learn how to analysis the leadership theories and use them to lead the change during nursing practice. For example, I will use the Hersey Blanchard situational leadership theory to assess the maturity level of each individual. After obtaining some motivation competencies, I will try to practice little leadership among the nursing student group. References Registered Nurses Association of Ontario (RNAO). (2013). Healthy work environments best practice guidelines: Developing and sustaining nursing leadership. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership. Mind Tools. (2015a). What is leadership? Retrieved from: http://www.mindtools.com/pages/article/newLDR_41.htm. Mind Tools. (2015b). Leadership skills: Become an exceptional leader. Retrieved from: http://www.mindtools.com/pages/main/newMN_LDR.htm. Mind Tools. (2015c). How good are your leadership skills? Retrieved from: http://www.mindtools.com/pages/article/newLDR_50.htm. Mind Tools. (2015d). The leadership motivation assessment: How motivated are you to lead? Retrieved from: http://www.mindtools.com/pages/article/newLDR_01.htm. Mind Tools. (2015e). How good are your motivation skills? Retrieved from: http://www.mindtools.com/pages/article/newTMM_67.htm. Canadian Nurse Association (CNA). (2009). Position Statement: Nursing leadership. Retrieved from http://www.cna-aiic.ca/~/media/cna/page-content/pdf-en/nursing-leadership_position-statement.pdf?la=en. College of Nurses of Ontario (CNO). (2002). Professional Standards: Leadership. Retrieved from http://www.cno.org/Global/docs/prac/41006_ProfStds.pdf. College of Nurses of Ontario (CNO). (2014). Competencies for entry-level Registered Nurse Practice. Retrieved from: http://www.cno.org/Global/docs/reg/41037_EntryToPracitic_ final.pdf?epslanguage=en. Wikipedia. (2015a). Transformational leadership. Retrieved from: http://en.wikipedia.org/wiki/Transformational_leadership Wikipedia. (2015b). Situational leadership theory. Retrieved from: http://en.wikipedia.org/wiki/Situational_leadership_theory Hutchison, M. Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20 (1), 11–22. doi DOI: 10.1111/nin.12006.

About time to give animals their rights, right? Essay -- social issues

About time to give animals their rights, right? Animal – what comes to your mind when you hear this word? Perhaps something furry, something feathery, something slimy, something with a beak or lots of sharp teeth, - right? I am sure this what comes to almost everyone’s mind when they think â€Å"Animal†. However, do you think of life, a beating heart, and receptiveness to stimulants, feelings, and a struggle for survival amidst tremendous odds? Take a minute to stop and think of this; after all, animals aren’t the cuddly stuffed toys that you see in department stores. They are living, breathing creatures, given a life just as we humans have. They too have to live, eat, survive, and live their lives. But there is a huge difference between the way animals live and the way humans live. Animals have to struggle for survival; they have to fight for their lives. They do not people to help take care of their babies for them, to cook for them, no family members for guidance and help – the things that humans tend to take for granted. No. Animals are solely on their own from the minute they take their first breath to the minute they take their last. They have to eat for survival, defend themselves with nothing except themselves, build their own homes, take care of and protect their young. To them life is an extremely tough existence, and they have to make do with whatever they have and cannot demand for anything more. Sounds kind of harsh, doesn’t it? Yes, that’s an animal’s life! The world today is becoming less aware of the pai n and suffering being inflicted on animals. As a result, animals are becoming even more and more downtrodden in society. Humans have, and continue to, treat animals as if they are property, as if we can own and therefore control their lives and what happens to them. This is immoral, animals are here for themselves, animals have their own lives, and they think, have feelings, feel pain, require love (from their own species), feel emotional hurt, have families, and everything else that humans do. To just simply say that non-human animals should have no rights because they’re â€Å"defective† is a mindless statement! People come to this â€Å"conclusion† because they come up with some mindless babble like, non-human animals can’t talk, drive cars or vote, and therefore they have no non-tradable properties. Well answer me this; do non-human animal... ... what does this achieve? We are only finding out things we already know such as we know smoking causes cancer, drinking ruins the liver and we know the side effects of drugs on humans and the results from these experiments are not totally 100% accurate anyway because animals are different to humans. After years of developing science and technology why do we still use these unreliable and inhumanely cruel methods to find out little or no information about cures for diseases? Shouldn’t all the money and effort spent be spent on preventing these diseases in the first place by changing the environment around them instead of using all these inhumane tests on all these animals to prove nothing? I hope that I have given enough examples to prove what I have been trying to point out all along: Give them a chance!! They cannot retaliate; they scream in pain, yes they do, but to most hunters that is actually a good sign: It shows that they have conquered over the animal†¦ sadistic, isn’t it? Please, to all who read this, appreciate animals, accept the fact that this earth is more theirs than ours, and please give them their rights†¦. If only we could imagine ourselves in their situation

Role of Youth in development of Pakistan

Youth: For me youth is the other name of energy. Any society in the world is highly recognized and identified by its youth. To have change is a society you ought to change in the youth. Young people are the ones who have the abilities to bring the change to better the world and to enhance the resources. â€Å"When the newspapers have got nothing else to talk about, they cut loose on the young. The young are always news if they are up to something that’s news, if they aren’t that news too.† â€Å"Kenneth Rexroth†About Pakistan: Pakistan is a country that is followed by bad luck right from the first day of its formation. After the death of the great leader Quaid-e-Azam Mohammad Ali Jinnah, We are not able to produce a unique leader who has the abilities to lead and direct the people in right direction. That’s the reason why there is decentralization of ideas, thoughts and response among the peoples of Pakistan. For me it is great bad luck that despite having to much resources, talent and great thinking minds, Pakistan is not yet able to registered it name the among the best develop country in the world. Youth Of Pakistan:Pakistan has the most percentage of youth among all the categories of its population. That is a great sign as it means greater chances of revolution. The history of world testifies whether there was a good or bad revolution, it was caused by young people of respective nations. â€Å"Older men declare war. But it is youth that must fight and die† We don’t need to go far; the foundation of Pakistan itself was a great revolution. The part of Muslim youth in this historical event can never be forgotten. They gave immense sacrifices to get the freedom from two greater powers i.e. the English and the Hindus. That’s why the great Quaid-e-Azam has always put a great stress on the young people and has tried to give them the right direction. He said â€Å"Pakistan is proud of her youth particularly t he students, who are always in forefront into hour of trial and need†.Some Other Revolutions: I am using the word â€Å"Youth† and â€Å"Revolution† together again and again, because I think there is very close link between these two, or these two words have incomplete meaning without each other. When we look at the history of world, the French revolution (1789-1799) occupies a remarkable place. It was a period of radical, social and political upheaval in both French and Europeans history. In that time, the cruel French rulers were permanently collapsed by the youth and now France has a renowned place in the list of sparking nations.The American Revolution, the young Turkish revolution, the Chinese revolution and the great Iranian revolution are also some important wonders of youth. â€Å"Almost everything that is great has been done by youth† It is advisable for young people of Pakistan to go, check and identify the factors causing these great revolutions and then try to implement these rules of revolution in our own society because it is true that time is slipping from our hands. Merits And Demerits Of Pakistani Youth:God almighty has blessed this part of world with immense talent and creativity. The young people of Pakistan are not less talented and able than that any other developed country. Late Arfa Kareem, Ali Moeen Nawazish are some example of young Pakistanis who have raised the name of Pakistan in front of the world. But our demerits are certainly more than our merits. A lot of our young people are busy indulging them in useless activities, thus spoiling their future. The main reason is that there is no proper guidance. We are largely spelled by the western culture.Our own culture is lost somewhere in the western and Indian culture. Our young people find themselves happy in copying bad habits of others. A large percentage of our young people have no thought about what are their actual activities and what are they doing. The re is no similarity of behavior, thoughts and ideas of life among young people belonging to different aspects and different areas of Pakistan. Our people need to understand that: â€Å"The purpose of life should be a life of purpose.†Need Of Concentration:There is a great need to make young people concentrate to the  situation of Pakistan. We can’t afford to close our eyes like a frightened pigeon. Our country is going down. Our economic condition is very poor. Other countries are causing there affects on Pakistan. There special target is the youth we should not allow these negative forces to play with. We can’t expect the government to correct everything by just rotating a stick. It is our duty to look after our beloved country. It is a â€Å"do or die† time. Each single person of Pakistanis youth needs to understand and memorize it. â€Å"The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rat her a lack of will.†Ã¢â‚¬Å"Vince Lombardi†Education The Key: The first and most vital step for the youth is to educate themselves. In any area of life, no progress can be done without proper education. There is a need to provide education in each single area of Pakistan. Greater the educated person we have, greater are the chances for our progress and prosperity. Without education we are zero. There is another important factor that there should be a proper channel for education. Education shouldn’t mean only becoming a doctor or an engineer; it should teach someone how to think, how to act and how to play his role in flourishing a better society. â€Å"A human being is not attaining his full heights until he is educated†Ã¢â‚¬Å"Horace Mann†Stand Against Corruption:Corruption is like rusting which causes destruction of the whole society. Corruption is the biggest problem of our country. Our greatest bad luck is that our renowned leaders are the mot corr upted people among us. Our greatest sin is that we watch everything but remains silent and don’t even think about stopping it. If the whole youth of Pakistan gathers on one platform and take oath of vanishing corruption from the country that I’m 101% sure that we will be able to remove corruption and return millions of lack money back to poor people. It is very simple in saying. In actual, it is very hard nut to crack. But history tells us that when youth was serious  in causing the change, the youth has caused the change. â€Å"The duty of youth is to challenge corruption.†Ã¢â‚¬Å"Kurt Cobain†Have A Sharp Eye On Politics:It is considered as a wise advice to keep youth away from politics. It is true, the youth should not be involved in politics, and their priority should be the education. But for me, they need to keep themselves aware of what is going around them. What sorts of persons are governing them and whether they are serious for the country or not . Because one day, a young man has to go in political life, has to cast a vote, then he should be known to the current situation and the people, he got to follow. In a nut shell, if the young are not aware of country politics, then how can we produce leaders from them? â€Å"Obstacles are those frightful things you can see when you take your off your goal.†Ã¢â‚¬Å"Henry Fort†Identify Real Leaders:In Pakistan there is a worst scene that some typical families are always involved in politics. After the death of Quaid-e-Azam we haven’t find a leader that ought to be followed by all the people of Pakistan. We have got leaders of nationalism. Pathans follow different leaders. Bloch’s have some other one. Punjabi and Sindhi are also not sure about a true leader to follow that who will be sincere and honest with the country. The youth of Pakistan need to be nullifying these criteria. We should not cast our vote just by listening to others. We need to have proper se nse that who is sincere with us and who is not. We need to produce a unique leader from ourselves who should think for the country and should be able to develop a proper roadmap for the progress and prosperity of Pakistan. â€Å"Ten soldiers wisely led will beat a hundred without a head.† Have One Aim:It is necessary that young people of the whole country have same plan to work on. If we want a revolution for progress, then we should avoid  decentralization of ideas. In Pakistan there should be a single notable platform for the youth to gather and collect ideas, and then choose the best ideas and apply their implementations. The youth shouldn’t be confused and demoralized by the political infrastructure of Pakistan. They should realize that it is the time to rise to the occasion and change the negative system of the country.They should be facing problems from the hidden forces which do not want youth to come forward. They will also try to distract the youth from the right path by creating confusion and misunderstandings among young people in understanding which roadmap is right for them and which is not. â€Å"Youth is easily deceived, because it is quick to hope.† We can disgrace them by having strong unity among ourselves. There is need to know for youth trust. â€Å"United we stand, divide we fall.†Take Daring Steps:To sit on a bench and watch the things going is a very easy task. But for me the meaning of youth is to take risks. These risks are ought to be taken for our beloved country Pakistan. â€Å"Success often comes to those who dare to act. It seldom goes to the timid that are ever afraid of consequences†Ã¢â‚¬Å"Jawaharlal Nehru†Say no to corruption, injustice, cruelity and all other devils of society. Be at one notable platform and ask others to join it just by lightening candles by candles. The current situation of Pakistan tells that elections are near. There are new and old parties that are looking for ge tting the large percentage of youth votes. By standing united, the young people should put some terms and conditions in front of the political parties that they will vote them only if they are serious for the country. If after coming to government they change their policies they should be answerable in front of youth.For the present time, we need to forget every other thing and just think for our country that has given us a protection and freedom of mind. Now it is time to payback. Also people of other age groups need to put stress on growing up then youth for great revolution like that of France or Iran. â€Å"In case you are worried about what’s going to become of the younger generation, it’s going to grow up and start worrying about the younger  generation.†Ã¢â‚¬Å"Roger Allen†They need to encourage the youth nearby them and to raise their morals high â€Å"We cannot always build the future for our youth, but we can build our youth for the future.â₠¬  To conclude all of what I have written above, I just want to say three words to the youth of Pakistan:- â€Å"NOW OR NEVER†

Critical Evaluation Essay

â€Å"Now We Can Begin† an essay by Crystal Eastman is a very powerful essay. Eastman makes the point know in her essay that an honest and true feminist no matter where she stands in the movement she will see to the woman’s fight with strength and courage and how it matters in the future and as well as its difference in its approach for the workers fight for industrial freedom. Eastman state â€Å"In fighting for the right to vote most women have tried to be either non-committal or thoroughly respectable on every other subject. Now they can say what they are really after; and what they are after, in common with all the rest of the struggling world, is freedom† (Eastman). The women’s rights movement had many women who fought for women’s rights, some of these women included Susan B. Anthony, Elizabeth Cady Stanton and Lucretia Mott and many more. These women worked extremely hard as activist for women’s rights. The fight lasted for many years, but they day finally came and women got the right to vote and now they could begin. History.house.gov states â€Å" fortified by the constitutional victory of suffrage reformers in 1920, the handful of new women in Congress embarked on what would become a century-long odyssey to broaden women’s role in government, so that in Catt’s words, they might â€Å"score advantage to their ideals.† The profiles in this book about these pioneer women Members and their successors relate the story of that odyssey during the course of the 20th century and into the 21st century† (history.house.gov). During 1920 Eastman wrote an essay about this very issue. In Eastman’s vie w she is pointing out to her audience what women went thorough as a whole group doing that time frame. This essay was also an appeal to society now that women in the American society had the right to vote that they also be treated just the same as the men in American society that they were a part of. In 1848 there were two things that America was dealing with at the time and those two issues were women’s rights and slavery. During that same time Elizabeth Cady Stanton was head of the Women’s Rights Convention in New  York. It was with much time and effort put into many conferences that the amendment which gave the women the right to vote was written by Susan Anthony, but the amendment was not passed and made law until 1920. During this time is when Crystal Eastman started stating her views and ideas of what she would like to happen. Eastman was there first hand to see that women did not have any rights during her short life so the having the Eastman writing this article is a very valuable trustworthy source as an activist for women’s rights. Crystal Eastman wanted to see change this is obvious seeing how she helped found the International League for Peace and Freedom this group was previously named the Woman’s Peace Party Crystal Eastman served as pr esident of this organization. Eastman states how grateful she is that the law was passed that gave women the right to vote but, that is not all she expressed that she wanted more. East writes this essay playing on the emotions and logical thinking of her audience. Eastman states â€Å"Freedom of choice in occupation and individual economic independence for women: How shall we approach this next feminist objective? First, by breaking down all remaining barriers, actual as well as legal, which make it difficult for women to enter or succeed in the various professions, to go into and get on in business, to learn trades and practice them, to join trades unions† (Eastman). In this essay Eastman makes sure that is known that there is more to women that just staying at home and taking care of the house and caring for children. When reading this essay and the argument that Eastman portrays is a successful essay. Due to the hard work and efforts of Eastman and those before her such as Stanton and Motts the set and laid the foundation for success in the fight of the women’s rights movement gaining equal fair opportunities for women. Works Cited â€Å"Now We Can Begin.† Women’s History – Comprehensive Resources – Biographies, Quotes, Events. N.p., n.d. Web. 21 Sept. 2014. â€Å"The Women’s Rights Movement, 1848-1920 | US House of Representatives: History, Art & Archives.† US House of Representatives: History, Art & Archives. N.p., n.d. Web. 21 Sept. 2014.

Implementation of the Porters Five Forces Model on the Cosmetic Retail Industry

Implementation of the Porters Five Forces Model on the Cosmetic Retail Industry Cosmetic retail is quite developed industry. However, every industry has its peculiarities, which are sometimes hard to understand. Thus, in order to better understand the context in which this or that the company operates, it is crucial to use Michael Porter’s Five-Forces Model.Advertising We will write a custom essay sample on Implementation of the Porter’s Five Forces Model on the Cosmetic Retail Industry specifically for you for only $16.05 $11/page Learn More As stated by Berger, this framework â€Å"considers the five competitive forces that influence a business success or failure† (10). Each of the forces has variables. Five variables have been chosen for each force and rated on a scale of 1 to 5 according to their importance for the cosmetic industry. Rivalry among competing firms Number of competing firms Product differences Fixed costs/Value added Industry growth Switching costs According to David, it is â€Å"the most power ful of the five forces† (75). Thus, the number of competing firms matters a lot. The difference of cosmetic is wide, so there is an opportunity for rivals to sell different products. The industry growth influences the development of competition. If fixed costs are high and switching costs are low, they increase the rivalry in the industry. Potential Entry of New Competitors Barriers to entry (rights) Economies of scale Capital requirements Brand equity Switching costs If there are no considerable barriers to enter, there may be many new entrants (Berger, 11). For the cosmetic industry, the most important barriers are the exclusive rights and economies of scale. However, this industry has large capital requirements since the differentiation of products that are sold in it. Moreover, cosmetic retail is more widespread as chain stores or exclusive brand retailers, which also make up chains. Potential Development of Substitute Products Ease of substitution Buyer inclination to substitute Buyer switching costs Relative price performance of substitute Quality depreciation For the cosmetic industry the crucial issue is the way for buyers to substitute and their willing to do this. For the retailers it is better to sell unique products, for example to sell one cosmetic brand. The less valuable is the change of quality, due to the fact that retailer cannot influence the quality of products they sell. Bargaining Power of Suppliers Supplier concentration to firm concentration ratio Strength of distribution channel Impact of inputs on cost or differentiation Switching costs of firms in the industry Differentiation of inputs Suppliers tend to have very little power in the retail industry. However, for the cosmetics the exclusive suppliers matter a lot and influence the market. They can make retailers have large inputs on the scale of orders. If the supplier is exclusive, the switching costs are very high. As for the cosmetic retail – the inputs are sligh tly differentiated, so this variable is less crucial. Bargaining Power of Consumers Buyer information Substitutes available Brand identity Buyer volume Price sensitivity As for cosmetics retail, â€Å"buyers are fragmented no buyer has any particular influence on the product or price† (Porters Five Forces:A Model For Industry Analysis, para. 18). Still, buyer has to be provided with the information and has a choice of substitutes. Some buyers tend to choose only one brand. Buyer volume and price sensitivity are less important because cosmetic is what people tend to buy all the time, and prices do not react on the slightest changes.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Berger, Alexander. Contemporary Development in Business and Management: Beiersdorf. Pakistan: GRIN Verlag, 2011. David, Fred R. Strategic management: concepts and cases. 13th ed. New Jersey: Pre ntice Hall, 2011. â€Å"Porters Five Forces: A Model for Industry Analysis.† QuickMBA. n.d. 3 Nov. 2011. quickmba.com/strategy/porter.shtml.

Auditing in business world Essay Example | Topics and Well Written Essays - 1750 words

Auditing in business world - Essay Example This paper aims to discuss whether it is just to involve or blame the auditors for companies' failures or bankruptcies or even fraudulent activities. Are auditors really part of the blame-game or is the public just reacting on what they perceive as the auditor's failure to see and to report these bankruptcies and fraudulent activities' Is there really a gap on what the public expects auditors to do and to report and what the auditors are really tasked to do' According to Robert K. Elliot (1998), the purpose of the audit is to provide assurance that the investors and the stakeholders can rely on the information presented by management in the company's financial statements and that they are not taking on undue financial risk when they invest in such a company. The auditors' report, the ultimate output of the external auditor, is meant to communicate the various claims of the auditors. These claims are: that the auditors have complied with the required auditing standards, that they are independent of the company they are auditing and that they are stating that the balances of the company (as presented in the accompanying financial statements) are free from material misstatements and are thus, reliable to the outside readers and users. The website, www.abrema.net, defined expectations gap in auditing as "the gap between the auditors' actual standard of performance and the various public expectations of auditors' performance (as opposed to their required standard of performance)". The same website enumerated the various expectations of the public. These expectations include (but are not limited to the following): (1) that the auditors should have "prime responsibility for the financial statements" that they audited; (2) that auditors 'certify' the financial statements; (3) that when auditors provide a clean opinion, this means that the financial figures are accurate and free from error; (4) that auditors "should give early warning about the possibility of business failure; and (5) that auditors are "supposed to detect fraud". Another definition, according to Stanley Martens, is that this gap is "the difference between (1) what the public and other financial statement users perceive auditors' responsibilities to be and (2) what auditors believe their responsibilities entail" (2001). Mr. Martens went on to state that this expectation gap has been in existence for several years (even decades) now and may have stemmed from previous "well-publicized hearings" in a previous fraud case. Still another definition from Marianne Ojo is that is the expectations gap is "the difference between what users of financial statements, the general public perceive an audit to be and what the audit profession claim is expected of them in conducting an audit" (2006). In fact, there is also a distinction between the expectations of the audit profession of an external audit and the perception of the external auditor. Thus, even within the accounting profession, such an expectation gap exists. Components of Expectation Gap Www.abrema.net further divides expectations gap into the "requirements gap", where there is a difference between the actual performance of the auditor and what is required by the "current standards of the society" and the "feasibility gap", is the difference between "society's required standard

Strategies for increasing Customer Loyalty Essay

Strategies for increasing Customer Loyalty - Essay Example The airline industry is a case-in-point. Customer loyalty programs, while different in their form and detail, often have the same basic features. As Brook Consulting (2006) puts it, "many companies focus on rewarding customers who have repeat purchases . . . such reward programs have their place in assuring customer loyalty . . . however, if the product or service doesn't meet customer needs, no reward program will keep them returning." (my emphasis). The basic fact is that if a company offers a product or service that consumers desire then no customer loyalty program is really needed as the customers will return to give repeat business. This paper will analyze a number of different types of customer loyalty programs, from those that succeed to those of uncertain success to those that have not worked. There is a great variety of reward and loyalty programs currently in place. As Kim (2001) puts it, "in the marketplace we observe a diverse set of offerings, ranging from cash rewards, firm's free products or service, or free products or service of another firm in a different category". Thus, The question arises as to whether there is any method to the apparent madness of these customer loyalty programs. ... Wal-Mart is the largest retail company in the world. It provides a whole range of consumer goods from clothes to sports-ware to household items to food and automotive services. It sells virtually any consumer product that a customer could want, becoming almost ubiquitous in recent years. Recently it has also expanded its offerings to include on-site banking, hairdressing, tax advice and numerous other activities that it normally offers through outsourcing. Wal-Mart has no customer loyalty program because it does not need one. By the end of 2003, more than 100,000,000 /week visited Wal-Mart stores worldwide, and it had $256 billion in sales (Economist 2004). The very appearance of a Wal-Mart in an area seems to create its own self-contained customer loyalty program. None that is centrally organized is needed. Wal-Mart's customer loyalty is gained by offering the best prices on a whole range of products, together with a remarkably liberal return policy that allows a no-questions asked return on most goods up to three months after purchase. Wal-Mart currently employs more than 1.7 million people worldwide, with 1.3 million of them in America alone. This makes it the largest private employer in America, and probably the largest company that the world has ever known. Such massive size brings the obvious advantages of economies of scale. Thus Wal-Mart can offer the lowest possible prices on its products through its massive buying leverage with its suppliers. It can pick and choose its suppliers, and there is great competition to become a leader supplier to Wal-Mart. For about half of companies customer loyalty programs take on a more concrete, and risky dynamic, as they offer to