Images and Imagery in Macbeth Essay -- Macbeth essays

Imagery in Macbeth Shakespe be uses a variety of techniques in order to add depth and the underlying subtext within his plays. Macbeth is no exception, he uses the stark imagery of clothing, the sickening physicality of blood and the concept of darkness to communicate a number of themes. In turn this conveys important symbols that can be tack within the play. Within Macbeth the imagery of clothing portrays how Macbeth is look outking to hide his disgraceful self from his own eyes and those around him. Shakespe be wants to keep alive the ironical bank line between the wretched creature that Macbeth really is, and the disguises he assumes to conceal the fact. In my opinion, the reader thinks of the play honors as garments to be worn likewise, Macbeth is constantly represented symbolically as the wearer of robes not belonging to him. He is wearing an undeserved dignity, which is a crucial point that Shakespeare has made. The description of the purpose of clothing in Macbeth is th e fact that these garments are not his. This perhaps leads to the notion that Macbeth is uncomfortable in them because he is continually conscious of the fact that he is not the rightful owner. Below we can see the way in which that Macbeths new honors sits ill upon him, like loose and badly fitting garments, which in essence belongs to someone else New honours come upon him, exchangeable our strange garments, cleave not to their mould, But with the aid of use.(Act I, iii 144) Specifically the use of the word strange allows the reader to see how he fills uncomfortable in what he is wearing and therefore the role that he is performing. In a Shakespearian tragedy, he is known to create a unique t... ...contrast to moments with less detailed subtext. These depths of meanings are vitally important within Macbeth as it signifies not only character intention but plot devises that manipulate the lives we see on stage. Works Cited and Consulted Bradley, A.C. Shakespearean Tragedy. Toronto Penguin Books Canada Ltd., 1991. Campbell, Lily B. Shakespeares Tragic Heroes, Slaves of Passion. Gloucester Peter Smith Publisher Inc., 1973. Edwards, Terence. Twentieth Century Interpretations of Macbeth. New Jersey Prentice-Hall Inc., 1977. Hunter, G.K. Macbeth in the Twentieth Century. Aspects of Macbeth. Ed. Kenneth Muir Shakespeare, William. Tragedy of Macbeth . Ed. Barbara Mowat and Paul Warstine. New York Washington Press, 1992. Scott, crossbreeding W. (Editor). Shakespeare for Students. Gale Research Inc. Detroit, Michigan. 1992

Oppenheimer And The Atomic Bomb Essay -- essays research papers

Julius Robert Oppenheimer and the Atomic BombJ. Robert Oppenheimer was a brilliant physicist and known as the Father of the Atomic Bomb. A charismatic attractor of rare good qualities and commonplace flaws, Oppenheimer brought an uncommon sensibility to research, teaching, and government science. After help creating the atomic bomb with the Manhattan Project he was banned from the U.S. Government during the McCarthy Trials. He opposed the idea of stockpiling nuclear weapons and was deemed a security risk. Oppenheimers life reveals the conflict between war, science and how politics collided in the 1940s finished the 1960s. His case became a cause "celebre" in the world of science because of its implications concerning political and moral issues relating to the role of scientists in government. Oppenheimer, the son of German immigrants, who had made their fortune in textiles, had the resources available in his family to further his education at a young age. At age ten Oppenh eimers grandfather brought him some rocks to identify and as a result Oppenheimer became very interested in geology. This led him to study other sciences at a young age. By age six he had the dictionary of an adult. He could speak well and understood the meanings of the words and where they came from. He excelled in mathematics and was computing numbers at a high school put while in the second grade. People referred to him as a boy genius. Oppenheimer was from a Jewish family who did not believe in the Orthodox ways. They had no synagogue affiliation, but did attend the Felix Alder Ethical School during grade school until high school. This school shaped many of Oppenheimers ideas regarding morality and political views that would later(prenominal) affect his life.He examine at Harvard and was good in the classics, such as Latin, Greek, chemistry and Physics. He had published works in poetry and studied Oriental philosophy. He graduated in 1925, it took him only three years, and went to England to do research at Cavendish Laboratory at the University of Cambridge. He didnt like it in that location and left at the end of 1925. A man named Max Born asked him to attend Gottingen University where he met prominent europiuman physicists. Oppenheimer studied quantum mechanics in Europe in the 1920s. He learned from Ernest Rutherford, one of the pioneers of atomic theory and from Werner Heisenberg and Pau... ... Education An Introduction to Social and Political Aspects. 4th ed. New York & London Longman, Inc., 1989.Stern, Phillip M. The Oppenheimer sequel Security on Trial. New York, Evanston, and London Harper & Row, 1969.Taylor, Telford. Grand Inquest The Story of Congressional Investigations. New York Simon and Schuster, 1955.Thayer, H, S. "Pragmatism." Encyclopedia of Philosophy. Ed, Paul Edwards. New York Macmillan, 1967.Tobey, Ronald C, Horus Gets In sky A Beginners Guide to Research in the History of Science. 2nd revised ed., Riverside Dep artment of History, University of California - Riverside, 1990,United States Atomic Energy Commission. In the count of J. Robert Oppenheimer Transcript of the Hearing before Personnel Security Board and Texts of Principal Documents and Letters. Foreword by Philip M. Stern. Cambridge and London The Massachusetts Institute of Technology Press, 1970,Wilde, Norman, "Ethics." Book review. The ledger of Philosophy. Psychology. and Scientific Methods, 5 (November 5, 1908), 636-639.York, Herbert F. The Advisors Oppenheimer, Teller and the Superbomb. San Francisco W. H. Freeman and Company, 1976.

Types Of Diabetes Essay -- Health, illnesses

Our modern life is full of illnesses and diseases. Each disorder has its main causes, its effects on our body, and its own treatment. Most of these illnesses pay been in our world for a long time. However, our life styles with its inorganic food, stress, and bad habits have assisted these diseases to develop and to spread faster than before. One of these diseases is Diabetes. Diabetes can be defined as a metabolic disease in which the bodys inability to produce any or enough insulin causes elevated levels of glucose in the blood. It can lead to a lot of other(a) sickness such as heart diseases, high blood pressure, and blindness. Even though most of these illnesses happen after having diabetes for a long time, the change in glucose levels in the body can cause a coma, or even death (American Diabetes Association). There are 25.8 million children, and adults in the United States living with diabetes, which fabricate 8.3 percent of the population, according to the American Diabetes Association. Diabetes has many types. However, we can divide them into a number of different categories Diabetes type 1, Diabetes type 2, Gestational diabetes, and other types of diabetes. These three types have similar symptoms such as frequent urination, losing weight, and vision changes (Judd). However, each type differs from the other by the kind of people it Infects, the factors that cause it, and the way it can be treated. Type 1 is also known as Insulin-dependent Diabetes. It happens when the pancreas releases less amount of insulin than the proper amount, which causes changes the rate of sugars in the blood. The pancreas ability of giving insulin keeps on decreasing until it stops. At that point, people who have this type of diabetes can onl... ...ations, and Insulin Along with Facts about the Most Common Complications of Diabetes and Their Prevention, Current Research in Diabetes Care, Tips for People following a diabetic Diet ... 5th ed. Detroit, MI Omnigraphics, 2011. Print.Metzger, Boyd E., Donna Kotulak, and Pam Brick. Guide to Living with Diabetes Preventing and Treating Type 2 Diabetes Essential Information You and Your Family Need to Know. Hoboken NJ Wiley, 2006. Print.Monterrosa-Castro, A., et al. Type II Diabetes Mellitus And Menopause A Multinational Study. Climacteric 16.6 (2013) 663-672. Academic Search Complete. Web. 17 Nov. 2013.Shin Y., Kim, et al. Fraction Of Gestational Diabetes Mellitus Attributable To Overweight And Obesity By Race/Ethnicity, California, 2007-2009. American journal Of Public Health 103.10 (2013) e65-e72. Academic Search Complete. Web. 13 Nov. 2013

Timeless Message of Equality in Oscar Wildes The Importance of Being E

Timeless Message of Equality in Oscar Wildes The importance of creation Earnest Oscar Wildes The Importance of Being Earnest satirizes Victorian society. The witty epigrams of his characters provide light comedy masking the underlying theme of criticism of the Victorian direction of life. Wildes effective use of humour diffuses the tense theme of his work. In a Victorian society that emphasized progress, it was precarious for artists like Oscar Wilde to express an imperfect reading of life in nineteenth-century England. Wildes attack on the ethics of his era is an attempt to fulfill the authors prophecy that art has the power to dictate life, not merely re-create it (614-615). At a time when the world measured progress in empirical research, Wilde chose to use the English language rather than the scientific method as his mean to transform society. The Importance of Being Earnest satirizes two main social constructs social class and gender relations. In The Importance of Being Earnest, Oscar Wilde makes gambol of characters from the upper class to bring about change in the social construct of the class system. Wilde satirizes the upper class? magniloquent attitude, ideas of progress, and emphasis on earnestness. Wilde identifies the pompous attitude of the upper class by creating characters with distorted perceptions of their self-importance in society. When Lane the servant says there were no cucumbers at the market, ?not even for ready funds? (8), Algernon seems surprised that his wealth has not given him a slighted chance to obtain cucumbers over the common man. Algernon?s subordinate view of Lane also symbolizes his arrogance. As the story opens, Algernon wants to talk to Lane about himself, but... ...e art impact life instead of simply imitating it. Wilde stood at the forefront of a movement by artists who deflected the frontier of the scientific method to reform society. As The Importance of Being Earnest continues to flourish many years after it was written, Wilde?s message of equality amidst the social classes and the sexes transcends generations. Oscar Wilde succeeded in transforming the landscape of art and society. Works Cited Keach, William, John Richetti, Bruce Robbins, and Carol Moulton, eds. Adventures in English Literature. Toronto Holt, Rineheart and Wiston, 1996. 599-615. Kishlansky, Mark, Patrick Geary, and Particia O?Brien. Civilization in the West. New York Addison-Wesley Educational Publishers, 1998. 839-843. Wilde, Oscar. The Importance of Being Earnest. New York Dover Publications, 1990. 1-54.

The Advancement of Technology Essay -- Military Technology

War has been a reoccurring part of Americas history for the past 230 years. From the 1700s to the present, America has gotten into galore(postnominal) different situations and turmoil, which eventually lead to the wars we currently study and know about today. Technological advancements in warfare were necessary and a great obligation during measure of war. This was pursued with drastic improvement. From the transformation of the use of smoothbore muskets during the Civil War to the industrial revolution leading to weaponry innovations post civil war, the nature of warfare dramatically changed. These developments proved to be proficient in battle. In the midst of these hundreds of years, while many technological advances demonstrated to be efficient in battle, the railcar gun was one of the most significant advancements in technology that changed the face of warfare through its transformation of operations and strategy. During the civil war before the launching of the machine gu ns, union soldiers primarily used smoothbore muskets. The rifles low muzzle velocity and consequent high parabolic trajectory do for difficult long-range shooting, especially since soldiers engaged in little target practice and received virtually no training in estimating distances or in using the adjustable sights to compensate for the bullets curved flight. The tangled terrain of most battlefieldsand the black powder smoke that engulfed every battleoften rendered opponent soldiers invisible until they were within smoothbore range (Hess 288). This was assumed to be the reason of why the war was prolonged, and the combat losses were higher during the smoothbore era. Also with an ability of only firing a maximum of three rounds per minute (Howey), this rat... ...Goldsmith, Dolf L., and R. Blake. Stevens. The Devils Paintbrush Sir Hiram Maxims Gun. Toronto Collector Grade Publications, 1989. Print.2. Hess, Earl J. The Rifle Musket in Civil War bit Reality and Myth. Lawrence, Ka n University Press of Kansas, 2008. Print.3. Howey, Allan W. Weaponry The Rifle-Musket and the Mini Ball History Net. History Net. Weider History Group, Oct. 1999. Web. 12 May 2012. .4. Lee, Loyd E. World War II. Westport, CT Greenwood, 1999. Print.5. Popenker, Max R. upstart Firearms - MachineGuns. Max R. Popenker, 1999-2010. Web. 10 May 2012. .6. Simkin, John. Machine-Gun. Spartacus Educational - Home Page. John Simkin. Web. 10 May 2012. .

Essay --

A more interesting topic of recent times is a new social reform known as Transcendentalism, a movement that is focused on thinking and making decisions based on intuition. Transcendentalists, people who follow the movement, are renowned for having a strong tie with life and nature. They think that humans in modern times rely too much on one another for advice and opinions. The idea of Transcendentalism is that by understanding lessons in nature, one can be closer to God both spiritually, and mentally (LibertyEnglish). According to Ralph Waldo Emerson, a prominent figure of this new movement, he writes, Why should not we have a poetry and philosophy of insight and not of tradition, and a religion by revelation to us, and not the history of theirs? (Age-of-the-Sage) many an(prenominal) people and religions have contributed to the growth of Transcendentalism over the past couple of decades. Fellow Transcendentalists view transcendentalism not as a religion, but a way of life (UShisto ry.org). Transcendentalism is said to have been influenced by Romanticism (Bingham 19), which originated in ...

What Makes a Good Coach

SPORTS COACHING What contributes a easily trail? Coaches give the bounce descend in each shape and sizes and use a variety of techniques and methods. Some whitethorn be great tacticians with a deep knowledge of the chromosomal mutation whereas differents may be great motivators. But whether it send worddlin or capello exclusively teaches have qualitys and responsibility in pitch to make them effective leaders. In a private instructoring role it is needed for you to word the skills of organising, skilfulty, providing instruction, explanation, and demonstrating, observing, analysing and providing feedback.There be human activity of roles and responsibilities that a stroller must maintain. A number of roles are included and m perpetuallyy more are involved. Roles that a skillful take may pageant are Innovator- sport is constantly changing and it is down to the autobus to adapt to those changes, whether its a change to the rules a change environment or a change i n personnel, it is down to the coach to solve the problems that they may encounter. nifty coach ordain draw on past palpates and their knowledge of the sport, or in some cases other sports, to come up with vernal ideas and approaches, whether this be to make learning more fun and effective, push an athlete to bran-new levels, adapt to new rules such as the way rugger coaches had to adapt some tactics when ELVS were introduced or whether its just to keep up rivals.A good coach go forth ceaselessly be thinking about what they arouse do antithetical,, a famous quote says if you always do what you have always done, you depart always get what you always got basically if you do the same thing all the snip you will always get the same results you will neer improve, it teach is about risement and improvement so at that place is a need for coaches to be bold enough to try new things in order to improve performance and results.Top level coaches have access to a wide verity of resources such as sports scientists ,psychologists, and technical knowledge, and should use this to create new and innovate approaches/ tactics to gain every possible advantage, for example London wasps and Wales coach Shaun Edwards brought the technique of blitz defence to prominence in rugby union, The blitz defence relies on the whole defensive line moving forward towards their marked man as one as soon as the testis leaves the base of a ruck or maul.The charge is ordinarily led by the inside centre. The idea of this technique is to prevent the attacking team gaining any ground by tackling them behind the gain line and forcing interceptions and charged down kicks. However, the defending team slew be vulnerable to chip kicks and any fraud breaking the defensive line will have lots of space to play because the defences are running the other way and must stop, turn and chase.In many ways, the blitz is similar to the defence apply in rugby league, a sport that Edwards had a sig nificant background in, the technique has had great achiever for London Wasps with the team winning the Heineken Cup in 2003-04 and 2006-07, the Premiership title in 2003, 2004, 2005 and 2008 and the Anglo-Welsh Cup in 2006. Not only this, scarcely this style of defence play a significant role in the 2008 Six Nations Grand Slam for the Welsh national team, who conceded only cardinal tries over five games.This shows that innovative techniques develop form a knowledge of a verity of sporting backgrounds can be successful, in some cases innovation is needed on a different level rather than modify performance, in some cases it is needed to break social barrier, this arguable goes beyond the role of a good coach but an extra ordinary coach, don Haskins was the coach of Texas western collaged basketball team in the 1960s, a time of racial oppression for black people, however in the 1965-6 season, despite controversy and abuse, Hoskins build his team around choosing the best players r egardless of race , in a time where teams would only use one or 2 token black players, Hoskins defied prejudice and made history by winning the NCAA Mens Division I mens basketball championship in 1966, becoming the first team with an all black starting five to win an NCAA basketball National Championship.The Miners defeated Kentucky 72-65 in the historic championship game, some(prenominal) examples show how innovation can work on different levels and how it impacts on sport, innovation is needed at all levels of sport whether it is just to make training more fun or to change the face of a sport, effective coaches will always find time to reflect on both their coaching and where necessary return to the role of a learner to further develop and improve their own knowledge and professional tuition to learn from coaches in other sports, such as in 2006 when the British lions coaching staff employed former freestyle wrestler Paul Stridgeon as a contact coach as a way to improve tacklin g by development techniques associated normally associated with wrestlingRole Model coaching is no longer just about improving performances, increasingly it is becoming about shaping a person, doers come from a verity of backgrounds and have different reasons for go, but typically watch and copy the performs of their coach, or in basic terms monkey break monkey do if a coach conducts themselves in a positive manner and maintains a severe work ethic and plays fair these characteristics are likely to rub off on the factor and the coach has had a positive effect on their performer/ athlete ,however if a coach acts in a cast out way such as being brash cocky arrogant with a slump regard for sporting etiquette then theses traits are also likely to rub off on the performer and the coach will have had a negative effect, especially with young performers who may look to the coach as for guidance and advice on a verity of issue thus making the coach a very influential individual. I t is thereof big that a coach uses good practice in all they say and do, a coach should direct in a way that earns and maintains respect on a high level.Coaches have the potential to exert great influence on their team/ athletes, so therefore a coach must ensure that this influence is positive and not only improve the performance but improve the person, , a good role model will encourage fair play and sportsman ship to be of the same importance as results, Friend- coaches and performers spend a lot of time together. They share both positive and negative experiences with each other, and they will have to do this in a friendly and respectful environment, the performance environment can be extremely tough at times and athletes need someone to talk to help them cope with the demands of training and competing. The friend coach is needed to select up they pieces subsequently a difficult or disappointing performance and may need to be the outlet of emotion. The coach should help keep their performers feet on the ground in order for them to be successful.A coach that can be seen as a friend may be able to trip a performer better than a coach who is seen as unapproachable, in near cases the performer will be highly self motivated and come for training / coaching sessions because they enjoy the sport and enjoy learning from the coaching experiences they get from the coach, however it is up to the coach to manage this environment in a way that maintains self motivation for the performer. To achieve this a good coach thinks about what motivates and drives their performer to perform to their best. Understanding why a person takes part in sport will enable a coach to create a coaching environment that is best suited to maintaining his/her motivation.This outcome can be achieved easier if the performer considers their coach their friend as they are more likely to open up and share their intentings and experiences with each other theses can then be implemented in the coaching environment where seize. An example of friendship between coach and performer be jonny Wilkinson and the friend ship he developed with 3 key coaches in his career his Newcastle falcons coach rob Andrew, his kicking coach rob Andrew, and his physical fitness coach Steve black, all three have been able to develop a personal relationship with Wilkinson and have been able to use their friendship to pass on their experiences and further develop his career especially black who helped Wilkinson develop his work ethic towards training and perfection,Trainer- all performers need training whatever level they are at, it is the role of a good coach to provide that training. The coachs role as a trainer is related to ensuring that their performers are able to meet physical demands of the sport they are competing in, in addition there is an ever increasing need for coaches to help performers meet the psychological demands of competitive sport, especially in an age where media attentio n on sports stars and the prizes have never been great , for example a cricketer competing in Indias ipl can expect to win up to $1million if their team wins the tournament, this creates unimaginable amounts of pressure which could affect performance if not dealt with properly. thereof the coach must be able to help a performer deal with this as a result there are more teams and athletes than ever that seek the assistance of a sports physiologist in their coaching staff , it is up to the coach to devise training schedules that help to develop the performers abilities both physically and mentally. The most common perception of the role of a trainer is the physical development of their performers. every sport places a physical demand on performers , there is exhibit to support the belief that a performer cannot only improve sporting performance by focusing on developing sport specific fitness levels , but also improve their all-round health and comfortably being through well planne d and well structured training schedules.A good coach should have a good understanding of the different fitness components , they should be able to devise training programmes/schedules, with clear progression and technical development that gives the performer to maintain and further develop all round good health , fitness and psychological wellbeing in order to cope with demands of their sport, It is indispensable for any coach to take on a series of responsibilities, like the role of a manager, there are many responsibilities included that a coach must apply in order for their performer/team to play safely/ legally , with no risks. Its not just the coach who of necessity to focus on the responsibilities of the performers but it is everyones responsibility to ensure the safety of all within the sport.Some of the main responsibilities of a coach are wellness and Safety all coaching sessions should take place with consideration being given to health and safety issues. they should take place in a safe environment that minimises risk and maximises benefit. Coaches are responsible for the health and safety of their performers/team. Coaches should have access to first aid facilities and able to have contact with the emergency function in the event of an emergency . the health a safety responsibilities can be split into three main components safety of facilities when preparing a session a coach must take into consideration the facilities in which the session is to take place e. g. is it safe to hold a contact session in rugby on a hot day when the ground is very hard,.A coach must ensure the activity can be done safely within the area with the equipment available, a coach must be aware of emergency procedures that need to be followed and what to do in the event of an emergency, basically the coach must initiate a full risk assessment of the area and ensure they know how to deal with any incident that may arise. Safety of the activity- a good coach should selec t practices that are safe and technically correct. Activities should not pos unnecessary risk to the performer. When selecting activities a coach should take into consideration that performers must undertake a thorough and appropriate warm up before physical activity, performers should not be made to perform activities they are not physically or technically capable of, activities should allways remain within the rules of the sport e. g. f doing a tackling session in rugby the same rules should be applied as in a game no high tackles no spearing or dangerous tackling, activities that are unsafe not technically correct or go against the rules of the sport should never be allowed. safety of the performer if a coach appropriately addresses the safety issues related to the venue, equipment, and selected activities, the safety of the performer will have been addressed. However the coach should still remain aware of potential risks so that the safety of the perfomer is never compromised. Professional conduct The coach is person of authority and power, therefore it is important that a coach knows how to use this authority and power in the repair way and not to abuse it.Unfortunately however there have been coaches that have used their position to achieve unfair and inappropriate gains, trailing 6-5 During the quarter final of the 2009 Heineken Cup against Leinster, Harlequins wing Tom Williams came off the field with what turned out to be a faked blood injury in order to facilitate a tactical substitution , that allowed fly half nick evens to return the pitch after already being replaced to the pitch, it turned out to be ordered by director of rugby Dean Richards, so that quins had a goal kicker back on the pitch the plan nearly payed off when quins took a late attempt at goal but evens missed. this was a gross abuse of the rules and severe action was taken against both harlequins and Richards, Richards has been banned from taking part in rugby in any way for 2 year s. It is a coaches responsibility to ensure they behave in an appropriate manner and practice within the boundaries of acceptability at all times. Coaches should demonstrate a professional approach to their performers and ensure that they are are fair, honest and considerate to the performers needs, like many professions coaching promotes a code of conduct . this ensures coaches act in an ethical and professional manner at all times.The uk sport code of coaching conduct stresses the importance of of Rights to respect and champion the rights of everyone in sport Relationships to develop professional honest relationships with performers Responsibility to demonstrate appropriate professional behavior and conduct and achieve a high level of competence through qualifications and continued professional development Professional conduct is important as a coach must behave in an appropriate manner or they risk losing the respect of the performers, lose respect and expect to be losing your jo b Good coaches should always act professionally All coaches need to be able to carry out a series of skills to be considered as a good coach.Communication communication is a key skill for any coach perhaps even the most important, a coach may be an expert tactician but what use is that if they cant communicate with their performers . performers need to understand what is needed from them, a coach should be able to beg off a task in clear and composed voice, some coaches believe this is enough however there is a lot more to it. Communication is a 2 way process giving a signal, whether it be verbal or non verbal, is just as important as it being received, so that it can be listened to and understood. How the coach send the signal can have a big impact on how effective the signal is.Coaches communicate in two main ways verbal characterised by the use of the spoken word, and most coaches are defiantly able to talk, especially if your name is roy keane or Brendan venter variable the pace, tone and volume of what is said can be key getting a message across. Also remember that that repetitive shouting does not make communication more effective, it may infact have a negative effect as the performer may find it boring and start ignoring it. Non verbal involves preference ways of sending a signal, gesture facial expressions and body language are the most common, a lot of coaches are les adept at using non verbal communication , effective non verbal communication is a sign of a good coach, a well timed facial expression can say more than a thousand words.In competitive situations non verbal communication may be the only way of communication with performers. If you want to see a good non verbal Ferguson. Constantly in a game a coach will be communicating with their performers. Never ever will a coach not be communicating with them, its key to speak to your performers, you also need to be able to give effective non verbal commands To be a good coach here are some good communication points, that can be looked at Organisation An effective coach is well organised. Organisation is important, for performers need someone to organises training sessions/ programmes, and fixtures. In a lot of cases this role falls to the coach.Even before a session begins a good coach should be well organised, they should know what they are going to to, farcicalities ad equipment needed, what drills will be carried out and who is going to be coached e. g. if there is a performer who is coming back from an injury or someone who has a big game/ race in the next few days should have a different session planned by the coach. Good organisation before a coaching session will ensure the session runs smoothly and that everyones is doing the right thing in the right place at the right time. A lot of coaches will say that the administration side of the job is the least enjoyable part . however organisation is of equal importance to the other aspects of coaching if not more impo rtant, without organisation there is no training or fixtures .It goes without express , a coaching session cannot take place without the facilities and equipment being booked, equally a participant cannot compete unless they have actually been entered . a good coach may reduce their workload by delegating the organisational aspects to parents or other club members. This allows for the coach to focus more of their time on the actual coaching aspect of their job. If you need some tips improve your organisation as a coach read below Evaluation- a good coach will always be willing and keen to pass comment on the performers ability and performance. And will always be assessing what has gone well and what needs to be ameliorate to better that performance.An example of this is former England rugby coach would always look to find the positives his teams performance, must of been hard considering that under his reign England were usually on the wrong end of terrible results However a good coach should also be evaluating their own performance but coaches rarely will, and if they do, they will usually only focus on what has gone well . for evaluation to be effective it needs to be impartial and clearly identify not only what went well but what didnt go so well and needs to be improved. Honesty is key to any evaluation it will allow the coach to learn from their own mistakes and improve their coaching skills thus benefitting their performerAs we know that coaches needs to develop a lot of roles, responsibilities and skills to be an glorious and successful coach. Its has been looked at that a coach s needs to be evaluating their performers progression in whatever they do. If we were to analyse a what make a good coach there are many aspects we need to look at, such as health and safety, communication ,these aspects couldnt possibly be accented enough. There is then also organisation building long and short term plans for the performer, making sure that there stay inter ested and done feel tired and fed up with what is being done by the coach. Friend ship is also key a coach who is a friend can have much more impact than a coach who is just an outsider . coach also needs to show they have knowledge and experience of the sport that they are doing. A knowledgeable coach is always a good coach. A coach always needs to see the bigger forecast and relay the ideas the coach has on to the performers and then the feedback comes back from the performers and then the coach can see then what went wrong with what there just did, that covers evaluation. In shoemakers last there is not one aspect that creates a good coach, as each aspect is of equal importance. in fact to be a good coach you need All the responsibilities, roles and skills come to together nicely this shows what makes a good coach and how achieve able they may come.

A critical examination of the antecedents and efficacy of Social Services interventions for West African ‘looked after’ children in South London.

Rationale behind the StudyThe proposed query will investigate Social Service interventions for looked aft(prenominal) West African children in South London. I depart in an ethically diverse comprehensive school in London, and have witnessed an increase in nonage ethnical looked after children in recent years. One challenging task for Social Services is to provide interventions for such children. This study aims to investigate the per signifierance of Social Services interventions on West African looked after children, and provide suggestions why such children may be taken in to care by drawing on existing models of parenting. Furthermore, supplemented by a review of relevant published literature, it will suggest a number of factors which may account for each disproportionality in terms of gender. The last-place element of the research will take a critical look at how the school environment supports looked after children.peanut data are available on the experiences of immigrant s and ethnic minorities in post-war Europe, which is referred to as a puzzling and disturbing silence (Myers, 2009). Bryan (2009) exclaimed that whilst immigration has contributed to economic, kindly, and political changes, there is an wide paucity of published research on the topic. The sparse literature that is available is limited to descriptive accounts of policies designed to increase integration (Myers, 2009). In the UK, such wish of research hinders our understanding of the relative importance of education for immigrants and their children. Little is known about how well immigrants and their children settle in to their new environment, let alone how effectively education meets their rents. It has been noted that the changes in policy are based on empirical evidence, and as a result, the resultant policy does not addressing the most fundamental issue the promotion of multi-culturalism. Sociologist Paul Gilroy commented on an urgent need to step boldly back into the past, discover the boundaries of the postcolonial present, and enlist Europes largely untapped heterological and imperial histories in the urgent go of its Contemporary multicultural and its future pluralism (Gilroy, quoted in Myers, 2009 15). Furthermore, because of the limited research on the issues surrounding immigration, ethnic minority communities have been conceived as a social problem, to be solved via policies with the aim of integration (Myers, 2009). Bryan (2009) suggests such well intentioned but poorly conceived policies may actually preserve inequality.In this context, it is clear that policies and interventions must be based on a clear understanding of those they purport to support, and it is this rationale that underpins this study. Barn (2006) noted that the capacity of social workers to deliver appropriate, ethnically sensitive services which take adequate account of the circumstances of minority ethnic individuals and families remains a crucial challenge. When consid ering interventions delivered to West African looked after children by Social Services in the UK, the following should be considered what are the reasons behind West African children becoming looked after and are the interventions designed to support them effective?Guiding inquiry Questions Research disbelief 1 What are the reasons a disproportionate number of children from West Africa are becoming looked after by Social Services in the UK? Research question 2 With reference to existing models of parents, what is happening in the African communities that may contribute to this? argon any variations by gender evident, and if so, what might the reasons behind them? Research question 3What are the effects of the interventions on the welfare of the looked after children from West AfricaResearch question 4Are such interventions moderated by the school environmentBenefits of the ResearchThis research may be useful to a number of different stakeholders in education. From the literature review, the need for culturally sensitive research into social service interventions in school is evident. In the field of education, there has been a call for culturally sensitive interventions to table service the school (senior leadership team, child protection officers, form tutors, mentors and teachers) better understand the needs of black children from West Africa and support them accordingly. Copies of the research may be use by the local council/government as a case study for further research into services provided and an opportunity to evaluate current practice and unfold strategies to provide better services. The research may enable all stakeholders (social services, schools, government, and local services) to understand parents of West African origin, especially with regard to cultural beliefs, and develop strategies to work together with parents amicably on how to educate children. Finally, this research can give the government, social services, parents, and students a n increased awareness of good practice and failings in the systemMethods and ProceduresMy research is a small-scale study, focusing on looked after children from West Africa in Conisborough College. Conisborough College is a comprehensive school with a highly diverse intake. It is representative of the ethnic mix of the Lewisham borough, with a high intake of black pupils of West African origin. The sampling method chosen, which I believe is best suited for my small-scale study, is a non-probability method, such as a targeted sampling method. This method of sampling will ensure that the study is focused and well managed (Bell, 2005).The proposed study will be approached from an interpretivist, epistemological perspective conducted in three stages. Firstly, an extensive literature review, including national government reports and data, and local government (Lewisham Council) reports and data. This stage will also review social service reports and data on looked after children, revie ws of at-risk children, child protection registers and analyses of online exam reports and school-tracking data. The second stage will focus on field research in the form of targeted semi-structured interviews which will be conducted at Conisborough College with learning mentors, child protection officers, school counsellors, form tutors, and head of years who support looked after children as well as two social workers and LEA child protection officers. In the broader community, pastor/community leaders of West African origin will be interviewed. The final stage of this study will collate and analyse all data and draw inferences from the findings on future programmes in the school and community at large, in order to generate a number of recommendations..I intend to operate the second stage of the study to determine what works and what does not. As an amateur researcher, I will follow the procedure established by Peat et al. (2002) which will give me advance warning as whether to p roceed with the research, revise the research, or abandon this sectionalization of the research altogether. My research is small scale, so the pilot study will involve one student, one learning mentor, and one head of year. Following Peat et al.s (2002 123) process, I willProvide participants with a Participant Information Form and consent form, taking care to explain the purpose and process of the research. Following this, I will identify and areas regarding ethical approval not already adequately covered in the research protocol. Complete the interview schedule with each pilot respondent. Following completion I will ask respondents for feedback regarding ambiguous, sensitive or difficult questions. Transcribe and review each pilot interview fully, discarding any unnecessary, difficult, repetitive or ambiguous questions. Reorder interview items if necessary to ensure a coherent and engaging schedule. Time twain the conduct and transcription of the interviews to determine whether both tasks are reasonable given the timescale of the research.Once this pilot work has been completed, I can be confident that the interview schedule(s) are fir for the purpose of this study.ReferencesBarn, R. (2006) Research and Practice Briefings Children and Families Improvingservices to meet the needs of minority ethnic children and families, DfES,http//www.york.ac.uk/depts/spsw/mrc/documents/QPB13.pdfBryan, A. (2009). The intersectionality of nationalism and multiculturalism in the Irish curriculum Teaching against racismRace ethnicity and education, 12(3), 297-317.Myers, P. (2009). Immigrants and ethnic minorities in the accounting of education. Paedagogica Historica International Journal of the History of Education, 46(6), 801 816.Peat, J., Mellis, C., Williams, K. and Xuan W. (2002), Health Science Research AHandbook of Quantitative Methods, London Sage.

Gun Violence Essay

The issue of ordnance store world ownership and gun violence is highly controversial and has become highly controversial since the recent multiple massacres/shootings in schools and theatres. Controversy ensues between individual beliefs of who can own guns and how to control gun violence. The recent massacres/shootings bring into stark, shocking reality that gun ownership isnt as controlled as it should, leading to gun violence. As quoted from Steve Mostyn, a Texas trial lawyer, Lemme tell youI own thirty-five guns. You know I like to shoot. Last week I went to a local gun store near my house and bought three metre rounds of ammunitionThe same calendar monthhe sold an old rusted Jet Ski trailer for $200. The buyer showed up, hooked the trailer to his truck, and drove away. A few days later, the man asked Mostyn to meet him at the local DMV so they could fill out some paperwork necessary to transfer ownership of the trailer.Steve continues, So I had to go downtown and acquire th e time to fill out a bunch of forms about an old trailerYou know how much paperwork I had to do to buy three thousand rounds of ammo? Nothing. (pg 25) Steve, who supports tighter soil checks when buying guns and ammunition, brings to light the reality that guns are being sold with a seemingly careless attitude. One side of the issue believes that gun violence is to blame on video games, the media, and shadowy federal gun prosecutions. The other side of the issue believes that gun violence is to blame on weak/no background knowledge checks when buying guns. These background checks include checks of serious previous and/or current mental health issues. The NRA (National Rifle Association) believes that gun violence is in general a result of the media, video games, and weak federal gun prosecutions.Gabrielle and Mark, the authors of the book, are just one voice amongst many Americans who believeweak/no background checks are the cause of gun violence. Honestly, I agree with both sid es. I believe that video games, weak federal gun prosecutions, and weak/no background checks are to blame for gun violence. I dont think the media has a large influence on gun violence. Americas long-standing traditions and mottos of life, liberty, and the rocking horse of happiness include a footnote of gun ownership.I think that some-most Americans take the definition of protecting these American ideals too far with gun violence. every American has a right to concealed carry, open carry, and gun ownership for the protection of individuals, families, and the home. To go out a massacre humans because of mental unstableness and inappropriate contextual belief of American values is wrong. My belief, along with other citizens beliefs, is important in the issue of gun violence/gun ownership because it is a controversial issue that rests largely in each American citizens hands. The government and legal officials roles is to help ensure that whatever decision is taken in this issue is enforced.

Importance of Qualifications from an Aviation Manager’s Perspective Essay

airwave is described as aircraft carrying into action with the objective of providing air fascinateation. channelize transportation can further be defined as all the civil flying which is performed by air carriers which are certificated and also the universal aviation. The persistence of air transport can be credited for its vital role it plays in the todays global world. Management of the aviation perseverance is complex and thus it requires one to be satisfactory so as to be able to deal with the challenges that face this industry in our modern world.In addition, the presidencyal and industrial overview of the air line business is also a complex task and can not be managed by a mortal who does not start out qualifications in aviation management. One needs to have qualification in aviation management so as to make the fundamental law to excel in the job market as well as to manage the other employees so as to improve performance of the organization (Yilmaz, 2008).To be able to manage the organization effectively, one need to understand on the quality of services that the company should produce so as to attract to a greater extent customers and also he should have leadership traits which can change him or her to view the behavior of the employees toward achievement of the organization. He should also be able to control conflicts that may be arising in the organization to make sure that workers are satisfied and thus they are working in a conducive re exitAviation industry need a management personnel who is competent so that he or she can be able evaluate the valued methods and applications in the organization. The personnel should be able to use the scientific management theories so as to support the situations of decision making by giving sound decisions which can help the organization to grow and even run profitably (Yilmaz, 2008).He or she should be able to use and apply various concepts in the organization such as the techniques of linear p rogramming, the simulation methods, and the models of inventory control as well as the decision theory to ensure the organization is speed efficiently. Furthermore, there is need for management personnel in the plain of aviation to have knowledge about managerial accounting since it is a necessity in management. This will enable him or her to bring out, accumulate, report and interpret the information about cost so as to make decision and control the general operation context (Yilmaz, 2008).It will also enable him to utilize and evaluate information supplied to him or her from accounting department. Having knowledge on managerial accounting can enable the management personnel to be able to have accounting tool which can enable him or her in determining on the performance of the organization. Aviation management personnel should be also qualified in the non profit and governmental accounting to enable him or her to be able to investigate the environs for decision making from a pe rspective of non-profit entity or public sector.This will enable the personnel to be able to analyze the consequences and also the regulation intrusion and the established pronouncements by governmental Accounting standards board, which is the comptroller of US and also the office of the general accounting for the federal. Aviation management personnel should also have knowledge on the financial management so that he can be able to have financial analysis, have measurement on the keen costs, capital management, capital budgeting, valuation and also in determining the analysis of the capital structures.A manager in the aviation industry should be competent and should be aware on the impact of the government as well as the current issues concerning aviation industry. He should be aware of this issue not particularly in the country but at a perspective of the world or globe. Aviation management personnel should be able to identify the market segment, to identify the trends that the o rganization must follow to achieve performance of the organization as well as identifying the developments that need to be introduced in the organization depending on the change in technological know how (Yilmaz, 2008).He should also be aware of the international standards required in the air transport industry so as to be competitive the market. Also being qualified will enable one to understand on the regulations and rules that govern air transport industry and make decisions on how to manage the operation of the organization according to such rules. The personnel should be able to forecast on the future trends and challenges victimization the present and the past trends of the industry so as to make the organization to be competitive in the market.There is also need of management aviation personnel to be competent so as to be able to identify the output and demand determinants in the organization as well as the labor relations. All in all, it is important for one to be qualified in aviation so as to be competent in the field of management in aviation industry. This is because one will be able to control all activities necessary in such industry so as to make it run efficiently and effectively for the growth or profitability of the organization.

Physical Development and Health in Middle Childhood

Physical tuition and Health in Middle ChildhoodRosibel CastroPhysical Development in Middle Childhood The hidden changes in childrens bodies that enable the movements so familiar to us-riding bikes, climbing, jumping, skipping (p.289). Between the ages of 6 and 12, children grow 2 to 3 inches and add about(predicate) 6 pounds each year. Girls age range are head of boys.Girls also have more tree trunk fat and less muscle tissue than boys (p.290). finger cymbals mature in such a regular and predictable way that physicians use bone age as the best single measure of a childs physiologic maturation. The process of bone development gives us a powerful argument in favor of increased exercise or physical bodily process for children.The endocrine system strongly influences physical growth and development. During the middle school years, the glands of the endocrine system change gradually in ways to prepare the consistence for the momentous changes that pull up stakes occur during sexua l maturation, or puberty. A muscle mass increases in middle childhood, so does susceptibility.Boys and girls differ in strength in two waysBoys outperform girls on measures of strength, including tasks that involve using the muscles to apply pressure to a device used to measure muscle force.The ratio of strength to body size is greater amongst boys, thus boys require less effort to move their bodies through space than girls do. Both boys and girls become stronger during middle childhood.Childrens capacity for across-the-board physical activity (stamina) rises steeply across the middle childhood years as well. (Gabbard,2008). If we observe children at the playgrounds, we will notice that preschoolers display short bursts of physical activity followed by periods of rest. Changes in stamina are linked to growth of the heart and lungs, which is evident during later years of middle childhood.These changes enable children bodies to take in more oxygen and to distribute it throughout the body more efficiently. Two major growth spurts happen in the brain during middle childhood. (Spreen, Risser, Edgell, 1995). In about healthy children, the first takes place between the ages 6 and 8, the second between the ages 10 and 12. Both spurts involve development of new synapses as well as increase in the thickness of the cortex.Some of the first motor skills infants use are eye movements, and slowly this expands to movement of the arms, legs, and hands (even though theyre uncoordinated). Eventually, the child begins crawl and walking. Gross motor skills involve activities like rolling over, sitting up, crawling, and walking. These allow the child to gain new perspectives from which to evaluate their surrounding environment, enabling them to begin acquirement social skills and rules.Fine motor skills involve more intricate tasks like touching, grabbing, and manipulating objects, enabling learning about the details of different objects and people. Advances in both vernacul ar and fine motor skills interact to allow children to develop sports skills such as hitting a baseball. About one-quarter to one-third of children in the united states suffer from allergies, immune reactions to substances called allergens. Children who have respiratory allergies experience sneezing, stuffy noses, and more betray sinus infections.Food allergies can affect the respiratory system as well. The most frequent cause of school absences is asthma. Asthma is a chronic lung disease in which individuals experience sudden, potentially fatal attacks of breathing difficulty.An acute illness has the following characteristics attack is usually abrupt and from a single causeDevelops quickly and worsens rapidly, such as an infection, trauma or injuryUsually isolated to one bodily areaCan be diagnosed and responds to treatmentAcute pain halt when the illness is healedMay heal by itself or can be treated and returned to normal within a few days or up to leash monthsIf it lasts long er than three months, it may be the start of a chronic illnessThe following are generally descriptive of chronic illnessesOnset is commonly gradualDuration is extended and indefiniteCause is usually multiple and can be a combination of genetic and environmental factorsDiagnosis is often uncertain getting an accurate diagnosis can be a long, difficult processThere is no cure and requires management over time In my opinion, we do most of the learning about our bodies during middle childhood, the reason I say this is because, we learn about ourselves, the environment around us, this is the time when we are truly exposed to everything out there.Children are aware that they have allergies, they know they emergency their asthma pumps if they start having trouble breathing. During this time children know what kind of sports they want to play and they know what limits to push their bodies too. If a child is obese he will not want to join any sports not only because he might be fat shamed but also because he knows his body is not prepare to be put into the sports routine.ReferencesThe Growing Child, Denise Boyd, Helen Bee 2009.https//study.com/academy/lesson/perceptual-motor-development-definition-components.html https//www.navicenthealth.org/service-center/health-associates-general/acute-and-chronic-illnesses

One Hot Pot

This was a birthday to be remembered. It had been two years since I had seen my pappa, half brother, and stepmom. They came to visit from Los Angeles the hebdomad of my birthday. It was also days before Christmas. I knew this birthday was going to be special because I couldnt remember the last time we were all unneurotic for my birthday or Christmas. Im thankful for the special birthday dinner I had with my family. On the day of my birthday, I had to go to work.After work, I hurried home to get ready for dinner. We all met at my sisters house at 630 P. M.When I walked inside, nobody was ready. Everyone including my nieces, nephew, sister, and brothers were meddlesome watching television or playing on their I phones. I looked around and motto my dad and stepmom in the kitchen preparing food. I asked them, what are you guys doing? and my dad said, Ive decided to have dinner at home instead of going out to exhaust. I thought that was a great idea because I would preferably spend quality time with them at home instead of at the restaurant. Then I started to look around to see what he was making. I saw a big sewer of boiling crinkle.At that point, I knew we were having a calefacient pot. Hot pot consisted of simmering a metal pot of stock placed at the center of the dining table which was fueled by a portable butane gas stove. While the hot pot was simmering, ingredients were placed into the pot and were cooked at the table. Ahhh. I was so excited about the evening because hot pot was one of my favorites. The weather was cold and raining outside while the hot pot was simmering which made the house felt warm and cozy. There was no fall apart meal for this particular day than a hot pot.My dad took all day to prepare the food. He cut and cleans various uncooked items including meat (lamb, beef, chicken, and duck), vegetables (bok choi, bean sprout, daikon, tofu, tomatoes, taro, lettuce, and mushroom), seafood (fish, squid, lobster, prawn, crab, clam, and oy ster. ) He had to pull apart the crabs, scrub the scratch line, and shuck the oysters from the pillowcase preparing the food was the most difficult part of the meal. Finally it was time for dinner. Everyone started to load the food individually into the hot cooking broth with their chopsticks.When the food was cooked in the pot, it was unremarkably eaten with a dipping sauce. My favorite was the clams, so I grabbed a lot of clams and loaded it into the pot with the strainer and gently placed it over the boiling water and watched the clams open. Once they opened, I placed them in my bowl and started to dig in. Hot pot wasnt like any regular meal because it could last for hours. Everyone would eat or wait for the food to cook while talking with each other. Even after I was full and I would sit there and take care to everyone talk and then I got hungry again.We would usually eat late into the night when we had hot pot for dinner. I couldnt imagine a better time than Christmas time to be with my family sitting around at the dinner table admiring each other. Besides my dad and step mom, my oldest sister, three older brothers, a half brother and my sisters five children were there. Even my mom and step dad came over to celebrate and some of my cousins too. Because of my parents divorce, it took a lot for all of us to be sitting around the same table. This meal was unforgettable.

Addiction and Cure Compulsive Shopping

It is precise hard to recognize that we rightfully like obtain, a therapythat can serve at any presumption time to deflect our every twenty-four hour period problems. But when it becomes a tough act to control it becomes a near psychological disorder such as pathological gambling. How and to whom, is usually affected involving the syndrome that creates this huge dependency? Shopaholic syndrome affects manpower and women.The profile is usually between 30 and 40 years, with low self-esteem, lack of control, insecurity, fantasy-proneness, feeling of loneliness and ghostly emptiness. They too tend to have other dis- orders such as anxiety and notion. Shopping can bring down great pleasure at the moment, but then comes the repentance of pur- chasing useless things, and then depression and anxiety, which leads rump to the stores as a way of escape. Thus we begin a vicious circle which is very difficult to go through.Normal buyer vs Compulsive buyer While the normal buyer feel s satisfaction of having bought mostthing he wanted and he can control what he spends, the exacting buyer gets an inordinate pleasure in the moment of shopping, similar to that produced by drugs, in addition to losing control of his actions. Do you k straightway what causes this addiction? Although the key cause of addiction to shopping is not known, experts say this type of disorder is a mixture of biologic and social causes.The lack of control everyplace impulses caused by brain abnormalities related to the role of serotonin (a neurotransmitter). affable cause? This condition is the main trigger type consumer society in which we live, where shopping be- comes a empty activity rather than a necessity. Psychologists argue that advertising shows a person whose power is measured by the quantity and quality of goods they have. Before this the people with an underdeveloped personality turning to shopping to satisfy a quota of power that is not naturally befuddlen by society .Sym bolic reading of the act of buy? Buying a necessity, exchange, assimilation, accumulation and disposal. It is a process that symbolizes something primal as food and breathing. Psychological and genealogic perspective of oniomani?a The basis of any manic behavior is a lack of compensation. A compulsive act of exchange with the seller, we can talk about a fixation, lack of emotional exchange and planetary care of the child. The attachment figure moves to the seller that looks and looks compulsively.Emotional cut would occur in the parent-child relationship. An lush accumulation of harvest-homes that are not needed, we can talk about crazy ideas from the great-grandparents, for example Book now for the lean years , Who has better things. I have more than you. When we where young, if our parents made us relate in the raw clothes with re in the buffal (season, stations ), when life cries out for renewal, unconsciously we will run to get new clothes.And if we are prevented of a true renewal, we will compulsively repeat this empty ritual of release. Fixing a particular product that symbolizes what we ?re lacking. As happens in collection, if wool symbolizes the mother, I would con- tinously buy jerseys, scarves, socks and stockings which will give me the warmth that I missed in childhood. If the encyclopedias symbolizes the intellectual ego and we identify with it, we would accumulate volumes and volumes without opening the pliant that surrounds them..What impact does oniomani?a have on us? The shopaholics are immersed in an unreal world, then forget the consequences of their actions. They do not mind sacrificing their basic needs let alone those of others. This leads to situations of confrontation with family, debt, financial ruin, anxiety, depression and many more. How can we overcome this addiction? It is very difficult to get out of this addiction especially on your own, as is the case with alcoholism, gambling or drug addiction.But other addictions ar e well-heeled to spot, very few people attend a consultation to deal with a compulsive shopping problem, since most of the time they consider it a normal behavior or temporary. Admitting the problem is a immense step. From here you should see a psychologist to help you cope. There is no specific treatment depends on the pointedness of addition you have. Can you offer a sound approach to shopping? Enjoy a day of shopping, if your not out of control.But if you have rhythm to become a compulsive shopper, we offer a few tips so you do not end with your family finances. Make a list beforehand and stay off buying some- thing you do not need or repeat products. Set a expense amount, not breaking your budget. Avoid buying in states of depression and or states which you suspect will be harder to control. Do not be misled by advertising. Get to the point and do not look over what to buy, do not end up biting into something unexpected.Forget about the offers that you do not really need. Wh en checking what you bought and found to have acquired only the products that you planned to congratulations , You have managed to avoid the danger of compulsive shopping. Your pious platitude account will thank you. The act to treat oniomania A 40 year old woman compulsively buying bags, coats, belts and shoes from expensive brands. They shared the high price and fancy leather. She arrived to fill the press of her apartment, plus two more cabinets installed in the lounge.Sometimes hed give away or return some of these products because it was impossible to fit in the space. Analyzing her family tree we could see that her mother was orphaned at birth. His grandmother also had her mother and motherhood are banned. His father, bitter widower and never touched her, for fear of incestuous knowledgeable tension, and died when she was a teenager. When the clothes made contact with the skin it was so precious to her, the more expensive the product were worth more tuned into the symboli sm.We suggested that a van filled with all the accumulated products and asked two friends, men and women who comply her to a field outside the city. She would drive the vehicle to the designated place and the cargo pile up unitedly in a pyramid form. She, lying on the ground would be massaged by these symbolic parents period the mountain of things burned. Then plant tree there. We also suggest that she volunteered at a center for the stateless children, cherish and give all the love you she had missed.

Jane Eyre by Charlotte Bronte

Jane Eyre, by Charlotte Bronte is a gothic, Romantic sassy that was seen by critics at the period as a controversial text. All though not revolutionary it did contain elements of accessible rebellion. Elizabeth Rigby from the every quarter Re encounter tryled Jane Eyre an anti-Christian novel and an attack on the English class system. When read from a 21st century mise en scene, the novel shows, through the function of various motifs and imagery, the maturement of one central character.You tooshie read also Analysis of Literary Devices of Jane EyreBronte shows Janes phylogenesis, while highlighting aspects of her own social and in-person context through the characterisation of Janes friends, family and acquaintances. A contemporary contextual knowledge allows the audience to view Jane Eyre as a character based novel. One critical paper known as the lozenge described Jane Eyre as being simply the knowledge of the human mind. This bildungsroman genre underpins this educa tion of Jane Eyre. resembling to other nice authors of the time, like Charles Dickens, Bronte uses Jane to represent an individuals search for identity and their adjustment to society.Q. D Leavis wrote that the novel is notbut a honorable psychological investigation. As such the novel becomes laden with varying themes and ideal and is neither restricted by genre or by governmental view (much like the human mind) Characterisation is used consciously from the beginning of the novel to show the development of Janes individual nature and strength. One of the motifs used to represent Janes character is the colour red. A fine example of how the colour gains various meaning as the Jane develops is in the first 3 chapters. term in the first Chapter she is enshrouded by the curtains, which provide here with haven from The Reeds the colour soon becomes one emblematic of anxiousness, fear and anger as she is locked up in the red room. A bed supported by massive pillars of mahogany , hung with curtains of deep red damask. The description of the magnificent bed reflects Janes tinctureing of inferiority and belittlement. However in chapter 3 she awakes to the soft red glow of the fire which provides here with warmth and comfort. Bronte continues to use this theme later on to represent Janes passions for Mr Rochester and the wild nature of Bertha.Jane is represented as a quick-willed character with her own opinions, morals and mindset. While she is somewhat repressed by the society and context she lives in, she does not let this limit her entirely. Jane is not afraid to speak her mind even from a recent age, nor is she afraid to think outside the conventional framework of society. Women feel just as men feelthey suffer too rigid a constraint. All other characters are seen through Janes eyes, and it is their contact on her development that is important, rather than their individual personalities.In the early stages of the novel, Jane is seen to be in scrap with Mr s Reed but later in the novel, the maturity that Jane has developed is seen, when Jane overlooks Mrs Reeds cruelty, and treats her with kindness. A strong yearning to forget and forgive all injuries. Brontes use of ambit provides a backdrop against which Jane develops from a young girl to an big(p). The Five main settings symbolise the stages in Janes quest to find herself. The setting traces Janes childhood development at Gateshead Hall, followed by her schooling and work at Lowood institution and the development of Janes passionate nature at Thornfield.Moor House is then characterised by a moral and spectral development of Jane. God directed me to a right choice. This counteracts the critic E. Rigbys anti-religious reading of Jane Eyre, discussed later. Janes development concludes with her reunion with Rochester at Ferndean. Janes words Reader, I married him show her upcountry fulfilment as she has found a balance between passion and reason and found her do as an individual i n society. The gradual development of character highlights the textual integrity of Jane Eyre and enables readers in all contexts to trace the development of a central character.The narrative technique used by Bronte shows the gradual development of Jane as the central character. The first person narrative region given to Jane enables a closer data refer between Jane and her readers, allowing expression of feelings and emotions as her character develops. Reader, though I may look comfortably accommodated, I am not very tranquil in my mind. A duality present in Janes narration presents a childs voice, echoed by a mature and intelligent adult voice of reasoning and reflection. I should, if I had deliberated, have replied to that question.This self-reflexivity is important in showing Janes character development. Consistency of Romantic imagery, linking nature and weather to characters, also adds to character development and sustains textual integrity. The solarize was just entering the dappled east and his light illuminated the wreathed and dewy orchard trees. The imagery reflects the implications of characters choices and its impact on future character development. In the garden, after Jane agrees to marry Rochester, a storm breaks out and the slap-up chestnut tree is damaged.This imagery symbolises the forbidden relationship that Jane agreed to. Throughout Brontes novel, elements of her personal and social context are highlighted, adding depth to her characters and her novel. Religion was significant in Brontes personal context, and in the Victorian context. Changing religious ideas, religious doubt, and an increase in non-conformists had emerged collect to science and history. While the critic E. Rigby labels Jane Eyre an anti-Christian novel, I believe Bronte is representing religion without taking a clear stance on the issue.Bronte conveys no specific religious message but instead shows more of a general concern for religion, reinforced with religious l anguage. No nook in the grounds more sheltered and Eden-Like. The text does not ignore religion or openly oppose Christianity rather it represents the contextual importance of religion, while adding depth to Janes character development. womens lib is another contextual influence in Jane Eyre. The critic S. Gilbert suggests that Jane Eyre is a traditional feminist reading of the Brontes.This critic has drawn parallels between Brontes life and Janes life, inferring that Bronte was exploring her contextual feminist seek through the character of Jane. While there are some elements of feminism in the novel (mostly due to the independent ubringing of Charlotte Bronte) it is not the central theme. As seen from the above discussion, Jane Eyre is about the development of a human mind, with feminist themes simply an influence on Jane. Janes feminist comments show her character exploring the social context. Women are supposed to feel very calm generally, but women feel just as men feel.The se elements link back to a moral psychological investigation rather than an exploration of feminism. Jane Eyre is primarily focused on the development of an individual. The text shows Janes development from a child to an adult using characterisation, setting, narrative voice and romantic imagery. Bronte adds depth to characters by introducing aspects of her social and personal context. While critics in the Victorian context label Jane Eyre as a feminist novel or an anti-Christian book, in my contemporary reading it is neither of these things. Its merely the exploration of an individuals development.

International Culture

RUGM_C05. QXD 8/18/08 416 PM Page 129 Chapter 5 I NTERNATIONAL agriculture Contents Objectives of the chapter mental institution 131 Places and pack differ. The Japanese t finish up to be very polite, the Australians characteristically blunt. Red means danger or stop to the British, only when in Turkey it signifies death and in China, good fortune. In France getting into a grande ecole tends to under bugger off good job prospects whereas in Saudi-Arabian Arabia the wealth and status of your family is far to a greater extent important. What is e dig upation? 131 The immenseness of enculturation in diverse business contexts 133National stereotypes and key dimensions of grow 136 Cross- heathenish management revenue Culture embodied in national institutions 151 Active Learning Case Culture clash at Pharmacia and Upjohn 130 International Business Strategy in Action McDonalds 135 Dan nonp atomic number 18il and Parmalat passage supranational, staying local anaesthetic 149 Real Cases Do non throw your meishi 154 Sport displace be local and spheric Manchester unite 155 Patterns of global diversity and the implications of these differences expect been studied from a set forth of perspectives, by sociologists, psychologists, anthropologists, and political scientists.Here we argon c formerlyrned with how ethnic diversity and related differences in the fashion, norms, and expectations of trigger officular concourses of employees, managers, colleagues, or customers affect management finis do and corporate organizations. After an introduction to the kinds of business contexts in which heathenish differences do reckon, this chapter volition account roughly typologies of national ethnic differences and discuss the implications of these for international managers. The specific objectives of this chapter be to 1 Define subtlety and explain the factors that underlie heathenish differences. Show where and wherefore ethnic differences be to international managers. 3 inform a number of frame imparts that help identify important ethnical differences. 4 Examine how debaucheds kitty scream and parcel out with ethnic differences. RUGM_C05. QXD 8/18/08 152 PM Page 130 depart TWO THE milieu OF planetary line of reasoning Active Learning Case Culture clash at Pharmacia and Upjohn Despite being part of the same advanced, industrialized world, Kalamazoo (Michigan, fall in States), Stockholm (Sweden), and Milan (Italy) ar worlds apart in m whatsoever important ship appearance. Senior managers leading the merger amidst two pharmaceutical firms, Upjohn Company of he fall in States and Pharmacia AB of Sweden (with operations in Italy), came to realize how signifi scum bagt these differences were after the merger took place in 1995. Swedes take off just about of the month of July for their annual vacation, Italians take off virtually of August. Not intentional this, US executives scheduled meetings in the summer onl y to brook to cancel numerous beca recitation their European counterparts were at the b each(prenominal). As the oft predominate US firm began to impose its way of doing things on the newly acquired European organizations, international relationships became to a greater extent and more strained. Neither the Swedes nor the Italians were happy with mpositions such as the drug and alcohol testing insurance brought in by Upjohn, or the office smoking ban. These clashed with local ways of doing things and the more in baronial give way environment that these cultures prefer. Although Upjohn later relaxed many of these work rules, allowing nigh local practices and preferences to prevail, ill- work outing and a detail of resistance had already developed among European colleagues. The additional bureaucracy and the command-andcontrol style imposed by the the Statesns created more significant problems for the 34,000 employees and managers in Pharmacia and Upjohn Company. The Swede s ere used to an open, team-based style of management where responsibilities ar devolved managers argon trusted and not strictly monitored or nigh managed. Swedish executives besides tend to build up a consensus behind big stopping headers, getting every bingle in the same boat (alla aer i baten) alternatively than rolling orders d take the hierarchy. As a tralatitious US multinational, however, Upjohn was more used to healthful leadership and a centralized command-andcontrol structure. Its CEO, Dr. John Zabriskie, quickly created a strict constitutioning system, tight budget control, and frequent staffing updates, which clashed with the Swedish rganization style. Swedish managers would leave meetings disgruntled, having been oerruled by US executives keen to poking their vision of the merged companionship. The Swedes avouch ways of doing things had already clashed with the Italian style of management, followers the takeover of Farmitalia (part of Montedison) by Pharm acia in 1993. Italians ar used to a distinctive division mingled with workers (and their strong unions) and managers. Their 130 steep hierarchies contrast the more egalitarian Swedes. Italians too place a high value on families and bequeath leave ork to tend to sick relation backs or help with child oversee, which the Swedes frown upon. The addition of the the Statesns from Upjohn to this mix created further cultural confusion. dialogue problems, beyond the obvious language differences, became a real barrier to h nonp beilst dialogue. You go on that point thinking youre going to streamline the place, said American Mark H. Corrigan, Pharmacia and Upjohn Vice President for clinical Development, and you leave just having added five pounds from almost wonderful meals. These differences, many of them small precisely important at the local aim, quickly began to shit an impact on the verall performance of the merged company. In the months and years following the merger unforese en inefficiencies and added make ups began to undermine the potential synergies of bringing together two such companies in the first place. At one level the problems amounted to things akin canceled meetings, new organization demands (such as monthly report writing), and a general decline in staff morale. There were overly un judge difficulties compound the IT systems crosswise the versatile parts of the merged organization. These and other changes added an estimated $200 million to the predicted costs of the estructuring, taking the total cost to $800 million. Even more seriously, for a pharmaceutical company heavily reliant on its new drugs product line to survive, delayed product launches and the loss of key staff (including the head of R&D at Pharmacia) had a longer-term impact. There was probably an under-appreciation of these cultural differences, says Art Atkinson, reason Vice President for Clinical Research and Development. detail problems firmnessed from the restr ucturing of the firms global R&D structure. Prior to the merger Upjohn consider well-known name such as Rogaine andMotrin and had annual sales of round $3. 5 billion, but had a faltering new product pipeline and slow sales growth comp atomic number 18d to its larger competitors. Similar-sized Pharmacia had a more promising pipeline but weak distribution and sales in the US market, the worlds largest. These amounted to a strong rationale for the merger. Together they could challenge the financial personnel and the larger R&D programs of their competitors. However, integrating and refocusing the variant parts of the new R&D structure became a study problem. quite than place the R&D headquarters in the united States, Sweden, or Milan, a ecision was made to yield a new and neutral Londonbased center for the R&D function. This simply added a RUGM_C05. QXD 8/18/08 416 PM Page 131 CHAPTER 5 INTERNATIONAL CULTURE layer of management and a more complex matrix reporting structure , which further alienated key R&D personnel. In 1997, after the stock price of the merged corporation had fallen significantly, CEO John Zabriskie resigned. Swede Jan Ekberg, the former head of Pharmacia, took over temporarily and began to rebuild aspects of the merged organization. After acquiring a major part of Monsanto in 2000, Pharmacia and Upjohn became Pharmacia, which was hen itself acquired by the US giant Pfizer in April 2003. This made Pfizer, tally to its own yearly Report, the number one pharmaceutical company in every region of the World. 11 All this proves is that going global is substantial work. Not all of these problems could have been foreseen, but a real lack of sensation of cultural differences did lead to many of the organization difficulties and people problems with a real impact on the imbue line. Websites www. accenture. com/xdoc/en/ideas/out liveliness/1. 2000/maa2. pdf www. pfizer. com www. pfizer. com/argon/investors_reports/annual_2003/ re guess/in dex. htm.Sources R. F site and T. M. Burton, Pharmacia & Upjohn Faces Culture Clash Europeans Chafe Under US Rules, Wall Street Journal, February 4, 1997 R. J. Thomas, Irreconcilable Differences, Accenture Outlook, vol. 1, 2000 and Pfizer, Annual Report, 2003. What kinds of cultural differences matter when organizations from different countries merge? 2 How well do the characteristics described in the case affect the respective, stereotypical national cultures of these countries? 3 What could senior managers have done before and after the merger to alleviate some of the problems that resulted from culture clash? Explain why one organization exponent want to impose some of its ways of doing things on another, such as an acquired firm or subsidiary. INTRODUCTION The number of workers employed by opposed-owned companies has grown significantly over the ult 20 years as a result of the expanding activities of st race affiliates of MNEs near the world. For many people, twain emplo yers and employees, this has brought berth the realities of globalization. An estimated 73 million people globally (including 24 million in China) now work for unknown companies, nearly three beats the number in 1990.Companies such as Motorola, ordinary Motors, British Pet placeum, and General Electric are among the largest private-sector employers in economies such as Malaysia and Singapore. 1 This growing multicultural workforce, part of the increasingly global patterns of exchange and interaction discussed earlier in this book, makes it more and more important to understand how peoples preferences, beliefs, and determine differ. Understanding international cultural differences allows us to be witting of and adapt to the differences that matter for managers. WHAT IS CULTURE? SocializationThe process of enculturation, or the adoption of the doings patterns of the surrounding culture Culture can be defined as the sum total of the beliefs, rules, techniques, institutions, and artifacts that specify serviceman populations2 or the collective computer programming of the mind. 3 Sociologists generally talk about the accessibleization process, referring to the act upon of parents, friends, education, and the interaction with other members of a special(prenominal) bon ton as the root for ones culture. These influences result in learned patterns of behavior parking area to members of a given society.As you can see, definitions of culture vary according to the focus of interest, the unit of analysis, and the disciplinary memory access (psychology, anthropology, sociology, geography, etc. ). 131 RUGM_C05. QXD 8/18/08 416 PM Page 132 PART TWO THE ENVIRONMENT OF INTERNATIONAL discourse channel Table 5. 1 World population percentages in terms of home region, language, and faith Home region Asia Africa Europe Latin America Former Soviet bloc northeastward America Australia and bleak Zealand % 58. 4 12. 4 9. 5 8. 4 5. 5 5. 2 0. 6 phrase % mandarin 14. 4 Hindi 6. 0 side 5. 6 Spanish 5. 6 Bengali 3. 4 Russian 2. 8 Portuguese 2. 6 Japanese 2. 0German 1. 6 Korean 1. 3 French 1. 3 some other 54. 4 (approx. 200) Religion Christianity, including Catholics Protestants Orthodox Islam Hinduism Non- ghost analogous Buddhism Chinese traditional Primalindigenous Other % 33 20 9 4 22 15 14 6 4 3 3 Sources www. census. gov www. adherents. com. somatic culture The shared values, traditions, customs, philosophy, and policies of a corporation also, the professional atmosphere that grows from this and affects behavior and performance 132 This is significant in that studies of cultural differences adopt a specific definition and set of measurable criteria, which are always debatable.Research into culture and its impact in business and management studies is highly contentious and should not just be interpreted at face value, including the studies described below. There is a strong consensus, however, that key elements of culture include language, religion, values, attitudes, customs, and norms of a group or society. Table 5. 1 assigns how the worlds population is divided according to geography, language, and religion. Language is perhaps the most important key to understanding culture in general and the specific values, beliefs, attitudes, and opinions of a cross individual or group.English is all-encompassingly accepted as the language of business many global institutions and companies have adopted English as their official language. For many firms, such as Toyota, NEC, Hitachi, and IBM Japan, English-speaking power is a prerequisite for progress. 4 However, any assumption that speaking the same language removes cultural differences is starkit ordinarily just hides them. Moreover, a belief on English by British and American managers, and a lack of other language skills, can weaken their ability to empathize with and adapt to other cultures.Religion, cogitate to both regional characteristics and language, also influ ences business culture through a set of shared ticker values. Protestants hold strong beliefs about the value of delayed gaiety, saving, and investment. The sociologist scoop shovel Weber, writing in 1904, saw this Protestant work ethic as the spirit of capitalism during the Industrial Revolution. 5 Rather than spending, consuming, and enjoying vivification now, their religious beliefs prompted the Protestants to look to longer-term rewards (including those in the after-life).There are parallels with the Confucian and Shinto work ethics, which also view spiritual rewards as tied to hard work and commitment to the fruits of industry. Contrasting this, a more stoic attitude among some African populations partly explains their acceptance of the ways things are, because it is the give of God (shauri ya Mungu). At the most general level culture can refer simply to the lifestyle and behavior of a given group of people, so corporate culture is a term used to characterize how the manag ers and employees of particular companies tend to behave.But the term is also used by human resource managers and senior management in their attempts to proactively shape the kind of behavior (innovative, open, dynamic, etc. ) they hope to nurture in their organizations. Promoting a distinctive corporate culture is also expected to enhance the sense of community and shared identity that underpins effective organizations. RUGM_C05. QXD 8/18/08 152 PM Page 133 CHAPTER 5 INTERNATIONAL CULTURE THE IMPORTANCE OF CULTURE IN DIFFERENT stemma CONTEXTS Cross-cultural management issues arise in a range of business contexts.Within individual firms, for example, managers from a foreign parent company need to understand that local employees from the host country may require different organization structures and HRM procedures. In cross-border mergers and acquisitions (M&As), realizing the expected synergies very often depends on establishing structures and procedures that encompass both cultur es in a sense of parallelismd way. Cross-border joint ventures, alliances, or buyersupplier relationships between two or more firms also require a cultural compromise.Finally, for firms to sell movementfully to foreign customers requires culturally sensitive adaptations to products, services, marketing, and advertising. material body 5. 1 outlines, at the most general level, links between business contexts and particular characteristics of individuals or groups that are influenced by social and cultural norms of a particular region. At the face-to-face level in meetings the language and behavior of different peoples vary and their mutual understanding of each others culture will influence the effectiveness and efficiency of communion between them.This influences how well multicultural workplaces operate at all levels, from system setting at the senior level to plant-floor operations. Firms also tend to have different organisational and ending-making practices depending on wh ere they have evolved and which cultures and subcultures they encompass. For firms to build successful alliances and partnerships, or for M&A activities to succeed at the company-to-company level, there involve to be an understanding of the organizational soma 5. 1 Cross-cultural business contexts 133 RUGM_C05. QXD 8/18/08 152 PM Page 134 PART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESSEthnocentrism The belief that ones own way of doing things is superior to that of others. differences between them. This covers practically every element of corporate organizations from decision-making structures and systems and managementlabor relationships to individual employees attitudes toward their work and their employer. Finally, culture influences the behavior and preferences of clients and customers. To sell successfully in a foreign market, a manager needs to adapt his or her product or service to meet the different needs of that particular group of customers.Any alteration in adverti sing, marketing, product or service features, after-sales support, technical back-up, documentation, etc. , will be partly guided by cultural differences. Failure to do this ends in the kinds of marketing mistakes and talk blunders that engender marketing folklore. For example, Fords low-cost truck was initially marketed as the Feira to Spanish-speaking people, but this means ugly old womanhood in Spanish. The Ford Comet, a high-end car, was sold as the Caliente in Mexico, which is local slang for prostitute. Unsurprisingly neither model did well in these markets. This reinforces the above point about the importance of language, but also demonstrates how some of the largest and most experienced companies do not appear to do the most basic cultural due diligence (their homework ) when launching products and services in foreign markets. The chapter on marketing strategy in this book reckons these kinds of issues more closelippedly. Across all of the business contexts in Figure 5. 1 ignorance of cultural differences represents a common stumbling block for international managers.Ethnocentrism, the belief that ones own way of doing things is superior to that of others, can also be a major barrier to good international management. The challenge lies in recognizing differences, combining the advantages that stem from different styles and approaches, adjusting and adapting to succeed with different people, in different partnerships, and in different markets. ? Active education check Review your answer to Active Learning Case fountainhead 1 and make any changes you like. Then compare your answer to the one below. 1 What kinds of cultural differences matter when organizations from different countries merge?The definition of culture itself gives some indicators of the kinds of differences that matter. faces from different countries will have developed different beliefs, values, and patterns of behavior based on their underlying national culture. A wide range of d ifferences could be important, including attitudes toward work and workplace practices, managementlabor relations, the decision-making hierarchy, and division of responsibilities. Cross-border M&A often also requires changes to the marketing and brand of products and services as sales are expanded into new markets.Differences in the language, values, and preferences of customers in different countries also need to be taken into account. Culture has always been important Cultural convergence The growing comparison between national cultures, including the beliefs, values, aspirations, and the preferences of consumers, partly driven by global brands, media, and common global icons 134 Despite the unlike patterns and processes of globalization, cultural differences still remain important. Even with greater common access, via various media and the Internet, to the same brands, rock icons, and sports stars, differences remain.Terms like cultural convergence or, simply, Americanization (the homogenization of global consumer preferences through the ubiquity of McDonalds, Coca-Cola, and Ford) overstate the similarities between groups of people around the world. (See the case International Business Strategy in Action McDonalds. ) RUGM_C05. QXD 8/18/08 152 PM Page 135 CHAPTER 5 INTERNATIONAL CULTURE International Business Strategy in Action McDonalds When Jose Bove, a self-proclaimed leader of Frances antiglobalization movement, was sentenced for vandalizing a McDonalds restaurant in 1999, he claimed to have the backing of the French people.That might have been an overstatement, but 40,000 French people were there to depict their support. It was not only the French, however in the 1990s McDonalds restaurants were vandalized in about 50 countries. At issue is the worldwide perception that McDonalds represents a particular friendly Ronald-McDonald-type of US imperialism. Traditional lifestyles, critics say, are being eroded by McDonalds marketing practices, its value c hain system, its fast-food concept, and the unhealthy food itself. Yet, McDonalds bends over backwards to blend into local cultures. The company advertises itself to its critics as a lobal company owned and run by local people. Indeed, the franchise system makes it so that McDonalds Japan is run by the Japanese and Israels McDonalds restaurants are run by Israelis. Local business owners choose their circuit cards offerings to fit their culture, find alternative suppliers, and create suitable marketing for their culture. An American in Saudi Arabia might seat single men with families at a McDonalds opening, but a Saudi Arabian owner would know that this is unacceptable and the restaurant will be designed to accommodate the culture. In the land of Jose Bove, Asterix, a French comic-strip haracter who stands for individuality and ironically symbolizes local resistance to imperial forces, superceded the goofy Ronald McDonald in the companys marketing in the early 2000s. In 1999, Frenc h McDonalds went the extra nautical mile to prove how local it was by printing advertisements making fun of US eating habits. In one ad, a large American cowboy complains that McDonalds France does not import American beef to guarantee maximum hygienic conditions. French restaurants are more fashionably and more comfortably designed than North American ones to create an environment where customers may enjoy longer meals n accordance with French tradition. If they want, customers can order a beer from the menu. In India, where local tastes are very different from those in the United States, the company crafted an entirely different menu that does not use beef or pork due to the by and large vegetarian population. The Indian Big Mac is made of lamb. In Israel, the locally owned McDonalds purchases over 80 percent of its ingredients from local producers, including 100 percent kosher hamburger meat, potatoes, lettuce, buns, and milkshake mix. There are no cheeseburgers in Israels McDo nalds because dairy products cannot be eaten together with meat.On the other hand, McDonalds does bring its own culture to its foreign operations. In China, where childrens birthdays are not traditionally celebrated, a successful McDonalds marketing strategy encouraged birthday parties at their establishments. Not a bad deal for children, but still a cultural effect from a foreign multinational. More mundane things, such as combo meals, are popularized through McDonalds expansion. By promoting its carbonated beverages in India, the firm is unsettling the countrys tea culture. The companys presence creates a cultural exchange, not a one-sided cultural takeover.Beyond reactionary behavior against McDonalds cultural impositions, McDonalds has had to suffer simply for being natural in the United States. Just hours after the United States began bombing Afghanistan in 2001 McDonalds restaurants were vandalized in cities in Pakistan and Indonesia and Islamic clerics asked for the boycott of US products. For activists and cultural protectors, the most frustrating thing is that their calls go unheeded. Owners of McDonalds franchises continuously inspire customers that they too are locals, that their employees are locals, and that their suppliers are mainly local.In Brazil, some anti-war protestors on their way home will stop at a McDonalds for a bite to eat. Some of McDonalds major troubles, however, are in its most established markets in the United States, Canada, and the UK. Russian and Chinese go-getters might think that a meal in McDonalds puts them in a class above, but in its two major markets of North America and Europe, where the firm derives over two-thirds of all revenue, the food is considered unhealthy. Indeed, both Canada and the UK considered imposing a revenue enhancement on fatty foods on the grounds that it was damaging to peoples health and it osts the health-care system a substantial amount. The tax is un apt(predicate) to be imposed because of a strong backlash from poverty groups who present that this tax would place an uneven burden on those who depend on cheap food for their everyday survival. In the United States, the firm is being sued over claims that it misled parents about the nutritional value of its products, leading their children to become obese and unhealthy. McDonalds in the UK reacted by eliminating supersized options from the menu. A set of healthier options has now been introduced inEurope and North America as the company fends off critics in some of its friendliest markets. Sources David Barboza, When Golden Arches Are Too Red, White and Blue, New York Times, October 14, 2001 Tony Karon, Adieu, Ronald McDonald, Time. com, January 24, 2002 Simon Romero, War and Abuse Do Little to Harm US Brands, New York Times, May 9, 2004. 135 RUGM_C05. QXD 8/18/08 152 PM Page 136 PART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESS Cultures vary and these variations lead to real and significant differences in the ways tha t companies operate and people work.Moreover, because of globalization more and more firms are coming head to head with the added complexity of doing business globally, which stems from the huge amount of diversity in the world that still exists (and arguably will always exist). Before moving on to examine some typologies of global cultures, here is a word of warning. Much of this section will describe how various kinds of individual and group behavior can be linked to specific cultural groups and associate these cultural dispositions with different business styles and company structures.Acting on the buttocks of cultural stereotypes is highly sensitive and can be problematic. For example, at the simplest level a banker may be able to prove empirically that Pakistanis are more successful than Jamaicans at starting and running small businesses around the world. Using this insight as the basis for discriminating against Jamaicans wanting bank loans for business start-ups is not only unethical, but in most countries locomote foul of race discrimination laws. NATIONAL STEREOTYPES AND KEY DIMENSIONS OF CULTURE Culture at two levelsThere are traditionally two different approaches to look at culture Psychic distance The psychic or psychological level, which focuses on the internalized norms, attitudes, and behavior of individuals from a particular culture (psychic distance is a measure of differences between groups). A measure of the similarity or difference between two cultures also commonly The institutional level, which looks at national (or group) culture embodied in defined as the measurable institutions (government, education, and economic institutions as well as in business distance between the home rganizations). market and a foreign market resulting from the perception In this chapter we will mainly discuss the first, culture as shared psychology, with a brief of cultural and business differences reference to national institutional differences at the e nd. People who are born in, or grew up in, the same country tend to share similar cultural characteristics. Nordstrom and Valhne examined a savour of Swedish firms to understand the effects of psychic distance on market-entry strategies and costs. They ranked 20 particular countries according to a range of national characteristics that contribute to psychic distance and found, as you might expect, that Denmark is closest to Sweden (1/20), the UK comes in at 6/20, Portugal at 15/20, Japan 16/20, Brazil 17/20 and Australia 20/20. Nationality and culture tend to coincide, although nations encompass a wide variety of institutions, religions, beliefs, and patterns of behavior, and distinctive subcultures can always be found inside individual countries. The only way to make sense of this wide diversity is to characterize distinct cultural groups through simplified national stereotypes.Many studies have attempted to create these stereotypes by mathematical function and comparing the shar ed characteristics of managers and employees in different countries. 7 Researchers then examine the effects of key differences on business behavior, organization, structure, and ultimately the performance of companies from different countries. The following describes the milestone studies of this kind in the management field. Hofstedes four dimensions of culture Geert Hofstede is a Dutch psychologist who conducted one of the earliest and best-known cultural studies in management, on IBMs operations in 70 countries around the world. 136 RUGM_C05. QXD 8/18/08 152 PM Page 137 Individualism index CHAPTER 5 INTERNATIONAL CULTURE might distance index Figure 5. 2 Hofstedes power distance against individualism for 20 countries Source Hofstede, G. (1983). The cultural relativity of organizational practices and theories, Journal of International Business Studies, Fall, p. 92. Copyright Geert Hofstede. Getting answers to 32 statements from over 116,000 questionnaires, he mapped key cultural characteristics of these countries according to four value dimensions Power distance A cultural dimension that measures the degree to hich slight powerful members of organizations and institutions accept the fact that power is not distributed equally Uncertainty avoidance The extent to which people feel threatened by ambiguous situations and have created institutions and beliefs for minimizing or avoiding those uncertainties Individualism The tendency of people to look after themselves and their immediate family only Masculinity The degree to which the dominant values of a society are success, money, and material things 1 Power distance is the extent to which a culture accepts that power in organizations is distributed unequally.High power distance equates with steep organizational hierarchies, with more tyrannous leadership and less(prenominal) employee participation in decision making (see Figure 5. 2 for examples). 2 Uncertainty avoidance is the degree to which members of a so ciety feel uncomfortable with risk and uncertainness. High uncertainty avoidance (Japan, genus Argentina, France) will be reflected in the high precedency placed on rituals, routines, and procedures in organizations and society in general. Countries with low uncertainty avoidance (Denmark, UK, India, US) tend to express flexibility and informality rather than bureaucracy. Individualism is the extent to which people are supposed to take care of themselves and be turned on(p)ly independent from others (see Figure 5. 2 for examples). 4 Masculinity is the value attributed to achievement, assertiveness, and material success (Japan, Mexico, Germany, UK) as opposed to the stereotypical feminine values of relationships, modesty, caring, and the quality of life (Sweden, Netherlands, Denmark), according to Hofstede. Figure 5. 2 illustrates some of Hofstedes findings using two of the most useful dimensions, power distance against the degree of individualism/collectivism.It reflects some ge neral stereotypes of the countries included, with clear grouping of Australia, UK and US as highly individualistic and less ranked (small power distance) cultures against Mexico, Thailand, and Panama at the other extreme. We will elaborate on these definitions and their practical interpretation throughout this chapter. Among his most important contributions, Hofstede provided strong evidence for the significance of national culture over professional role, gender, or race, as a determinant of variation in employees attitudes, values, and behaviors, accounting for 50 percent of the 137 RUGM_C05. QXD 8/18/08 52 PM Page 138 PART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESS differences his study observed. However, his studies have come in for significant criticism, despite widespread adoption of the four-dimensional framework. triple common criticisms are (1) that the dimensions developed from data collected between 1968 and 1973 were relevant only for that particular period (2) that corporate cultural and other influences from this one-organization (IBM) study created significant bias (3) that the sole use of attitude-survey questionnaires was not a valid basis for the resulting values and dimensions his study concluded with. Although Hofstede has continued to write on culture, organizations, and management10 it is useful to look more late into the work of another well-known Dutch culture guru. Trompenaars seven dimensions of culture Universalism The uniform application of rules and procedures, irrespective of situation, context, or individuals affect Particularism Judging a situation and adjusting rules and procedures according to the specific situation or individuals bear on Collectivism The tendency of people to belong to groups who look after each other in xchange for trueness Neutral A preference for unemotional, objective analysis of a situation or a decision and for go downed displays of emotions and feelings in the workplace Emotional An acceptance of emotion and subjectivity as the bases for some decision making and a preference for overt displays of emotions and feelings in the workplace Specific A tendency to limit workplace relationships and obligations, including relative status and hierarchical position, to the workplace Diffuse A tendency for workplace relationships and obligations, including relative tatus and hierarchical position, to extend into social situations and activities outside of work 138 Fons Trompenaars build on Hofstedes work by expanding the framework for stereotyping and comparing different national cultures and by focusing more on the management implications of cultural differences. Using initial investigate involving 15,000 employees in 50 countries, Trompenaars explored the cultural extremes and the incomprehension that can arise when doing business across cultures, even when people are working for the same company. 1 Trompenaars arrived at seven distinctive dimensions of culture and used the qu estionnaire responses in his study to map a wide variety of countries along a continuum from one extreme to the other within each dimension. The key to understanding this mapping approach is to identify where each country or culture is positioned relative to others on one or more of these dimensions. Relative pose gives insights into the kinds of conflicts, misunderstandings, and organizational and management problems that are in all likelihood to arise when individuals, groups, or firms from these countries interact in any of the ways described above. Universalism versus particularism. In universalistic cultures rules and regulations are applied in all situations, regardless of particular conditions or circumstances. The example used by Trompenaars refers to a salesman who does not fulfill his monthly sales quota because he was looking after his sick son. Should he be penalized according to standard company regulations or should he be excused because of the particular circumstanc es? According to Trompenaars findings, Switzerland, Canada, and the United States are among the most universalist. Australia and the UK are also toward this end of the scale.Germany is closer to the center, as is France, but the latter sits on the particularist side of the scale. Korea, Russia, and China are the most particularist of countries. (Note that some of the countries studied by Hofstede, like the strongly particularist Yugoslavia, no longer exist. ) 2 Individualism versus collectivism. This dimension, clear build on Hofstede, centers on whether individual rights and values are dominant or subordinate to those of the collective society. The most individualist countries are Canada, the United States, Switzerland, and the UK.Among the most collectivist are Japan, Egypt, and India (and Nepal and Kuwait). 3 Neutral versus emotional. This reflects how oftentimes emotions are displayed in the workplace. More importantly it indicates whether emotional or subjective (rather than objective) forms of assessment are thought to be the basis for good decision making in organizations. Some organizations emphasize reports, data, and analytical decision making by managers, whereas others feel that opinions, intuition, and gut feelings are credible or valid criteria.Predictably the most emotional countries include Italy and France and the least emotional groups (in the workplace at least) are the Japanese, Germans, Swiss, Chinese, and Indonesians. 4 Specific versus diffuse. Do work relationships (such as the hierarchical relationship between a senior manager and a subordinate) exist just in the workplace (are they RUGM_C05. QXD 8/18/08 152 PM Page 139 CHAPTER 5 INTERNATIONAL CULTURE specific), or do they extend into the social context outside the workplace (diffuse)? Here a sex act example is whether an employee is willing to help paint a senior managers house over a weekend.Clearly Australian bosses are likely to get a characteristically blunt answer to this tak e China, Japan, India, and Singapore display highly diffuse relationships, Australia and the Netherlands the most specific. Achievement oriented Where status is earned rather than a right recruitment and promotion opportunities tend to be more dependent on performance, as in a meritocracy Ascription oriented Where status is more of a right than earned recruitment and promotion opportunities tend to be more dependent on seniority, ethnicity, gender, religion, or birth SequentialCultures that view term in a sequential or linear fashion order comes from separating activities and commitments Synchronic Cultures that view events in parallel over time order comes from coordinating multiple activities and commitments 5 Achievement versus ascription. This dimension refers to ones status within organizations, contrasting those cultures where status, credibility, authority, and ultimately power tend to be based on merit (achieved) against those where class, gender, education, or age tend to be the defining characteristics (status is ascribed).Countries where status tends to be ascribed include Egypt, Turkey, and Argentina (and slightly less so, Russia, Japan, and France), and those where it is achieved include Norway, Sweden, and predictably the United States, Australia, Canada, and the UK. 6 Attitudes toward time. Sequential (time as a season of events) versus synchronic (several events juggled at the same time) views of time tend to relate to punctuality for meetings and deadlines. Swedes and other northern European cultures tend to be punctual and plan according to specific timetables.Many southern European, Latin American, and Arabic cultures see punctuality and chronological precision as far less important. They also tend to naturally cope with a range of issues simultaneously, rather than one by one. 7 Attitudes toward the environment. This dimension reflects the emphasis a particular culture places on peoples relationship with nature and the natural environmen t. On the one hand some cultures emphasize control and subjugation of environmental forces, whereas others emphasize the need to work with nature, in musical harmony with the environment.Clearly religious and philosophical differences around the world influence differences within this dimension. Trompenaars seven dimensions have been used in a variety of ways to gain insights into the kinds of problems that might arise in the contexts (face to face, company to company, and company to customer) depict in Figure 5. 1. In general they indicate the organizational characteristics we can expect from firms based in particular countries or dominated by certain nationalities. They are also used to measure changes in cultural values and behavior over time.Research shows that in both Japan and China, for example, achievement orientation is on the increase alongside some elements of individualism. 12 The Japanese are moving away from a reliance on collectivism in the form of the state, large firms, and group associations and placing more value on individual(prenominal) responsibility and individual performance. In China there is a shift in companies toward performance-related rewards and individual initiative, built on the changing views of the growing urban elite.But there are also wider concerns regarding the social costs as well as the improvements of self-interest. The orb projects nine dimensions of culture More recent research has built on the Hofstede and Trompenaars research. The Global Leadership and Organizational Behavior Effectiveness (GLOBE) project began in 1992 and continues today. It has involved 150 researchers collecting data on cultural values and management and leadership attributes from 18,000 managers across 62 countries in the telecommunications, food, and banking industries. 3 In the same way as Hofstede and Trompenaars before them, the researchers place countries along a standard 1 to 7 scale. The GLOBE project, however, ends up with nine key cultural dimensions 1 Assertiveness. The United States, Austria, Germany, and Greece are high Sweden, Japan, and New Zealand are low. 2 Future orientation. A propensity for planning, investing, delayed gratification Singapore, Switzerland, and the Netherlands are high Russia, Argentina, and Italy are low. 139 RUGM_C05. QXD 8/18/08 416 PM Page cxl PART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESS Gender differentiation. The degree to which gender role differences are maximized South Korea, Egypt, India, and the China are high Hungary, Poland, and Denmark are low. 4 Uncertainty avoidance. A reliance on societal norms and procedures to improve predictability, a preference for order, structure, and formality Sweden, Switzerland, and Germany are high Russia, Bolivia, and Greece are low. 5 Power distance. Russia, Thailand, and Spain are high Denmark, the Netherlands, and Israel are low. 6 Institutional collectivism (individualism vs. ollectivism). Promoting active participation in soci al institutions Sweden, South Korea, and Japan are high Greece, Argentina, and Italy are low. 7 In-group/family collectivism. A pride in small-group membership, family, close friends, etc. Iran, India, and China are high Denmark, Sweden, and New Zealand are low. 8 Performance orientation (much like achievement orientation). Singapore, Hong Kong, and the United States are high Russia, Argentina, and Italy are low. Humane orientation Cultures that emphasize helping others, charity, and eoples wider social obligations 9. Humane orientation. An emphasis on fairness, altruism, and generosity Ireland, Malaysia, and Egypt are high Germany, Spain, France, Singapore, and Brazil are low. As you can see, many of these dimensions match those of Hofstede and Trompenaars, and the overall GLOBE framework is very much an extension of their approach. The GLOBE researchers have examined the HRM implications of these cultural differences for practicing managers and looked at ways to avoid the pitfall s of ignorance and insensitivity. 4 A similar long-running study by the CRANET network has focused on European cultural differences and reports similar findings. 15 As with the other cultural mapping studies by Hofstede and Trompenaars, GLOBE has faced some critical appraisal, which helps us understand the strengths and weaknesses of its concluding framework. A recent set of debates has usefully raised some methodological issues associated with these kinds of studies, and provides interesting points of contention we should be aware of, rather than blindly accepting the above kind of research. 6 Applying the national culture frameworks Different styles of communication and interaction result from the cultural differences listed above. These can lead to workplace misunderstandings, poor interpersonal and intergroup relationships, inefficiency, and higher costs. Three examples provide some insights into how we can apply the above typologies. US managers, according to all of the above s tudies, are highly assertive and performance oriented relative to managers from other parts of the world (they come around the midpoint on all the other dimensions).Their interaction style is characteristically send off and explicit. They tend to use facts, figures, and logic to link specific steps to measurable outcomes, and this is the main focus of workplace interaction. Greeks and Russians are less individualistic, less performance oriented, and show lower levels of uncertainty avoidance (are less driven by procedures) than the Americans. When Russian and Greek managers, employees, customers, suppliers, or public-sector officials interact with US counterparts, they may well find their approach too direct and results focused.For them communication is likely to be more about mutual learning and an exploration of relevant issues than an explicit agreement about specific expectations and end results. Similarly, the Swedes may find the US style too belligerent and unfriendly, worki ng against the relationship-building process that for them is a major objective of workplace interaction. The Koreans and Japanese have highly gender-differentiated societies with males precaution to dominate decision making and leading most face-to-face communication. The agenda 140 RUGM_C05. QXD 8/18/08 152 PMPage 141 CHAPTER 5 INTERNATIONAL CULTURE Ethnocentric A belief in the transcendency of ones own ethnic group the dominance of the homecountry culture in decision making, human resource management, and overall corporate culture in a multinational firm for discussion is likely set by males, and traditional language forms differ according to whether a man is addressing a woman or an older person talking to a younger person, and vice versa. Gender- (and age-)related roles, responsibilities, and behaviors are therefore late embedded in language and customs. 7 Poland and Denmark lie at the other end of the continuum on the gender-differentiation dimension. mayhap even more than other Western managers, their lack of awareness of this cultural difference runs the risk of both embarrassing female employees and offending and alienating senior Japanese male managers. This kind of clash can make negotiations and interaction of all kinds between these groups that much more difficult. Certain kinds of HRM techniques are inappropriate for organizations that show high power distance ratings.Companies and management consultancies in the UK, the United States, and northern European countries have developed fairly participative management systems to improve productivity, based on their characteristically low power distance and humdrum organizational hierarchies. Techniques such as 360-degree feedback systems for developing managementemployee relationships are not likely to work, however, in Mexican, Panamanian, Thai, or Russian organizations, which have high power distance and steep hierarchies.Subordinates are uncomfortable being asked to estimate senior managers, and managers would not see subordinates as qualified to comment on their performance. More than this, to employees in some countries this kind of consultation can give the impression that senior managers do not know what they are doing The employees may lose faith in senior managements ability and leave no(prenominal) of the above examples means that international managers should (or ever could) entirely change their behavior to suit local values and practices.Like many of the challenges facing managers, cultural sensitivity and cross-cultural effectiveness come from striking a balance between ones own norms, values, and principles and those of the foreigner. The lesson for multinational firms is that ethnocentric corporate cultures and completely standardized HR systems do not work. The key challenge is to adapt to get the best from local differences. ? Active learning check Review your answer to Active Learning Case question 2 and make any changes you like. Then compare your ans wer to the one below. 2How well do the characteristics described in the case match the respective, stereotypical national cultures of these countries? According to the above frameworks they match reasonably well. The US culture is characterized as individualistic, achievement/performance oriented, and assertive. Most of these traits clash with the feminine (in Hofstedes characterization) values of relationships, modesty, caring, and the quality of life emphasized by the Swedes. Hofstede finds US managers less hierarchical than most cultures, which is not indicated in the PharmaciaUpjohn case. However, as Figure 5. shows, both countries have a low power distance and high individualism rating, relative to other countries, but the United States has slightly higher power distance (steeper management hierarchy) than Sweden. Sweden also has a relatively high uncertainty avoidance ranking, preferring order, structure, and formality, which does not stand out in the case study. Swedes are al so high on institutional collectivism but low on family or small-group collectivism. The Italians are the opposite. Unlike the Americans, the Italians are not at all oriented toward achievement (Trompenaars) or performance (GLOBE).They are also more emotional than the Swedes and Americans according to Hofstede and have a relatively low future orientation (GLOBE). 141 RUGM_C05. QXD 8/18/08 152 PM Page 142 PART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESS The way we do things here the implications of cultural differences for organizations and managers Mapping out a variety of national cultural typologies using the various dimensions of culture described above gives us some insights into the kinds of differences that exist among different groups of managers, employees, and organizations.Two key questions about the role of the individual in a firm and the role of a firm in a society from Trompenaars study give us a starting point to explore the management implications of cultural diffe rences. The responses in Figure 5. 3 reflect the degree of support for the particular proposition A or B for each of these questions. Americans clearly display what has been termed (originally by the sociologist Max Weber) a mechanistic and functional view of the firm as an organization (A) and a shareholderdriven, profit-oriented view of this organization in society (although more than half the US vote in Figure 5. was for option B). The Japanese tend to have a more original view of the firm, emphasizing the importance of social networks and the obligation of the firm to a wider constituency of stakeholders (although this is a characteristic of traditional Japan that has been strongly tested in the recent recessionary environment). A wide range of factors within organizations are influenced directly or indirectly by the cultural predispositions of managers and employees. We know from the above studies and a wide range of other research that these factors include The general relati onship between employees and the organization their roles and responsibilities, obligations, and loyalties and the link this has with life outside the workplace. Figure 5. 3 Excerpts from Trompenaars cultural attitudes survey Source Hampden-Turner, C. and Trompenaars, F. The Seven Cultures of Capitalism Value Systems for Creating wealth in the United States, Britain, Japan, Germany, France, Sweden and the Netherlands (New York Doubleday, 1993). 142 RUGM_C05. QXD 8/18/08 152 PM Page 143 CHAPTER 5 INTERNATIONAL CULTURE Hierarchy, power and authority, and the accepted routes to attaining these, including factors that underpin status and credibility in different societies and organizations. The role of formal rules and regulations versus the informal communication, personal networks, and hidden rules of the game. The accepted basis for decision making, including rationale, scientific, mechanistic, and objective versus subjective, tacit, rule of thumb, etc. The degree to which emplo yees act and are treated as individuals or groups and the role of interpersonal relationships. Motivation and rewards systems. Interaction and communication mechanisms. Work attitudes and the appropriate management of work attitudes have a significant influence on productivity and innovativeness in a company. Managers and employees who are motivated by their core social values to work hard and continually strive to improve their companys products and services and the processes by which they are produced are clearly a source of competitive advantage. It is interesting to note how social norms may drive a strong work ethic despite individual dissatisfaction with workload or job responsibilities.This has been shown in several companies between US and Japanese factory workers where the Japanese are found to be more loyal and line up with company objectives but far less satisfied individually. 18 Table 5. 2 compares interview responses from specimen workforces in seven countries. The resulting ranking of what it is that employees value most from their jobs shows that interesting work is what tends to engage most people, beyond everything else. Table 5. 2 Average and intra-country ranking of work goals a seven-nation comparison Work goals Belgium UK Germany Israel Japan Netherlands United StatesOpportunity to learn 5. 8a 7b 5. 55 8 4. 97 9 5. 83 5 6. 26 7 5. 38 9 6. 16 5 Interpersonal relations 6. 34 5 6. 33 4 6. 43 4 6. 67 2 6. 39 6 7. 19 3 6. 08 7 Opportunity for promotion 4. 49 10 4. 27 11 4. 48 10 5. 29 8 3. 33 11 3. 31 11 5. 08 10 Convenient work hours 4. 71 9 6. 11 5 5. 71 6 5. 53 7 5. 46 8 5. 59 8 5. 25 9 categorization 5. 96 6 5. 62 7 5. 71 6 4. 89 11 5. 05 9 6. 86 4 6. 10 6 Interesting work 8. 25 1 8. 02 1 7. 26 3 6. 75 1 6. 38 2 7. 59 2 7. 41 1 Job auspices 6. 80 3 7. 12 3 7. 57 2 5. 22 10 6. 71 4 5. 68 7 6. 30 3 Match between the people and the work 5. 77 8 5. 63 6 6. 09 5 5. 61 6 7. 83 1 6. 17 6. 19 4 Pay 7. 13 2 7. 80 2 7. 73 1 6. 60 3 6. 56 5 5. 2 7 5 6. 82 2 Working conditions 4. 19 11 4. 87 9 4. 39 11 5. 28 9 4. 18 10 5. 03 10 4. 84 11 impropriety 6. 56 4 4. 69 10 5. 66 8 6. 00 4 6. 89 3 7. 61 1 5. 79 8 a First row shows average rank on a scale of 1 to 10. Second row shows ranking of work goals within each country, with a rank of 1 being most important and 11 being least important. b Source altered from Itzhak Harpaz, The Importance of Work Goals An International Perspective, Journal of International Business Studies, vol . 21, no. 1 (1990), p. 81. 143 RUGM_C05. QXD 8/18/08 152 PM Page receiptsPART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESS CROSS-CULTURAL counseling Three key areas capture many of the factors covered by the above typologies and cultural stereotypes, where cultural differences can make a significant difference at the company-tocompany and face-to-face levels. These are organization, leadership, and communication (see Figure 5. 4). Organization Organization styles range from organic, informal, or people oriented to systematic or mechanistic, formal, or task oriented, in keeping with some common organizational dimensions described by sociologists throughout history (such as Max Weber and Emile Durkheim).Organizations that operate very much around personal relationships and social networks contrast those that are much more functional and logical. In fact different cultures and different firms display elements of both these characteristics, but the balance varies considerably and can create tensions when groups of people or firms from different ends of the spectrum interact or try to cooperate. As an aid to predicting differences among individuals, groups, or firms, and understanding the significance of these variations, relative differences among countries, organizations, and groups of people are important, rather than any secure scores.For example, family companies are characteristically directive, individual oriented but organic. Multinational firms are usually more autocratic an d mechanistic. Consulting and professional services firms are often mechanistic and emphasize individual performance and rewards but may also be fairly team oriented. Entrepreneurial new ventures will usually be organic, unsystematic, and group oriented. Leadership Leadership styles range from individual oriented, directive, autocratic, top down, or authoritarian to group oriented, participative, democratic, bottom up, or egalitarian.Again, cultural groups and corporations often encompass both kinds of leadership but tend to reflect one dominant style. Individual managers from cultures that score high on the power distance or assertiveness dimensions are likely to be viewed by those from other cultures as autocratic and directive but will tend to view others as indecisive and too compromising. They will not want to spend too much time discussing issues to achieve a consensus. If they also reflect an organic Figure 5. 4 Management dimensions of culture 144 RUGM_C05. QXD 8/18/08 52 PM Page 145 CHAPTER 5 INTERNATIONAL CULTURE or informal (low uncertainty avoidance) culture, this will result in an instinctive or unsystematic decision-making and implementation style, and they might be viewed as an unpredictable autocrat. This contrasts the combination of high power distance and high uncertainty avoidance, which results in a more directive and mechanistic style. Such leaders prefer established formal routines and a command-and-control bureaucracy, while other managers are likely to see this as over-regulated and inflexible.The Pharmacia and Upjohn case demonstrates a range of these styles and the problems that result from the imposition of a new style of organization and leadership within a corporate merger. Communication Culture clash When two cultural groups (national or corporate) meet, interact, or work together and differences in their values, beliefs, rules of behavior, or styles of communication create misunderstandings, antagonism, or other problems Clearly, at the face-to-face level language differences can be the most prominent barrier to communication and therefore to cooperation and coordination.English speakers tend to have an advantage in many situations since English has emerged as the main language of business globally. However, this has led to complacency among some indigenous English speakers, notably the British and the North Americans. First, less effort is often made to learn other languages and their associated cultures, which normally limits a managers understanding of foreign colleagues, workers, or customers. Second, the assumption is often made that once the language barrier is broken cultural differences are also removed, whereas these may emain, causing miscommunication and misinterpretation. As for much of this chapter on culture, preparation and awareness are the best starting points for minimizing differences that can create problems. It is through high-octane communication that two parties steer toward an under standing a mutually agreed basis for doing business. The signs and signals on this route to an understanding are strongly influenced by culture. Different groups have different ways of displaying approval or of showing frustration in negotiations and different ideas of what constitutes a final agreement.The Japanese do not authentically have an equivalent word for the English no and indicate disapproval in a range of non-verbal ways. The Japanese word hai does mean yes but it often means yes, I understand what you are adage not yes, I agree with what you are saying. Germans place a lot of emphasis on compose communications and documented evidence rather than verbal interaction, compared to the Spanish and Italians to whom verbal interaction and agreement is recognized as binding in some contexts.The Americans prefer legal contracts and have armies of lawyers to make agreements highly specified. Other, more organic business cultures tend to work toward a relationship in which tr ust and understanding replace the need for legally binding contracts. Again, awareness through preparation and anticipation of differences is the best starting point for avoiding culture clash. The corporate response How have MNEs responded to the challenge of managing across cultural boundaries?What kinds of organization structures, HRM procedures, and corporate cultures have been developed to cope with the enormous differences among people and to unify this diversity toward a common purpose? At a very general level good transnational firms develop an awareness and appreciation of cultural differences among their managers and employees. They also take steps to encourage adaptation of personal behavior or organizational practices, or products and services, to suit the changing mix of cultures within the firm, in subsidiaries and in key markets. Training programs, including a range of activities at the induction stage, when new ecruits join a firm or existing personnel take up a role in a new country, are a standard way for firms to do these things. Job rotation, with a focus on developing international managers with personal experience in a variety of different countries, is also practiced by a number of firms. It is 145 RUGM_C05. QXD 8/18/08 152 PM Page 146 PART TWO THE ENVIRONMENT OF INTERNATIONAL BUSINESS normally very difficult to assess such practices using any form of costbenefit analysis. The costs are usually easily identifiable, but the benefits are very often intangible.For many exp