Mr. Patrick Brennan

As Mr. Patrick Brennan is a very young business person and having better aspirations, it is not better for him to retain his establishment under the Proprietorship structure. Considering the growth shown in his business graph, I advice Mr. Brennan to get your organization incorporated as soon as possible.I hereby point out three general advantages that the corporate structure has over the proprietorship structure. (a) First of all, when a firm is incorporated it becomes a distinct legal entity. Its life commences from the date of incorporation. It enjoys all the legal privileges laid down by the respective countries.(b) Secondly, it acquires a perpetual succession. The members may come and go, but it goes on for ever, unless it is wound up. (c) Its property is not the property of the shareholders. The shareholders have a right to share in the profits of the company when realized and divided. Likewise, any liability of the company is not the liability of the individual shareholders. ( 2) A characteristic feature of corporate enterprise is the separation between ownership and management as a corollary of which the latter enjoys substantial autonomy in regard to the affairs of the firm.In the corporate structure shareholders are the owners of the enterprise and the management is the agent of the owners. The shareholders delegate the decision making authority to professional management on the premise that the latter will work in the interest of the former. In order to ensure that management would take optimal decisions compatible with the shareholders’ interests of value maximization, of course, they have to be paid incentives. Certainly, there may also arise agency problems in terms of conflicts of interests. Policies to mitigate the agency problems do, of course, involve cost.However, this is the price that the owners have to pay to harmonize the conflicting goals between them and the management of the enterprise. But, there is no need of worry Mr. Brennan because in order to minimize the agency problems and agency cost, you can arrange certain provision for appropriate incentives and for monitoring of agents. By auditing the financial statements and limiting decision making by the management you can easily monitor the agents and thereby reduce the agency costs. Part –B (1) COMPUTATION OF WEIGHTED AVERAGE COST OF CAPITAL

Literary Analysis of Night

The Holocaust changed the lives of many people and survivors and had many adverse effects. Some began to question their faith in their beliefs and even questioned their god. They pondered upon the thought of how God could sit idly by and allow the atrocious actions committed within their own homeland be unjustified. Those that survived have many terrifying stories to tell. Many survivors are too frightened to tell their story because their experiences are too lurid to express in words or even comprehend. One of Wiesel's main objectives in writing Night is to remind readers that the Holocaust occurred, and hopes that it will never happen again. Night themes include the inhumanity of humans toward others and how death can cause potent harm to one’s psyche. In Night, Elie Wiesel uses many literary devices such as Tone, Imagery, and Repetition to portray the acts of death and inhumanity as well as their traumatizing effects. Elie Wiesel uses repetition to clearly state and emphasize what he has endured and shall never falter or be forgotten but shall always linger within the confines of his forever scarred conscience. Never shall I forget that night, the first night in camp, which has turned my life into one long night, seven times cursed and seven times sealed. Never shall I forget that smoke. Never shall I forget the little faces of the children, whose bodies I saw turned into wreaths of Ingles 2 Smoke beneath a silent blue sky. Never shall I forget those flames which consumed m y faith forever. Never shall I forget that nocturnal silence which deprived me, for all eternity, of the desire to live. Never shall I forget those moments which murdered my God and my soul and turned my dreams to dust. Never shall I forget these things, even if I am condemned to live as long as God Himself. Never. † (Pg. 32) This quote displays not only the horrifying acts that were committed but the effects it had on the author’s conscience. Also, notice that Eliezer states that his God was murdered. â€Å"For the first time, I felt revolt rise up in me. Why should I bless His name? The Eternal, Lord of the Universe, the All-Powerful and Terrible, was silent. †(Pg. 31) But in the final line Eliezer acknowledges him as God. Despite saying his God was murdered, it is clear that Eliezer is actually struggling with his faith and his God. Just as he is never able to forget the horror of that night, he is never able to reject completely disdain his religion. Elie Wiesel uses imagery to depict explicitly what happened within the concentration camps. The imagery used in Night also gave the readers a sense of what Eliezer endured and the many horrors he encountered during his time spent within the camps. â€Å"Babies were thrown into the air and the machine gunners used them as targets† (Pg. 4)

GFP protein

Green Florescent Protein, abbreviated as GFP, is a protein composed of 238 amino acids that is commonly found in mnemiopsis, comb Jelly. It has a major wavelength at 396 nm and a minor one at 475 nm. GFP is what gives mnemiopsis their bright green florescent glow. ultraviolet light, or blue light, is necessary to see the florescent glow of this protein. GFP is an irregular protein because It Is highly resistant to denaturation by temperature and PH. It can survive In temperatures up to 98 degrees and has a pH of 12. 2 due to Its complex exterior, called the beta barrel. At an pH higher than 12. It denatures. It also has an Isoelectric point at 5. 3. The peripheral beta barrel cannot be digested or broken apart by protease because of the strong bonds holding It together. The beta barrel protects the chromophore, which Is the substance which gives GFP Its green glow. When CFP Is extracted from the plasmid of an E. Coll or from a Jellyfish, It contains an array different contaminants ma king it difficult for scientist to do experiments with GFP. A procedure in purifying GFP from a crude cell extract to nearly 100% GFP so that it can be analyzed and used in scientific experiments and research is necessary.The goal is to ptimize each protocol used to purify crude GFP. Methods Ammonium Sulfate Precipitation To purify the crude samples of GFP, the ion exchange method separates substances inside the test tube by similar charge. A sample of crude GFP of 7. 5 mL in a plastic tube was used for the experiment. Knowing that 43. 6 grams of ammonium sulfate in a 100 mL solution yields a 70% percent saturated solution, the proportion 43. 6g 11 00 mL=x/7. 5 mL was used to determine that 3. 27 grams of ammonium sulfate needs to be added to the experimental sample. After adding the ammonium sulfate, the solution was stirred gently to prevent frothing.Once most of the solution is transferred, the tube was placed on a triple beam balance along with another tube that went through the same process. The centrifuge was set at 15,000 rpms for 15 minutes so that the hydrophobic materials will separate and become the supernatant while the GFP pellet will remain behind. Once the 15 minutes elapsed, a new pipette was used to remove the supernatant, leaving behind the pellet of GFP and hydrophilic contaminates. To remove the hydrophilic substances, 5 mL of 4 molar ammonium sulfate and 15 mL of 10 mL tris at a p of 8 was added Into the oak ridge entrifuge test tube.The solution Is then put Into the centrifuge at 15,000 rpm for 15 minutes again. Once 15 minutes has passed, the supernatant, containing the GFP, was removed by a pipette and put In a microfuge. Hydrophobic Interaction Hgure yaropnoDlc Interactlon set up One molar ammonium sulfate was added to the column to wash the sample. Adding 1 molar ammonium sulfate washes the sample because a high salt concentration increases hydrophobicity of the GFP and the buffer, causing most of the GFP to be at the very top of the column. Substances that are hydrophilic get flushed out of the olumn while the more hydrophobic substances stay in the container.After the column has been eluted with 1 molar ammonium sulfate, the tris buffer is added to the ammonium sulfate to dilute it into . 5 molar ammonium sulfate. The volume of 1 molar ammonium sulfate inside the oak ridge centrifuge test tube is the volume of the tris buffer that will be added. After the column chromatography has been flushed with . 5 molar ammonium sulfate, more hydrophobic substances will be flushed out since the hydrophobicity of the tris buffer and the GFP has decreased. This causes the GFP to spread out in the column. Finally the amount of . 5 molar ammonium sulfate is diluted with tris buffer to . 5 molar ammonium which should cause most of the GFP to be flushed out of the column along with other substances that are very hydrophobic. While this experiment is going on the liquid that comes out of the column is collected in multiple test tubes. These test tubes contain GFP and other contaminants. The solutions are than read by a spectrophotometer. Each test tube will be tested by the spectrophotometer so that a graph can be made. Anion Exchange Figure 2: Siphon Bridge set up for Anion Exchange Figure 3: Centricon Test Tube In order to use anion exchange, the starting condition of the sample needs to be in a low salt solution.However after the GFP had gone through hydrophobic interaction, it was in a high salt solution. Before facing this dilemma, the fractions were pooled by centricon which decreases the overall sample volume by removing some buffer and salt solution. This greatly increases the GFP concentration in the samples. The fractions are placed in the centricon and then into a centrifuge for 25 minutes at 3,000 rpm to be separated by size. The large proteins stay in the entricon while buffer and salt solution goes into the plunger. To reduce the concentration of salt in the GFP sample, the sample is diluted 10 folds.Since the amount of GFP that was restored was 18 mL, 162 mL of tris buffer needed to be added. The diluted GFP is then put in the chromatography container, containing positively charged DEAE which is attracted to the GFP at a low salt concentration. After the GFP has been completely filled, the column is connected to a beaker that contains a low salt concentration. the low salt concentration beaker is connected to a high salt concentration beaker. As one drop of low salt solution goes into the chromatography column, one drop of high salt solution goes into the low salt solution.Gradually the salt concentration increases in the low salt beaker and in the column chromatography, causing GFP to spread down the container. The eluted GFP dripped out of the column chromatography to be collected in test tubes. I nree pnase partltlonlng Figure 4: Precipitate of GFP. T-butanol is one top while contaminates are on bottom GFP then went through three-phase partitioning, also known as TT P. The fractions taken after an anion exchange was 15 millilieter. Ten ml of 4 M ammonium sulfate was added to this volume to increase the salt concentration of the solution to 1. M, which is about 40% salt saturation. Twenty-five milliliters of t-butanol was added then added which was the same amount of ammonium sulfate and GFP in the container. The container was then placed in the centrifuge for ten minutes at 4600 RPM, causing the mixture to split into three layers; butanol on top, GFP in solution on the bottom, and precipitated contaminants in-between. The top layer of butanol and disk of precipitate were taken out. The volume of GFP solution was again matched in utanol and the container went into the centrifuge again. An aspirator was used to extract the GFP into a microfuge. . 6M ammonium sulfate was then added to the microfuge and the container was placed in a micro centrifuge for one minute at 13,000 RPM. Butanol and other contaminants that had not been take out previously f ormed a disc, was then taken out with an aspirator and the remaining GFP was then left in the microfuge. HPLC Figure 5: HPLC basic layout After the sample went through three phase partitioning, it was put through the High Performance Liquid Chromatography for a final purification. First liquid was put into the HPLC to clean out any previous GFP inside the loop of the HPLC and the column of the HPLC.Then, GFP in the microfuge was sucked into an injector to be put into the HPLC. Pushing the top of the injector slowly, GFP entered into a loop inside the HPLC. Once the GFP was placed in the loop, a knob was turned clockwise to the word lock. The GFP was then sent to the column where it was purified further by size through the minuscule beads. About 6,000 pounds of pressure per square inch was produced by the HPLC to push the GFP through the beads. While this was occurring, a pectrophotometer connected to the HPLC read the wavelengths of substances.Near the 396 nm wavelength, GFP was col lected in a microfuge tube. A UV light was held near tne exlt 0T Results e HPLC to measure tne amount ng sample. Graph 1: Results of the sample after HIC at a wavelength of 395 nm Graph 2: Results of the sample after HIC at a wavelength of 280 nm Graph 3: Results of the sample after HIC of the entire spectrum Seventeen test tubes were received after the HIC purification process. A blank consisting of tris buffer and ammonium sulfate was sampled in the spectrophotometer against liquid from each of the seventeen test tubes.Graph one represents the sample after HIC at a wavelength of 395 nm while graph two Results shows the results after HIC at a wavelength of 280 nm. After HIC, the fractions 12 to 16 were chosen for their purity and recovery of GFP. Graph one show the amount of GFP in each fraction number while graph two shows the total amount of protein in each fraction number. Graph three shows the spectrum of the entire sample. Graph 4: Results after Anion Exchange at a 397 nm wave length Graph 5: Results after Anion Exchange at a 280 nm wavelength Graphing 6 Thirteen test tubes were collected from the Anion Exchange purification process.This time the samples were blanked against tris buffer at 8. 0 pH and 0. 5 molar sodium chloride. Graph four shows results of the Anion Exchange at a 397 nm wavelength and graph five shows the results after Anion Exchange at a 280 nm wavelength. Once again, the graph at a 297 nm wavelength shows the amount of GFP while the graph at a 280 nm wavelength shows the amount of total protein. Graph six represents the results of the entire spectrum. The GFP peak was a lot more visible. Step Iotal sample (mL Abs (280) Total Protein Abs (397) GFP Ratio Crude sample 120 1600 . 25 At-ns042- 20 1 . 61 . 9 118 HIC 18 . 28 . 173 . 618 15 . 126 . 130 1. 03 3 Phase Partitioning . 01 n/a . 75 . 243 . 257 1. 06 Table 1: This is the overall data table. The second column shows the total volume at the start of each purification step. The following two columns are the peaks of the graphs at those wavelengths. The last column represents the ratio of GFP to the total Protein. The most desirable ratio is 1. 25. Dlscusslon The first method in purifying the crude GFP was using the ammonium sulfate precipitate. When ammonium sulfate is placed in water, it dissociates into ammonium (NH4+) and sulfate ions (S042-).Water, composed of two hydrogen ions and one oxygen ion, is a polar molecule because the oxygen has a high electronegativity. Oxygen has a greater affinity making the oxygen portion of water negative and the hydrogen portion of the water positive. The dissociated positively charged ammonium ion is allured to the negatively charged oxygen while the negatively charged sulfate ions are attracted to the dissociated positively charged hydrogen. The attraction between the ammonium sulfate and the water was so strong that the GFP and other proteins were left unoccupied, causing them to precipitate.When GFP in the 70% salt solution was placed into the centrifuge, substances such as DNA and RNA was removed because they became part of the supernatant. At a 70% salt concentration, only hydrophilic substances stay in solution while the more hydrophobic substances precipitate. When the GFP in a 25% solution of salt was placed in the centrifuge, the GFP and other substances went back into solution because there not enough water was occupied by the salt. Before the GFP is placed in the centrifuge, it must be balanced with another centrifuge with the same weight and the two containers must be placed across from one another.This is vital because the centrifuge needs to be balanced when it is rotating at an incredibly fast speed. Failure to have balanced centrifuge containers can result in a broken centrifuge and loud sounds. Also when mixing the GFP with salt, it is important not the shake the container or frothing will occur, making it difficult to transfer the solution in to an oak ridge centrifuge tube. The second p urification procedure that GFP underwent was hydrophobic interactions. During this purification, GFP binded to the non-polar Phenyl Sepharose beads because of its non-polar and hydrophobic traits.However the water in tris buffer is strong enough to separate the attraction between GFP and the Phenyl Sepharose. Therefore a high salt concentration is necessary to occupy the water so that the GFP and the Phenyl Sepharose to be attracted together. At a high salt concentration, GFP with bind easily to the Phenyl Sepharose since very little water molecules would interfere with the attraction and at a low salt concentration, GFP would not bind easily to the Phenyl Sepharose because tnere wlll De a lot 0T unoccuplea water molecules tnat wlll De aDle to InterTere wltn the GFP and Phenyl Sepharose attraction.Before the experiment, ten millimolar tris buffer at a pH of 8 was used to clean the column in order to keep the pH stable and to wash away the salt, ammonium sulfate, in the column. Remov ing the salt is vital because the buffer that once surrounds the salt will be allured to the hydrophobic benzene and to the hydrophobic patches on the GFP. Since the hydrophobic patches of the GFP are already filled, they will be flushed out, leaving mostly beads of benzene and the 10 millimolar tris buffer at a pH of 8. Once the column has been clean, it needs to be equilibrated so that the salt concentration is the same through the olumn.The step gradient used, started ata 1 molar ammonium sulfate concentration and was halved until a . 25 molar concentration to separate substances by hydrophobicity. The third purification procedure was anion exchange. In this procedure, GFP and other contaminants are separated by charge. The beads in the containers are different from the beads from the hydrophobic interaction because on they have a different chemical called DEAE which makes them positively charged. GFP has both protons and electrons on it which is why it was not easily attracted t o the DEAE, which is why the GFP is put in a basic solution.Ata high pH, the amount of negatively charged hydroxide increases and these hydroxides are allured by the protons on the GFP. The protons are than neutralized, making GFP a negatively charged molecule. The isoelectric point of GFP is at a pH of 5. 3. Ata pH higher than 5. 3, it is negatively charged and when it is at a pH lower than 5. 3, it is positively charged. Once the column chromatography is filled with GFP and connected to a beaker of low salt which connected to a beaker of high salt, anion exchange occurs. As the salt concentration increases, the GFP slowly spreads down the column and eventually out f the column into test tubes.Between the HIC and the Ion exchange chromatography, the sample the fractions were pooled and put in a centricon causing the GFP concentration in the samples to increase. This occurred because the ultrafilter only allowed particles smaller than protein to go in to the pusher. The large protei ns stay in the centricon while buffer and salt solution goes into the plunger. The sample of GFP was also diluted 10 folds because the sample needs to be in a low salt solution to use anion exchange and after the GFP had gone through hydrophobic interaction, it was in a high salt solution.The anion exchange method creates a continuous salt gradient because as one drop of low salt solution goes into the column chromatography, causing GFP to spread down the container. The follow procedure was the three phase partitioning purification. T-butanol and 1. 6 molar ammonium sulfate were essential for this procedure. T-butanol has a low density causing in to stay above the GFP solution. In addition it has an attraction for water and other hydrophobic substances causing 5 mL of water to be drawn out of the GFP sample and precipitated substances to float between the t-butanol and the GFP sample.Fresh t-butanol is necessary after removing the old t-butanol with the contaminants because at that point, the salt concentration had increased since water was drawn out. was aDle to De preclpltatea Decause 0T tne nlgn salt concentration. The final procedure for purifying GFP was using the HPLC which separated substances by size. The beads used in the HPLC column are miniscule and porous. The pours on the beads give substances of the same size more opportunities to leave the HPLC at the same time. Since the beads are so small, high pressure is needed to push the GFP sample through the beads.Naturally, smaller substances will exit the HPLC first while larger materials will exist last. In all scientific experiments room for error is unavoidable. During the HIC, IEX, three phase partitioning, and the HPLC, amounts of GFP were lost due to the GFP sticking to a container, a pipette, and even spills. During the HIC some of the GFP was lost due the overflowing the test tubes with liquid exiting the column. During the HPLC some GFP was lost because not all GFP dripping out of the HPLC wen t in to the microphage. Other errors include letting the column dry because the liquid was not dded to the beaker about the column.During the spectrophotometer runs, the blank was no inserted correctly causing the reading of the GFP to be incorrect. In addition, the order in which the GFP samples were suppose to be placed in the spectrophotometer was messed up. Judging from the overall purification table, table 1, the purification was quite successful. Originally, the ratio was only . 25, but by the end of all the purification procedures, it obtained a ratio 1. 06. A 1. 25 ratio is most desirable and through the purification, the ratio was nearly reached. The anion exchange, three phase artitioning, and the HPLC purification were the most impacting procedures.The anion exchange greatly increased the purity of the crude sample compared to the HIC purification. The three phase partitioning and HPLC purified the GFP even more. Some improvements to the protocols would be to start with t he anion exchange purification so that overall, the salt solution would go from a low salt concentration to a higher salt concentration. This also eliminates the need to dilute the solution. In addition, an automatic machine could be used to shift the test tubes that collect the iquid exiting the columns to prevent overflowing test tubes and the risk losing GFP.GFP is unique because of its florescent glow. This glow can be used as a marker or an indicator. If a glowing marker could be placed on infectious cells such as tumor cells or cancerous cells, it would revolutionize the treatment of these diseases because doctors will be able to track where the harmful cells are. In addition, if it is possible to trigger the florescence of GFP with UV light, it can eventually be used in light bulbs to produce light. GFP light bulbs would last for an incredibly long time ince they are very resistant to denaturing.In addition, in vehicles, GFP can be mixed in the motor oil, transmission oil, po wer steering oil, air conditioning oil, and other oils so that if a leak occurs in a car, it can easily be spotted by shinning UV light on the car. The purification of GFP can lead to endless new innovations in electrical engineering, automotive repair, and curing deadly diseases.

Summary Essay Example | Topics and Well Written Essays - 500 words - 165

Summary - Essay Example It is important to first understand the cause of the migration before attempting to provide a remedy. These causes, whatever they may be, can be termed as attractions. Thus, to counter this problem, it is required that better attractions be created in the country to lure people there. Take the analogy that the cities are magnets and people needles, to distribute people, it requires that stronger magnets than the cities be created. The country is associated with agricultural activities while the town with industrial activities. This has created a belief among people that there exists only two alternatives; the town and country. This is however, not true because a third alternative, that is a fusion of all the good qualities of town and country, exist and is the very solution that will pull people from the congested towns. Consider the town and country as two magnets each striving to attract people. Town has its advantages and disadvantages as does the country. Town-country is a marriage of the good qualities of town and country and thus does not have disadvantages. Town boasts better wages, comfortable homes, social amenities but with high rents and prices together with pollution. The country on the other hand is characterized by low rents, natural beauty and plentiful water but with a dull lifestyle, poor drainage and slum-like life where people huddle at one place leaving the rest deserted. Town and country need to be married to take advantage of their positive qualities. The combination enables the human society to be enjoyed together with beauty of nature. Town represents the society – man to man interaction through science, art and religion. Country represents God’s love for man – the source of life, the resource that drives industries and an inspiration for art and music. The fusion of town and country is therefore the main ingredient that will see rise of new hope, new life and new

Fairfax County, Virginia Fire Department Research Paper

Fairfax County, Virginia Fire Department - Research Paper Example Presently, Fairfax County Fire Department maintains close to1, 4000 uniformed personnel, both women and men who operate within the 37 fire rescue locations placed strategically across the 395 square mile Fairfax County. In addition, about 250 civilians employed either as fulltime or seasonal workers offer important support services within the main offices and other stations within this department. Another group of about 310 serve as a joint career and volunteer section that focus on offering supplemental support. Fairfax County Fire Rescue Department has also been associated with off shoring. Here individuals are offered opportunities to work in other nations across the world. Currently, this department is offering off shoring opportunity for drilling jobs in the oil empires. Provides free air transportation, as space permits, for cancer patients traveling to or from a recognized treatment or consultation location. Transportation is also provided for those individuals donating or receiving bone marrow. The patient may travel as often as necessary. Fairfax County Fire Rescue Department is no longer receiving applications from individuals interested in Firefighter/EMT position. However, the organization has expressed its intention to recruit personnel’s in the Firefighter/Paramedic position, starting March 3, 2014. The department launched an online recruiting system that will serve this purpose. From the recruitment desk, interested persons should posses â€Å"a certification as an Advanced Life Support Provider at National Registry EMT-P or EMT-I or Virginia State Certification as EMT-I or EMT-P to apply.† The Fairfax County Retirement Administration Agency maintains three independent benefit retirement systems that depict well defined functionalities. These include: the Employees, uniformed and Police Officers systems. To qualify for the Employees Retirement System one should either be a full-time merit worker or a

Reflaction Essay Example | Topics and Well Written Essays - 500 words - 4

Reflaction - Essay Example of any institution has an effect on the assaulted survivors, if an environment seems like it supports assaults or assault seems like no big deal, it makes it difficult for people to report any experiences they encounter (institutional betrayal). Am persuaded that there is need for more action to be taken to help the victims bring out their experiences to public domain to get protection from the perpetrators by creating a supportive and conducive environment for them which helps in the healing process. The article on violence against women focuses more on the changes that should be made at different levels in order to secure women from violence. Females are viewed as a weaker sex and it starts from the roots of the family. Culture and social construction portray women in a different way, there are jobs for women and others for men, male superiority and male control over women’s behavior â€Å"a man can ‘discipline’ his wife to which this is violence. This article explains into detail how we can reduce violence against women and helps provide simple solutions for fighting violence against women. The article misframing men by Michael Kimmel shows how certain males experiences leads to certain behaviors of killing others and committing suicides in schools. Local school and gender culture like marginalizing some students through bullying and paying no attention to bullied students or students with suicidal and self harming tendencies and the expectation of a male to defend himself when bullied increases the rampage of school shootings. Such a victim feels justified to avenge his mistreatments to all who hurt him. I think for schools to prevent shooting rampages should try encouraging equality for all to avoid marginalization. The four theses of men and sexual harassment shows that we have the potential to select the possibilities of harm and good we face if we keenly reflect on the four modes and distinguish them apart. A man can either be creepy, flirty, and

The Unilever Company Research Paper Example | Topics and Well Written Essays - 1000 words

The Unilever Company - Research Paper Example The business model is a very important factor to be considered in any business, and it should be incorporated in the strategic plan of the organization. The business model gives the organization a plan on how it will perform its duties giving the routes to follow through the organizational infrastructure and policies. This gives the idea on how the organization offers services to customers and also the way the customers reward the services offered to them by the organization. It also gives managers foresight about the future of the company hence growth and development are prevalent in the organization. The model gives the general public the knowledge on how the business operates and in the other hand can be used in accounting to give a rim light on the organizational proceedings to the general public. This enhances confidentiality in the organization management by the adjacent customers and hence motivating them and drawing more new customers into the organization. The Unilever Compa ny The Unilever Company is a company that deals with processing goods that are internationally and multi nationally recognized. It was founded through company mergers that lead to a globally recognized company that produces foods, refreshers such as beverages, cleaning agents that are fast washing solutions and other products that are personal care such as lotions and perfumes. It is a company that its goods have been received positively by nations due to their quality. Due to the good business model employed by Unilever Company the revenue allocation for the company is very high in the world's market. Operations and Products The operations of Unilever Company are very admirable because the strategic plan of the company provides measures that boost its performances leading to improved services. This has been enhanced through the world wide branches that have enhanced wider regional support that has helped in the growth of the company. The marketing management of the company has give n a major setback on the Socio – economic profile so as to enroll and attract more customers towards the company. The social economic sector will apply to the website creation so that more customers can access the goods offered by the company online hence improving customer management communication. This will help the management in identifying areas of weakness hence improving on them leading to better and quality services (Tuccillo, 2011). Unilever Company is a company that is branched systematically so that it can reach more customers in each and every country in the world. For that matter, it has national managers who are in charge of a country under the regional management (Armstrong, 2012). These work hand in hand to ensure that the company plans are executed in every country where they are but with respect the rule of law of the country. The business models that are employed by the Unilever Company have favored it through the competitive business market that is overwhel mingly growing competitive. This has led to major support leading to it becoming a multinational company. The other major boost of Unilever Company is the diverse models of goods that they offer (Tuccillo, 2011). They have featured every customer in their target leading to a larger market shares allover the world. The websites and the advertising campaigns that have been carried out through out the world by the company have resulted to better product marketing. Through advertising, more customers get the product's knowledge offered by the organization leading to converting them to be the future customers of the products. All this success has been made possible due to the good financial model that has been developed by the company’

Why Illegal immigration is good for the US Economy Essay

Why Illegal immigration is good for the US Economy - Essay Example This is the common wisdom regarding â€Å"illegals.† Everybody knows this. Everybody is wrong. Illegal immigrants actually commit fewer crimes than citizens because they will be deported for even the slightest infraction. The sacrifice to get here was too high to risk that. Regarding taking jobs from Americans, I often tell people that if an uneducated person who cannot speak the language, has no support system, no money, own only the clothes on their back and cannot possibly assimilate into society can take your job, it’s your fault. The main concern is the billions of dollars spent every year due to illegal immigration, money the U.S. just cannot afford due to the high National Debt and stagnant economy. They are like a colony of ants pouring over the border to invade our picnic. Unfortunately for legal and illegal citizens, the common wisdom on this subject lacks an appreciation of the real economic impact, a complex issue which should be more broadly understood before spending money we don’t have to fix a problem that does not exist. Because more students in the U.S. are graduating high school than in years past, workers with low levels of schooling are progressively difficult to find. These workers are an essential element of the economy. They harvest crops, build homes, clean offices, prepare food and are willing to take monotonous factory jobs. â€Å"Because of their low education levels, illegal immigrants don’t compete against skilled natives in the labor market.† (Zavodny, 2007) In 1960 only about half of U.S. citizens graduated high school. Today that percentage has dropped dramatically to 12 percent. Illegal immigrants provide the economy with employees who are in inadequate supply. Opponents of illegal immigration claim that a flood of â€Å"illegals† hurt the economy by lowering overall wages of citizens and increase expenses for public services such as education and health

Why are the Arabic language and calligraphy important in Islamic Essay

Why are the Arabic language and calligraphy important in Islamic civilization - Essay Example Nymikail further explains that a lively and growing language possesses features and characteristics that prove it to be flexible and dynamic, as well as sufficient with the present era’s needs. The remarkable as well as outright feature of a lively and growing language is the Calligraphy. A growing language uses calligraphy in recording the heritage and culture of the people dwelling within a given context, and in a given era. Peoples’ variable challenges as well as their long-lasting memories regarding their future are maintained. Arabic calligraphy can be described as a genuine Arab and Islamic art. It is the leading significant artifact of the legacy of Arabs, the pot within which all Arabic cultures, from earlier generations merge to realize a reliable and eternal heritage.   Forms of Arabic calligraphy differ since this calligraphy has traversed the terminal of the process of writing; therefore, loses an eternal potential regarding design and styles. Additionally, emerging amongst the outstanding characteristics of Islamic arts, composting the common factor for all Islam and Arabic arts, it can either be that they assumed shapes of mobile antiques or fixed buildings. The attribute was, also, featured in decorating mosques and in photographing; not a single Arab monument lacking Arabic calligraphy. Notably, there became a variance between the art of writing and the process of writing. The difference is evidenced, with the first variance being in the manner in which ideas are conveyed. The second variance regards the medium used in expressing emotions, sentiments and feelings. However, it is worth appreciating that the development of the Arabic calligraphy was has taken ages to emerge spiritual engineering through a writing tool as the appropriate means. It is irrefutable that calligraphy has a constant and fundamental role in human history, as it

Article summary Example | Topics and Well Written Essays - 500 words - 1

Summary - Article Example ing solar power (CSP) and photovoltaics (PVs) – and notes that while these types seek at the maximization of solar energy, they have different approaches (Hamer 1). The considered questions in the article are related to the primary types of solar energy, the suitability of solar energy in heating water and the benefits that zero net energy constructions give to consumers. In this line, Hamer states that the world’s global energy needs will be largely dependent on the use of solar devices to harness light and heat from the sun for the generation of electricity via photovoltaic cells, owing to the declining prices of solar collectors. This reason is also largely supported by the sunny forecasts put on solar energy and a resemblance of the electricity system to the internet, having no particular center of activity, except for the photovoltaics integrated into roofs and windows. Consequently, Hamer states that there is an increase in the production, but, a subsequent decline in purchasing costs of PVs; hence, likely to have a significant impact on the installation of PVs and access to electricity. This would then classify solar energy for the many uses that electricity can be put to such as heating of water. PVs are also environmentally friendly as they produce no greenhouse gases or atmospheric emissions as a technology. Therefore, it presents itself as the most likely choice of renewable energy technology for embracing by the public (Hamer 1). Finally, a proposal for zero net energy buildings is given in which the Department of Energy is considering producing houses that consume no energy on net rate, but, incorporate numerous technologies for future homes, including the solar thermal and photovoltaics. In this article, the core theme as presented by Haugen is that of the effective production of electricity through solar energy. First, the energy is described as clean and reliable by the National Renewable Energy Laboratory (NREL), as a counter for myths over

Management Report and Proposal Dissertation Example | Topics and Well Written Essays - 6000 words

Management Report and Proposal - Dissertation Example While discussing on the lines of fast diffusion of the internet connectivity in various corners of the world, it can be said that the emergence of the internet has been tremendously accelerated on the basis of fast acceptance and penetration of various kinds of technological gadgets like the I-pads, I phones by the masses around the world. With the rapid acceptance of the internet connectivity in both the developing as well as the developed countries, the entire world has become globally connected through the virtual and digital platform. It is of considerable importance to mention that because of this global interconnectivity there has been a tremendous shift in the power balance in the market. The internet connectivity has brought forward the power of knowledge to the consumers around the world. The easy access of knowledge by the consumers of both the developed as well as the developing regions is increasingly paving the way for trends related to digitization. Because of the trend s of digitization, there has been a tremendous amount of cross border demand for various products and services that are increasingly emerging from multiple small and big points around the world. It needs to be mentioned that these new kinds of demands are increasingly creating a shift of power balance in the market dynamics all around the world. Previously what used to be a market that is dominated by the power the sellers has paved the roads for the market that is being dominated by the buyers and consumers. Because of this new modification and shift on the lines of consumer demand, many new as well as existing companies are sensing tremendous amount of business opportunity for various kinds of new as well as innovative business products and solutions. In order to tap the business opportunities that are brewing in the markets of the developing as well as the developed region, the companies that are located in various geographies around the world are seriously considering on the opt ions related to entering into newer markets. It is utterly relevant to mention that the internet is playing a tremendously catalytic role in regards to providing the information that is highly necessary for the purpose of entering these new markets. Since, more and more companies of multinational as well as international and transnational nature are slowly starting to enter into the market of a particular region of a new country or location, the level of competition in the market of that particular region is starting to rise. This is in return creating a pressure on the already existing companies to stay tremendously competitive in the marketplace. In an attempt to stay competitive in the market place, the companies in many markets around the world are increasingly trying to sport a lean structure, while cutting organizational costs. Because of the trimming down of organization related operating expenses, there has been a direct impact in regards to the amount of manpower that will be maintained by the company as an asset. Thus, it is creating the trends of

Why video games are Good Essay Example for Free

Why video games are Good Essay A kid plops down in front of the television and powers up his video game console. As he reaches for his controller, his mother has one point of view in her mind, more time wasted, another day wasted, video games rot my children’s brain. Or do they? Video games have a horrible stigma of â€Å"rotting our brain’s† because many believe that they are pumping our children’s minds with senseless violence and explicit content. Although many video games do include a substantial amount of violence, it comes second to the fact they can actually make you smarter according to many scientists and academics. They are seen to be good learning devices because of the problem solving and strategic thinking that is utilized to play video games. While there is obviously no substitute for classroom learning, video games can exercise the brain in many different ways. Most kids would rather pick up a joystick than pick up a textbook. Much to they’re unknowing they are exercising their brains. While traveling and discovering this exciting virtual world, they begin to figure out the rules and understand their goals in order beat the game and win. What might seem like a mindless zombie sitting on the couch for hours is actually someone solving a profuse amount of puzzles that are instilled in their video game. Someone playing a video game must solve and complete direct conflicts while keeping their overall goal in perspective. Playing a video game is similar to solving a science problem. Video gamers must come up with a hypothesis while trying to accomplish a goal, much like a student conducting a lab would do. For example: if a gamer is searching for a hidden item and they hypothesize that the item is in a dragon’s belly, they will attack the dragon and discover whether their hypothesis was correct or false. If they don’t find the item they must modify their hypothesis the next time they play. Video games are driven by goals and objectives, which are essential for learning. Scientific studies have shown that the brain can change with practice. If you train yourself to complete a certain objective, the part of you’re brain that you are using can actually growth in size and operation. Another scientific study has shown that those who constantly challenge their brain have almost a 50% less chance of developing dementia. Video games are all about interactive and active exploration, unlike leisurely reading a novel. A video game requires your brain to make immediate decisions. While reading a novel will exercise your creativity and imagination, video games will make your brain weigh circumstances and evidence, examine situations, reflect on your overall goal and forge a decision. It is not about what you’re thinking about when playing a video game, it is the way your thinking that challenges your brain. Video games make learning easier, comfortable, achievable and enjoyable. Any kid would rather learn how to slay a dragon than learn there times tables. This is simply because games offer more immediate and visible rewards. Memorizing and studying terms and theories may get you a good mark on your test, while beating the final boss will end the game. Gamers can also create their own adventure and decide their own unique fate and decided where they want to go and how they want to get there, within the restrictions of the game. It becomes their adventure. This is all played from the safety of their home, which prevents fears of making a mistake in front of others. If they lose, they can simply restart and try again without the feeling of embarrassment. This encourages gamers to take risks and expand their exploration opportunities. Although video games are no substitute for classroom learning, they have beneficial outcomes that can improve our brains activity making it healthier and function more efficiently. So next time you contemplate purchasing a video game, think about it not as endless hours waiting to be wasted, but rather as a large time investment for better of your mind.

Nandos Management and Leadership Structure

Nandos Management and Leadership Structure Nandos started in 1987 in Rossetthenville, South Africa when two friends, Robert Brozen and his friend, Fernando Duarte went into a restaurant and ordered the offer that was on the menu. The friends had the flame grilled chicken with peri peri and they enjoyed the meal so much that they decided to buy the whole restaurant, Chickenland and changed the brands name to Nandos. Nandos has moved to the UK five years later and since become a world re-known brand name associated with flame grilled chicken. Nandos first restaurant in the UK was based at Ealing, from which they created a unique vision encapsulating many aspects of the South Africa Portuguese experience which played an important part of the ethos of how they developed their restaurants. Robby wanted all restaurants to individually reflect the location and retain the character. He recruited engaging and inspiring people to manage the business, maintained quality of the product by flame grilling the product to be consumed by customers not far from where they seated, over time, the brand was born. Grant, R M (2002) From this time onwards, a remarkable and unique major multi-million dollar business serving in many parts of the world. Today, it employs around 7000 workers in the UK with about 228 restaurants and is growing at a rate of 15 to 20 more restaurants on year by year growth rate. On the international scene, it has developed a strategy by which it expands using Franchising model that allows it to stay close to the core business. It maintains its core values, culture and location attributes making it stay focussed on the nature of the business in its franchise relationships. Culture and leadership According to (Johnson and Scholes 2006): Nandos allows flexibility for the culture of the countries they operate in to be incorporated. The companys leadership has achieved a great deal in the short time that they have been around. The major achievement recently was recorded when in March 2010, the company was awarded first place in the Sunday times top 25 best companies to work for in the UK. The classification is based on being able to employ at least 5000 or more workers. White, C (2004) Grant, R M (2002) Nandos achieved a maximum of three stars in the Best Companies Accreditation Award in 2009. Nandos is the only worldwide company to receive three stars in the United Kingdom. The award measures eight significant areas that include well-being, personal growth and leadership. And in 2010 the company entered the Sunday Times Best Companies to work for and came out first, beating other companies such as Goldman Sachs and Price Waterhouse Coopers. The company again received the full three stars, showing not only quality but sustained commitment to the leadership and management development across the organization. Grant, R M (2002) Training and development The National Training Awards (NTAs) have been running for quarter of a century, the awards recognise and celebrate Investors in People accredited organisations that have delivered outstanding organisational benefits by directly linking the training needs of their people to the business needs of their organisation. Nandos, over the years have achieved awards for five of their in-house training schemes. These are: buddy systems (buddies are much experienced staff who help train new staff); new restaurants opening training; working in management teams (team building); Nandos inductions; and coaching programmes. In addition, Nandos was first recognized as an Investor in People in 1998. They are now celebrating ten years of recognition. White, C (2004) So, what is behind the outstanding set of achievements? According to Nandos human resources director Julia Claydon, Its not just one thing; its a whole mix of different things. At the heart of the business is a unique culture and a set of fundamental values and ways of doing things. Pride, passion, courage, integrity, and family are the five values that drive behaviours and decision making in the company. Fun, friendly, and different, is the way one employee described the feeling of working at Nandos and the sense of belonging that is found within the company or family as it is described. I wanted to be part of a success story and be with a family of like-minded people. They even use different words, tone of voice, and language in everyday life at Nandos. The board of directors are referred to as the Full Monty, restaurant managers are called Patrao (head of the family in Portuguese), Nandoca is a waiter, Grillers are the chefs, and the head office in Putney is referred to as Central Support. All throughout the restaurant interior, on the menus, the walls, internal documentation, company website, and marketing material, you will see the same fun, funky, and different style of language. Barcelos is the Cockerel, was chosen as the symbol of Nandos because Robert and Fernando like the explorers of yesteryear believed in faith, justice and good luck. They refer to CSR (corporate social responsibility) at Nandos as Do the right thing. The spirit of Nandos is alive in each of their restaurants through the hand-selected, diverse mix of global music usually South African, and unique features to ensure you enjoy the Nandos experience. They have the largest collection of art by South African artists in the UK and the support and investment in this industry has changed many lives for the better in deprived areas of South Africa. On the green energy front, a new Nandos restaurant which is located on the Junction 27 on the M62 in West Yorkshire is an eco-restaurant, where h eat energy from the grills are recycled to warm up the water and heat up the central-heating system. Also, the frying fat is recycled for fuel. This approach will be gradually introduced to all the Nandos group of restaurants. The members of staff are encouraged to participate in community projects in their locations of their own sites, and schools and colleges partnerships and the funding of community improvements, as well as the donation of staff time and effort is strongly supported and is also seen as a staff development opportunity. Grant, R M (2002) Pride, passion courage, integrity, and family, the five business values drive the everyday ethical and honest behaviour, and this engaging culture results in an impressive level of 45 per cent of appointments that are filled through career progression within the businesses. The management ethos is to allow as much leadership responsibility and authority for decision making to be at the local restaurant level as possible, once the restaurant has been approved and signed off personally by Robert Enthoven himself. In essence, the leadership and management style is one that can be associated with a hands-on action-orientated, situational, and contingency approach. There is a fairly tight framework, as you would expect, to ensure consistency around the product and brand, that is centrally controlled by the support functions of procurement, marketing, and distribution. Yet almost all else is down to the local leadership of the Patrao (manager/family leader). That is, the recruitment/select ion, resourcing, motivation, training of staff, and the customer service and profitability of the restaurant. Training and facilitation in the Nandos way as well as developing the business profitability and the personal growth of the Patraos themselves, and spotting future talent, are promoted up to the next level up of management, the MDs (managing directors). Even below the conventional management level, all Nandocas are encouraged to challenge substandard quality and service in line with the company values. White, C (2004) There is a widespread development process to support career paths at Nandos. There are some specific and technical courses that member of staff must undergo, such as food hygiene, licensed house, health and safety regulations, etc. Then also many other sessions; coaching, people management, finance, and leadership development, etc. Staff can select as many sessions as appropriate that have been identified in the success management process. In terms of speed of career progression, it usually takes approximately 12 to 18 months to get to first assistant position and a further similar period to get to be Patrao. As can be seen, Nandos investment in training is given high priority as this is considered a key enabler for business success. In fact, the training of staff members costs amount to approximately 75 per cent of the human resources budget. Nandos human resource department is faced with improving the training and development evaluation systems and looking for continuous improvement methods that will really measure worth and added value of this level of training and development. Whilst there is a strong intuitive sense and informal evidence that this investment in training is linked to the success of the business, Nandos would ideally like stronger, more specific assessments. Evans, N Campbell, D and Stonehouse, G (2003). Diversity is also a major factor which differentiates Nandos from any other restaurant groups. It has always employed staff from a wide diverse culture, regardless of their level of English. They are trained in ways that work best for that individual and provided with development opportunities. These members of staff are given opportunities to develop within Nandos and to be the best they can and there are numerous stories and examples of employees from abroad who have fitted in well with the Nandos family culture and gone on to develop successful careers within Nandos. Recruitment and selection are carried out by each restaurants manger itself and the team members are also heavily involved. Normally, a trial shift is set in order to see if a new recruit has the right skills and capabilities, if they have the right attitude, and if they get involved in the fun and delivery of good service within the restaurant. Participation and a high level of involvement by all staff are significant to Nandos. It is a regular occurrence for conferences and formal get-togethers, where staff are consulted and included in introducing new working practices and processes. But its not all work; they also like to enjoy themselves, and one thing about the people at Nandos: they have great annual Nandoscars, which are parties thrown by the company and awards are given to the best members of staff. White, C (2004) Leadership in the organisation In 1987 two major reports Handy et al., and Constable and McCormick, acknowledged that the UK had the lowest number of qualified and degree-educated managers when paralleled to chief competitors of the time and that there seemed to be an association between productivity or organizational success and educational achievement of managers and leaders (Constable and McCormick, 1987), the development of leaders and managers has grown in importance. Handy et al. (1987) found that most managers had little higher education and when a manager got a new managerial role they generally learned about the new job through gaining experience at work. These reports led to the professionalization of managers in the UK and to the realization that leaders were not just heroic characters who appeared in an organizations hour of need, but that there was a diversity in leadership and that individuals could be assisted to develop leadership and management skills. Debates about the connections between leaders and managers similarities and differences are one of the key sections. White, C (2004) Variety plays a vital role in the restaurant since the need for developing and educating leaders and managers was recognized, an increasing range of methods with different interventions were developed, mostly focusing on within the company. Leadership and management development has matured, often in seclusion, from the remainder of personnel and human resources manager, and sometimes even as a separate function from employee training and development. Whilst there may have been worthy reasons for such separation, however, it is important that clear links are made within the major human resource management and development areas-and that these, in turn, are able to contribute to and be part of business strategic planning to secure an organizations future senior managers and leaders. The importance of horizontal and vertical integration of business strategy, organizational development, and the management and development of human resources has never been more obvious as organizations, fro m all sectors struggle for survival in an increasingly difficult national and international environment. Grant, R M (2002) The growing importance of continued improvement of those who are future leaders and managers can be acknowledged by reviewing changes in the external environments in which organizations operate. Within the UK, there are major changes and debates about the nature of work and the working population, with increasing diversity, changing opportunities, and increased external political, economic, environmental, and social influences. Globally, changes and influences are very easy to identify through new developing economies and cultures. Recent crises help to demonstrate that all nations and economies are critically linked and that survival of each is reliant on all. Managers and leaders therefore have to learn how to work in such organizational and international environments, taking account of diversities within. For organizations, there are more opportunities due to greater employee mobility, but with technological development there are requirements to manage increasingly distant and div erse employee groups through technological networks. Evans, N Campbell, D and Stonehouse, G (2003) Theories of motivation Many theories have been proposed by many authors on the subject of motivation in organisations. Among some of the notable contributors to this debate was an industrialist named Frederick Winslow Taylor, who put forward the concept that workers are motivated by rewards in pay. In his Theory of Scientific Management, he argued that workers do not necessarily enjoy to work and therefore need to be controlled and closely supervised. In order to achieve this, managers need to breakdown the production into a number of small related tasks and given training to improve their skills sets which should result in efficiency over a period of time for the tasks they are assigned to do. The second major observation was that workers should be paid according to the production levels they attain over a given period of time, this he called piece rate pay, which as a result would encourage workers to produce more achieving the maximisation of productivity. These methods later were adopted by the business world as they saw the benefits that they offered through increased production levels resulting in lower unit cost of production. Henry Ford was the first to use the methods on a large scale when he introduced the production line to make ford cars. This was the beginning of the mass production systems as we now know them to be. Within Nandos there is a resemblance of the Taylorism which is applied by the workers having division of labour. There are those who simply welcome the dinners and those that serve them on the till. Yet still some ensure that the flame grills are going on smoothly so that the patronage is served on time. There is a good case for a classical production system within Nandos restaurant. Taylors methodology has close relations with the concept of an autocratic management style, where managers decide on all the decisions and simply give orders to staff members that are below them, and Macgregors Theory X methodology to workers in which workers are viewed as lazy and wish to avoid responsibility. Further down the line, the workers soon came to dislike Taylors methodology as they were only given boring, on challenging, repetitive tasks to carry out and were being treated little better than human machines. Businesses could also afford to lay off workers as productivity levels increased which in turn led to an increase in strikes and other forms of industrial action by dis-satisfied workers. Elton Mayo understood that workers are not just concerned with money but could be better encouraged by having their social needs met whilst at work (a factor that Taylor ignored). He presented the Human Relation School of Thought, which concentrated on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realising that workers enjoy interacting together. Mayo carried out a series of experiments at the Hawthorne factory of the Western Electric Company in Chicago where He secluded two groups of women workers and studied the effect on their productivity levels of altering factors such as lighting and working conditions. He anticipated to see production levels decline as lighting or other conditions became progressively worse but what he actually discovered astonished him: whatever the change in lighting or working conditions, the productivity levels of the workers improved or remained the same. From this series of experiments Mayo came to the conclusion that workers are best motivated by three major factors: Improved communication between managers and workers (Hawthorne workers were consulted over the experiments and also had the opportunity to give feedback) White, C (2004).Greater manager involvement in employees working lives (Hawthorne workers responded to the increased level of attention they were receiving) Working in groups or teams. (Hawthorne workers did not previously regularly work in teams) In practice therefore businesses should re-organise production line in order to encourage greater use of team work and introduce personnel departments to encourage greater manager involvement in looking after employees interests. His theory most closely fits in with a paternalistic style of management. Abraham Maslow along with Frederick Herzberg introduced the Neo-Human Relations School in the 1950s; the main focus of the school was the psychological needs of employees. Maslows theory states that there are five levels of human needs in which are essential for employees to have in order to be fulfilled at work. All of the needs are structured into a hierarchy (see below) and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. For example a person who is dying of hunger will be motivated to achieve a basic minimum wage in order to buy food before worrying about having the respect of others. Grant, R M (2002) A company should therefore offer different enticements to workers in order to help them fulfil each of the needs in turn and advance up the hierarchy (see below). Managers should also be aware that not all workers are motivated in the same way and do not all move up the hierarchy at the same pace. They may therefore have to offer a slightly different set of incentives from worker to worker. Frederick Herzberg had a close relationship with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder, the motivators. He also believed that there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder, the Hygiene factors. Evans, N Campbell, D and Stonehouse, G (2003) Motivators are more concerned with the actual job itself, for example how thought-provoking the work is and how much opportunity it gives for extra accountability, credit and advancement. Hygiene factors are factors which surround the job rather than the job itself. For example a worker will only turn up to work if the company has provided a reasonable amount of pay and safe working environment but these factors will not make him work harder at his job once he is there. Importantly Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay and piece-rate in particular. Herzberg understood that businesses should motivate employees by accepting a democratic approach to management and by improving the nature and content of the actual job through positive methods. Some of the methods managers could use to motivate employees are: Job enlargement, in which workers are given a greater assortment of tasks to perform (these tasks are not necessarily more challenging) which should make the work more stimulating. Job enrichment which involves workers being given a wider range of more difficult, exciting and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement. Empowerment means allotting more decision making power to employees to make their own choices over areas of their working life. Managing diversity Multiculturalism is a system of beliefs and behaviours that recognizes and respects the presence of all diverse groups in an organization or society, acknowledges and values their socio-cultural differences, and encourages and enables their continued contribution within an inclusive cultural context which empowers all within the organization or society. White, C (2004) There are the four pairs of action phrases that give substance to the Definition of multiculturism: beliefs and behaviours, recognizes and respects, acknowledges and values, encourages and enables, and a fifth one, empowers. Multiculturalism is a system, a set of interrelated parts-in this case, beliefs and behaviours-which make up the whole of how humans experience and view todays world. It includes what people believe about others, their basic paradigms, and how this impact, and are impacted by, behavior. The outcomes of this framework of beliefs/behaviors are seven important actions. The first is acknowledgement of the rich variety in a given society or organization. For the longest time racial/ethnic minorities, the physically disabled, and women have not been given the same acknowledgement as others. The one-sided approach to history and education has been a testimony to that fact. Grant, R M (2002) With acknowledgement should also emanate respect. Respect and acknowledgement are not the same, since be acquainted with the existence of a group does not necessarily produce respect for the group. In a slave economy, for example, the presence of slaves was recognized but their humanity was not respected. For example, in the United States of America, the presence of   American Indians in the Western expansion of the continent was constantly recognized by whites, but their environmentally conscious cultures were never respected. Thecontribution of women has usually been relegated to a footnote status.   Multiculturalism also entails recognizing the validity of the cultural expressions and contributions of the various groups. This is not to imply that all cultural contributions are of equal value and social worth, or that all should be tolerated. Some cultural practices are better than others for the overall betterment of society. Evans, N Campbell, D and Stonehouse, G (2003) These cultural expressions and contributions that differ from those of the dominant group in society are usually only acknowledged when there is an economic market for them, such as music for African Americans, native Indian dances for tourism or cuisine from India. When the business sector wants money, the advertising industry pictures people of colour in a positive light. But in most other cases the entertainment media simply misrepresentate minority stereotypes, such as women usually in supportive background roles. Multiculturalism means valuing what people have to offer, and not rejecting or belittling it si mply because it differs from what the majority, or those in power, regard as important and of value. Multiculturalism will also encourage and enable the contribution of the various groups to society or an organization. Grant, R M (2002) Women and persons of colour, for example, often experience dissuasion because what they bring to the table for discussion is often regarded as of little value or worth. Not everything can be utilized, however, nor is of the same worth Many different organisations in society, such as colleges, churches, businesses, corporations, as well as communities have also achieved diversity well, but again, for purposes of segregation. Audre Lorde 2010 explains, we have no patterns for relating across our human differences as equals. Without such patterns or models, the prevalent attitude and behavior toward persons of colour and others with biological, physical and sociocultural differences, or those with operating out of different thinking systems, has been one of exclusion and control. Today, to reach potential as organizations and society,that attitude has to shift to one of inclusion. White, C (2004) states that managing diversity is an non-stop process that unleashes the various skills and abilities which a varied population bring to an organization, community or society, so as to create a wholesome, inclusive environment, that is safe for differences, allows people to reject rejection, delights in diversity, and maximizes the full potential of all, in a cultural context where everyone profits. Multiculturalism, as the art of managing diversity, is an inclusive process where no one is left out. Diversity, in its core, then is a safeguard against idolatry the making of one group as the norm for all groups. Therefore, one of the dangers that must be avoided in grasping a proper understanding of multiculturalism is bashism. Bashism is the tendency to verbally and/or physically attack another person or group based solely on the negative meaning given to group membership-due to natural, cultural, political or socioeconomic differences (such as sex, age, race/culture, political party, class, education, values, religious affiliation environmental destruction), one of the principal problems confronting world society today is the problem of racial/ethnic hostility and cultural insensitivity-the new wine of racial/ethnic ferment in conflict with the old wineskins of intolerance. Cultural diversity What is Cultural Diversity? Cultural Diversity means a variety of different cultures or peoples with different ancestries, religions and traditions all living and intermingling together. Britain has profited from its vast cultural diversity throughout its history and is currently one, if not the most culturally diverse countries in the world. The diet we eat, the music we listen to, and the clothes we wear have all been influenced by different cultures coming into Britain. Foreign food, for example, is part of an average British diet, the most common example would be the Indian curry that has been served in Britain from 1773. Nandos restaurant recognises its origins as South Africa, with Portuguese influence and therefore has a policy that encourages inclusion in the work force. Hence appointments at all levels tend to reflect the nature of diversity within the organisation. Conclusion Nandos is relatively young company has the right type of leadership to drive it into the future. Their policies are well inclined to be inclusive taking into account the nature of diverse societies where it operates in. According to Adalfer, workers are motivated to produce efficiently and effectively if they are managed adequately through a good payroll system. Adalfer called these as the Hygiene factors. This position is supported by Maslow who suggested that the basic needs tend to be fulfilled first after which higher needs are sought after until such a time when the individual attains self actualisation.

Ethnographic Research in Workplace Culture Studies

Ethnographic Research in Workplace Culture Studies Summary Ethnography: a research method for deciphering a behavior that is not in words or numbers. Ethnographic Research is a discipline based on the concept of culture that combines tactics of observation and interview to record the dynamic behavior. It needs the personal experience and possible participation, not just observation, by researchers. It has multidisciplinary teams and is very important have a focal point. Ethnographers study any human area; and the principal idea is moving from learning to testing. Ethnography has its roots planted in the fields of anthropology and sociology. Ethnographic research has variations in observational methods, which involves a commitment to get close to the subject being observed in its natural setting, to be factual and descriptive; and variations in observer involvement, observer is also a participant in the program activities being studied. In participant observation the challenge is to combine participation and observation so as to become capable of understanding the experience as an insider while describing the experience for outsiders. Three methodological principles: Naturalism. The objectives are the ethnographers carry out their research in natural, settings that exist independently of the research process. And the notion of naturalism implies that social events and processes must be explained in terms of their relationship to the context in which they occur. Understanding: in this point the human actions differ from the behavior of physical objects; involve interpretation of stimulus and the construction of responses. It is necessary to learn the culture of the group one is studying before one can produce valid explanations for the behavior of its members. Discovery: They have a general interest in some types of social phenomenon and/or in some theoretical issue or practical problem. The ethnographic research has generic guidelines for conducting fieldwork, and in particular evaluation situation, the needs of the interview, and the personal style of the interviewer all come together to create a unique situation for each interview. It is important have in mind that the privacy or copyright issues may apply to the documents gathered. Regard to ethics in ethnographic research; the researchers must make their research goals clear to the members of the community, where they undertake their research and gain the informed consent of their consultants to the research beforehand. The purpose of analysis is to organize the description in a way that makes it manageable. Description is balanced by analysis and leads into interpretation. Ethnographic With International Business The relationship between ethnographic research and international business has a great importance in our organisations, because they musthave a comprehensive and specific knowledge of the characteristics of each of its target markets in which they want to generate future international negotiations. Then as ethnographic research is the study of customs, behaviors, symbols of a specific culture, it becomes a tool that brings efficiency when business worldwide take place, because these studies facilitate to the organisation to adapt faster according to the features of the culture target. The ethnography as research method allows the companies to get an idea on consumers actual practices, and suggests the needs to promote certain products and communication strategies. Thus, problems are not verbally articulated by consumers are identified by the ethnographer, and turned into opportunities for modifying marketing strategies. Ethnographic observation came to be the first step towards innovation, because it promotes the discovery of uncover opportunities , not articulated in words or concepts. The ethnography of markets is an effective way to develop a detailed and contextualized understanding of the behavior and choices of consumers. For example, some applications in which ethnography has proven to be useful are: In the discovery and development of new products. The ethnographic approach is useful in studying the internal operations of businesses, employee groups and business environments. By knowing the appropriate language and cultural codes in different regions and cultural groups through ethnographic immersion, it is possible to reach new market niches such as groups ensuring loyalty to brands. References GORDILLO, Andrà ©s. â€Å"Contac with the real world†. [http://www.centronacionaldeconsultoria.com/articulos/Contacto%20con%20el%20mundo%20real.pdf] McDonalds [EAST http://www.youtube.com/watch?v=bgN7UNrjf3kfeature=related] [INDIA www.youtube.com/watch?v=AvjK5FJJjrQfeature=related] [EUROPE www.youtube.com/watch?v=aS3qoo0hzu0feature=related] [ www.youtube.com/watch?v=pDix0VvrV1g ] [ www.youtube.com/watch?v=40DykbPa4LcNR=1 ]   GENZUK, Michael. A synthesis of ethnographic research.   www-rcf.usc.edu/~genzuk/Ethnographic_Research   www.youtube.com   Class presentation. Ethnographic research.2010 National Organisational Culture National culture is a matter of what people believe deep down, and no one can force or buy such belief. [Millman, Gregory J.Culture. Jul 1, 2007] Organizational culture has expectations, standards and goals common to a group experiences, beliefs and values, both personal and cultural organization. So, organizational culture is different to national culture and is incorrect put in the same place, is necessary separate. So start in the organizational culture to one person, that in group develop and shape an organization, any and all decide to follow and work with it. It is important to recognize that organizational culture takes time to apply within an organization and describe the whole collection of assumptions, practices and norms that people adopt in an organization over time. The resulting culture of the organization is externally influenced by the culture of the nation and in many cases the communities that surround it. Now when we talk about changes in a company is not about changing the culture, but rather help it to solve the problems. A change in behavior depends on how the company uses its cultural strength, changing certain actions people should and should not do. The idea of changing culture in order to achieve some business objective, or even to comply with a court order, comes from a misunderstanding of what culture means. Cultural anything comes at the end of the process, and the cultures don ´t change, is possible but think I am trying a new strategy, trying to use acquisitions and integrate them to make the company grow. The point is, you do not go out and try to change the culture. You do something to improve performance. When entrepreneurs start businesses, they do what makes sense to them in the context of values and assumptions they may have had in mind since they were children. How they treat their people, and what their people expect, may depend on national cultural assumptions so deeply rooted that few ever question them but they can stymie attempts to change corporate culture. Now, in globalization, we need people who make slow decisions, who think before they act, who do not immediately voice any opinions, who are prepared to go against established practice.   Mead, Richard. 2004. International Management: Cross-Cultural Dimensions London: Blackwell Publishing. Chapter 1.   Millman, Gregory J. . 2007. Corporate Culture: more myth than reality? . The Free Library 23:44-47. Millman, Gregory J. (2007, July 1). Posted by MARIA CAMILA at 2:20 PM Is a corporate culture in every organisation?- Can it be modified?- How does is affect processes that require a deep organizational change? Organisational culture is the union of values (beliefs, ideas,) and rules which are shared by individuals and by groups within an organisation, which define the way you interact between people and the environment of the organisation. So, is possible that in every organisation are corporate cultures. With targets set from the values of the organisation, develop standards, guidelines and expectations that determine the appropriate behavior of workers in particular situations. But trying to determine the corporate culture, the desire to impose values and behavior standards that reflect the objectives of the organisation, not an easy task, since past situations brings with organisational decisions could be taken earlier. Organisational culture is symbolic, with its element leads its members to establish identity and exclusion processes. It is intangible and the only observable manifestations, so to get to change it; you have to start making simple changes from the symbols and customs that guide it. For example, in the conduct of its old and new workers, it should encompass all levels and departments within the organisation, from personal and social relations to the accounting rules. This culture has several effects on the behavior of its members, like: The attraction and selection processes. On memory processes and voluntary turnover, that if there is greater understanding between the values of employees and organisational culture, the greater the employee commitment to the organisation, and less voluntary departure. To be successful, changes in competitive strategy will require a consistent change in people, work roles, organizational structure, and technology. Internal changes in the organizational approach to improve human capability will require organizational learning, and an alignment of the strengths and values within the organization. By aligning the strengths and values within the organization, it will improve the overall success of the competitive strategy and meet with the long-term goals of the organization.Ver: [www.managementorganizationaldevelopment.blogspot.com ] If a culture is achieved flexible, changing cash, may adapt more easily to the external environment, fulfilling its mission and vision for. References Millman, Gregory J. Corporate Culture: more myth than reality?. Jul 1, 2007 www.humanresources.about.com/od/organizationalculture/ www.au.af.mil/au/awc/awcgate/ndu www.soi.org/reading/change/culture TOGGENBURG, Gabriel. EURAC research:Who is Managing Ethnic and Cultural Diversity in the European Condominium? The Moments of Entry, Integration and Preservation. Posted by MARIA CAMILA at 4:24 PM Migrants Workers Immigration to Canada refers to the process by people from other countries migrate to Canada to live permanently. Canada must have experienced some sort of immigration over the course of its early existence, for it had a population of around five million by 1901. Along the Canadian history millions of people have migrated to this country and nowadays the country has a population of more than 30 millions, the principal cause of population growth has been immigration. Immigration is generally caused by social, political and economic reasons, groups of people settle down permanently or temporarily in other country in order to find a better quality of life. Some countries typical of immigrants are Germany, Australia, Argentina, Brazil, Canada, Chile, USA, France, New Zealand and United Kingdom, where it ´s possible to study the phenomenon of foreigner who go to work. The immigrants face a challenge in the new country, the must to be part of it in the work field (legal permits, ID and social security) and also they have to assume new costumes and ways of life and integrate them to theirs. The history of immigration to Canada in the modern age began in great numbers after World War II. More Europeans moved into the country: Italians, Irish, Greeks, as well as continuing numbers of French and British. A second wave of immigrants came in the 1960s, mostly consisting of Asians, Hispanics, Indians, Caribbeans, and Arabs. At that time the Government introduced severe immigration restriction. In the 1960s, explicit discrimination on the basis of race or religion was eliminated, to be replaced by criteria and then a â€Å"points system† which emphasized the skills, education, and training of the independent immigrant, rather than his or her ethnic or confessional background. Canada has the highest per-capita immigration rate in the world, driven by economic policy and family reunification. There are three categories of immigrants: Family Class: closely related persons of Canadian residents Independent Immigrants: admitted on the basis of a point system that account for age, health and labour-market skills Refugees: seeking protection by applying to remain in Canada. In 2008, there were 65,567 immigrants in the family class, 21,860 refugees, and 149,072 economic immigrants amongst the 247,243 total immigrants to the country. Canadas future prosperity will depend on its ability to supplement its aging workforce by more effectively utilizing its current and future human capital. Indeed Canada is part of a global war for talent and need to attract the brightest and the best people such as scientists, entrepreneurs and engineers. Canada and other immigrant countries need an adequate planning and infrastructure to make sure that new citizens and future immigrants are able to maximize their potential and contribute to economic growth of the country. Do you think the Points System in Canada is meant to protect the countrys sovereignity?, or  ¿is it just a deliberated form of discrimination? Why? Immigration is a global phenomenon, which affects mostly developed countries. Many developed nations have restricted immigration policies in order to prevent unequal competencies and ensure the contribution to the economic and social growth of the country. I think the Points System in Canada is meant to protect the countrys sovereignity and it is not a form of discrimination. Canada is an open country and well recognized for its immigrations system, which attracts thousands of immigrants every year. The Canadian system is part of a set of immigrations policies and emphasizes the skills, education, and training of the independent immigrant, rather than discrimination factors. The Points System evaluates the capacity of the future immigrants to become a part of the Canadian society successfully and it is based on the demands of labor market. A fact which confirms the non-discrimination in immigration policy in Canada is the diversity of origin and culture of the current immigrant population. Immigrants come from Asia, Europe, Latin America, Africa and Middle East. Another remarkable fact is that all permanent residents are entitled to the same benefits from the government. Canadian immigration policy has kept a process of refinement and adjustment to achieve a balance between generosity and the countrys economic and social interests. This balance is the key support and credibility of such policy.   Verbeeten, David. 2007. The Past and Future of Immigration to Canada. Journal of International Migration Integration, 8(1): 1-10.   Class presentation. Migrants workers. 2010 Managing Diversity If we want to be successful, diversity is something we need to take care of. We must understand our context and realize how important it is to make diversity an item that can make us improve. The diversity can make us expand every day. This is because diversity brings with itself several cultures, depending of the place where they are. Those kind of points of view can increase the possibilities of create a lot of products that all the human classes would be able to afford. So diversity has the possibility not only to learn about it, but setting up our organization with the different ideas that came up from it. And these ideas are very significant because they are developed for the culture and traditions (and more). Also, its important to know that diversity can be present in different ways. For example, demographic variables, beliefs, behaviors, self conceptions, skills. This means that if we use all of these differences, we will be able to have too many options that increase us, not even as a company but as a person. And as a person, you can also acquire abilities to be an excellent manager; for example, avoid prejudices, increase employing, increase tolerance. As a team, we get the experience to talk work in groups, we can work with too many ideas that will help us in managing conflicts and in problems solution (â€Å"two heads think better than one†) and this will be productivity, that means less costs for the organization. As an organization, the most important thing its adapting a positive posture to the constantly changes that are happening all the time, thats why the organization needs to be flexible too. Of course these aspects together, permit to know a lot of ways to work in the organization, if we know how to include them, and work in a positive way with them, the differences always will allow having new projects in an efficient way and more complete. Accepting all the feedbacks, and correcting them, will bring you the possibility to improve day by day. 3. What are the limitations or challenges that a corporate diversity program faces?   Leadership: It must be well distributed instead of concentrated across the organization. The leaders must be able to create networks. They must to know how to manage diversity , letting people to express themselves and creating a share identity.   Diversity must be part of the organizations as policy and ethic factor, it let them to survive in the future scenes highly diverse.   Recognize all kinds of differences in profile and needs of the people, such as culture, age, sexual orientation, disability, professional competence, personal abilities, leadership styles, communication, etc.. The inclusion of the people because their differences in the organization will generate creativity, innovation and effectiveness. If people is happy in their workplace they will be more productive.   Slater, Stanley F., Weigand, Robert A., Zweilein, Thomas J., 2008. â€Å"The business case for commitment to diversity†. Business Horizons 51: 201-209.   Thomas, David A., 2004. â€Å"Diversity as Strategy†, Harvard Business Review, September 2004, 98-108.   Sylvie, Chevrier. 2003. Cross-cultural management in multinational project groups Journal of World Business 38:141-149.   Class presentation. Managing Diversity. 2010. Posted by MARIA CAMILA at 4:22 PM Understanding Diversity Definition of Diversity The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is inevitable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations understands the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees working overseas encounter. The behavioral regularities are typified by the language, tasks, jargon and roles which members of the organization use and expect to find within the organization. Just as in a larger societal culture, an organizations culture supports certain language and behaviors from its members. The standards of behavior, or norms, that an organizational culture establishes define behavior newcomers to the organization. For example the Multicultural organizations (or organizations that value diversity) generally reflect the contributions and interests of diverse communities in their mission, operation and services. They enable diverse cultural and social groups to participate fully at all levels of the organization, particularly at the policy level. They act to eradicate all forms of discrimination and oppression and they seek to advance the principles underpinning multiculturalism/diversity at the broader societal level. When into the organizations Celebrating Diversity in the workplace, makes employees feel appreciate for their uniqueness, but acknowledging similarities fosters a more cohesive workplace, forging common bonds amongst colleagues. Most of these connections come from interpersonal interaction. Do you think the entry and integration of new members to the European Union are processes that promote diversity? , or on the contrary,  ¿strive to homogenize the European Society? I agree with the statement that the entry and integration of new members to the European Union are processes that promote diversity, because they reflect the aim to be organized in a way that ensures an interactive, educational and interesting experience for all country members. Europe is a continent proud of its cultural and social diversity, which proceed from different countries or specific regions and at the same time are part of the European cultural heritage. European Union wants to preserve that diversity, promote it and share it with the rest of the world. Those aims are specified in the Maastricht Treaty (1992), where for the first time the cultural dimension of European integration was officially recognized. European Union gives a cultural dimension to many ambits, such as art, literature, politic, education, language, scientific research, information technology and communication and economic development.   TOGGENBURG, Gabriel. EURAC research:Who is Managing Ethnic and Cultural Diversity in the European Condominium? The Moments of Entry, Integration and Preservation.   Millman, Gregory J. Corporate Culture: more myth than reality?. Jul 1, 2007   www.au.af.mil/au/awc/awcgate/ndu   www.soi.org/reading/change/culture   www.amssa.org   www.lotsofessays.com/   www.humanresources.about.com/od/organizationalculture Posted by MARIA CAMILA at 2:44 PM Expatriate Assignments Expatriates the type of people who go to another country, hired in most of the cases by transnational companies, in order to work successfully in a international environment. Expatriate employees pertain to employees that are non-citizens of the country in which they are working. Currently, the purpose of international expatriate assignments has evolved along with the changing globalization trends. Expatriate international assignments require that cost effectiveness and appropriateness issues be considered. Since globalization is now the current trend, it is important to be able to manage these international workers strategically and effectively. Increasing globalization of business requires more expatriates but employee costs and family considerations impede the mobility of the employees. personal aspects can include technical qualifications, personality and character factors, family willingness (including dual career and education aspects). Social, economic and political factors contribute to an expatriates feeling of satisfaction and well-being, so location is an important determinant. Many cultures are uncomfortable setting concrete goals and targets, prefering just in time planning and management tactics. The real success factor seems to be not so much in sending them out on assignment but in bringing them back home. One of the causes for expatriate assignment failure and some recommendations could be. An inability on the part of the expatriate family to adjust to the foreign environment is the main determinant of expatriate failure. Given that the reasons for expatriate failure tended to be the same, the role of the home company has increased as a contributor toward expatriate failure. Organizations need to be aware of their role as well as the importance of the spouse and family in managing expatriate assignments effectively. Nowadays exist a high failure rate among expatriates because neither they nor their families are prepared to deal with the level of uncertainty associated with the process. It is important that each organization that wants to succeed with the goals set for expatriates, meets their family details, as this is a fundamental aspect when someone is sent to another place of work, because being far away from family or having to leave several times, does that employees have family problems and can ´t meet the expectations. The selection policies must establish some features to choose the right person who can meet the requirements of the company, without interfering in the family relationship of their employees. Having a larger investment to be able to cover expenses for the expatriate and his family, thus organization gets a better performance from its employees, due to their relationships go well and their motivation can be higher. Participation flexible work being performed, where expatriates can have a chance to be a short period with a certain frequency in their country of origin.   www.themanager.org/Knowledgebase/HR/Expatriates   books.google.com.co   Class presentation. Migrant workers 2010. East Asia Japanese And Korean Korea is currently a front-runner among developing nations, getting closer to the ranks of developed nations. In the process of economic growth, a few dozen big business groups, of chaebols, have emerged. The fifty largest business groups account for as much as 20 percent of Koreas gross domestic product (GDP), and the five largest business groups, such as Hyundai, Samsung, Lucky-Goldstar, Sunkyong, and Daewoo, account for as much as 10 percent of GDP (Korea Development Institute, 1982). Chaebol Korean term for a conglomerate of many companies clustered around one parent company. The companies usually hold shares in each other and are often run by one family. Similar to the keiretsu in Japan. The conglomerates of South Korea, known as chaebol groups, have exerted enormous influence upon that countrys fast-growing economy. The tendency is that the large size chaebol results in larger shares of the family ownership. Keiretsus The zaibatsu were family-owned conglomerate businesses that were promoted by the Meiji government of Japan. The general structure of the keiretsu is an association of companies formed around a bank. They cooperate with each other and own shares of each others stock. The similarities and differences of Japanese and Korean management styles. Most of the similarities are concentrated in the area of cultural traditions in the form of Confucianism, with includes the harmony of interpersonal relationships, the hierarchical structure of the society and organization, the importance of family, the prevalence of authoritarianism, paternalism and personalism, the system of mutual obligation, and the universality of the guanxi network. The differences can be discussed along the lines of organization a structure, management process, and business strategies. To begin with, the nature of ownership varies a great deal among the four systems. In between are de Japanese keiretsus and the Korean chaebols. For the former, family ownership and business management have long been dissociated, while the latter is in the process of giving professional managers more decision-making power, though most families still hold the key posts in the companies. In addition, the ownership of large Japanese companies has become fairly public while the ownership of Korean business groups remains largely private. The also differ each other a great deal in terms of organizational size, ranging from very small CFBs to very large keiretsus, with Korean chaebols and the Chinese CSEs lying in between. Except for the keiretsus, the other three are highly centralized, with small CFBs probably having the highest degree of centralization. In Korea, the family inheritance is strictly based on the blood relationship, with the eldest son given the priority. Government ´s intervention: Credit; foreign exchange rationing; export growth:benefits .Favorate firms grew faster and diversified better. In Japan, however, the concept of is applied to family inheritance, and its primary purpose is to maintain the wealth of the family under the leadership of a capable person rather than to bequeath the wealth only to the blood-related family. Not all companies are alike. Market share-growth strategy. Value maximization.Participation of workers and middle management-building group loyalty. Right kind of customers information exchange.Flexible manufacturing connecting product design and production. Corporate values- to carry organization through a change.   Lee, Jangho, Thomas W. Roehl, Soonkyoo Choe. 2000. What Makes Management Style Similar and Distinct Across Borders? Growth, Experience and Culture in Korean and Japanese Firms   Class presentation. Korea. 2010 China The economy of China is the third largest in the world, after the United States and Japan. China is the fastest-growing major economy in the world, and has had the fastest growing major economy for the past 30 years. China, economically extremely backward before 1949, has again become one of the worlds major economic powers with the greatest potential. In the 22 years following reform and opening-up in 1979 in particular, Chinas economy developed at an unprecedented rate, and that momentum has been held steady into the 21st century. In 2004, China further strengthened and improved its macro control, and the economy entered its best ever development period of recent years. So far, Chinas remarkable economic growth has come mostly from its trade and export dominance. A combination of low wages, specialized regional networks and product exporters has enabled China to become the global economys low-cost supplier. To achieve high performance, Chinese companies need to identify where their competitive advantages will lie in a global marketplace and build the necessary skills to capitalize on these opportunities. The relevance of Guanxi and the existence of Chinese business networks as supporting factors to the internationalization process of Chinese companies. Guanxi is a second currency and constitutes a key or a secret to corporate success in China and It is a Chinese word which is also recognized in Japan and Korea. Thus, together, Guanxi can be translated as relationships and connections. Thus, Guanxi is a social dimension, and a human factor. A large number of researches on doing