International Joint Ventures Essay

The objective of this paper is to highlight some of the important issues that must be considered prior to forming an international joint venture. Why is this topic important? The following quote summarizes the main reason: â€Å"Cross-border M&As, JVs and alliances seem to share at least two characteristics with marriage trends of the post World War II â€Å"Baby Boomers† generation: They have grown explosively during the 1980s and through the 1990s but – less fortunately – they fail about half the time.†[1] With this in mind, it is very likely that sooner or later you will be involved in an international joint venture, either in the process of forming one, dissolving one or working for one. The more you know about international joint ventures, the better prepared you will be to understand and contribute to the solution for the challenges they present. Most companies begin their expansion to overseas markets by exporting their products or services. Exporting products has minimal risk involved, especially if the proper steps are followed. However, in some instances exporting is difficult or expensive and companies use other methods to penetrate international markets. Forming an international joint venture with a foreign firm in the target market is, in some cases, the only avenue to accomplish the goal. An international joint venture is usually a progression in the investment level that companies are willing to commit prior to fully investing in a foreign subsidiary. What is the main difference between opening a subsidiary and forming a joint venture? According to Andrew Inkpen, a joint venture occurs when â€Å"two or more legally distinct firms (the parents) pool a portion of their resources within a jointly owned legal organization†[2] â€Å"The distribution of equity among the parent companies can take different forms, ranging from 50/50 IJVs between two companies, to reduced minority or dominant majority stakes.†[3] In contrast, only one company owns a subsidiary. Even though companies perceive IJV as less risky than opening their own subsidiaries, forming inadequate joint ventures can be risky and expensive. If managers are not careful in their analysis and are not aware of the potential pitfalls of international joint ventures then they can face some serious trouble. So far we have learned that culture plays a major role in business culture. Hence, culture will ultimately have a major impact in the international joint venture. Piero Morosini, one of the leading researchers in international joint ventures, explains the role culture plays in international joint ventures as follows: â€Å"Empirical evidence suggests that technical issues are less likely to lead to conflicting situations compared to relationship problems during the implementation of international JVs and alliances. Throughout this phase, too much emphasis is usually placed on setting strategic objectives at the cost of ignoring personal interaction aspects involving people from different national cultures. This has been cited as the most critical factor leading to unresolved conflicts and outright failure of an international JV or alliance.†[4] Companies some times enter into joint ventures with objectives other than to gain rapid access into the market. Some companies want to learn from other companies or like to combine resources in order to make a stronger company. â€Å"The need to combine strategic resource contributions and foster functional co-operation and co-ordination between the partners to create mutual advantages is at the heart of both IJVs and global alliances.†[5] As you read this paper, you will learn that most of the failures in joint ventures occurs due to the misunderstanding in the goals and the definition of the goals. Finnie Williams states that â€Å"half of all partnerships don’t work. Those that are successful share three characteristics with successful marriages: †¢ The actual and perceived potential benefits must be large for both parties. †¢ The partners must share a common set of values †¢ The key people must be committed to success.†[6] It seems that the most important aspect when speaking of international joint ventures, is that partners must share a common set of values. This is very unlikely to happen. The main reasons cultures are different is because they have different sets of values. For instance, some companies define success in terms of return on investment, others use market share, yet others define it in terms of customer satisfaction. These differences are critical and must be discussed early in the planning stage in order to lay a solid foundation for the partnership. It is important to keep in mind that even companies from the same cultural and business background have different plans to achieve their goals. Therefore, whenever we mix companies with different cultural backgrounds, the complexity level increases. People from different cultures perceive business in different ways. The rest of this paper provides examples of international joint ventures in different countries and examines some of the general observations related to such ventures and countries. China â€Å"Foreign investment in 1995 was $US38 billion (China Statistical Press 1996). International Joint ventures (IJVs) between overseas companies and domestic state-owned enterprises (SOEs) have been the dominant mode of entry. However, many JV investments have been less than successful.†[7] China â€Å"is now the world’s most active joint venture market.† [8] These facts are not surprising as â€Å"China is home to 25 percent of the world’s population and many western firms view the country as a prime target market.†[9] However, as we will discuss, not everyone venturing in China has been successful. For instance, a group of French investors dissolved their joint venture in China after 12 years of investment. The agreement was primarily between Peugeot and Guangzhou Automotive Manufacturing (GAM). It took four years of negotiations between French and Chinese investors to form the joint venture Guangzhou Peugeot Automobile Corporation (GPAC) in 1985 . Following are some of the major problems that Peugeot mentioned as key elements to the failure of their venture in China: †¢ The labor force from the Chinese partner had inadequate skills, which resulted in more time and money spent in training. †¢ Lack of suppliers in the Guangzhou area that could provide quality parts. As a consequence many of the parts had to be imported which raised the cost of the vehicles as compared to the competition. †¢ Guangzhou officials would not allow the plant to purchase parts from suppliers from other regions in China. Competitors who were located in other Chinese regions had access to quality Chinese parts and were able to build vehicles at lower prices. There is another side to this story, analysts believe that: †¢ Peugeot chose the Guangzhou area because the central government had little influence over the local government and there would be more management freedom. However, this backfired on Peugeot as the distance from Beijing acted as a barrier to access suppliers from other regions. †¢ Peugeot did not act fast enough to form a joint venture with a supplier in the Guangzhou region. Their competitors had formed such partnerships with their suppliers. †¢ Peugeot repatriated most of its profits and made few changes to their vehicles. Their competitors instead, reinvested most of the profits in the venture and to improve the vehicles. [10] I think there are several lessons to be learned from this example. One is that it takes a long time to agree on the terms of the agreement. Second is that even though both partners had agreed on the goals, unexpected deficiencies (labor and parts) put the company at a disadvantage with its competitors. It is amazing that after four years of negotiations, nobody checked if the skill sets were compatible and if the local suppliers could provide quality parts. Third is that even when companies believe that they are making the correct strategic move they could be doing the opposite due to lack of knowledge of the local culture. In this case, Peugeot was under the impression that distance from Beijing would be positive and in fact it turned out negative. Finally, companies that want to use joint ventures as means to have a quick entry into the market can get hurt. In this case, Peugeot was not committed to re-investing capital in the joint venture, which at the end made them completely uncompetitive in the market. You might be wondering who was the competitor to Peugeot that was being so successful in China. That competitor was also a joint venture. This time it was between a German company, Volkswagen AG, and a Chinese partner in the Shanghai area. As mentioned before, Shanghai Volkswagen was quick to form partnerships with suppliers to increase the content of Chinese parts in their vehicles and reduce the number of imported parts. Another important aspect is the fact that Shanghai Volkswagen was reinvesting their profits in order to improve their vehicles. Such improvements plus their commitment to the Chinese economy, allowed Shanghai Volkswagen to earn a better reputation among customers.[11] Another major corporation that has been successful in forming joint ventures in China is United Parcel Service. â€Å"UPS has been aggressively expanding its operations there. On Jan. 21 1999, the company announced an agreement with Chinese airline Sinotrans to expand UPS-branded operations to 18 additional cities in China, bringing the total to 21. The two carriers signed a memorandum of understanding that includes new investments to develop dedicated operations and more joint training and management efforts. In 1994, UPS opened representative offices in Shanghai, Guangzhou and Beijing, and by 1996 established a joint venture with Sinotrans in Beijing. Efforts to establish joint ventures in Shanghai and Guangzhou were temporarily put on hold with a change in government leadership.†[12] These examples provide us with some useful information regarding joint ventures in China. However, there are some other facts that you must know: †¢ Laws governing international joint ventures in China are different than the laws for Chinese firms. †¢ Laws may also be different depending on whether the Chinese partner is a state business, village or township enterprise. †¢ China’s legal system consists of guidelines for businesses and individual judges have enough leeway to determine what is right and what is wrong. †¢ Provincial regions can prohibit the sale of goods not produced on its own region. (this was the case with Peugeot suppliers). †¢ The need for government support is greater when the output of the joint venture is sold within China †¢ The local partner is critical when the output must be sold to the government instead of the general public. [13] A survey of 125 randomly chosen Sino-Western joint ventures, each with a minimum of 50 employees, and each in business for over one year, were surveyed in Shanghai. They surveyed mangers from both parent companies in order to compare results and the results were as follows: †¢ The goal emphasis of the two groups was substantially different. †¢ Chinese managers focused on things that they had not yet mastered such as technology, management skills, and capital understanding. †¢ Western managers focused on their own things to be mastered such as understanding the local market, government policy and the political system. [14] Japan The situation in Japan is mixed. While some researchers point that there are some major problems in forming international joint ventures, large multinationals have formed very successful joint ventures and the announcements of more and more joint ventures being formed continues. On one hand is the view that international joint ventures between Japanese and North American firms in the automotive industry have encountered many problems. Most of the problems are related to cultural differences and management styles. â€Å"Although it is overly simplistic to describe Japanese management as long-term oriented and American management as short-term oriented, the Japanese partner firms in this study appeared to focus on customer satisfaction and product quality rather than profit based performance. Japanese firms seemed less constrained by issues of share price and impatient board of directors than their American counterparts.†[15] On the other hand is the trend of new joint ventures being formed or existing ones being expanded, â€Å"Goodyear Tire & Rubber Co. and Sumitomo Rubber Industries announced the formation of four joint venture operating companies. The units will be based in North America, Europe, and Japan. Two U.S.-based service joint ventures will also be formed, one for global purchasing and one for sharing tire technology.†[16] This agreement between Goodyear and Sumitomo reflects some experience in forming joint ventures as they have clearly defined the goals of the different joint ventures. This joint venture seems to be headed in the right direction, it will be interesting to follow up in a few years to see if they actually become successful. â€Å"Dainippon Ink and Chemicals (DIC) and Eastman Kodak say they will combine portions of their Japanese graphic arts businesses in April to make a Japanese unit for their existing JV, Kodak Polychrome Graphics (Norwalk, CT). The combination will increase the JVs sales from $1.5 billion last year to $2 billion in 1999, Kodak says.†[17] Kodak seems to be having success in their joint ventures with Japanese companies as they are expanding their current joint venture. Dupont and Teijin announced that they will form a 50-50 joint venture to manufacture polyester films. The joint venture is expected to generate sales of $1.4 billion and represent 25% of the market. â€Å"Both companies say the venture will allow for the free flow of technology and will combine DuPont’s strengths in the U.S., Europe, and China with Teijin’s strengths in Japan and Southeast Asia.† [18] Once again, it seems that companies that invest time and effort analyzing and understanding the challenges of joint ventures get on the right track from the start. Companies that just want to do business as usual (the case in the automotive industry) will have a hard time making the joint venture successful. SPAIN Spain has seen less activity in terms of joint ventures than Japan and China. It seems that Spain is not perceived as â€Å"risky† country and most companies might be willing to spring into fully owned subsidiaries in Spain. Also, the barrier to enter the market might not be as high as in the case of the Japanese market. However, in some industries, such as the financial services industry, there is a need for joint ventures to penetrate the market. Spanish people look for names of familiar companies to invest their money. According to a London fund manager interested in the Spanish market, â€Å"The easiest way to break into the market is through joint ventures with local banks but there are not many suitable partners. We have looked around a few banks but we haven’t been able to come up with a deal we like the look of.†[19] There is one company that has formed a joint venture with a Fibanc in Barcelona, Lazard Unit Trust Managers. Although, the majority of the investment firms have decided to just open their own branches in Spain. Fidelity’s managing director for central Europe believes that â€Å"Spain has a big population, around 40 million so in terms of sheer size it is very attractive. It’s one of the markets we have to be in. Fidelity opened its office in Madrid this year and has put a sales team in place. We are aiming at creating our own distribution channel rather than any other form of strategic alliance or joint venture†[20] It will be interesting to observe which of the two firms becomes more successful given the different approaches to penetrate the Spanish market. Another recent joint venture in Spain is Spanair. Formed between Scandinavian Airlines (49%) and Viajes Marsan (51%). Due to the recent deregulation of the European airline industry, the two companies were able to establish the airline as a joint venture. Spanair is flying direct from Madrid to Washington D.C. and it is increasing the number of intra-Europe flights. Spanair is now trying to form alliances with United Airlines to gain market recognition in the United States. Spanair has a different approach to marketing, they consider themselves an â€Å"airline with humor†, in fact, they gave away 266 round trip tickets to the first 266 people to arrive at the airport wearing some type of costume resembling some aspect of the Spanish culture.[21] Although, it seems that this airline has had a great start, it will be interesting to find out how they do in the future, as the Spanish culture seems to be playing a mayor role in the way the airline is run. I think that if Scandinavian Airlines is fully aware of the differences in management style between them and their Spanish partners, this joint venture should successful. Russia Prior to 1987, Russia had major restrictions in the formation of joint ventures. Only Eastern Block countries were allowed to form joint ventures with Russian partners. However, after 1987 the opportunity for joint ventures with Russian companies opened up and the result was a flood of joint ventures along with problems, risks, frustrations, opportunities and rewards.[22] The following quote summarizes the joint venture situation in Russia: â€Å"Although more than 10,000 international joint ventures have been registered in Russia since 1987, only about one-fifth of those have actually begun operations. Historically, many Russian-foreign joint ventures fail in the first year of operation, with an average survival rate of about 2.5 years.† [23] Richard Reece has identified some myths about Russians, which he believes are key elements in the failure track of international joint ventures in Russia. Following is a summary of these myths and his observations regarding the myths and suggestions to consider when forming a joint venture in Russia. 1. Russian workers are alcoholics and have an inferior work ethic. Alcoholic consumption might be higher, there is no certainty in this remark, however, Russian workers are used to longer vacations in the summer time and this can create the impression that Russians are lazy. His suggestion is to learn more about the Russian habits and styles prior to committing to a joint venture and have unrealistic expectations. 2. Russians are ignorant, incompetent managers. It is important to remember that Russians are learning about the market economy. For many years they have not been exposed to open markets, so they are less familiar with issues such as pricing, receivables, cost analysis, financing, cash flow, and marketing. It is important to remember that this is one of the major reasons why Russians are looking for partnerships with western companies. Russians are eager to learn more about the western style economics. The best way to find out the knowledge level is trough interviews with potential partners. 3. Russian managers lack business savvy. This myth has some truth in it, however, the fact that the Russian economy is unstable, has given managers the ability to react quickly to changes and adapt to the conditions of the new environment. In fact it is important to understand that not all western style solutions will work in Russia and Russian manager are more familiar with the details on how to get things done in Russia. Richard Reece makes particular emphasis in communication as a key ingredient to a successful joint venture in Russia. If potential partners do not learn about each other, how can they expect the venture to be successful. General Guidelines to Select a Partner. In general regardless of the countries involved, William Myers offers the following guidelines to select an adequate business partner: †¢ Is your prospective partner a known entity? †¢ Have you worked with the group before? †¢ Do the organization’s culture and values match yours? †¢ Does your prospective partner understand how associations work? †¢ Will the organization be flexible in crafting workable deals? †¢ Can your prospective partner clearly define success in the joint venture? †¢ Does your prospective partner have a reputation for honesty, and will the organization define working agreements in writing? [24] Answers to these questions will give you a general idea on whether to proceed with the venture, do more in depth analysis or simply not go through with the process. Conclusion This paper presented examples of successful and unsuccessful joint ventures. It also highlighted important information regarding key aspects of joint ventures in different countries. Joint ventures are still popular and international companies are creating more every day. Therefore, the knowledge from this paper should assist you to better understand the challenges associated with most joint ventures. A topic that was consistent throughout the literature on joint ventures is the importance of cultural differences, patience and the comparison of joint ventures to marriage. Therefore, if you have been married for a while, you might be better prepared for a joint venture than you think. Another interesting observation is that joint ventures seem to be preferred when there are market barriers, such as the case with Japan, or when the perceived risk level is relatively high, such as Russia and China. The fact that there was scarce information on joint ventures between companies of developed nations indicates that joint ventures are not the main avenue of expansion for most firms. This does not imply that they do not happen or that are not recommended, it simply states that they are far less popular. Companies are more willing to establish their own subsidiaries or branches since the risk level is lower. If you are involved in a joint venture, use the guidelines presented in this paper. The authors who recommend them have been studying international joint ventures for several years and have learned a lot from them. ———————– [1] Morosini, Piero.1998. Managing Cultural Differences, Pergamon Great Britain. [2] Inkpen, Andrew. 1995. The management of international joint ventures, Routledge London and New York. [3] Morosini, Piero.1998. Managing Cultural Differences, Pergamon Great Britain. [4] Morosini, Piero.1998. Managing Cultural Differences, Pergamon Great Britain. [5] Morosini, Piero.1998. Managing Cultural Differences, Pergamon Great Britain [6] Finnie, William C. 1998. Strategic partnering: Three case studies. Strategy and leadership, 26 (4): 18-22. [7] O Connor, Neal; & Chalos, Peter. 1999. The challenge for successful joint venture management in China: Lessons from a failed joint venture Multinational Business Review, 7 (1): 50-61. [8] Si, Steven & Bruton, Gary. 1999. Knowledge transfer in international joint ventures in transitional economies: The China experience. Academy of Management Executive, 13 (1): 83-90. [9] Si, Steven & Bruton, Gary. 1999. Knowledge transfer in international joint ventures in transitional economies: The China experience. Academy of Management Executive, 13 (1): 83-90. [10] Harwit, Eric. 1997. Guangzhou Peugeot: Portrait of a commercial divorce. China Business Review, 24(6): 10-11. [11] Harwit, Eric. 1997. Guangzhou Peugeot: Portrait of a commercial divorce. China Business Review, 24(6): 10-11 [12] Traffic World 1999 UPS’s big stake in China talks. Feb 8: 37. [13] Si, Steven & Bruton, Gary. 1999. Knowledge transfer in international joint ventures in transitional economies: The China experience. Academy of Management Executive, 13 (1): 83-90. [14] Si, Steven & Bruton, Gary. 1999. Knowledge transfer in international joint ventures in transitional economies: The China experience. Academy of Management Executive, 13 (1): 83-90. [15] Inkpen, Andrew. 1995. The management of international joint ventures, Routledge London and New York. [16] Fleet owner. 1999. Goodyear, Sumitomo deal. March: 16. [17] Moore, Samuel K. 1999. Kodak and DIC develop another JV. Chemical Week, 161 (8): 22. [18] Westerlvelt, Robert. 1999. Dupont and Teijin take a joint role in films. Chemical Week, 161 (6): 19. [19] Marshall, Julian. 1998 / 1999. Retail Pioneers will gain in Spain. 118: 56. [20] Marshall, Julian. 1998 / 1999. Retail Pioneers will gain in Spain. 118: 56. [21] Guttman, Robert J. 1998. Spanair: The sky’s the limit. Europe, 380:16-17. [22] Reece, Richard. 1998. Successful joint ventures in Russia. World Trade, 11 (8): 42-44. [23] Reece, Richard. 1998. Successful joint ventures in Russia. World Trade, 11 (8): 42-44. [24] Myers, William. 1998. Picking your partners wisely. Association Management, 50 (10): 31.

Less Talk, More Work Essay

Have you ever thought that there is a greater need to work constantly on a daily basis than to catch up on your social life with family and friends? Work addiction is a growing problem today. Most workaholics seem to put work, a main priority, before anything else such as time spent with others. The obsession with work is due to many reasons. For some people, work is needed to earn money to pay for necessary expenses such as food and bills. However, too much of a workload affects a person mentally, physically, or even both. Stress is one of the many reactions when it comes to constant hours or days spent at work. In â€Å"The Company Man,† written by Ellen Goodman, the main character Phil shows how chaotic he is with himself and with his work that eventually leads to his tragic farewell. The lifestyle of working excessively is common. The idea of becoming a workaholic is to strive for a certain value or feeling for oneself. Goodman’s story of The Company Man illustrates a vivid example of a common workaholic. If a workaholic is spotted, the image is depicted as â€Å"anxious, guilt-ridden, insecure, or self-righteous about †¦work†¦ a slave to a set schedule, merciless in his demands upon himself for peak performance †¦compulsively overcommitted† (Marlowitz 7). This workaholic image illustrates Phil. In Phil’s world, everything he does is directed towards work. As an addict living with a wife and three children, he works nearly every day as well as many nights (Goodman 61). He works for an important company, serving as a vice president (Goodman 60-61). Having a high-level position makes him feel important because he â€Å"worked like the Important People† (Goodman 61). Based on his high position, Goodman hints at Phil’ s pride, a powerful factor influencing his motivation and duty to work. While Phil is driven mainly by pride there are many other reasons why he works too hard. These reasons include his identity, self-respect, self-esteem, self-doubts, pressure from family expectations, perfectionism, a coping mechanism for his negative emotions, and his obsessive-compulsive behavior. Some of the key components of workaholism include intensity, energy, competition, and motivation (Machlowitz 26). Workaholism also includes three other main components such as enjoyment, drive, and work involvement (McMillan). When it comes to workaholic men like Phil, they view themselves as the family caretaker and feel completely responsible for taking care of all the family needs (Killinger 139). This viewpoint brings pressure on workaholic men because they feel that they are expected to ensure that there is both financial protection and emotional well-being in the family (Killinger 139). They must be independent especially with earning money. Money attracts power, freedom, and independence (Schaef 120). Chasing after the goal of money-making is a way for workaholics to ga in achievement, which sets off a powerful drive (Schaef 120). Not only do pressures from the family increase this drive, but the work addict himself plays a factor as well. A workaholic is able to enjoy and love a job if he is fairly good at it. His self-esteem increases with the thought of being good at something. Therefore, he would feel even better and take even greater pride in what he knows and what he is capable of doing. This pride takes over and motivates him to excel and become a perfectionist. However, there comes a moment when perfection gets out of hand and he develops an obsession. A psychological dependence grows out of the addictive behavior from workaholism (McMillan). Work becomes central and all other aspects of life are forgotten (Schaef 119). As compulsive workers, they become obsessed with work and cannot stop (Shimazu). Their drive is ongoing with the thought of taking charge and taking control over everything and everyone (Shimazu). Fears, doubts, and insecurities start to develop inside, which pushes their mindset to work to the full extent. Aside from these feelings, workaholics hold ambitions, enabling them to be superior and competitive at all times, which can bring an overload of stress (Machlowitz 43). Working hard appears to be the only solution to overcome and avoid negative emotions such as anxiety and to gain respect and approval from others (Machlowitz 43). Other reasons for Phil’s obsession with work include his Type A personality and fears of laziness, failure, and loss of control, and. Phil is motivated to work long and hard because he cannot bear the thought of failing. Failure portrays the end of the world to workaholics like Phil; therefore, they must succeed (Machlowitz 41). Another fear is laziness. Ironically, workaholics hold a strange belief that they are naturally lazy (Machlowitz 42). As a result, they drive themselves even harder to avoid falling behind in work. Some, but not all, workaholics develop a Type A personality. This personality consists of negative traits such as impatience, aggressiveness, and competitive impulses (Machlowitz 44). A Type A also includes the need to rush, to work rapidly, and to set aside feelings such as fatigue during working hours (Machlowitz 44). Workaholics hold an illusion over the loss of control (Machlowitz 45). Because of their obsession, they are made to believe they are given all the respect and hold all the power if everything is done only their way and no one else’s (Killinger 8). Work has the ability to consume selfish and demanding feelings in an addict (Killinger 9). Being a workaholic can significantly affect both psychological and physiological health. According to Barbara Killinger, workaholics are at a loss because they suffer through many mixed emotions. Workaholics experience confusion and pressure from their families, doctors, or colleagues which causes them to reduce the amount of hours they work (133). Severe fatigue and exhaustion also occur (133). When they decide to slack off and the work starts piling up, they are at a loss of control, becoming stressed, overwhelmed, and panicky, and experience claustrophobic moments (134). Some, but not all, may feel empty and at a loss for sense of direction (134). They may also become overly sensitive, restless, and easily annoyed (134). They then go into frenzy, taking all things personally (134). Workaholics have a problem with the need to regain control in order to feel satisfied after (134). They know they cannot accept failure and so, the goal is to succeed fully, otherwise, they turn irate and feel worthless (134). However, the more adrenalin they build up into their system, the more constant fatigue they will most likely experience after (134). Barbara Killinger also mentions fatigue as a leading cause of a number of conditions in behavior (134). A pattern of eating and sleeping changes, sexual desires increase or decrease, inability to concentrate, and lack of motivation in work or play. Other signs include isolation from family and friends, memory loss, mental, physical and emotional exhaustion, unreasonable frustration or mistrust, and lack of care and need to distance oneself from a problem (134). In addition to these signs of depression are the harmful responses from anxiety and workaholism. Such responses can include inability to keep calm, nervousness, dizziness, abnormal blood pressure, heart problems, difficulty breathing, and other physiological symptoms (135). As for the psychological responses, these include an increase in stress and defense responses. Once they experience extreme anxiety they may cope by resorting to fantasy and exaggeration (135). Excessive worry and sense of sudden danger occur as well (135). Once workaholics become paranoid, they also experience high levels of doubt. They feel anxious and worry that bad things are about to occur (135). Going back to Phil, he most likely could have experienced one or more of these kinds of signs or symptoms. As the passage states, â€Å"Phil was overweight and nervous and worked too hard. If he wasn’t at the office, he was worried about it. Phil was a Type A, a heart-attack natural.† (Goodman 62). Therefore, he did have three symptoms: nervousness, worry, and heart problems. These symptoms did some serious harm to him. It is no surprise that Phil passed away because of a coronary thrombosis (Goodman 60). Workaholism also affects those around the workaholic. Very often, workaholics do not consider how their behavior affects others, particularly family members. Consider Phil from The Company Man as an example. Work interference puts the role of parenting in jeopardy. Work serves as the main priority. Because Phil works so much, this interferes with his ability to be a good parent (Killinger 159). There are three types of fathers: authoritarian father, indulgent father, and negligent father (Killinger 147). All three types affect children in negative ways (Killinger 147). Phil is the negligent father type. He is oblivious to the needs of his family and engages solely in work (Killinger 147). A lack of communication exists between Phil and his twenty-four-year-old daughter. They have nothing to say to one another (Goodman 61). A lack of interaction also occurs between Phil and his twenty-year-old son who graduated from high school and works various jobs to support himself for food (Goodman 61). Phil is impressed by his son’s good actions of earning money and the son is Phil’s favorite. However, Phil’s absence and his unavailability is such a disappointment, especially for his son. Phil’s son tries so hard to reach out and grab his attention and approval (Killinger 161-62). Although Phil shows little affection by staying up many nights in excessive worry for his son, it is still not enough to say that there is interaction or love between the two because there is none. Sons of missing fathers think as if they don’t belong in society and feel like outsiders (Killinger 162). As a result, these negative thoughts and feelings cause them to turn to drugs and crime or drop out of school (Killinger 162). From the money Phil’s son earns, he uses it to buy â€Å"grass† or drugs (Goodman 61). His action portrays how badly affected he is for the lack of acceptance, personal warmth, and value he desperately needs from his father (Killinger 162). The negative affection is the same for Phil’s forty-eight-year-old wife Helen (Goodman 61). Phil’s constant absences emotionally harm her the most. As a spouse, it is hard to maintain an intimate, loving relationship if the significant other happens to be a work addict (McMillan). Maintaining such a need leads to a bad outcome. Since there is no emotional attachment, care, and intimacy presented, the relationship is put at risk due to work interference (McMillan). In addition, the family is left in dissatisfaction and distress. Phil chooses to give up his social life, an essential value, instead of his work obsession, what he believes to be most important than anything else (McMillan). Having to continue putting up with Phil’s behavior, Helen is left with no choice but to give up trying to fix the problem of keeping everyone united together when the real problem is Phil and his lack of presence and his role as the father. Emotional damage is not just in family members but in coworkers as well. Coworkers have to deal with the complaints and demands from workaholics (Machlowitz 52). In addition, they are given all the blame and criticism, especially if tasks are not done perfectly (Machlowitz 54). Some workaholics tend to do more than what is expected of them, making everyone else’s hard work seem very little as if they have not done enough (Shimazu). Recognized as aggressive individuals, workaholics put a great amount of pressure and verbal harassment on coworkers (Machlowitz 44). Because of this negative abuse, coworkers may feel easily annoyed or put down too much, which can affect their work performance (Shimazu 156). According to Marilyn Machlowitz, there are actually four types of work addicts (32). Knowing for a fact that there is more than one type is unusual for one may assume all workaholics are the same based on the one activity they have in common: work obsession. However, this assumption is not true. The four types of work addicts are the dedicated workaholic, the integrated workaholic, the diffuse workaholic, and the intense workaholic (33). Phil is a dedicated workaholic because this type of workaholic has no outside activities or hobbies (33). If anything, their relationship with their job serves as the only activity they will ever have because it is their only prime focus. Consider the line of the white rabbit in Alice in Wonderland, â€Å"I’m late, I’m late, for a very important date. No time to say hello, goodbye, I’m late, I’m late, I’m late!† (Killinger 132). Every second is precious because time is a major necessity that cannot afford to go to waste (Machlowitz 31). Impatience is presented but a strong dedication is shown as well. Workaholism works the same way. Like the white rabbit, Phil shows a strong commitment to work and to act on it fully. Studies have shown how badly workaholics put themselves in with themselves and their lives. Studies also show the negative health effects on workaholics more than non-workaholics such as sleeping problems, depression, and dissatisfaction with the balance between work and life, and constant worry over lack of quality time with family and friends (Keown). For example, 56% admit being unable to make time for leisure and making plans to change all that (Keown). Another example declared that one-third prefers to be more isolated (Keown). These studies show how much of a huge impact work has on their identity (Keown). Although they accept the consequences they must bear and the sacrifices they must cope with, workaholism does not eliminate the outcome of having poor detrimental health. Everyone has their own excuses, reasons, and values to workaholism. Their compulsive attitude and behavior gives the impression that nothing gets in the way of work, the â€Å"only† priority in life. However, workaholism puts one’s health, whether mental or physical, at high risk. Emotional and physical harm is targeted not just towards the workaholic but towards his or her family members and coworkers too. The Company Man depicts Phil’s workaholism displaying a serious effect on his wife and children. His work obsession also illustrates the loss of his social life with his family and his coworkers.

Differences Between Centipedes and Millipedes

Centipedes and millipedes  seem to get lumped together in a miscellaneous group, simply, the critters that are not  insects or arachnids. Most people have difficulties telling the two apart. Both centipedes and millipedes belong to the subgroup of multilegged creatures called myriapods. Centipedes Within the myriapods, the centipedes belong to their own class, called chilopods. There are 8,000 species.  The class name originates from the Greek cheilos, meaning lip, and poda, meaning foot. The word centipede comes from the  Latin  prefix  centi-, meaning hundred, and  pedis, meaning foot. Despite the name, centipedes can have a varying number of legs, ranging from 30 to 354. Centipedes always have an odd number of pairs of legs, which means no species has only 100 legs as the name suggests.   Millipedes Millipedes belong to a separate class of diplopods. There are about 12,000 species of millipedes.  The class name is also from the Greek, diplopoda which means double foot.  Although the word millipede derives from the  Latin  for thousand feet, no known species has 1,000 feet, the record holds at 750 legs.   Differences Between Centipedes and Millipedes Besides the number of legs, there are a number of characteristics that set centipedes and millipedes apart.   Characteristic Centipede Millipede Antennae Long Short Number of legs One pair per body segment Two pairs per body segment, except for the first three segments, which have one pair each Appearance of legs Visibly extend from sides of body; trail backward behind body Do not visibly extend from body; rear leg pairs in line with body Movement Fast runners Slow walkers Bite Can bite Do not bite Feeding habits Mostly predatory Mostly scavengers Defensive mechanism Use their fast moves to escape predators, injects venom to paralyze prey and can squeeze prey with back legs. Curls body into tight spirals to protect their soft undersides, head, and legs. They can burrow easily. Many species discharge a smelly and disgusting-tasting liquid that drives off many predators. Ways That Centipedes and Millipedes Are Alike Although they vary in a lot of ways, there are some similarities between centipedes and millipedes like belonging to the largest phylum in the animal kingdom, Arthropoda. Body Similarities Besides both having antennae and many legs, they also breathe through little holes or spiracles on the sides of their bodies. They both have poor vision. They both grow by shedding their external skeletons, and when they are young, grow new segments to their bodies and new legs each time they molt. Habitat Preferences Both centipedes and millipedes are found throughout the world but are most abundant in the tropics. They require a moist environment and are most active at night. Meet the Species The giant Sonoran centipede,  Scolopendra heros, which is native to Texas in the U.S., can reach 6 inches in length and has sizeable jaws that pack quite a punch. The venom can cause enough pain and swelling to land you in the hospital and can be very dangerous to small children or  individuals that are sensitive to insect toxins. The giant African millipede,  Archispirostreptus  gigas, is one of the largest millipedes, growing up to 15 inches in length. It has approximately 256 legs. It is native to Africa but rarely lives in high altitudes. It prefers forest. It is black in color, is harmless and is often kept as a pet. Generally, giant millipedes have a life expectancy of up to seven years.

Essay about The American Civil War Was Inevitable

America’s transformation into the country we live in today has been formed through numerous events during its short history but the event that will split the United States into North versus South is truly one of the most defining events in American history. Through numerous events leading up to the start of the Civil War, I will attempt to show how the United States was destined for conflict and that the Civil War was inevitable. The first way I will show how the war could not be avoided will deal with the issue of slavery. Slavery should be the first mentioned because many conflicts within the United States leading up to the Civil War and the division of the United States dealt with slavery. The Missouri Compromise should also be talked†¦show more content†¦Many of the people in the North that were of the Protestant faith believed in a different set of moral codes than the people of the South. In an excerpt taken from the textbook American Promise, the authors sum up what it was to be a Protestant at the time. â€Å"Not content with individual perfection, many of these people sought to perfect society as well, by defining excessive alcohol consumption, non-martial sex, and slavery as three major evils of modern life in need of correction† (page 376). The Protestant ideal helped form many groups that fought for the abolishment of slavery, among them the abolitionist movement. The Protestants felt that all men were created equal and this was in direct conflict with many Southern people. Many of the Northern reform groups â€Å"found their initial inspiration in Protestantism’s dual message: Salvation was open to all, and society needed to be perfected† (page 385). The North’s economy was based on textiles, shipping, and skilled trades. Their climate was not suited for the same type of agricultural products that the South produced like cotton, sugar, rice and tobacco. Northern states like New England manufactured and shipped goods like guns, clocks, plows and axes (page 399). One reason for the South’s dependence on slavery is because their economy relied on the existence of slave labor. For example, the cultivation of cotton depended largely on slave labor, with 75% of the crop grown on plantations,Show MoreRelatedWas The American Civil War An Inevitable?1390 Words   |  6 PagesSabrina Scovino Was the American Civil War an inevitable consequence of the American Revolution? The American Revolution marked significant changes in the political, social, and economic status of the Americans. For a long, time the lives of the Americans were darkened by the British colonial rule. The British government passed several intolerable Acts. For instance, the Massachusetts Government Act was a restriction to town meetings. As a result, the American opponents began collective actionsRead MoreThe American Civil War Was Inevitable1975 Words   |  8 Pagesitself cannot stand were the words of Abraham Lincoln in a republican convention on June 17,1858 in Illinois. The inevitable debate over slavery, popular sovereignty, the publishing of Uncle Toms Cabin, and Lincolns election would eventually have brothers versus brothers fighting each other in a bloody war. Religion, economics and the lost of power made the civil war an inevitable one. Popular sovereignty is the ideal that people could choose their laws such ideal Lewis Cass first broughtRead MoreWas the American Civil War Inevitable?2559 Words   |  11 PagesWas the American civil war inevitable? The civil war was inevitable, only however, after one key event; the cotton gin made the civil war inevitable. The invention of the cotton gin in 1793 was the key element which enabled the south to have sufficient vested interest in their traditional lifestyle in order to feel the need to defend it at all costs even from their Northern countrymen. The core argument of this essay centres around the evidence which clearly defines their being in existence twoRead MoreThe American Civil War Was Inevitable Essay1641 Words   |  7 PagesThe Civil War was inevitable in many reasons. The economic and industrial evolution was mainly in the North side of the United States while the South was just a cotton kingdom, Slave Empire. Also both were completely opposites of one another when it was about freeing the slaves or hiring more. With many debates there has to be sides that would be separated especially if the president has so much hate from the people. With that being said, since many want opposing ideas, the Civil War becomes muchRead MoreEssay on The American Civil War Was Inevitable1930 Words   |  8 PagesThe Civil War: one of the most pivotal and significant moments in the history of the United States of America. The dividing of a newly birthed nation upon itself - the turmoil created threatened to collapse a unified yearning for independence. A nation once united by the solace of solidarity, once tread on by the tyranny of a motherland, once triumphant in a fight for freedom, became segregated by principle. Power and greed fueled a dichotomy between color and people which repercussions lingeredRead MoreThe American Civil War Was Inevitable Essay1653 Words   |  7 PagesThe Civil War between the North and South was the result of two cultures that economically, morally, and legally clashed on almost all levels. The steadily growing conflict between the two parts of the union makes it hard to pinpoint the origin or the cause of the resulting war. The conflict a rose from a nation thats geographical areas had slowly grown apart in their ideals and also their source of income, which is often the cause of strife between battling regions. This rift driven between the twoRead MoreThe War Of The American Civil War960 Words   |  4 Pagesslavery even if it meant war caused peace in this nation. Slavery was the vital cause of the American Civil War. The north and the south both had their differences on how to run the country. People in the North believed in unity and that slavery should not exist because â€Å"all men are created equally.† On the other hand, the South believed in continuing slavery. People tried to talk it out and come to a middle ground after both sides compromising, however that didn’t work and caused war. Ideological differencesRead MoreSlavery as the Cause of the American Civil War Essay1733 Words   |  7 PagesThe American Civil War was the bloodiest military conflict in American history leaving over 500 tho usand dead and over 300 thousand wounded (Roark 543-543). One might ask, what caused such internal tension within the most powerful nation in the world? During the nineteenth century, America was an infant nation, but toppling the entire world with its social, political, and economic innovations. In addition, immigrants were migrating from their native land to live the American dream (Roark 405-407)Read MoreThe Civil War Was Inevitable1399 Words   |  6 PagesThe American Civil War took place from April 12, 1861 to May 9, 1865. The simple answer is yes: the Civil War was completely inevitable, but there were many events, documents and people before its beginning that certainly had a large bearing on the war itself. The most divisive political issue in the United States in the mid-1800s was the expansion of slavery, and slavery is certainly the common denominator of the events leading up to the Civil War. People from the North were abolitionists, lookingRead MoreThe American Revolu tion And The Civil War1567 Words   |  7 Pages In the eyes of most, the American Revolution was a momentous event that shaped not only what would now be the America we know today but the whole world as well. However, this event had ramifications that affected the history of America for many years to come. In fact, many of those same ramifications led to what we know as the American Civil War. While it may be difficult to distinguish whether or not the Civil War was an inevitable consequence of the American Revolution due to lack of correlating

Student Paper Writing Service Tips

Student Paper Writing Service Tips A professional writing service can create all the difference on Earth. So, you may rest assured your term paper service is going to be delivered by means of a pro. Therefore, you might rest assured your term paper service is going to be delivered by means of a pro. So, you might rest assured your term paper service will be delivered by way of a pro. Want to Know More About Student Paper Writing Service? Whenever you receive a paper completed by way of an expert author, you may certainly expect to locate a top quality. The former paper you're going to get from our writers will probably be beyond your expectations. Furthermore, it's irrelevant if you are looking for the professional resume writing services or research paper writers you're likely in order to track down all info you must make the correct choice at a single site. In addition, it isn't important if you're trying to find the professional resume writing services or research paper writers you'll have the ability to discover all info you must make the correct choice at exactly the same spot. Let our staff know the type of paper you require, the wide selection of pages required, and in the event you require it by. Make an order at Best Academic Writers today and find the kind of paper that you desire. Make an order at Best Academic Writers today and find the type of paper which you desire. In case you require expert help with your paper, you've arrive at the right site. If you prefer to find a finished paper for a reasonable price, you're in the region you'll need! You must be sure the service you employ will give your paper to you on time. The Pain of Student Paper Writing Service Bad Customer Support The quality of consumer support is the reflection of the grade of the services the provider provides. Customer support will direct you get through the entire procedure, you'll have the capacity to use a very good deal of discounts and promo codes and you'll definitely be in a position to to locate what you need with them. Most services offer loyalty discounts. Such a service is always able to assist to your educational procedure and it can help you to construct your academic career wisely. What the In-Crowd Won't Tell You About Student Paper Writing Service When you're concerned about writing research paper, it can cause you to be stressed and not to have the c apability to do in the easiest way throughout different regions of your life. So you don't have a thing to worry about since they possess all the crucial skills to compose the best research paper. To keep on expanding the borders of your sandbox, the degree of the skill you could practice and apply, you are going to have to do a specific amount of research. Therefore, once you're speaking about data science or applying to jobs, attempt to work out what the particular relevant definition of information science is for that scenario, and make sure it matches yours. Hearsay, Deception and Student Paper Writing Service Obviously, whenever you aren't able to compose your paper it might still be completed dependent on your standards and requirements by a specialist essay writer who cares. Students from all around the world are attempting to discover expert essay writing service. Would you like to look at your essay writing skills. With, the ideal essay writing support, you will pr ove to be exactly what you. You don't have to be concerned about acquiring a paper written by somebody who's writing their very first essay. An essay writing service might not be experienced. It's not straightforward to settle on a service to get your essay from. Each of on-line essay service may contribute to australianessays. Are you aware why most students don't compose high-quality research papers. Students will probably be all different. Quite frequently, they do not understand how and where to begin writing. The student can select the most suitable way for him personally. Student Paper Writing Service Fundamentals Explained In an extremely brief term, it's tough to digest all the info on the lectures, and especially all the necessary material to choose a firm hand on the exam. You've got to trust the procedure. As a result of using our services, you are going to be extended a custom-written paper you are going to be in a position to use for your own purposes. Thus from using our services, you 're secure a custom-written paper you're able to utilize for your own purposes.

Diversity Management for Domestically- MyAssignmenthelp.com

Question: Discuss about theDiversity Management for Domestically and Internationally. Answer: Introduction: The change in the environment of competitive market is witnessing the evolvement in the role of the Human Resource Manager who is playing a strategic role in the organizational success. The increase in competition, both domestically and internationally, requires organizations to be more flexible, responsive, pliant and customer oriented for their success. For an organizations success, the HR needs to be the business driven role with the proper understanding of the bigger picture that lies ahead in the organization along with the ability to influence important policies and decisions. In the recent business scenario, a HRs main role is to retain and develop the talent, motivation the existing employees and training the new ones for better performance (Harvey and Allard 2015). This paper would be highlighting the best practices of the diversity Management within modern organizations and the diversity management focus on CERA. It is important to know whether HRM has the ability to meet t he challenges of diversity management. Diversity Management Late in the 1980s, diversity Management got developed in North America and the concept gained immense popularity as a tool of new management in the UK and continued to be the same for the unrelenting economic and social climate. In the current business scenario, it is important to have thriving strategies at workplace for the competitive anxiety on the organizations for sustaining and developing the economic feat and the societys changing and objectives and prospects. Peoples thinking of diversity revolves around the thought of customs and race followed by gender, though diversity is a much bigger concept than that. Diversity dimensions takes into account the facts of ancestry, ethnicity, age, race, physical ability, educational background and the work experience. From an organizations perspective it is significant in understanding the ways these dimensions influence motivation, success, performance and the interactions with others. The basic notion of handling diversity at workforce takes in the diversified population of people. Diversity comprises of certain visible and non-visible diversifications that includes the factor of race disability, style of work and age (Lauring 2013). It is being established on the principle of exploiting these differences that would in turn generate a prolific environment where everybody associated feels valued, where their talent gets full exposure and is being utilized in the best way for meeting the goals of the organization.Evaluation of Diversity Management: In todays active and ever changing social structure, diversity has knocked the door of every large and small organization across the globe. The constant shrinkage of the society along with the modernity that is being infused within such organizations have supplemented of the ways these diverse population can be managed efficiently at the work place (Richard, Roh and Pieper 2013). Some of the researchers have put forward the speedy changing of the demographics as the main reason for concerns related to diversity and the awareness of its management in general. On the other hand, the diversity management perception and the amount of significance it has depends on the specific country in which the organization is operating. Studies on the initiatives of diversity in the multicultural organizations existing in Canada discloses that around 50 per cent of the organizations there do not consider diversity to be a management issue, or in simple sense not even a general issue. The reason behin d such a phenomenon is Canadas ability in accommodating and promoting the matter of cultural differences in both the small and large associations, thereby, any initiatives related to diversity management in Canada is not required (Gotsis and Kortezi 2013). The organizations seek the benefit of a diversified workforce that comprises of the factors like attaining of skilled personnel and at relatively lower rates, though managing of the same might pose a threat to the managers. Two factors should be taken into consideration by the managers while dealing with a diversified workforce; one being that every employee should be treated fairly and the other being certifying efficient management of the workforce in promoting bigger rewards for the company giving it a competitive edge. Moreover, advantages related to cost achieved through lower cost on training is also being depicted while supervising the assessment in appreciating diversity. Certain other researchers have been praising the benefits in mentioning that companies with the best principles administering diversity having better prospective of drawing best possible talent from various backgrounds, subsequently promoting a rich course of innovative ideas and standpoint across the organi zation (Sabharwal 2014). An important focus in the hypothetical and realistic perspectives related to the diversity management at the organization has been the cultural persuasion of their initiatives. Clashes in the culture and globalization are parallel in nature with the former being a major focus of various researchers for better understanding of the matter causative to it. It has been stated that employees do learn most of culture related issues of the organization from their seniors, while being on the individual level the learning comes from the parents. Moreover, the difference in the culture that exists at a typical work place considers various forms of cultures. This takes into account the culture of the workers, the culture related to managerial system, and the culture of the organization itself. These differences in the cross-cultural issues can encompass an overall new dimension set for the values of work and beliefs that exist about the success of the work, communication persisting among staffs , making of decisions and the authoritative power. Diversity management is bout promoting values and believes and appreciating of the same, countering of the chauvinism and the discrimination and streamlining of the different constructive attributes of diversity for the better output of the workforce. Managing of such a thing can be an issue for the managers and the managers hold key in guiding the workforce towards attaining of the professional goals. Another big challenge for the managers in the implementation of the diversity management have been their reliance on limited research data that is available over the database. The lack of experience of the manager might be another factor that might jeopardize the overall process of the diversity management factor. Gender diversity and the efficient management is another challenge that has played a vital role in the management of corporate diversity. The current socialized world and subsequently, the women indicate the eminence of the gender aspect in the architecture of culture. It has been stated that women does possess different views and perspectives from their male counterparts, agreeing to the fact that women display better suppleness and talent to tackle with uncertainty and have proven to better managers than men (Dover, Major and Kaiser 2014). This have been the biggest factor in raising several concerns related to insecurity in jobs, lowering of the self-esteem, jealousy, work related depression and negative competition for the fact that the female employees are receiving fair and equal opportunities in showcasing their talent like men. Therefore, a major question that might crop up is the ways that the organizations have come up with about managing the gender related diversity. A pot ential answer to this question would be because for the fact that it influences the total performance, efficiency in operation and the image of the organization in general sense, all these factors are crucial in considering the organizational success (Barak 2016). Best Practices of Diversity Management: The best practices in the field of diversity management are often being imitative from the careful and methodical reflection of the practical experience and hard work related to it. As per Canas and Sondak (2013), top leadership commitment is one of the factors or practices of diversity management where the top-level executives communicate the organizational vision in the best possible manner. Through this diversity is being incorporated as an organizational priority. Diversity has often been the strategic plan of an organization that gets developed and united with the strategies of the company. It has often been linked to performance as well. It takes into account a work environment that is more diversified having the ability to yield superior productivity and assisting in improving the performance related to individual level and organizational. Diversity has been more than just a moral necessary- it is more of an opportunity in business. This is the message that needs to be properly communicated through the organizational departments and should reach every employee. A review of the demographic shifts in the population of U.S. and the market place offers sufficient rationale favouring diversity. However, it is significant from the organizations perspective to investigate and share data relevant to the current and proposed demographics within their precise market or the community. Implementing diversity is never the job of a single person. For it to be effective and efficient, the responsibility of diversity needs to be shared across the organization with its managers and leaders being held accountable for the diversity objectives and goals along with the measurable outcomes. Organizations need to make it a priority in augmenting their number of under-represented population across different levels of the organization. Mostly, this refers to expansion in the number of the ethnic and racial minorities, female executives and the people having some sort of disability. It should be remembered that a diversified workforce serves better a customer base that is diversified too, enhancing innovation, making the organization more malleable and often increasing performance related to financial matters. Lastly, an organization would do well if it sets up a diversity community that is mostly instrumental in appealing the employees in taking active role in the initiatives related to diversity management (Knights and Omanovi? 2016). The committee can take enough initiative in planning events that aware employees of diversity, disseminating the information relevant to diversity education and materials, serving in an advisory capacity to the senior leaders. Employees should be given a proper platform where they would be able to converse their concerns or their level of satisfaction related to diversity issues. Presence of open and honest dialogues can work wonders for the individuals and the organizations on whole, but they must be contained through safe and supportive environments for sensitive dialogues (Harvey and Allard 2015). CERA Case Study: CERA is an organization that needs to focus on the diversity management and the innovative use in connecting its people with the global clients and on the local front. The firm supports the executive goals with the development of a personal scorecard that needs to take in one of the two global transformational priorities. The compensation that is prevalent within the organization takes in the ethnicity and the snapshots inclusive of gender related factors that tracks around 20 metrics on the progression being made by the women, Asians, Australians and the American Indians. Metrics includes the promotion, retention, selection, arrangements for work flexibility, and active participation in the high probable growth programs, survey scores and the assignments of the client. The company has been continuing its stronger talent enlargement with the best possible programs related to mentoring including the career watch, CERA excellence program. Programs related to diversity management and ot her cultural associations can work wonders for the company. Mark French needs to understand that diversity management is an important facet within the organizational environment. Just because the company has a diversified workforce, diversity management should not be waste of money, but something that would put things back on track for the company. The employee resource is one of the most important assets of CERA. More employees need to participate with the CERA management needing to focus on identifying and nurturing the talent and have fo long being involved in the boarding process of the employees that are new. The resource of employee group is being measured in various ways like retention, engagement contribution and promotion of the work force and their responsibilities. Each of the group needs to have an executive sponsor who would be accountable for exhibiting the contribution made by the group in the business. Major Discussion: There is enough evidence of the workforce diversity developing the efficiency in organization through increased creativity level both from the perspective of an individual or an organization. CERA would do well if the diversity management of the company improves the decision making and problem solving though provision of the work teams with various diversified perspectives. For CERA, diversity management can be an important strategic organizational goal that would be interacting with the other business aspects like the management practices, leadership, and development of products, financial projections and global communications. Just comprising of diversity would not help the cause of the business being successful; neither has it guaranteed that it would create improvement. Research has proved the fact that meagre changing of the workforce structure would not bring success to the organization. There are certain cases where the workforce diversity has undermined the performance of the business. Certain such factors can be low on morale, problems related to communication, confusion and ambiguity. CERA if not focuses properly in the matters of diversity management, might generate discomfort for the few members in the workforce, resulting in lower organizational connection and incorporation. There is enough possibility that if diversity is capable enough of leading to better performance, the cost of synchronizing the diversified workforce can block certain advantages. Diversity if not managed properly by the CERA management can produce internal processes that has the ability in causing delay in the process of ma king decisions and keep the employees at bay from being concentrating on the task in hand. The team that is being formed of individuals having different thought process might find it difficult in developing a shared principle and an efficient group process. Conclusion: The Human Resource Manager role must run parallel to the changing organizational needs of the organization. Successful organizations are have been becoming more resilient and customer centric in their work process. Organizations can be strengthened through the leveraging differences that reflect the employee diversity. Surveys have been proving to be a positive impact on the superior performance where the team of the senior management takes in the diversity in ages, gender, ethnicity and gender. A diversified workforce has the ability to develop the organizational ingenuity and efficiency. Handling a workforce that is diversified in nature can be a challenge, people forming a group having different thoughts has the potential to accomplish bigger things, though it can also give rise to conflict. Organizations need to adopt certain strategies of the organizations that have seen the light of success in the area of diversity management. Reference: Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Choi, S. and Rainey, H.G., 2014. Organizational fairness and diversity management in public organizations: Does fairness matter in managing diversity?.Review of Public Personnel Administration,34(4), pp.307-331. Dover, T.L., Major, B. and Kaiser, C.R., 2014. Diversity initiatives, status, and system-justifying beliefs: When and how diversity efforts de-legitimize discrimination claims.Group Processes Intergroup Relations,17(4), pp.485-493. Gotsis, G. and Kortezi, Z., 2013. Ethical paradigms as potential foundations of diversity management initiatives in business organizations.Journal of Organizational Change Management,26(6), pp.948-976. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. Janssens, M. and Zanoni, P., 2014. Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), pp.317-331. Kirton, G. and Greene, A.M., 2015.The dynamics of managing diversity: A critical approach. Routledge. Knights, D. and Omanovi?, V., 2016. (Mis) managing diversity: exploring the dangers of diversity management orthodoxy.Equality, Diversity and Inclusion: An International Journal,35(1), pp.5-16. Lauring, J., 2013. International diversity management: Global ideals and local responses.British Journal of Management,24(2), pp.211-224. Richard, O.C., Roh, H. and Pieper, J.R., 2013. The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?.Human Resource Management,52(2), pp.215-242. Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), pp.197-217. Trittin, H. and Schoeneborn, D., 2015. Diversity as polyphony: Reconceptualizing diversity Management from a communication-centered perspective.Journal of Business Ethics, pp.1-18.

Seminar on Challenges in Human Resource Management in 21st Century Essay Example

Seminar on Challenges in Human Resource Management in 21st Century Essay Mrinal Jyoti Deka Chandan Kalita Sonam Doloi Barnali Devi Reemamoni Sarma Pranjit Choudhury INTRODUCTION Uncertainty and complexity characterize the greatest challenges todays world for managers at all organizational levels. Responding to shifts in the external environment requires ever-vigilant managers. These managers must be agile themselves in order to effectively promote agility in their environments. Agility is required in numerous areas for managerial success. These areas include flexibility in managing employees, flexibility in rewarding employees, ability to flexibly plan, flexibility in solving problems, technological agility and flexibility in addressing organizational politics. Another challenge in worker motivation is the growing diversity in the workforce. The multi-cultural workforce will continue to grow at the both sector domestic level and an international level. A diverse workforce results from a global economy. This diversity reflects the need for managers to be more flexible. All facets of managing people must be re-thought with a broader mix of workers. All jobs no longer must be performed in exactly the same way, at the same time, or even in the same location. Managers cannot llow themselves to be constrained by the past, but instead they must approach management to from an entirely new perspective with an entirely new workforce. CHALLENGES OF WORKER MOTIVATION IN 21st CENTURY 1. INNOVATIVE OF TECHNOLOGY: Due to the emergence of innovative technology, the worker those who are not familiar with the technology find it difficult to perform their jobs as they do not adapt to this. So by providing proper training it can be made familiar with the tech nology and they will motivate to perform their task. 2. WORKERS DIVERSIFICATION: Today’s workforce is very much wide. We will write a custom essay sample on Seminar on Challenges in Human Resource Management in 21st Century specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Seminar on Challenges in Human Resource Management in 21st Century specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Seminar on Challenges in Human Resource Management in 21st Century specifically for you FOR ONLY $16.38 $13.9/page Hire Writer So organization should take deep insight about the behavior of the employee and accordingly device the strategies to motivate the worker is a major challenges. 3. EMERGENCE OF KNOWLEDGE WORKER: Nowadays the new employees who have joined organization are better educated, more carrier-oriented and relatively less ideologically committed. This breed employee seeks more meaning from their work instead of traditional return of employment. Importance of Workers’ Motivation †¢Proper utilization of human resource: Human resource is of paramount importance for the success of any organization. It is a source of strength and aid. Human resources are the wealth of an organization, which can help it in achieving its goal. Through proper utilization of human resource management can get and use the skill, knowledge, ability etc. by development of skills, tapping and utilizing them again and again. Hence, human resource has become the focus of attention of every progressive organization to motivate its workers. †¢Better organizational image: Enterprises which offer better monetary and non-monetary facilities to their employees have a better image among them. Such concerns are successful in attracting better qualified and experienced persons. Since, there is a better man-power to development programmed; the employees are likely to join such organization. †¢Better industrial relationship: A good motivational system will create job satisfaction among employees. The employment will offer those better service conditions and various other incentives. Proper motivation create an atmosphere of confidence among the employee and employers and cordial relationship will create a healthy working environment. So, motivation among employee will lead to better industrial relationship. †¢Acceptability to change: The changing social and industrial situations will require changes and improvements in the working of enterprises. Employees resist changes for fear of an adverse effect on their employment. When the employees are given various opportunities of development then they can easily adapt to new situation. Thus, motivation will ensure the acceptability of new changes by the employees. †¢Reinforcement: It is a very powerful motivational tool. It is not only used for motivating the employees but also for enhancing organizational effectiveness. Organizations, now-a-days are making use of various technique for modifying the behavior of organization members, so that they are engaged in desirable behavior. How to Motivate the Workers A. Financial incentives: Financial incentives are the monetary reward. In the form of more wages and salaries, bonus, company paid insurance for their performance. According to Gellemen â€Å"Money is actually used to retain good person in the organization†. Some of such incentives are: 1. Bonus 2. Free insurance 3. Medical re- imbursement 4. Profit sharing. B. Non Financial Incentives: Non financial incentives Full fill the higher order needs for status recognition and ego in the society emerge. Some non financial incentives are: 1. People Mission: Organization should committed to investing their employers and ensuring that they work in safe and fair work environment in which everyone equipped with learning and tools to achieved in their job and fulfill their potential regardless of their age, gender, race, sexual, orientation etc. This mission attracts people with the talent to thrive in a fast moving and challenging global environment. 2. Mentoring: It is a program to help employers to raise their potential and manage their career effectively. This strongly support talent management initiative is to attract, develop and retain the best and enable the better understand the taken with the organization. 3. Strengths best Approach: This philosophy focuses on weakness and gives highest potential for the performance and personal growths are where employee is most talented. This development process focuses on helping employee understand their talent, built them in to strength. 4. Talent Management: Managing talent is just as important as attracting it. Talent management focuses on development and encourages employee to seek opportunities which enable them to stretch their talent, build their strength as well as keep them motivated throughout. HOW A LEADER CAN MOTIVATES THE WORKER Since 21st century cannot be remain static, so the organization so it much constantly respond to dynamic environment. In this situation organization need a good leadership and forceful employee. Leaders do nothing more important than get result. But leader cannot get result him or herself. He need to help employee and the best way to have other people get results is not by ordering but motivate them. THE APPROACH ADOPTED BY A LEADER TO MOTIVATE THE WORKER 1. PHYSICAL ACTION: An essential feature of motivation is not about what people think or feel but what they physically do. Leadership must have believe in him and take action to follow him through the proper physical action. . MOTIVATION DRIVEN BY EMOTION: In any strategic management, a leader must make sure that people have strong emotional commitments towards their goal. A leader must make a decision in such a way that all the level of employees are benefited out of it. Impact of workers motivation: 1. High Productivity: When the workers are motivated for the satisfaction of their lower and higher level of need, they put in all their efforts to s atisfy the organizational need also. This increase the efficiency in organizational activities. 2. Create Suitable Work Environment: Motivation help create a suitable environment or work culture in an organization where worker can work feel promoted to work for the organization goal. Congenial working condition with harmonious superior and subordinate relationship. 3. Combine Ability with Willingness: Sometimes workers posses the ability but not willing to perform a Particular task. In this situation, Effective Motivation combines the ability of the workers with their willingness to do the job and extract maximum out of them.