Observe particles by using Scanning Electron Microscope (SEM), Energy Essay

Observe particles by using Scanning Electron Microscope (SEM), Energy Dispersive X-ray SEM and Transmission Electron Microscopy - Essay Example Analysis shows that even though the particle size range is from 10 ?m to 160 ?m; however most of the particles are confined in three size ranges: 10 - 20 ?m, 50 – 70 ?m and 110 – 120 ?m. SEM-EDS analysis shows that the bright particle in the silica sample are yttrium oxide. TEM images show two kinds of shape – spherical and cylindrical for TiO2 and faceted equiaxed morphology for Fe2O3 particles. The detailed results and analysis is presented in this report. Introduction Powders play very important role in materials science and industry so much so that one stream of metallurgy is known as powder metallurgy. Besides, ceramics engineering revolved around powders. Consolidation of many materials becomes possible only through powder metallurgy route, which involves filling, compaction and sintering of powders. All these processes depend heavily on powder characteristics like shape, size, size distribution etc. to name a few. Experimental determination of these attrib utes of powder is very important. Some of these attributes like size and size distribution can be determined by indirect methods like laser particle size analysis. However, only a direct method like microscopy gives the confidence in the result. Beside, many attributes like shape and chemistry can be determined only by advance electron microscopy. Electron microscopy involves obtaining high magnification images of the samples using focused beam of accelerated electrons as probe and then forming images by collecting the different signals like backscattered electrons, secondary electrons, transmitted electrons etc [1]. As wavelength of accelerated electrons is much smaller as compared to light; therefore, it can be focused to much finer spots and much higher resolution and magnification is possible in case of electron microscopes as compared to the same in case of optical microscopes. Besides, many signals generated by electron – matter interaction like auger electron, characte ristic X-rays etc. contain information about chemistry of the matter and these signals can be used to determine chemistry of the sample using different detectors like Wavelength Dispersive Spectrometer (WDS), Energy Dispersive Spectrometer etc. Accordingly there are different instruments like Scanning Electron Microscope (SEM), SEM-EDS, Electron Probe Microanalyser (EPMA), Transmission Electron Microscope (TEM), High Resolution Transmission Electron Microscope (HRTEM) etc. A basic description of SEM, SEM-EDS and TEM which were used in these experiments is provided in the subsequent sections. Scanning Electron Microscope (SEM) [2]: As suggested by the name, in this microscope a focused beam of electron is scanned over the sample in a raster using scanning coils. This leads to generation of signals like secondary electrons and backscattered electrons; which are used for image formation on a CRT screen. The image is formed in a pixel by pixel manner and therefore, the raster size corre sponds to the CRT screen size magnification is arrived by dividing the CRT length by the raster length. The magnification can thus be increased gradually by reducing the rater size on the sample as the CRT size is fixed. An SEM consists of an electron source or an electron gun, apertures to block unwanted beam, electromagnetic lenses to focus the beam, different detectors like secondary electron detector and backscattered electron detector for image formati

Pope Benedict XVI and Enviromental Concerns Term Paper

Pope Benedict XVI and Enviromental Concerns - Term Paper Example of mankind. Admittedly, the only irony is that still, the leader thinks only about the welfare of the mankind; not about the wellbeing of other species. The spiritual leader thinks that the methods of development adopted by the nations are erroneous and are the reasons behind the present day environmental crises. So, it is claimed by the Pope that there is the need to have a long term review of our ‘models of development’. The situation is warranted due to a number of reasons. Firstly, ‘the ecological health of the planet’ is declining, and secondly, there is severe cultural and moral crisis everywhere in the world2. Another important aspect of the environmental view held by Pope Benedict XVI is the realization of the need to unite irrespective of region and religion. In other words, Pope is calling for the unity of all people, all nations, and all cultures to bring about effective changes in the way we deal with environment. Thus, the spiritual leader claim s that only ‘solidarity’ with new rules and forms of engagement can bring about the desired results. Moral decline is linked to environment Being the spiritual leader, Pope considers the present day crisis as the result of moral crises. In other words, the leader claims that all the issues faced by the present-day world are interconnected. To illustrate, the economic, food-related, environmental, and social issues are all the result of moral crises. That means it is high time for the people to adopt a life of ‘sobriety and solidarity’, to adopt such strategies that are useful and to reject the ones that do not work. According to the pope, the present environmental issues arose because humans understood the meaning of god’s command and exploit God’s creation as he wanted to enjoy absolute command over other things in the world. In order to correct this misunderstanding, the pope interpret God’s original command as seen in Genesis, and sa ys that the command does not mean a ‘conferral of authority’. Instead, the pope points out that the command meant a ‘summons to responsibility’. In order to support this position, Pope gives the example of the wisdom of ancients which had recognized the fact that nature is not a ‘heap of scattered refusal which is at our disposal’. Thus, the point the pope wants to put forward is that as Genesis puts it, nature is a gift given by God to man, and he is allowed to ‘till it and keep it’3. Thus, the entire nature belongs to God, and it has its own inbuilt nature. So, the duty of man is to become co-worker of God, not to become tyrants who provoke rebellion in nature. However, as the speech progresses, one can see pope criticizing the unequal distribution of wealth and resources among nations and peoples. Quoting the Second Vatican Ecumenical Council, it is pointed out that ‘God has destined the earth and everything it contains fo r all peoples and nations’4. That means the fruits of the creation are not the property of a few people or nations, but all

Evidence Basis for Psychological Disorder Classification

Evidence Basis for Psychological Disorder Classification Introduction A trained mental health professional will use interviews, psychometric tests, background information to be able to make a diagnosis of a psychological disorder. (Weekly 3, Weekly notes). A diagnosis is formed by comparing the data that has been gathered to that of the Diagnostic and Statistical Manual of Mental Disorder (APA, 2013) or the International Classification of Diseases (WHO, 1992). These manuals are both used in the classification of psychological disorders and requires the clinician to make judgments on each of the five axes. The DSM classification system lists 16 categories of disturbance and more than 200 subcategories. Abnormal behaviour classification is made on the basis of Axis I (Clinical Syndromes) and Axis II (Personality Disorders). The other three axes are used as supplementary information — Axis III (General Medical Conditions), Axis IV (Psychosocial and Environmental Problems), and Axis V (Global Assessment of Functioning)—are used to provide su pplementary information. (APA, 2013) Comorbidity Clarke et al (1995) describe comorbidity as the co-occurrence of two more disorders in the same individual. Comorbidity occurs when an individual meets diagnostic criteria for more than one disorder or has symptoms from multiple disorders even if they occur at a subclinical level (Kazdin 2005). Clinicians need to consider these problems as part of a whole complex of phenomena that are closely linked to one another and not deal with each disorder separately.( DOHA, 2008) Strong Evidence Base: Personality Disorders Key features of Personality Disorders are distorted thinking patterns, problematic emotional responses, unregulated impulse control and interpersonal difficulties. These can blend in various ways to form ten specific personality disorders identified in DSM-5 (APA, 2013) and are grouped in 3 clusters which are: Cluster A- social awkwardness and social withdrawal that are dominated by distorted thinking Paranoid Personality Disorder Schizoid Personality Disorder Schizotypal Personality Disorder Cluster B- problems with impulse control and emotional regulation Borderline Personality Disorder Narcissistic Personality Disorder Histrionic Personality Disorder Antisocial Personality Disorder Cluster C- high level of anxiety Avoidant Personality Disorder Dependent Personality Disorder Obsessive-Compulsive Personality Disorders. In order to be diagnosed with a specific personality disorder an individual must meet the minimum criteria with symptoms that cause distress and functional impairment. Research suggests that personality disorders frequently co-occur with each other and with other disorders such as: Bipolar Disorder ADHD Social Phobia Schizophrenia Substance Use Disorders Eating Disorders About half of all people who meet the criteria for one personality disorder will also meet the criteria for at least one other (Fowler, ODonohue Lilienfeld, 2007). Studies on the prevalence of personality disorders performed in different countries and amongst different populations suggest that roughly 10% of adults can be diagnosed with a personality disorder (Torgersen, 2005). There is sufficient research and empirical evidence to support the symptoms, diagnostic instruments and treatment for personality disorder. Weak Evidence Base: Anxiety Disorders Key features of Anxiety Disorders are mental apprehension, physical tension, physical symptoms and dissociative anxiety, restlessness or nervousness, easy fatigability, poor concentration, irritability, muscle tension, or sleep disturbance. (Healy, 2008). In anxiety disorders, culture plays a significant role with a wide range of what is acceptable and normative. DSM-5 (APA, 2013) classify anxiety disorders into the following categories Panic disorder Social Anxiety Disorder Agoraphobia Specific Anxiety Disorder. Separation Anxiety Disorder Selective Mutism Agoraphobia Generalized Anxiety Disorder Post-Traumatic Stress Syndrome In order to be diagnosed with a specific anxiety disorder an individual must meet the minimum criteria with symptoms that cause distress and significant problems in their functioning. Anxiety is a normal human emotion but can also be a symptomatic feature of many different psychiatric disorders such as: Avoidant Personality Disorder Mood Disorder/ Depression Schizophrenia Spectrum Disorders Substance Use Disorders Anxiety disorders are fairly common with approximately 18% of the American population experiencing an anxiety in a year (NIMH, 2008). Each disorder is applicable to both children and adults with an average onset of 21.5 years of age. The presence of some anxiety symptoms does not automatically indicate an anxiety disorder. (Jacofsky et al, DSM-5 (APA, 2013) acknowledges that the overlap of anxiety disorders may represent alternative conceptualizations of the same or similar conditions and more research is needed to identify differences. It may also be difficult to separate anxiety from depression when both disorders co-occur resulting in poorer response to treatment. There is inconsistent evidence on comorbidity of schizophrenia and anxiety. Some studies suggest that having both disorders has no significant effect. Other research points to poorer outcomes when both disorders are present (Pokos Castle, 2006). Reasons for Difference in Evidence Base Clark et al (1995) discusses that some disorders are currently placed in the wrong diagnostic class e.g. should be listed as a dissociative disorder rather than an anxiety disorder. They suggest that this presents a taxonomic problem for which no solution has been found. Another problem isheterogeneity. Most research is focussed on a limited range of disorders with researchers not being aware of similar issues in the discipline as a whole.( Week 4, Weekly Notes) Individuals could be relatively dissimilar to each other and have very little in common but may get classified into the same diagnostic group. Psychometric tests used may not be relevant across different cultural or age groups. Conclusion To be able to determine the appropriate treatment process, Clinicians must be able to determine the psychologically sound diagnosis based on the evidence available and the diagnostic criteria set out in the DSM-5 or ICD-10. Interrelated groups of diagnoses make this a complex and demanding task. References: American Psychiatric Association. (APA) (2013)Diagnostic and Statistical Manual of Mental Disorders(5th edn) (DSM-5) Clark, L. A., Watson, D., Reynolds, S. (1995). Diagnosis and classification of psychopathology: Challenges to the current system and future directions.Annual Review of Psychology,46, 121–153. Department of Health and Ageing (DOHA) (2008) Comorbidity of mental disorders and substance use: A brief guide for the primary care clinician. Retrieved September 3rd 2014 from Drug and Alcohol Services South Australia website: www.nationaldrugstrategy.gov.au/internet/drugstrategy//mono71.pdf Fowler, K.A., ODonohue, W., Lilienfeld, S.O. (2007). Introduction: Personality Disorders In Perspective. In ODonohue, W.T., Fowler, K.A., Lilienfeld, S.O. (Eds.). Personality Disorders: Toward the DSM V. Thousand Oaks: Sage Publications. Healy, D. (2008) Drugs Explained, Section 5: Management of Anxiety, Elsevier Health Sciences, 2008, pp. 136–137 Jacofsky, M.D., Santos, M.T., Khemlani-Patel, S., Neziroglu, F. (2014) Anxiety and Other Psychiatric Disorders. Retrieved September 2nd 2014 from Seven Counties Services website: http://www.sevencounties.org/poc/view_doc.php?type=docid=38463cn=1 Kazdin AE. 2005. Evidence-based assessment for children and adolescents: issues in measurement development and clinical applications.Journal of. Clinical Child Adolescent Psychology. 34:548–58 Laureate Online Education (2011) Week 3, Weekly notes: Assessments in mental health continued https://elearning.uol.ohecampus.com/bbcswebdav/institution/UKL1/MAP/201480_AUGUST/APPTRE/readings/APPTRE_Week03_weeklyNotes.html Laureate Online Education (2011) Week 4, Weekly notes: Diagnoses and case formulation. https://elearning.uol.ohecampus.com/bbcswebdav/institution/UKL1/MAP/201480_AUGUST/APPTRE/readings/APPTRE_Week04_weeklyNotes.html National Institute of Mental Health (2008). Statistics. The numbers count: Mental disorders in America. Retrieved September 3rd 2014 from NIMH website http://www.nimh.nih.gov/statistics/index.shtml Pokos, V., Castle, D. J. (2006). Prevalence of comorbid anxiety disorders in schizophrenia spectrum disorders: A literature review. Current Psychiatry Review 2, 285-307. Torgersen, S. (2005). Epidemiology. In Oldham, J.M., Skodol, A.E., Bender, D. S (Eds.). The American Psychiatric Publishing Textbook of Personality Disorders (pp. 129-143). Washington, D.C.: American Psychiatric Publishing. World Health Organization (WHO) (1992).  International classification of diseases  (ICD-10). Geneva, Switzerland: Author.

George Orwell and Animal Farm and 1984 Essay -- comparison compare con

George Orwell and Animal Farm and 1984 George Orwell is only a pen name. The man behind the classics Animal Farm and 1984 was named Eric Arthur Blair and was born to a middle class family living in Bengal in 1903. Eric Blair got his first taste of class prejudice at a young age when his mother forced him to abandon his playmates, which were plumber's children (Crick 9). He could then play only with the other children in the family, all of whom were at least five years older or younger than Eric (Crick 12). This created in him a sense of alienation that plagued him all his life and seems to be reflected in the bitter decay and loneliness he later expressed in his novel 1984. As he moved around unsuccessfully from job to job, he never really developed a sense of self-worth. His childhood self-esteem had already been scarred by his bed wetting habit, of which Orwell Biographer Jeffrey Meyers writes that it "was only the first of endless episodes that made Orwell feel guilty: he was poor, he was lazy and a failure, ungrateful and unhealthy, disgusting and dirty minded, weak, ugly, cowardly" (23). His writings, under the name of George Orwell, and specifically his two major novels, mentioned above, contain themes warning readers of the dangers present in modern society, a world he saw as bleak and repressive through the filter of his unhappy childhood and two world wars. Despite their sometimes dark settings, his works are very accessible, which has made him popular among those not usually comfortable with more intellectual fiction. But his works do discuss serious themes and contain a specific focus, making them valid pieces of literature and not just popular fiction. Animal Farm is Orwell's... ...is rule. 1984 shows the tendency of the dictator to want to control every aspect of a people's actions, feelings, and thoughts. A single man, with absolute power over a country's military, government, and minds, inevitably produces a lower standard of living, a constant fear of being arrested, and a trend of state sanctioned murders in order to establish and uphold the regime. This modern danger, along with Orwell's expression of his own personal alienation, is what is depicted through the dark humor of Animal Farm and the poverty and paranoia of 1984. Works Cited Crick, Bernard. George Orwell: A Life. Boston: Little, Brown, 1980. Meyers, Jeffrey. A Reader's Guide to George Orwell. Ottowa: Rowman and Allanheld, 1975. Orwell, George. 1984. New York: The New American Library, 1961. Orwell, George. Animal Farm. New York: Penguin Books, 1946.

Bridge On The River Kwai Essay

For example: a characters intention, sequence of events, etc? A part in the movie which was confusing was when Nicholson decided to assist the Japanese in building the bridge. He becomes so obsessed in building the bridge (which he regarded as a symbol of British efficiency and resourcefulness, which will be remembered for times to come) that he fails to identify that he is collaborating with the Japanese even when he was informed by his own medical officer. He becomes so blinded by this that he, a man of principles and one who follows rules mentioned in the Geneva Convention is willing to make his officers work for the timely completion of the bridge. Saito tells Nicholson that it will not be necessary to bring the copy of the Geneva Convention and walks away making the silence/no-response response speak for him. Due to the indirect form of communication it is hard to follow if Saito means that Nicholson should not bring the book because he has previously read it and now that it has been brought to his attention he will not make the British officers do manual abour or that he has read the book but will still make the British officers do manual labour. Making silence speak instead of words and the indirect form of communication gives the essence of a reactive culture. Another part of the movie which was hard to understand was when Nicholson fell on the detonator at the end of the film. It is unclear if Nicholson had an intention to destroy the bridge or if it was a mere accident. His last lines â€Å"what have I done† do clarify his intent but due to the fact that he falls on the plunger there was no ample clarification for the same. There is a possibility that due to his love for the bridge uilt by the British soldiers he had Just proceeded towards the plunger to disconnect it, however, dies while doing so and hence falls on it instead. 0 What was the best thing about the movie? What was the worst? The best part about the film was the way Nicholson stood by his principles and persuaded Saito to not make his officers do manual labour and hence go by the rules mentioned in the Geneva Convention. The astonishing part about this was that this was taking place in a POW camp where the bargaining power was higher with Saito than Nichonson. Nicholsons’s leadership abilities made his officers not give in to Saito and start anual work, and hence continued to be punished in the oven. His leadership abilities are portrayed well when the British medical officer comes to meet him at the oven, Nicholson was more concern about his officers than about himself even after he was deprived of food and water for numerous days. His pride and patriotic qualities tacilitate him to stand by his word against Saito even atter physical and emotional harm is being inflicted on him during the period of negotiation. On the other hand I feel that 2 Saito underestimated his BATNA (Best alternative to a negotiated agreement). I feel hat during the time of positional bargaining with Nicholson, ultimately carving under pressure and letting him out of the oven, Saito should have used his own soldiers for the bridge (till such time Nicholson was persuaded to make his men work) and created more discipline and collaboration among the workers for the timely completion of the bridge. I feel that there was little room for principled negotiation as Nicholson was not willing to do so. The worse part of the movie was the collapse of the bridge in the end. A bridge which was the cause of various negotiations between Saito and Nicholson, in the process esulted in numerous threats, blackmail and infliction of physical and emotional harm from Saito to Nicholson and consequentially got Nicholson himself killed. By the collapse of the bridge all that seemed to be a waste. 0 What did you find to be the most interesting or surprising element of the film? Why? The most surprising element of the film is the fact when Nicholson decides to take over the responsibility to construct the bridge after having won the negotiation against Saito and having no obligation towards doing so. He becomes so obsessed in building the bridge (which he regarded as a symbol of British efficiency and resourcefulness, which will be remembered for times to come) that he fails to identify that he is collaborating with the Japanese even when he was informed by his own medical officer. He defends himself in front of the officer by saying that he is getting the bridge made efficiently as he wants people who use to bridge in the future to remember how it was built and who built it. He also adds that by working on the bridge together his men will feel like British soldiers rather than Japanese prisoners. The bridge was Nicholson’s trophy and was not an instrument to keep the British soldiers together. He becomes so blinded by this that he, a man of principles and one who follows rules mentioned in the Geneva Convention is willing to make his officers work for the timely completion of the bridge. He forgot about the war and his loyalties and started to aid in the improvement of the bridge rather than working in accordance with the instructions provided by the Japanese. It was this perceived duty that lead to his downfall ultimately. This was due to the fact that if he was not that keen of building a good bridge, he would not have reacted the way he did once he identified the explosives and could have prevented the unnecessary loss f lives towards the end including his own. 3 0 What is the movie trying to tell viewers? The movie glorifies the western civilization, especially that of the British. On the other hand it portrays the east Oapanese) to be weak and still learning. 0 How does it go about conveying this message? In the beginning Saito and Nicholson did not get along well. Nicholson insisted that his officers were not to do manual labour as per the rules stated in the Geneva Convention, however, Saito was more bothered about getting the bridge ready on time. When the numerous attempts Saito made to persuade the stubborn Nicholson ailed he tried a friendly approach by offering the starved Nicholson with Beef corn and Whiskey and by telling him that the senior officers including him do not have to manual labour. Saito had to ultimately carve and wilt towards the strong armed Nicholson even though Nicholson was in his POW camp. This was done using the anniversary of Japan’s victory in the Russo-Japanese war in order to save face. The concept of saving face is due to the impact of collectivism. This concept of saving face suggests that Saito is from a country with a high long term orientation index (L TO) culture. Not only this, once Nicholson took up the responsibility of the bridge and implemented British designs, oversight and ingenuity to it, he ended up making a more technically sound and competent bridge than the Japanese could have otherwise built. What cultural issues do you see? How are these portrayed? o Individualist, Power distance and hierarchy, Communication styles, role of gender, etc? In the initial part of the movie the American soldier bribes the Japanese captain to assist him in getting hospitalized. The Japanese soldier does not use the word ‘No’. He indirectly tries to xpress his reluctance to hospitalize the American. When the American insists using the usual America n loud and verbose attitude, the solder uses silence for the same and walks away after moving his head from side to side. This indirect and non-verbal form of communication indicates that the Japanese is from a collectivist, low IDV and a high context culture. The American soldier wanted to be hospitalized as he was self-centered. This along with the fact that he ran away shows that he was individualistic and did not care about anyone else. It can therefore be perceived that e has a high internal locus of control, signifying that he is in charge of his own life and that what happens to him is a result of his own actions and hence indicates that he is from a high IDV and a low context culture. 4 A more participative hierarchy is portrayed by the British soldiers. This can be seen when the British officers and their Colonel meet and have a debate on the topic of escape from the camp. One of the officers directly disagreed with Nicholson when he advised the officers not to escape from the camp. The officer argued that staying in the camp is a sure way of getting killed. This shows the impact of an individualistic ulture as in a collectivist culture disagreement is usually done indirectly or very discreetly. The British (westerners) usually like to near the word ‘No’ in order tor the meaning to be conveyed effectively; they do not understand indirect negative responses. This kind of participative nature and direct denial from an officer to the colonel’s advice signifies a low power distance index (PDI) as power seems to be shared and well dispersed. This direct approach can also be seen in Nicholson when Saito tells him at the beginning of the movie that he will order his officers to work and he directly replies saying ‘No’. The local woman are looking up to the men and taking care of them in the scene where the American is returning the POW camp to destroy the bridge. It seems as if the women expect the men to be tough, assertive and be the provider. This shows that the local community is a high Masculinity index (MAS) culture. Hierarchy has been shown in many instances during the film. As far as the Japanese were concern, the Japanese soldier taking his cap off and bowing (In Japan there are rules for the Japanese equivalent of the Western handshake for who to bow, how much they should bow and hence are difficult to master) to Saito at the beginning of he film, bringing him a platform to stand on as he was short and so that people look up to him and salute him, were some instances showing hierarchy amongst the Japanese. Also the man responsible for fanning the Saito does not speak due to respect and even if it is raining the soldier still stands outside the premises as they are lower down in the hierarchy. 0 Did you like the film? Why or why not? Yes, I liked the film. The film did not have a right or wrong due to which it follows a unique and realistic approach based on individuals. Like more war films it is neither for nor against the war. By the end of the movie the viewer is less interested in the fact that who wins the war than about how the individuals will behave. 0 What adjective would you use to describe your reaction to the film? Why did you react this way? As rightly described by Clipton at the end of the film, the adjective that can be used to describe my reaction of the film is madness. Every individual in the film is inclined towards their own duty, order and chaos that they lose what really matters and what is most important. Emotions and orders have taken over the right or sane thing to do. The characters have hence led the situation to go out of hand. 0 In what ways can you identify with the movie, its characters and its message? The movie is more about the events surrounding the war rather than the battles and the fighting. These events have turned mortality, Judgment and sound thought around and have eventually lead to madness. There are various examples of this so called madness in the movie; the madness of Nicholson who says that working with the enemy is not going against one’s country, the madness ot the American who accepts to return to a camp on a suicide mission where he escaped, nearly getting killed and he madness of a struggle the obliged men to make harsh decisions. Based on your knowledge of negotiations what do you think was going on? o What kind of dirty tricks were being used? Give 3 examples. Initially Saito used a forceful approach in negotiating with the Nicholson. Saito caused emotional (By cutting food supply and taking people from the hospital to work) and physical (When Saito slapped Nicholson and put him in the oven) means in order to persuade the soldiers to commence work on t he bridge. Saito underestimated his BATNA (Best alternative to a negotiated agreement). I feel that during the time of positional bargaining with Nicholson, ultimately carving under pressure and letting them out of the oven, Saito should have used his own soldiers for the bridge (Till such time Nicholson was persuaded to make his men work) and created discipline and collaboration among the workers for the timely completion of the bridge. I feel that there was little room for principled negotiation as Nicholson was not willing to do so. One of the dirty tricks used by Saito was that of threat’ when he warned Nicholson that if he does not order his troops to start work on the bridge he will be shot. Another dirty trick used by Saito in the initial part of the movie was that of ‘Chinese water torture’, signifying that he kept repeating his demands without bothering much about what Nicholson has to say. 6 The third dirty trick in the movie was when Saito asked the British soldier to meet with Nicholson for 5 minutes and tell him that if he doesn’t order his officers to start work he will make the people in the hospital work. This was a ‘bluff on Saito’s part, even after hearing this Nicholson never changed his decision and the soldiers at the hospital were never made to work. What values are portrayed? Independence, cooperation, hierarchy, power, etc? The values that are portrayed in the movie are Independence, hierarchy, bravery, power, pride, patriotism, collaboration, leadership and commitment to duty. 0 How were these values portrayed? o Give examples of the type of behaviour that you base your answer upon Independence was shown when the Americ an played on his life in order to escape from the Japanese camp in order to be free. Hierarchy can be seen by the Japanese soldiers to Saito when they remove their cap and bow to him, when they get him a raised platform during the time of his speech, y the guard to Saito’s house has to stand outside even though it is raining and by the man responsible for fanning not speaking in the entire movie. These major differences in hierarchy and the soldiers accepting an unequal distribution of power indicates a high power distance index (PDI). Bravery has been shown by Nicholson when he did not give in even though Saito threaten ed him witn a gun hidden in the truck. Collaboration was shown by the soldiers once the bridge was the responsibility of Nicholson. This was not present when Saito is in charge of the bridge as stated by he British engineer when he was questioned by Nicholson what he would have done differently if this was his bridge. Because of the task-oriented approach of Nicholson and he planning ahead step by step which can be seen when he says this is the end of the agenda while meeting with Saito for discussion of the proposal for the new bridge, the soldiers were able to effectively collaborate. This suggests that Nicholson is from a linear Active Culture. Pride and patriotism can be seen when the British officers were marching in group and whistling. 7 Leadership was portrayed by Nicholson when the British soldier brought him food in he oven. Nicholson had not seen sun light for days, was weak and deprived of food and water but even then he was more concern about his officers than about himself. Commitment to duty was shown by Nicholson when he took over the responsibility of the bridge. He made the best and most efficient bridge possible, forgetting about the war and his loyalties. 0 Was there anything about the movie (sights, sounds, smells, colors, background scenes) that told you something about the culture that you were dealing with? What did you learn? The type of culture seemed to be a collectivist one. This can be seen rom the behavior of the society when the American escapes and reaches a village. 0 What does the movie tell you about the culture of the producers of the film? What about the film gives you this indication? The movie portrays glorification of western civilization in terms of perseverance and inventiveness, specifically the British. This indicates that the producer is from the British culture. Nicholson was able to circumvent Japanese commands due to his Engineers having the ability to construct a more technically sound bridge than the Japanese Engineers. 0 How do you think other audiences would react to this film? Why? I feel that other audience would feel that the film is more about the events surrounding the war rather than the battles and the fighting. These events have turned mortality, judgment and sound thought around and have eventually lead to madness. There are various examples of this so called madness in the movie; the madness of Nicholson who says that working with the enemy is not going against one’s country, the madness ot the American who accepts to return to a camp where ne escaped, nearly getting killed and the madness of a struggle the obliged men to make harsh decisions.

Othello Explication

Explication Othello: 3. 3. 258-271. â€Å"Why did I marry? †¦Ã¢â‚¬ ¦ I do beseech your Honour. † 1. Determine the context of the passage. Othello is doubting Desdemona, and Iago is trying to plant the idea that Desdemona has a hidden agenda with trying to persuade Othello to reinstate Cassio. 2. Describe the passage in its most overt form. (Does it rhyme, does it repeat phrases, words, etc. This passage does not have a rhyme scheme. The only repeat phrases that seem to really show up in the passage are when Iago does call Othello â€Å"Your Honor†.Iago does pause four times when he is speaking in which brings more seemingly innocence to Iago’s character. 3. Do these issues (especially the diction) reflex upon the rest of the text and how so? Yes, This text reflect in the passage and the rest of the text due to Iago urging and pointing out that Desdemona and Cassio are something more then just friends. 4. Describe in detail how the passage works. Does it use questions and why? Does it repeat and why? Does it contain antitheses of any kind and why? ’ Does it contain an oxymoron (or more than one) and why? Does it rely on Petrarchan devices and why?What are the main metaphors (or similes) and why? Are there puns or double entendres and why? You will not find all the devices, but you must show a strong understand of how the language serves the text. Declare your evidence and offer a logical critical reason for the evidence being probative (or proving something worthwhile) in the text. In the passage both Othello and Iago are talking to each other. Othello is questioning why he married Desdemona and questions if she is in fact if she is virginal and virtuous. Iago being very manipulative tells Othello light-heartedly to wait and see what Cassio and Desdemona do.If Desdemona pushes earnestly to have Cassio reinstated back that there could be a back story and they are having an affair. This Passage does not have any Petrarchan devices, but I feel that the Pauses in lines 262,263,269,270 are quite significant to the passage. Iago, calls him self â€Å"busy† in which according to the text he is calling himself too officious, which I feel is a double entendres. 5. Summary your findings in the form of a concluding remark that makes your reader understand that the passage has a relevance to the rest of the text.This section may prove the most difficult, but it is the kind of â€Å"summary† that can lead to a thesis statement for an essay. You need to convince your reader that the passage under scrutiny holds a significant clue to the text as a whole. This clue may mean anything from teaching us how to read the play to what we should be seeking throughout the language and / or devices of the play. I actually found myself playing the both Othello and Iago as a monologue. In which I began to think this is what they were thinking and how the passage should be portrayed, I began to feel that Iago’s ple a was a very good actor.

Tips to Improve Your French Pronunciation

Tips to Improve Your French Pronunciation Speaking French is more than just knowing the vocabulary and grammar rules. You also need to pronounce the letters correctly. Unless you started learning French as a child, youre unlikely to ever sound like a native speaker, but its certainly not impossible for adults to speak with a decent French accent. Here are some ideas to help you improve your French pronunciation. Learn French Sounds Basic French PronunciationThe first thing you need to do is understand how each letter is usually pronounced in French.Letters in DetailAs in English, some letters have two or more sounds, and letter combinations often make completely new sounds.French AccentsAccents dont show up on certain letters just for decoration - they often give clues about how to pronounce those letters.International Phonetic AlphabetFamiliarize yourself with the pronunciation symbols used in French dictionaries. Get a Decent Dictionary When you see a new word, you can look it up to find out how its pronounced. But if youre using a little pocket dictionary, youll find that many words arent there. When it comes to French dictionaries, bigger really is better. Some French dictionary software even includes sound files. Pronunciation Preparation and Practice Once youve learned how to pronounce everything, you need to practice it. The more you speak, the easier it will be to make all of those sounds. Here are some techniques that can help you in your French accent improvement project. Listen to FrenchThe more you listen to French, the better youll get at hearing and distinguishing between unfamiliar sounds, and the easier it will be for you to produce them yourself.Listen and RepeatSure, this isnt something youd do in real life, but mimicking words or phrases over and over is an excellent way to develop your pronunciation skills. My French audio dictionary has 2,500 sound files of words and short phrases.Listen to YourselfRecord yourself speaking French and then listen carefully to the playback - you might discover pronunciation mistakes that youre not aware of when you speak. Read Out LoudIf youre still stumbling over words with tricky letter combinations or lots of syllables, you definitely need more practice. Try reading out loud to get used to making all of those new sounds. Pronunciation Problems Depending on your native language, certain French sounds and pronunciation concepts are more difficult than others. Take a look at my page on pronunciation difficulties for lessons (with sound files) on some typical trouble spots for English speakers (and possibly others as well). Speak Like the Natives When you learn French, you learn the correct way to say everything, not necessarily the way the French actually say it. Check out my lessons on informal French to learn how to sound more like native speakers: Informal negationInformal pronounsInformal questions Pronunciation Tools Unlike grammar and vocabulary, pronunciation is something that you cant learn by reading (although there are some excellent French pronunciation books). But you really do need to interact with native speakers. Ideally, you would do this face to face, such as by going to France or another French-speaking country, taking a class, working with a tutor, or joining the Alliance franà §aise.If those truly are not an option, at the very least you need to listen to French, such as with these tools: French listening onlineFrench audio booksFrench audio magazinesFrench audio tapes and CDsFrench radioFrench softwareFrench TV The Bottom Line Getting a good French accent is all about practice - both passive (listening) and active (speaking). Practice really does make perfect. Improve Your French Improve your French listening comprehensionImprove your French pronunciationImprove your French reading comprehensionImprove your French verb conjugationsImprove your French vocabulary

Free Essays on The Fountainhead

Ayn Rand – The Fountainhead Standing naked on top of a cliff, Howard Roark envisions what the trees and granite around him can be made into. He is an architect, ingenious and creative. None of like any other at the Stanton Institute of Technology. He had been pondering about his life and the events of that morning. He had just been expelled by the dean for being creative and a nonconformist. This immediately ascertains the theme of the novel, and sets up the novel’s storyline. Peter Keating, the complete opposite of Howard Roark, is the second character introduced. He is an over-achiever and a fraud. Keating is graduating with highest honors in his class and is receiving a scholarship to attend the Ecole des Beaux Arts, a prestigious art school in Paris. Guy Francon, a nationally known architecture that owns â€Å"Francon & Heyer† with Lucius Heyer, offers Peter Keating a job. He is charmed by Peter Keating’s sociable personality and at his achievements at Stanton. Questioning whether to accept Francon’s offer or go to Paris and study abroad is puzzling Keating. At home he sees Howard Roark just sitting on his porch. Keating is angered that Roark did not come watch him give his speech in front of Francon and the other students. Roark is saddened by Peter in the way he lives his life, for others and their approvals. He is dismayed that he does not do anything on his own terms. He asks for Roark’s advice on the situation and Roark tells him that he shouldn’t ask others to make decisions for him. Peter’s mother hears the entire conversation and is angered at Peter for not asking her. She cunningly persuades him to accept the job in New York with Francon & Heyer. Peter Keating’s likable personality and his ability to gain people’s trust allows him to move up quickly in rank at Francon & Heyer. He schemes his way in obtaining the role of chief designer, by ridding the firm of Tim Davis. His next vict... Free Essays on The Fountainhead Free Essays on The Fountainhead Ayn Rand – The Fountainhead Standing naked on top of a cliff, Howard Roark envisions what the trees and granite around him can be made into. He is an architect, ingenious and creative. None of like any other at the Stanton Institute of Technology. He had been pondering about his life and the events of that morning. He had just been expelled by the dean for being creative and a nonconformist. This immediately ascertains the theme of the novel, and sets up the novel’s storyline. Peter Keating, the complete opposite of Howard Roark, is the second character introduced. He is an over-achiever and a fraud. Keating is graduating with highest honors in his class and is receiving a scholarship to attend the Ecole des Beaux Arts, a prestigious art school in Paris. Guy Francon, a nationally known architecture that owns â€Å"Francon & Heyer† with Lucius Heyer, offers Peter Keating a job. He is charmed by Peter Keating’s sociable personality and at his achievements at Stanton. Questioning whether to accept Francon’s offer or go to Paris and study abroad is puzzling Keating. At home he sees Howard Roark just sitting on his porch. Keating is angered that Roark did not come watch him give his speech in front of Francon and the other students. Roark is saddened by Peter in the way he lives his life, for others and their approvals. He is dismayed that he does not do anything on his own terms. He asks for Roark’s advice on the situation and Roark tells him that he shouldn’t ask others to make decisions for him. Peter’s mother hears the entire conversation and is angered at Peter for not asking her. She cunningly persuades him to accept the job in New York with Francon & Heyer. Peter Keating’s likable personality and his ability to gain people’s trust allows him to move up quickly in rank at Francon & Heyer. He schemes his way in obtaining the role of chief designer, by ridding the firm of Tim Davis. His next vict...

The Birth, Life and Death of a Delphi Form

The Birth, Life and Death of a Delphi Form In Delphi, every project has at least one window the programs main window. All windows of a Delphi application are based on TForm object. Form Form objects are the basic building blocks of a Delphi application, the actual windows with which a user interacts when they run the application. Forms have their own properties, events, and methods with which you can control their appearance and behavior. A form is actually a Delphi component, but unlike other components, a form doesnt appear on the component palette. We normally create a form object by starting a new application (File | New Application). This newly created form will be, by default, the applications main form - the first form created at runtime. Note: To add an additional form to Delphi project, select File|New Form. Birth OnCreateThe OnCreate event is fired when a TForm is first created, that is, only once. The statement responsible for creating the form is in the projects source (if the form is set to be automatically created by the project). When a form is being created and its Visible property is True, the following events occur in the order listed: OnCreate, OnShow, OnActivate, OnPaint. You should use the OnCreate event handler to do, for example, initialization chores like allocating string lists. Any objects created in the OnCreate event should be freed by the OnDestroy event. OnCreate - OnShow - OnActivate - OnPaint - OnResize - OnPaint ... OnShowThis event indicates that the form is being displayed. OnShow is called just before a form becomes visible. Besides main forms, this event happens when we set forms Visible property to True, or call the Show or ShowModal method. OnActivateThis event is called when the program activates the form - that is, when the form receives the input focus. Use this event to change which control actually gets focus if it is not the one desired. OnPaint, OnResizeEvents like OnPaint and OnResize are always called after the form is initially created, but are also called repeatedly. OnPaint occurs before any controls on the form are painted (use it for special painting on the form). Life The birth of a form is not so interesting as its life and death can be. When your form is created and all the controls are waiting for events to handle, the program is running until someone tries to close the form! Death An event-driven application stops running when all its forms are closed and no code is executing. If a hidden form still exists when the last visible form is closed, your application will appear to have ended (because no forms are visible), but will in fact continue to run until all the hidden forms are closed. Just think of a situation where the main form gets hidden early and all other forms are closed. ... OnCloseQuery - OnClose - OnDeactivate - OnHide - OnDestroy OnCloseQueryWhen we try to close the form using the Close method or by other means (AltF4), the OnCloseQuery event is called. Thus, event handler for this event is the place to intercept a forms closing and prevent it. We use the OnCloseQuery to ask the users if they are sure that they realy want the form to close. procedure TForm1.FormCloseQuery(Sender: TObject; var CanClose: Boolean) ;begin    if MessageDlg(Really close this window?, mtConfirmation, [mbOk, mbCancel], 0) mrCancel then CanClose : False;end; An OnCloseQuery event handler contains a CanClose variable that determines whether a form is allowed to close. The OnCloseQuery event handler may set the value of CloseQuery to False (via the CanClose parameter), aborting the Close method. OnCloseIf OnCloseQuery indicates that the form should be closed, the OnClose event is called. The OnClose event gives us one last chance to prevent the form from closing. The OnClose event handler has an Action parameter, with the following four possible values: caNone. The form is not allowed to close. Just as if we have set the CanClose to False in the OnCloseQuery.caHide. Instead of closing the form you hide it.caFree. The form is closed, so its allocated memory is freed by Delphi.caMinimize. The form is minimized, rather than closed. This is the default action for MDI child forms. When a user shuts down Windows, the OnCloseQuery event is activated, not the OnClose. If you want to prevent Windows from shutting down, put your code in the OnCloseQuery event handler, of course CanCloseFalse will not do this. OnDestroyAfter the OnClose method has been processed and the form is to be closed, the OnDestroy event is called. Use this event for operations opposite to those in the OnCreate event. OnDestroy is used to deallocate objects related to the form and free the corresponding memory. When the main form for a project closes, the application terminates.

Guerrilla marketing and advertising Dissertation

Guerrilla marketing and advertising - Dissertation Example erception of GM 4.2.3 Impact of GM on Consumers’ Intention to purchase 4.3.4 Impact of GM on Consumers’ Purchase Behaviour 4.3 Findings from the Interview of the Advertising Experts 4.3.1 Reasons for Using GM strategies 4.3.2 Some Examples of Successful GM Strategies 4.3.3 Success of GM for different types of Products 4.3.4 Strategies and Tactics that for Viral Marketing 4.3.5 Challenges of Using GM/VM 4.3.6 Advantages of Using GM/VM 4.3.7 Future Role and Trend for GM Chapter 5: Conclusions and Recommendations 5.1 Summary of Research Findings and Conclusions 5.2 Research Limitations and Scope for Future Research. List of Tables and Figures Table 1: Reasons for Using GM strategies Figure A: Diagrammatic Representation of the Research Methodology Figure 1: Customers’ Awareness of GM Figure 2: Consumers’ Perception of GM as Aggressive Figure 3: Consumers’ Perception of GM as Aggressive Figure 4: Consumers’ Perception of GM as Creating Insights a bout Their Needs Figure 5: Consumers’ Perception of GM as Creating Awareness about New Products Figure 6: GM as Creating Awareness of Non-Advertised Products Figure 7: GM as creating more choices for customers Figure 8: Impact of GM on Consumers’ Intention to purchase Figure 9: Impact of GM on Consumers’ Purchase Behaviour List of Appendices Appendix A: Survey Research Questionnaire Appendix B: Interview Research Questionnaire References Chapter 1: Introduction 1.1 Research Background and Overview While a large amount of literature exists on the various advantages of Guerrilla marketing and also on the strategies and tactics related to this type of marketing, there has been little research on gauging the impact it has. Organizations indulge in viral marketing strategies with the objective of creating awareness for... This essay "Guerrilla marketing and advertising" outlines and analyzes the effect of the GM and its perception by the customers and the problems and opportunities that advertisers have with GM strategies. Guerilla marketing It is non-conventional as it does not confine itself to the regular media or channels of advertising and it uses content strategies that may be more creative or even bizarre. Guerrilla marketing, as it name indicates, largely draws parallels from the Guerrilla warfare strategies. In the case of Guerrilla warfare, the means of war are not straightforward and people do not fight by rules of conventional warfare. The element of surprise is used heavily to conduct short but highly forceful attacks on the opponents. In the same way, Guerrilla marketing follows the concept of surprise and taking the customer unguarded, and projecting the advertised content or message in a targeted manner when the customer least expects it or is least prepared to steal himself or herself against the impact (Tufel, 2004). The logic behind using the surprise element is that most customers being exposed to innumerous advertising messages throughout their day – through TV, the Internet, billboards, newspapers, pamphlets, in shop point of purchase displays etc. – are mostly able to immune themselves against these messages (Susca et al, 2008). There is too much clutter of advertising messages and customers can tune themselves out of the picture when plagued by a huge amount of information that impinges on their senses.

Family Related Issues Essay Example | Topics and Well Written Essays - 1000 words

Family Related Issues - Essay Example The act classifies a parent as either biological, adoptive, step or foster parent or any other individual who took care of the employee when he/she was a child. The act further recognizes a son or daughter by biological means, adoption, foster, stepchild or legal ward child. The act does not imply that for a person to qualify leave under FMLA, to cater for his parent that the parent must have cared for the workers when he/she was a child (Effland & Kelly, 2009). The act recognizes a natal father as a parent even if the person did not bring up the child. A person also qualifies as a parent if the brought up the child, but they are not the biological parent. Tony was, therefore, qualified for the leave he had requested. It did not matter whether his biological father took care of him as a child; he qualifies as a parent. Q2. Explain whether the size of the business can have any effect on whether Tony is eligible for family leave under the FMLA According to FMLA, an eligible employee is an employee of a covered employer who has been in employment for a minimum of 12 months and has worked for a minimum of 1,250 hours during the 12-month period (ECFR, 2012). The employee also needs to be in employment at a worksite where the company sustains a staff of 50 or more on the payroll, and are within 75 miles of the worksite. The act does not discriminate on whether a person works part time or full time; as long as they have worked for the hours specified. For casual laborers, 52 weeks count as 12 months. The business needs to have at least 50 workers within 75 miles of the work site. The work site may be a single location or a variety of locations. Separate buildings may pass as one worksite if the buildings are close to each other; serve the same purpose and share staff and equipment. The size of the business may affect whether Tony qualifies for leave. The business need to have, at least, 50 employees in its payroll, whether they are permanent or casual. Herman’s business has over 50 employees, though not all of them are fulltime employees. The size of the business is, therefore, not a valid reason for denying Tony leave; additionally the reason that Harman gives that others will ask for leave if Tony gets leave is also not valid. Q3. Explain whether Herman can or cannot imply that if Tony takes a leave of absence under the FMLA, he may not have a job when he returns Since Tony qualifies for leave under FMLA, Tony has rights to several privileges. On return from leave, Tony should return to his previous post, regarding pay and other terms of employment. The act, however, foresees situations in which a business may restructure in order to accommodate the absence of an employee, or the employer may replace the worker (ECFR, 2012). In such cases, the employer has to reinstate the worker to a position identical to his previous place in terms of pay and terms. The duties must be similar, requiring the same skill, and bearing the same authority a nd responsibilities. The employee is also entitled to any pay increases in salary that happened while on leave; however, in the case of bonuses, it is dependent whether the bonus has ties to any achievement. In such a case, the employee will be under evaluation for qualification for the bonus. The only exemption from fulfilling these requirements is concerning aspects of the job that are not measurable or tangible. Harman is not justified in threatening to fire Tony

Corporate Training Methods Essay Example | Topics and Well Written Essays - 500 words

Corporate Training Methods - Essay Example In the online environment learning is group paced, so all participants must be able to learn information at about the same speed. Self-paced technology training is often provided when new applications, systems or business processes are incorporated. Most employees participate in technology training in â€Å"the context of their employment, and they usually engage in conversations about the course with colleagues and managers†(Dobrovolny). I prefer this method of technology training for most most employees. As a manager or supervisor I will make sure that either someone within my organization knows enough about the new process or technology that will be used or I will bring in a professional who is experienced with it. I want employees to feel comfortable in their own environments while learning. I also want to encourage them to ask questions and to make learning something new that they may use on their jobs, as a positive experience. The best way to engage employees in the lea rning process is to provide them will all the tools such as workstations, computers and software they will need. I must also ensure that each employee works at his or her own pace, as the goal for the technology training is competency, not speed.

Midterm questions and answers Essay Example | Topics and Well Written Essays - 250 words

Midterm questions and answers - Essay Example 2b. TUFS system can be described as a qualifier; since it replaces the inefficient manual system that was being used previously, through making it easy for the underwriters and their managers to communicate and develop reports easily (Smith and McKeen, 68). 3a.The advantage of agile project management is that it allows all the stakeholders to be involved in the system development process, through providing an interactive forum where they can give their contribution. The advantage of system development life cycle project development methodology is that it first evaluates the necessity of the study, through undertaking a feasibility study to determine the possible benefits of the system. The disadvantage of system development life cycle project development methodology is that it takes long to complete the project, while the agile project management does not undertake a feasibility study first (Smith and McKeen, 67). 4. Martin Drysdale should first develop app For TUFS on the Apple Ios, since it is an advanced version of computer operating system, making it compatible with computer operations that are necessary for TUFS

The use of a Utilitarian philosophy works best to blance a business Research Paper

The use of a Utilitarian philosophy works best to blance a business organization,s legal, societal, economic, and moral obligations - Research Paper Example How moralistic are the actions of organizations to their customers? Finally, how does the principle of Utilitarianism help put all the actions of business organizations in check? Utilitarian Philosophy or Utilitarianism can be described as a mechanism by which happiness and satisfaction in life could be made available to all people without prejudicial consideration or discrimination (Goodin, 1995). Researchers have always found it difficult to give a single definition to Utilitarianism because it encompasses all practices and processes that would provide opportunities for ordinary people in a country to enjoy equal happiness and well-being. Goodin (1995) strongly believed that Utilitarianism is a public philosophy whereby governments make laws and regulations to control the activities of all producers of goods and services within the country in a way that they will not jeopardize the well-being and state of happiness of the consumers. Definitely, governments set up ethics and codes of practices to checkmate overt desires to maximize profits, undermine people’s social and moral aptitudes and fundamental rights by requiring that business organizations carry out their business functions in a manner that would not harm people’s lives (Goodin, 1995). In this perspective, the governments are acting like checkmate system or moral agent, reminding the owners of businesses their non-negotiable responsibilities or obligations towards their customers, in assuring that their satisfaction and happiness are maintained. Governments somehow tolerate utilitarianism in order to ensure that the rights of all citizens are respected, and the governmental policies of equality are honored (Goodin, 1995). This fact alone makes it impossible for business organizations to cheat their customers and risk being sanctioned by the governments (Goodin,

Richest man in Babylon report Assignment Example | Topics and Well Written Essays - 750 words

Richest man in Babylon report - Assignment Example Similarly, a passive income must be pursued with the same intent [of fattening the purse- not draining it]. In The Richest Man in Babylon, Bansir and Kobbi inquire from Arkad why they were less financially fortunate, while Arkad had managed to grow rich with time. Several concepts are issued by Arkad and serve as important gems of financial wisdom. One is that no one should live beyond his means. Saving money is the genesis of wealth creation. The second important aspect of making wealth is investing. Investing the money saved should allow the investor to accrue passive income. Finally, the investment must be done wisely. In the seventh chapter, The Seven Cures for a Lean Purse, the King of Babylon, Sargon of Akkad is told of the poverty of the kingdom by his Royal Chancellor. People are subsequently told to: save a tenth of their earnings; control their expenditures; multiply their gold; guard their treasure from loss; insure a future income; and increase their earning power. Seeing that only the sixth and seventh parts are the ones that have not been delved into, it is important to appreciate them as calling for a remembrance of the days in which one will never be able to work and increasing one’s education on investing. The more one knows, the better that person will be in investing, and the more money that person will make (Clason, 17-32). In The Luckiest Man in Babylon, Arkad’s small school has blossomed into the city’s Temple of Learning. What is learned from this chapter is that there has to be a preparation for profitable opportunities, instead of waiting for luck, since luck cannot be stimulated to occur repeatedly. Procrastination in action and through indecision is also a bad practice. In The Five Laws of Gold, Kalabab asks what one would choose if offered a bag of gold or tablets whereupon are curved words of wisdom. The laws teach that: saving a fraction of

The use of a Utilitarian philosophy works best to blance a business Research Paper

The use of a Utilitarian philosophy works best to blance a business organization,s legal, societal, economic, and moral obligations - Research Paper Example How moralistic are the actions of organizations to their customers? Finally, how does the principle of Utilitarianism help put all the actions of business organizations in check? Utilitarian Philosophy or Utilitarianism can be described as a mechanism by which happiness and satisfaction in life could be made available to all people without prejudicial consideration or discrimination (Goodin, 1995). Researchers have always found it difficult to give a single definition to Utilitarianism because it encompasses all practices and processes that would provide opportunities for ordinary people in a country to enjoy equal happiness and well-being. Goodin (1995) strongly believed that Utilitarianism is a public philosophy whereby governments make laws and regulations to control the activities of all producers of goods and services within the country in a way that they will not jeopardize the well-being and state of happiness of the consumers. Definitely, governments set up ethics and codes of practices to checkmate overt desires to maximize profits, undermine people’s social and moral aptitudes and fundamental rights by requiring that business organizations carry out their business functions in a manner that would not harm people’s lives (Goodin, 1995). In this perspective, the governments are acting like checkmate system or moral agent, reminding the owners of businesses their non-negotiable responsibilities or obligations towards their customers, in assuring that their satisfaction and happiness are maintained. Governments somehow tolerate utilitarianism in order to ensure that the rights of all citizens are respected, and the governmental policies of equality are honored (Goodin, 1995). This fact alone makes it impossible for business organizations to cheat their customers and risk being sanctioned by the governments (Goodin,

Personal Finance Essay Example for Free

Personal Finance Essay Personal finance addresses the way an individual or families earn, budget, save, and spend money gained from employment, loans, or gifts. As a college student, my personal finances are based upon money I have obtained, seasonal employment and parental support. In creating my budget, I had to realize that my income was not the same each month so I had to make sure I had enough money to pay for my gas, phone bill, and entertainment. Sometimes I would go over budget due to unexpected bills so I would ask for help from my parents. I use a debit card through my bank City National Bank. I chose this bank because my parents also bank there and it’s a small personal bank. It makes it easier if I need my mom to transfer money to my account in case of an emergency. I do not use checks only my debit card and occasional cash, the debit card pulls money out of my account somewhat like a check. I do check my account online, and my statement looks similar to the on in The Money 101 Student Workbook. The format is a little different, but the same kind of information is given. I do not keep a register much to my mother’s dismay. Every Christmas, she gives me a register to keep track of my spending but I fail to use it. I do track my spending through balance inquiries that I receive via the ATM, as well as online. If I wanted to change banks, I would choose a bank that would be in Marshall and has the small town feel to it. I would also want one that might offer interest on my account. I didn’t find any new information concerning debit cards, but I do prefer a debit card to a credit card because it takes money out of your account instead of possibly spending what you don’t have. You can also abuse a credit card and use it unnecessarily. I did check on annualcreditreport. com to see if I had a credit report, but I do not because I don’t have any accounts in my name. The best card deal I found was on chase. com because if I put my name on my parents account then I could also have their 8. 99% interest rate. There were lots of credit card offers that had 0% introductory rates, but since I have no credit, then the interest rate would rise dramatically. Some insurance policies that would be important for personal finance would be disability insurance, car insurance, and health insurance. Identity theft insurance would probably be a good insurance protection. The thing that stuck out to me when Mike Brady came and spoke was the concept of â€Å"full coverage† insurance for your car, he said that it’s only an interpretation and not something that is written down, he also stated that there is no such thing as â€Å"full coverage. I would probably put my savings in the savings account in my bank since I would have access to it. My retirement plan would be to match whatever my company is putting into my 401K and putting money into stock that I can draw from when I actually do retire. The test that we took in the back of the booklet was fairly easy after looking through this so many times I answered a credit card would be the one to hurt you the most when in fact it says the student loans would affect your credit score more. My parents educated me very well on a lot of these subjects especially budget and checking account, my mom has preached to me about having a budget for as long as I can remember. The thing I learned from this unit, just to point one out, was the savings and retirement planning I didn’t realize it was such a priority because at my age you really don’t think about those things but I’ve learned that I do need to start early.

Management culture on HRM practices

Management culture on HRM practices Introduction This research paper identifies the influence of management culture on HRM practices and ultimately on the organization. Globalization is a process which facilitates the integration of societies and cultural values by means of communication and trade across nations which are primarily aided by strategic use of information systems. However, there are several issues of concern which an organization should consider before establishing their HRM practices. Issues pertaining cross-national transfer of HRM practices, individualism at work, individual and organizational transformation, more influence of economic success, differences in leadership practices, emphasis to spirituality, dehumanization, greater role of the state, difference in consultation and ownership are some of the key concerns that emerge in organization processes due to the cultural difference in management practice. Both western and non-western management culture has its own benefits and shortcomings. This research paper performs critical analysis of both western and non-western management culture by analyzing the relevant literature of human resource management in line with the management culture which is discussed in the next section. The discussion is built around difference in management styles of countries like Sweden, Japan, United Kingdom and India. In last section, based on the analysis of western and non-western management style, conclusions and recommendations are drawn. Hypothesis View Armstrong (2009) defines human resource management as set of policies which are designed to improve the organizational integration, employee commitment, flexibility and quality of work. Human Resource Management acts as an intermediate between the organization and the employees. The practice of human resource management involves supervision of the people (how they are employed and managed) in the organization. A well-designed structure of human resource management within an organization should result in no Trade Unions. Human resource management is a vital segment of any organization. It plays an important role in defining and designing the elements of organization culture. Organization culture is known as set of shared values and beliefs specified by the organization taking into account various agreeable and disagreeable conducts. Jackson (2002) supports a cross-cultural approach within an organization in order to give emphasis to management of segregation across cultures and to deal with the apprehension of difference in people management styles. Strategic human resource management also helps the organization to gain a sustainable competitive advantage over its competitors composed of high-quality people. The roles and objectives of human resource management depend upon the volume of the organization. Torrington et al. (2005) explained that as the size of the organization increases, the scope of employing people to specialize in particular areas of human resource management also increases. Figure 1.1 demonstrates various roles and objectives of human resource management. Change-management Objectives Performance Objectives Administrative Objectives Staffing Objectives Human Resource Management Human resource generalists Line Managers Consultants and advisers Human resource specialists Subcontractors Figure 1.1: HRM roles and objectives [Torrington et al. (2005)] Keating et al. (2004) identifies comparative human resource management (CHRM) research which improves the adequacy of human resource management practice and provides global point of view. CHRM research includes a comparative study of human resource management which results in variation due to the difference in culture and institutional environments. This research also supports cultural relativity between HRM concepts, theories and models. The word Integrative imply the propensity to collate diverse rudiments into one single function. Liu (2004) suggests that an organization can make use of integrative human resource management (IHRM) research model in order to allow all their subsidiaries to establish same human resource management practices. This method is more expensive due to integration between the parent company and all their subsidiaries through inter-transfer of their HRM practices. A critical challenge facing IHRM is fast and growing globalizing world. Figure 1.2 shows some of the key characteristics of Comparative and Integrative human resource management. Comparative HRM Integrative HRM Comparative HRM compares HRM practices at organizational level as well as national level Integrative HRM approach compares HRM practices at organizational level A study of Comparative HRM helps in identifying different patterns of HRM practices at organizational level as well as national level Two main objectives of Integrative HRM are: Standardization International learning A study of Comparative HRM helps in identifying different reasons for the variations in HRM practices investigated at organizational level as well as national level Integrative HRM approach describes same HRM practices for both parent company as well as its subsidiaries Comparative HRM describes two major categories for the reasons of variation: Cultural Issues Institutional Issues Major challenges of Integrative HRM are: Globalizing world Robust transfer mechanisms Difference in cultural values Comparative HRM does not use theoretical framework Integrative HRM involves centralization of work and improves monitoring Figure 1.2: Comparative HRM and Integrative HRM Comparative HRM and Integrative HRM approach are used by the organization in order to measure the impact of their existing HRM practices. Furthermore, CHRM provides a global perspective and IHRM facilitate centralization of work within organization. The organization implies Comparative Human Resource Management (CHRM) and Integrative Human Resource Management (IHRM) in order to investigate the areas of improvement. In the next part of this section, we shall discuss how CHRM and IHRM are related to the practice of personnel management and work group management. HRM versus Personnel Management Personnel Management is typically related to the practices and guidelines associated with management of employees working in an organization. As discussed earlier (in section 1 overview), HRM also defines the practices related to the supervision of the employees in an organization. So, what is the difference between Personnel Management and HRM? Bratton et al. (2007) describes the evolution of personnel management and some of the key differences between Personnel Management and HRM. In England (1970), when a new legislation was approved, promoting the equality in employment, there was an unexpected increase in the functions and status of personnel manager. A study conducted by Donovan Commission states that since 1914 there has been a constant growth of personnel managers with most of them found to be men. One of the key functions of personnel manager was to deal with Trade Unions. Second World War increased the demand of personnel managers and in 1989, the personnel specialists/managers rose to 35,548. The following figure (Figure 1.3) describes the difference between Personnel Management and HRM. Personnel Management Human Resource Management (HRM) Personnel Management is a subset of Human Resource Management Human Resource Management is integrated with strategic plan of an organization Personnel Management provide more significance to Legally Constructed Exchange Human Resource Management provide more significance to Psychological Contract Personnel Management deals with the activities related to the supervision of an employee like recruitment, training, counseling etc Major objectives of Human Resource Management: Encourage learning at workplace High employee commitment Improve performance of the organization Personnel Management facilitates Work Group management and improves the management process HRM focus more on an individual aspect and marginalize the collective measure of the aspects between an individual and management Figure 1.3: Difference between Personnel Management and HRM [Bratton et al. (2007)] However, as the main purpose of Personnel Management and Human Resource Management is to improve the relationship between the employer and employees, the term Personnel Management and HRM can be used interchangeably. Personnel management deals with functions like counseling for employees, security of personal information and proper job description. Personnel management also gets effected by the impact of cultural differences. Both comparative and integrative human resource management provides a framework which defines the guideline for the practices of personnel management. However, due to the swift growth of business across nations, personnel management practices should also be revised constantly. Work Group management can also be defined as a subset of Human Resource Management which consists of a group that manages the working practices followed by an organization. Work Group management confronts a crucial challenge due to the increase in diversity of culture and beliefs. CHRM and IHRM provide an analysis of the cultural difference which can be useful in design of work group management. Many believe that the concern raised by diversity is simply ignored while establishing HRM policies and practices in an organization. This might result in greater conflicts and low performance. Considering the perception of organization culture, western management culture has always been referred to the things that are not regarded as religious, spiritual and sacred. The universalistic approach makes western management culture give more emphasis to dehumanizing treatment of individuals and neglect the importance of incorporating cross-cultural and shared value perspective within the organization. Individuals are often referred as resources of the organization, which helps the organization to fulfill their requirement in the process of achieving business targets. On the other hand, non-western management culture involves a big fraction of human characteristics at work. Non-western management culture also describes equal importance to spirituality and cultural differences between the employees of the organization. Theory Analysis As discussed in the previous section, Integrative HRM and Comparative HRM help the organization to build a strategic HRM which in turn allows the organization to design competitive strategies in relation to their HRM policies and practices. However, as business is growing more and more in a borderless world, the organization has to deal with two important challenges: Maintain correlation between their national units which operates in respective national cultures. Employees of the organization have difference in cultural value. There are two ways of taking the discussion forward, one is at macro level (among different national culture) and second is at micro level (people possess different cultural value). Boone et al. (1997) identified that integration opportunity and constraining diversity were two main issues faced by the managers in Europe. In 1991, various multinational companies which were operating in Europe were in tight spot of making a strategic decision whether to adopt the European style of management or to continue with their own style of management satisfying all the norms of local-national culture. This involved an investigation from legal, social, economic and political point of view. According to Jackson (2002), there are four dimensions to represent the value systems of any national culture. Power Distance Uncertainty Avoidance Individualism Masculinity An organization can take up either integrative approach or differentiation approach for their HRM practices. For example, an operational unit of an organization decides to adapt the HRM practices which are followed by the host country. This results in differentiation of HRM practices between the parent company and its subsidiary. What happens when the companys growth is coupled with both the parent company and other operational units? Now, let us try to answer the above asked question by considering the management culture followed in different parts of the world. Swedish Management Culture Western management culture is generally referred to Western Machine Model as business organizations give more emphasis to economic success and often focus more on task completion and outputs rather than creativity, emotions and spirituality. Leaders create a vision whereas managers develop plans based on Leaders vision, the employees/workers concentrate on its implementation. In most of the western countries, robust HRM structure provides broad range of incentives based on the factors like opportunities, participation and working conditions. Jackson (2002) states that, when the act of co-determination at work was passed in 1976, the managers and union representatives were assigned equal right to information and managers were instructed to consult the unions before making any major management decision. Since the end of 1980s, distinctions between blue-collar and white-collar workers were supported by associate agreements which diminished the effect of trade unions at the workplace. Co nstant growth in service industries also resulted in weak trade union representation. In 1994, Sweden joined European Union. Swedes tend to focus more on social democracy and equality. They are impassively practical and bias towards rational reasons which define their sensible approach towards life. Jackson (2002) identified three main factors of Swedish Cultural value: Love of nature Individualism through self-development Equality As per Jackson (2002), Swedish management culture is considered to be ambiguous by the foreign managers. Informal relationships with subsidiary, avoiding conflict, low in power distance, high in individualism, low in uncertainty avoidance, unclear objectives are some of the key traits of Swedish organizations. The factor of equality can be understood by the fact that 75% of the women constitute the workforce. In order to explain this in more detail, Jackson (2002) took an example of IKEA: Furniture Distribution Industry. Since its beginning, IKEA faced a massive challenge of maintaining its Swedishness along with the strategic decision of adapting local-national culture in which they are operating. IKEA has been a global player from past 25 year which includes some of their biggest market in United States of America, France and Germany. Just like Swedish culture, IKEAs management style is also informal denying the actuality of employee as replaceable and interchangeable component. Common practice of sharing knowledge and skills were seen among managers towards their subordinates. Discussion and explanation were prime sources used in order to spread their organizational culture rather than formal training programs. Human resource management has also followed the same Swedish approach. Recruitments were made on the basis of good interpersonal skills and high potential whereas less emphasis is given to formal qualifications. Shortly, IKEA started having trouble with their subsidiaries in countries like Germany, France and USA. Issues pertaining managers authority, informality, job description, assessing risks, indecisiveness, lack of formal rules were some of the key concern for IKEA. IKEA also lost some of their key American managers in the same process. In order to overcome the above mentioned inadequacy, Jackson (2002) proposed a multicultural model. This model suggests that people having different cultural values should work together. Cultural differences and business ethics should not affect each other when communicating across nations. Boone et al. (1997) describes three types of diversity (refer figure 1.4) from the managerial perspective. Types of diversity Examples Diversity in negotiated environment Tax rules Subsidization practices Financial reporting requirements Quality and product standards Administrative diversity Internal accounting rules Information systems Manufacturing systems Inherited diversity Customer preferences Employee characteristics Business systems Figure 1.4: Three types of diversity [Boone et al. (1997)] Japanese versus UK/European Business Model Unlike western management culture, Japanese management style stress more on getting in groups to provide a solution of the problem. Motivation plays a very important role in determining the performance of any organization. However, Japanese organizations stay short on the motivational factor yet report very high productivity. Azhashemi et al. (1999) describes, that in recent years, more importance has been given to efficient frameworks in order to improve the quality of the management practice. Japanese management style introduced Total Integrated Management (TIM) framework to enable the organization to interrelate each of their facets. As multiple factors are joining hands with management quality, it becomes difficult for an organization to focus on each of these factors and enhance their quality of management practice. The following figure illustrates six critical factors defined in Total Integrated Framework (TIM) which are essential for the success of an effective organization. Business Structure Management Resources Management Design Corporate Culture Management Performance Management Cycle Figure 1.5: Critical Factors of Total Integrated Management (TIM) Framework [Azhashemi et al. (1999)] Total Integrated Management (TIM) framework helps the organization to identify the missing loop in their management practice by defining how the management cycle affects four factors of the organization (Business Structure, Management Resources, Management Design and Corporate Culture) which in turn reflects the performance of the management practices. Azhashemi et al. (1999) also describes that the quality of management cycle is directly proportional to the remaining five factors. If the management cycle shows high quality level, the six factors produce an excellent loop that enables the organization to be proactive and implement them. As discussed earlier, Japanese organizations show low job satisfaction. Career or Job satisfaction can be considered as a division of motivation. Jackson (2002) identified that motivational factors include both individual attributes and cultural values. The following figure describes the cultural differences among East Asian and Western cultures which constitutes the motivational factors. East Asian Western Equity Wealth Group Individual Saving Consumption Extended Family Relations Nuclear and mobile family Highly disciplined/motivated workforce Decline in work ethic and hierarchy Protocol, rank and status Informality and personal competence Avoid conflict Conflict to be managed Figure 1.6: Motivational Factors [Jackson (2002)] The core objective of spirituality is non-economic, yet critical for an individual. Spirituality consists of two main elements which are vision and inspiration. This refers to a framework in which more focus is offered to the individual eliminating the possibility of marginalization of human being. However, the perception of Japanese organization about their employees differs from that of western organization which consider employee as Intellectual Capital. Jackson (2002) defined seven spiritual values which are identified in the Japanese culture. National service through industry Fairness Harmony and cooperation Struggle for betterment Courtesy and humility Adjustment and assimilation Gratitude Jackson (2002) classifies British management culture as low measure of power distance, high on individualism, high on masculinity and very low measure of uncertainty avoidance. British organizations are not total learning organizations. However, British management culture is built around the concept of action learning. The second generation of Learning Organizations can be described as Knowledge Management a transition from British Management Style to Japanese Management Style. Jackson (2002) also suggested following methodology for management learning. Azhashemi et al. (1999) illustrates that UK/European business model framework helps the organization to increase management standards and performance. The basis of this framework is Total Quality Management (TQM) which mainly concentrates on customer satisfaction. This business model consists of nine elements (refer figure 1.7) which enables the organization to assess their business results. These nine elements are further divided into two major categories: Enablers and Results. Enablers consist of elements which convert input into output whereas Results allows the organization to measure their level of output. UK/European business model used a method of self-assessment in order to link and improve each facet of an organization. Azhashemi et al. (1999) suggested some of the key benefits of the self-assessment method. An objective assessment against credible and proven criteria. An assessment based on evidence. An opportunity to focus improvement where it is most needed. An opportunity to promote sharing of good, effective approaches within the organization. An opportunity to learn. The analysis of Total Integrated Management (TIM) of Japanese management style and UK/European business model indicates that the two frameworks concentrate mainly on the concepts of Total Quality Management (TQM). Policy and strategy are the two main elements of Total Integrated Management (TIM) framework which displays the belief of Japanese management style that these policies and strategies can affect both business and management factors. On the other hand, UK/European business model enables the organization to achieve high standards. Indian Management Culture Indian management style is based on its diversity with many religions, customs and ethics. Many believe that the managerial behaviour in India is influenced by values and beliefs an individual possess. Some also believe that people work in an organization only to nuture their supervisors. Spirituality plays an important role in Indian management style. Employees often feel difficult to choose between culture of the organization where they work and their own spiritual beliefs. Due to this, it is very often that people resign their job and start their own business which allows them to live based on their own spiritual values. Kumar et al. (2005) describes that the managers in Indian organizations often display emotionality in decision making. The individualism and collectivism goes hand-in-hand in Indian management style. Individualism defines more importance to an individual goal whereas collectivism refers to high importance to objectives of a group. It is often seen that spirituality acts as an vital function of the management style in which influence of the culture is more dominant. Pawar (2009) defined a relationship between individual spirituality, workplace spirituality and work attitudes. Individual spirituality injects into the workplace spirituality which in turn affects the motivation and involvement of an individual towards business ethics. Pawar (2009) explained this in figure 1.8. Individual Spirituality Workplace Spirituality Meaning in work Community at work Positive organizational purpose Positive Work Attitudes Job satisfaction Job involvement Organizational commitment Figure 1.8: Effect of Individual Spirituality and Workplace Spirituality on Work Attitudes [Pawar (2009)] However, Indian Management Style has been stirring towards Western management styles. During this process, difference in business practices and cultural values are some of the key challenges which are faced by Indian management style. Kumar et al. (2005) considered an example to explain this in detail, a subsidairy of South Korean firm in India. The study states that their employee receive targets which they should achieve on regular basis. Employees are also expected to raise their performance constantly. This shows that there is a shift from people-centric culture of Indian management style towards work-centric approach of western management style. Clark et al. (2000) defined the emphasis of HRM in seven European countries. In the last part of this section, we discuss advantages and disadvantages of the application of Comparative/Integrative human relations, Business Ethics and Spiritual/Cultural values to HRM practice. Figure 1.10 describes the advantages and disadvantages of the applications of Comparative and Integrative Human Relations to HRM practice. Advantages Disadvantages Provides an overview of cultural differences at both organizational level and national level Both Comparative HRM and Integrative HRM approach only provide a theoretical framework and does not provide a solution-based framework Provides a measure of diversity level at both organizational level as well as national level Major challenges towards implementation are: Globalizing world Robust transfer mechanism More influence of personal values Provides cultural relativity between HRM model, theories and practices Both Comparative HRM and Integrative HRM approach are too expensive to implement Provides global perspective and aid centralization of work Existing dependence of HRM practices on the laws and regulations governed at national level Provides the list of shortcomings in term of cultural issues and institutional issues Marginalize the collective measure of various other aspects between an employee and the organization Helps the organization in standardization and international learning Cultural and Institutional issues occur during communication across nations Figure 1.10: Advantages and Disadvantages of CHRM/IHRM on HRM Practices Figure 1.11 describes the advantages and disadvantages of the applications of Business Ethics and Spiritual/Cultural values to HRM practice. Advantages Disadvantages Improves the involvement and contribution of an employee at the organization Individual spirituality affects the workplace spirituality Helps the organization to improve productivity in line with high job satisfaction Difficult to manage the diversity in cultural values across organization Facilitate the improvement of Personnel Management practices Difference in business ethics and personal ethics results in greater conflicts in work group design Provides cultural relativity between HRM practices and aid international culture HRM practices need constant modification on regular basis Figure 1.11: Advantages and Disadvantages of Business Ethics Spiritual/Cultural values on HRM Practices Summary According to Stashevsky et al. (2006), leadership styles in which leaders possess intellectual stimulation, individualized consideration and inspirational motivation to be provided to the followers is known as Transformational Leadership. The term Leadership has always been coupled with strategic human resource management (SHRM). Leadership is one of the key managerial traits used in order to understand SHRM. For the organization to adopt resource-based strategic human resource management, one of the vital constraints required is competencies related to leadership. Generally, in an organizational context, the definition of managerial leadership reflects a process in which an individual exhibits influence upon others. However, there is a difference between a leader and a manager. Bratton et al. (2007) also defined that the reflection of the fact leaders create a vision whereas managers develop plans explains the difference. The study reveals that the leadership style followed in western culture is more influenced by repressive nature of the components which constitutes leadership. On the other hand, non-western culture follows the authority displayed by the autocratic nature of leadership components. Many workers/employees in non-western management style are seen to accept incorrect orders as 1) they are not willing to challenge their supervisors and 2) to show respect to their superiors. HRM practices in an organization confront many challenges due to the influence of spirituality and difference in cultural values. There are advantages and disadvantages in integrating spiritual/cultural values to HRM practices. Comparative HRM and Integrative HRM provides a measure of HRM practices at both organizational and national level. Difference in personal values affects the work group design in an organization. Personnel management which facilitates work group management helps the organization to minimize the effect of personal values by means of taking into account the security of personal information, counselling and specification on job. The following are the key issues faced by work group management due to the difference in personal values in a group. Greater conflicts Poor performance Low job satisfaction Traditional practice of HRM or personnel management concentrates mainly on an individual and offers marginalization of various other aspects between an individual and the organization. Due to globalization, it is not feesible to negate the fact that business is growing in borderless world and differences in cultural values are bound to occur. There are concerns if the organization concentrates on spiritual/cultural values more than business ethics, there are issues if the organization cancel out the actuality of cultural and institutional differences. Universal HRM is the key to success. Universal HRM refer to the process of defining high-level HRM models, theories and practices at both organizational level and national level in order to provide the organization with highly motivated workforce and greater productivity. Irrespective of cultural, institutional and various diversities, Universal HRM allows the organization to achieve their business goals more efficiently. After learning and analyzing the HRM practices followed in both western and non-western management style, Universal HRM is considered to be the Best-Practic