Business Management Procedures And Operations - 1957 Words

Highly motivated and self-driven professional with 15+ years’ experience in the coordination field in both Hospitality and VET sector. Skilled in official management tasks, team training and leading, scheduling, problem identification and troubleshooting. Adept at managing and monitoring official operations, minimising costs and optimising delivery of high quality of customer service HIGHLIGHTS OF QUALIFICATIONS †¢ Adept at budgetary supervision and management. †¢ Practiced in VET maintenance, supervision and organizing coordination meetings †¢ Confident with business management procedures and operations. SELECTED ACCOMPLISHMENTS †¢ Managed and supervised 300+ of both staff and students †¢ Supervised and managed numerous fruitful third party and management meetings †¢ Enhanced employee and students retention by supporting them with continues career development and on the job trainings Employment History Catering Events Operations manager. Treasury Wine Estate head office, Melbourne Jan 2013 – Oct 2014 †¢ Manage and supervise all the catering for the Board of directors meetings †¢ Liaising with relevant wine department to coordinate and cater for the Brand events celebrations. †¢ Working collaboratively with the board of director executive assistant to provide the highest quality of customer service for the W.L.T (world Leader Team) meetings and events. †¢ Demonstrate excellent problem solving skills †¢ Ability to lead a team and manage complex operational workflows withinShow MoreRelatedThe Operations Management Procedures That Will Take Place At My Service Oriented Salon Based Business985 Words   |  4 Pages Operation Management Elibah Bey Kaplan University â€Æ' In this paper, I will discuss the operations management procedure that will take place in my service oriented salon based business. I will also describe the inputs, operations processes, and outputs that pertain to â€Å"Eli’s Beauty Services†. In addition, I will describe how customer needs will be addressed in my business and the beauty shop’s core competencies. Moreover, I will identify competitors, compare my service offerings to theirsRead MoreInternational Food and Beverage Management847 Words   |  4 Pagesthe important characteristics and procedures of a food and beverage establishment in relation to its size, type, market, design, planning and organization? The importance of planning and designing procedures for a food and beverage establishment is essential for a successful establishment. Procedures are the cautions taken to ensure that the operation is running effectively and efficiently to meet demands of the customer, with an effective and efficient operation it may reduce the complication ofRead MoreThe Conception Of Operation Management1521 Words   |  7 Pagesabout the conception of operation management, and history of operation management. It also presents the circumstance of New Zealand SMEs and analysis on number of birth and deaths of different business sectors in 2010. At the end of the report, it provides the review of the business in New Zealand by major focus on their needs. In section 1, the report demonstrates the review of literature on the operations management. Among them, it includes what is operations management, explaining the roles andRead MoreRole Of Information Systems For Business Competitiveness1282 Words   |  6 PagesUNIVERSITY OF MANAGEMENT AND SCIENCES SURVIVABILITY AND PROFITABILITY: THE ROLE OF INFORMATION SYSTEMS FOR BUSINESS COMPETITIVENESS RAJESHWAR RAO NALLANI STUDENT ID 5153110 INFORMATION SYSTEMS PLANNING COURSE CS 531 INSTRUCTOR: DR.GIDEON U.NWATU DATE 02/24/2016 â€Æ' TABLE OF CONTENT Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....3 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 Types of information systems†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..5 The roles of different types of information systems in business organizations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreIntroduction. Strategic Human Resource Management Is The1068 Words   |  5 PagesIntroduction Strategic human resource management is the approach of dealing with the human resource that backings long haul business objectives and result with a strategy system. This technique on the human resource concentrates on the long individuals’ issues, coordinating assets to future needs, and full scale worries about quality, structure, qualities, culture and duty to the human resource in a business firm. The human resource administration spins around the procuring of workers, train endRead MoreThe Development Of The Recovery Team1297 Words   |  6 Pagesstage of the process for maintaining or recovering essential business functions. Three sections of the plan are linear, in that if all of them are implemented (which may or may not be required depending on the nature of the interruption), they will follow one another in chronological order. The supporting and reference elements of the plan are contained in the appendices and are not part of the linear plan. Specifically: Response Procedures: This section describes the short-term response activitiesRead MoreDisaster Recovery Plan1817 Words   |  7 Pageswithin businesses and organizations alike. Disasters not only affect the business and organizational continuity, it will also result in a major modification of the organization’s operational mechanisms (Awasthy, 2009). Businesses now prepare a business continuity plan and a disaster recovery plan because of these reasons so that they may simplify the disaster management when next one occurs. It is highly important for every business to have an effective disaster recovery plan to go to in the event ofRead MoreAudit Procedures For The Corporation Essay1590 Words   |  7 PagesCYBERSECURITY †¢ To inspect and/or establish internal policies and procedures to guarantee that personnel are aware of their cybersecurity responsibilities and that the corporation is not making internal declarations that could reveal the corporation to liability. †¢ To inspect all external declarations concerning the state of the corporation’s cybersecurity to guarantee the corporation is not making external declarations that could reveal the corporation to liability. †¢ To inspect third-party contractsRead MoreHealth, Safety and Environmental Management752 Words   |  3 PagesHowever it is believed that no set of standards, rules or procedures can be developed which can address every operational situation that may be encountered. Thus no one may assume a safe operation will result by blindly following established guidelines. The best way to keep improvising the operational procedures and the HSE management in any company or industry is by providing world class training and various resources accessibility so that all the employees will master the knowledge to perform theirRead MoreControls for Information Technology and Reporting Evaluation Essay1634 Words   |  7 Pagesundertaking for any business. Success in business is determined by effectively managing the risk. Effective risk management helps to protect the company from losses because of poor accounting practices and fraud. Good controls also protect company management from the li ability when they certify the financial statements issued in the annual report because they are also certifying the internal controls. The internal control process begins with management and the attitude that management portrays through

Dr. Martin Luther King vs. Malcolm X Essay - 739 Words

Dr. Martin Luther King vs. Malcolm X Martin Luther King and Malcolm X were both black men, fighting for freedom in a white society. However, the word fighting meant different things for each of them. For Malcolm X, it literally means violence, as he believed in an eye for an eye. Martin Luther King, however, believed in peaceful protest, such as the Montgomery Bus Protests. MALCOLM X Born Malcolm Little in Omaha, Nebraska on May 19, 1925, Malcolm X was the son of a Baptist minister, who was an avid supporter of Marcus Garveys Universal Negro Improvement Association. While living in Omaha, the family was often harassed - at one point the familys house was set afire. In 1929 the†¦show more content†¦Branding white people devils, he spoke bitterly of a philosophy of vengeance and an eye for an eye. When, in 1963, he characterized the Kennedy assassination as a case of chickens coming home to roost, he was suspended from the Black Muslim movement by Elijah Muhammad. Disillusioned with Elijah Muhammads teachings, Malcolm formed his own organizations, the Organization of Afro-American Unity and the Muslim Mosque Inc. In 1964 he made a pilgrimage to Islams holy city, Mecca, and adopted the name El-Hajj Malik El Shabazz. He also adopted views that were not popular with other black nationalists, including the idea that not all whites were evil and that blacks could make gains by working through established channels. As a result of Malcolms new views, he became the victim of death threats. On February 14, 1965, his home was firebombed; his wife and children escaped unharmed. A week later, on the 21st, Malcolm was shot and killed at the Audubon Ballroom in Harlem, while preparing to speak. Three of the men arrested were later identified as members of the Nation of Islam. Malcolm X had a profound influence on both blacks and whites. Many blacks responded to a feeling that he was a man of the people, experienced in the ways of the street rather than the pulpit or the collegeShow MoreRelatedEssay Philosophies and Tactics of Dr. King and Malcolm X1492 Words   |  6 Pagesminorities. Among them, Martin Luther King and Malcolm X had an everlasting effect on the treatment of minorities in the United States. Although their philosophies and tactics differed greatly, Dr. Martin Luther King Jr. and Malcolm X helped shape the Civil Rights Movement and make the United States a better place for people regardless of their race. Martin Luther King Jr. and Malcolm X had different beliefs and goals for the Civil Rights Movement. While Martin Luther King Jr. took a more peacefulRead MoreMalcolm X vs. Martin Luther King Jr.1723 Words   |  7 Pagesdefine this momentous time in United States history. Speeches during this period served as a means to inspire and assemble a specific group of people, for Dr. Martin Luther King Jr. and Malcolm X it was the black community that needed to rise up in hopes of achieving equal rights and voting rights for the blacks. Dr. Martin Luther King Jr. and Malcolm X were two of the most prominent leaders and orators at the heart of the Civil Rights Movement. Although both leaders possessed the same objectives, theirRead MoreMalcolm X Vs. Martin Luther King Jr. Essay1717 Words   |  7 Pagesthis momentous time in United States history. Speeches during this period served as a means to inspire and assemble a specific group of people, for Dr. Martin Luther King Jr. and Malcolm X it was the black community that needed to rise up in hopes of achieving equal rights and voting rights for the blacks. Dr. Martin Luther King Jr. and Malcolm X were two of the most prominent leaders and orators at the heart of the Civil Rights Movement. Although both leaders possessed the same objectives, theirRead MoreA Research on The Civil Rights Movement1448 Words   |  6 PagesMovement (Martin Luther King Jr. Vs Malcolm X) and will be focusing on two important icons that have an important part of African American History. I am going to further discuss in this research paper, â€Å"What were the views of Martin Luther King. Jr and Malcolm X during the Civil Rights movement? What were their goals and methods to achieve equality and peace?† Both leaders wanted to unite the black race with the white race and achieve equal rights. Martin Luther King. Jr and Malcolm X were both veryRead MoreThe Effectiveness of Martin Luther King Jr, as Opposed to Booker T. Washington, W.E.B. Dubois and Malcom X2045 Words   |  9 Pagesrespected ideas were known to have contradicted with each other. Malcolm X, a black supremacist was a member of the NOI (Nation of Islam) and based his platforms of teachings off from religion. Martin Luther King Jr.’s approach towards gaining equality was of nonviolent actions. This proved to have been the most effective way to solidify through legislature the civil rights of African Americans within America. With that solid, Martin Luther King Jr. was the most productive and influential African AmericanRead MoreDoes The Seeds Of Hatred Still Live? Essay2183 Words   |  9 Pagesself-refueling and self-generating for HUNDREDS of years, maybe THOUSANDS. Don’t forget, you must pitch the OLD black male vs. the YOUNG black male, and the YOUNG black male against the OLD black male. You must use the DARK skin slaves vs. the LIGHT skin slaves, and the LIGHT skin slaves vs. the DARK skin slaves. You must use the FEMALE vs. the MALE, and the MALE vs. the FEMALE. You must also have white servants and overseers [who] distrust all Blacks. But it is NECESSARY THAT YOUR SLAVESRead MoreHow Educated Are Students Who Attended American Public Schools?923 Words   |  4 Pagesperhaps never really believed. Racism stop the American Dream, the history of racism has hunted their dreams and still lives today. Where the American Dream originated from? Is it still being pursued? How it is expressed in different ways though Dr. King, movies or rags to riches? The American Dream originated during the Great Depression while Americans were struggling, millions of people losing their jobs and did not have any money. The Great Depression started after World War I, the same time asRead MoreMalcolm X : The Fight For Civil Rights2090 Words   |  9 PagesMalcolm X was misunderstood his whole life and even after his death. He has been portrayed as a hate activist because people thought that since he was willing to use violence, it meant that he was always physically attacking people, which he wasn’t. He struggled through a rough life since the day he was born. Malcolm X chose violence as his way to fight for Civil Rights because of his childhood that affected his religion which crafted his positive perspective on black power through violence insteadRead MoreThe Impact Of The Civil Rights Movement1018 Words   |  5 Pagescounterparts. This civil rights push lasted the better part of a century, lasting all the way into the 1960s. It was a hotly contested issue that was the cause of many major events, including riots and protests. Important figures such as Malcolm X and Dr. Martin Luther King Jr. led the Civil Rights movement in the 20th century. The movement was not without opposition, and it had faced many setbacks. Throughout its duration, the civil rights movement faced many setbacks and extensive opposition. SouthernRead MoreEssay about The Civil Rights Movement2446 Words   |  10 Pagesincluding Martin Luther King Jr., Rosa Parks, and Malcolm X would bring the cause to the national stage. Although the movement was plagued with violence and death, it was eventually successful. The South was radically changed from a society of Jim Crow segregation to a South where all men (and women) are truly created equal. The 1896 case, Plessy vs. Ferguson, established the validity of separate but equal treatment of blacks in the south. The 1954 Supreme Court ruling in the case of Brown vs. The

Classical And Romantic Eras Of Music free essay sample

Throughout the advancement of these two eras there were a lot of new additions to the music world. After the baroque period composers began to get a sense of individuality and an ability to make a living off of their music. The classical period consisted of composers appealing to the amateur musicians and experienced musicians altogether. The composers began to turn to freelance musicians and ultimately wanted to benefit from their work. This was not the same with the romantic period. Although composers were still very motivated to benefit from their USIA In ever day life, they wanted their music to be easily Identified. They wanted you to know who had composed the piece when you heard It and remember that. The harmonies of these two eras were also similar but like the composing role there was a little more that romantic composers wanted out of the music. The harmony was very identifiable in both of these periods and they liked It that way. Classical music harmonies used the major and minor scale and Instituted dissonance to add to the piece.They wanted the dissonance to spice the music up a bit in a sense of excitement and suspense. The romantic period harmony was a time where the composers were making the pieces longer. The symphonies of the romantic era are longer than the classical era. The use of harmony In the romantic era also sheered away from the major and minor scale to make the pieces rich in a sense and full of color. There was a lot of experimentation in the romantic era with harmony, instruments, and everything that made up the music.There was a very major sense of Just wondering exactly they could do with all the music, seeing how everything would be If they used It different way. The style of performance was also changed or edified in a sense. During the classical period the audience knew that the music was changing. The audience yearned for the music to be made for a specific type of performer so that performer could give them the very best music of that type. The cadenza was used throughout performances to show the audience the strength of that certain performer.During the romantic period the cadenza piece was written prepared before hand instead of the performer kind of winging it. The romantic period was also a very expanding era through the orchestra. Concert halls were growing so they needed more performing musicians. The style and form of these two eras were vastly similar. The traditional classic form moved on to the romantic era but this was an era for expanding them and in a sense letting them on their own. The form of the romantic period was very free unlike the classical era, which was very balanced. As I mentioned earlier the symphonies were longer and also the addition of the symphonic poem came through the romantic period. These two periods had some of the most prolific composers In musical history. The three main composers from the classical era are widely known: Ludwig van Beethoven, Joseph Haydn, and Wolfgang Amadeus Mozart. Haydn was one of the most talented composers of this fine lineup. The Austrian composed for Prince Strachey for thirty years and lived out a long life. Haydn did very well with the symphony and the string quartet for starters. OFF rhea major surprising and emphasized part of the piece is when the loud chord comes crashing down through a mainly calm piece before then. This is a large part of the classical era with a sense of surprise and having a piece people wanted to be able to distinguish. Mozart was another major music fugue from this era. Mozart is ere underrated in my opinion or more overshadowed. Being a child prodigy already had everything in place for Mozart who continued the excellence into adulthood. The amount of passion and work Mozart put into his pieces brings me to his Symphony No. 0 in G Minor. It is a very good symphony when it comes to the classical period speed. It is a quicker symphony that has a nice accompaniment of instruments with it to continue a steady rhythm. The last major composer of the classical period I want to point out is Beethoven. I have known about Beethoven from a young age when I learned to play piano and have always had the utmost respect. The perfectionist attitude and hard work Beethoven put into his work was incredible. The piece that he completed called Ode to JOY was a very perfect example of classical era music.A consistent chord and note for a strong rhythm. As the piece progresses there are harder and more emphasized notes that give it its uniqueness. Moving onto the romantic period the composers that I personally would highlight are: Franz Schubert, Robert Schumann, and Giaconda Puccini. Schubert was a major workhorse who produced hundreds of pieces. All of his pieces have a mass amount of moods Instituted into them, which is also a big part of romantic music. Die Foresee was Schubert piece that was very important of this era.The use of nature and a simpler piece make this piece very romantic era. The sense of not using balance and proportion anymore like in the classical era was huge for the romantic era. Robert Schumann was a very good writer, which I believe, also fueled his talent in music history. The emotional nature of his pieces is a big reason why he is part of the romantic era. Reconnaissance is his piece that I really enjoy in the simplicity and emotion that is put into the piece. The repeated notes that make the piece unique are consistent and make the listener feel the emotions of the piece.Puccini, who took over the role of the most important Italian opera composer, hugely showed his talents on the opera scene. Making the opera a more individual sense like everyday people was a big fuel of his popularity. Gaining fortune from his play Anon Allocate, he became even better known after La Bohemia. The plot of this opera is held very dear to the audience throughout. The sense of this play being Just like the Romeo and Juliet plot that everyone had a soft spot for. The simplicity of his operas was a major factor that kept him successful and a big part of the romantic period too.

Musicassignment Essay Example For Students

Musicassignment Essay Concert Etude by Alexander Godlike and finally, The Debutante by Herbert L. Clarke. Unfortunately, the third composition had been cancelled on that day, so we could only hear 4 pieces out of the 5 songs. The structure of the instrument was different. In the first piece there were Just trumpets next to each other and a conductor in the front facing them. In the rest of the piece there was a pianist on the left side and a trumpet in the middle of the stage. The first composition was the An Overture and Finale performed by Keith Arbitrators, Amanda Confuses, Kelly Fabian, Paul Hearer, Matthew Michelin, Cortez Montanan, Angel Ortega, Jose Sanchez, and Nathan Shanghai. The piece started with an up-tempo tune and by Just a few trumpets, and the others have Joined later. When every trumpet Joined the tempo became slower. There were multiple tunes and changing rhythm during this piece but the main theme always came back. The melody was distinct. At the end of this piece they played in a lower pitch and everybody Joined again. The second piece was the Concerto for Trumpet, 1 . Allegro (sonata) originally by Joseph Haydn. The performers name was Jose Sanchez. This piece was performed with a piano accompaniment. The piano started with a nice tempo and then the trumpet followed the exact same rhythm as a response to the piano. It was like talking back to each other, like a conversation which was very enjoyable in my opinion. This was the main theme all over this piece. The tempo changed a several times but always got back to the main tempo. The piece was continuously played as always in a sonata. In the early 19th century the sonata form was defined, from a combination of previous practice and he works of important Classical composers, particularly Haydn, Mozart, Beethoven, but composers such as Clementine also. The third composition was the Concert Etude originally composed by a Russian composer and pianist called Alexander Godlike, performed by Kelly Fabian. This classical piece enlivens the sparse concert repertoire of that instrument. The Concert Etude, opus 49 is a major technical work for Trumpet, played on many recitals, exams and festivals. Alexander Goddesss Concert Etude is a showpiece that required considerable skill in double-tonguing technique. Being from Russia, Goddesss harmonies are dense and dramatic, similar to other Russian composers during this time period, such as Dimmit Stochastic and Anton Rubberiest. This work has two primary themes heard throughout: the first is very rhythmic and the second is much more lyrical. The piece starts immediately with the A theme in the trumpet part. The piano helps outlines the phrases by getting more active at the end, and then at the start of the new period it takes a step back in complexity. Later in the piece the trumpet and piano begin to take turns with Misalignments By Gladiatorial name back to the main, opening theme. This type of changing goes through the entire piece. The second theme has a half-time feel, established by the half notes in the right hand of the piano. However, the pulse stays the same because of the running eighth notes in the left hand of the piano, while the trumpet melody mimics like the right hand of the piano. This secondary theme does not last long. The trumpet mostly plays in arpeggio. The ending is the softest dynamic in the entire piece. The last composition is The Debutante, originally composed by a well-known American ornate player, feature soloist, bandmaster, and composer Herbert L. Clarke in 1917, this time performed by Amanda Confuses. This is a a-Flat Cornet (Trumpet) solo with piano accompaniment. The Debutante was one of Clacks five most commonly performed solos. This piece is full of technical passages comprised of scales, arpeggios, and multiple tonguing. Two lyrical themes are played freely, and call to mind polite society of the earliest twentieth century. The term debutante refers to a young aristocratic woman who has reached adulthood and is introduced to society wrought a formal debut. .u3d70d59bea0cd18bc9344790c5366b10 , .u3d70d59bea0cd18bc9344790c5366b10 .postImageUrl , .u3d70d59bea0cd18bc9344790c5366b10 .centered-text-area { min-height: 80px; position: relative; } .u3d70d59bea0cd18bc9344790c5366b10 , .u3d70d59bea0cd18bc9344790c5366b10:hover , .u3d70d59bea0cd18bc9344790c5366b10:visited , .u3d70d59bea0cd18bc9344790c5366b10:active { border:0!important; } .u3d70d59bea0cd18bc9344790c5366b10 .clearfix:after { content: ""; display: table; clear: both; } .u3d70d59bea0cd18bc9344790c5366b10 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u3d70d59bea0cd18bc9344790c5366b10:active , .u3d70d59bea0cd18bc9344790c5366b10:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u3d70d59bea0cd18bc9344790c5366b10 .centered-text-area { width: 100%; position: relative ; } .u3d70d59bea0cd18bc9344790c5366b10 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u3d70d59bea0cd18bc9344790c5366b10 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u3d70d59bea0cd18bc9344790c5366b10 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u3d70d59bea0cd18bc9344790c5366b10:hover .ctaButton { background-color: #34495E!important; } .u3d70d59bea0cd18bc9344790c5366b10 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u3d70d59bea0cd18bc9344790c5366b10 .u3d70d59bea0cd18bc9344790c5366b10-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u3d70d59bea0cd18bc9344790c5366b10:after { content: ""; display: block; clear: both; } READ: Importance of Music EssayThe composition starts with a piano solo then the trumpet joins and becomes the main instruments in the piece. Then we can hear a trumpet solo, similar to the piano solo performed in the beginning. Then the two instrument play together in a soft sound. I really liked the last two piece as a referential listener. It was fascinating to watch those students play together. I really like the sound of the piano and the trumpet together. Classical music allows you to experience a range of incredibly strong, sometimes overwhelming emotions.

Locke and Humes Discussions of the Idea of Personal Identity

Introduction The idea of personal identity has been discussed by both Locke and Hume firstly on a more general sense to the general idea of identity before narrowing down specifically to the subject itself.Advertising We will write a custom essay sample on Locke and Hume’s Discussions of the Idea of Personal Identity specifically for you for only $16.05 $11/page Learn More As such before I narrow down to the idea of personal identity, it is important that I first take a look at how they present their claims with regard to this general idea of identity. Some surprising claims by Locke suggest that, identity is an impression or idea we come to arrive at when we tend to associate and one thing at a particular time with the same thing as it exists in a different time. In his essay, Concerning human understanding, he says; When we see anything to be in any place in any instant of time, we are sure, (be it what it will that it is that very thing, and no t another, which at that same time exists in another place, how like undistinguishable soever it may be in all other respects: and this consists identity, when the ideas it is attributed to vary not at all from what they were that moment, wherein we consider their former existence, and to which we compare the present. (Locke, I, XVII, 5) In his conceptualization of identify, Locke brings forth the notion that something at a particular time is of the same identity in a derivative sense as one would come to think of its transitive sense being a derivative of it. He quickly brings forth as is suggested in the above quoted text the concepts of place and time in identity and diversity. He claims that not two things could be assumed or taken to have come at the same time and place and as such the identity of something in its first application comes forth taken in terms of location by time and its space. To prove his claim, Locke introduces the distinction between God, finite intelligenceà ¢â‚¬â„¢s and bodies. He says that, since God is without a traceable start, perpetual, unalterable and omnipresent, his identity is of no doubt.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, concerning finite spirits that each have their particular place and time they started to exist, their likening will always be in relation to that time and place in which they started to exist as long that place remains to exist. Similarly, bodies for which no addition or subtraction of matter has been made could not be two at the same place and time. Discussion Of unity of consciousness and personal identity From the surprising claim in which Locke defines the identity of bodies, there arises the concept of individuation or personal identity. According to Locke change of mass does not necessarily distort the identity of a body, so long as it remains contact with all particles of matter as is in the pla ce and time of the beginning of its existence. As such in living things, the identity lies not in the various parts that makes up the body but on the spirit that that gives life to that body that is constant even if the various part of the body may change. Life however that makes that living thing live and that makes it be what it is, remains constant despite the change of part. He brings forth the account of the identity of a human being. He argues that, the identity of a soul alone in an embryo of man is one and same that is the identity of it in a fully grown up man. It should not whatsoever arise a time when an embryo with the identity of a soul of man be confused with something else as is also the soul that is the identity of a mature man. An embryo of man maybe lacking in some way ion the nature of matter, but that very individual spirit, being same as is in the embryo, as is in a mature human being, and which has its beginning from the embryo leaves no doubt that it is one an d the same thing (Parfit). This is same for all other living things. In Locke’s notion of identity of the self, a person is a ‘thinking intelligent being’ that has reason and reflection which by it can thus consider itself as itself having the same thinking albeit in different ‘times and places’ (Locke, 1975).Advertising We will write a custom essay sample on Locke and Hume’s Discussions of the Idea of Personal Identity specifically for you for only $16.05 $11/page Learn More In this notion therefore the sense of a person is associated with the consciousness that brings forth the self-consciousness of itself. According to Locke (1975), that consciousness that accompany thinking makes the rational being same in different moments and times and as such is what comprise the personal identity. He further argues that, so long as that consciousness can be viewed at a moment a while back, any action or thought as is far c onnects the ‘identity of person’ as the self was at that moment before and is now, as reflected in the ‘self’ now casts no doubt that that action was done by the same self (Locke, 1975). For as far as any intelligent being can repeat the idea of any past action with the same consciousness it has of its present thoughts and actions, that it is self to itself now, and so will be the same self as far as the consciousness can extend to actions past or to come; and would be by distance of time or change of substance no more two persons †¦the same consciousness uniting those distant actions into the same person. (Locke. II Chapter XVII, 20-30) In Hume’s theory of the mind however, he pointedly differs with the Locke’s notion of consciousness to the idea of personal identity. According to Hume, memory and not consciousness comprise personal identity on the account that it brings forth the association of causes in its strain. He argues that, a se lf can only be identified based on the bundle of perceptions it so holds at a particular point in time (Hume, n.d.). He holds that, it is the perceptions that are in the self at a particular time that defines that self and hence its identity (Hume, n.d). He asks and concludes that, what if such perceptions were removed for instance by deep sleep or death, then the self becomes insensible, and as well, the identity of that self is lost. From the notion held by Locke of personal identity as the unity of consciousness, there arise two conflicting points when we try to relate it with Hume’s bundle of, mind theory; substance and succession.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More Concerning substance, Locke holds that the change of the thinking substance does not in any way rob the identity of oneself to another as it is the consciousness or spirit that defines the identity and not the substance (James, 2009). And concerning succession, he says that it being a present representation of a past action then the identity remains the same as was of the beginning self and could have therefore been transferred. To this he argues is like trying to differentiate the same thing from itself. Conclusion Both notions of personal identity by Locke and Hume present some interesting things and may elicit a lot of arguments and hence differences to different people. In my conviction however, I hold that Hume’s argument of the identity of self has more strength than Locke’s unity of consciousness. I have got my own reasons to this conviction and I will provide two arguments in account of this. Firstly, let’s take an account of insanity. Insanity is a cond ition where a person loses their mind. When a person goes insane or loses his or her mind, it is possible and convincing to say that they have also lost their identity until in such and such a time that they get to regain their mind. I say so because, a self is such identified as one and the same through their behavior that is generally woven in their way of thinking that makes them behave the way they do (Sacks, n.d.). What comes of an insane person is that it is even difficult for them to tell of their identity and through their behavior, anybody else who there in the past knew the identity of the sane and now insane person can clearly make that they are of different identity. It is possible that, should someone come to know of the insane person in their present conditions they will probably not be able to conceptualize their identity while they were in sound mind. Secondly also relating to the mind is intoxication by drug. Intoxication of mind can lead the person to behave in a m anner that is not as we know that of the real self. Intoxication therefore robs off the self the identity of that self albeit momentarily. It is therefore not very correct the notion by Locke’s of continuity. It is possible to be of a different mind now and of a different one in another time that taken separately could yield two identities. References Hume, D. (n.d.). extract from â€Å"Of Personal Identity,† Book I, A Treatise of Human Nature, pp. 251-253. James W. (2009). Pragmatism. Echo Library: Teddington, Middlesex Locke, J. (1975). extract from â€Å"Of Identity and Diversity†, An Essay Concerning Human Understanding, pp. 341-343. McCann, Edwin (1999). Locke on Identity: matter, life, consciousness. In Margaret Atherton, ed (1999). The Empiricist: Critical Essays. Rowman and Littlefield, Lanham MD Parfit, D. (n.d.). extract from â€Å"Why our Identity is not What Matters† from his Reasons and Persons. Sacks, O. (n.d.). â€Å"A Matter of Identityâ €  from The Man who Mistook his Wife for a Hat, pp. 103-110. This essay on Locke and Hume’s Discussions of the Idea of Personal Identity was written and submitted by user Rhino to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Volcanoes, Active essays

Volcanoes, Active essays Throughout the world, there are various volcanoes that erupt daily. Scientists called vulcanologists study these volcanoes rigorously. These scientists, from either the United States Geological Survey or other foreign groups, study and observe these volcanoes to ensure that people in close proximity to these natural disasters are not put in any immediate danger. One active volcano is named Shiveluch. This volcano lies on the Kamchatka Peninsula, and is one of Russias largest volcanoes. Along with being one of Russias largest volcanoes, it is also one of the Holocenes (the earliest epoch in the Cenozoic era) most active volcanoes accredited with over 60 large eruptions. Its most recent major eruption was recorded back in 1997. Since then it has emitted several major and minor plumes of smoke, ash, and other volcanic debris. Such expulsions are deemed normal and as such the volcano retains the level-of-concern color code of yellow. Shiveluch is an andesitic volcano. Its mostly made up of plagioclase feldspar, clinopyroxene or orthopyroxene, and a small amount of hornblende. While these are the primary minerals, Andesite lava is also known to contain olivine. The andesitic magma that is usually expelled from stratovolcanoes emerges as thick lava flows that grow to be very large in length. It can also produce massive explosive bursts that turn into pyroclastic flows and surges and enormous eruption columns. The erupting point of Andesite lava tends to fluctuate anywhere from 900 and 1100 degrees Celsius. Shiveluch is a stratovolcano that stands 3,283 meters above sea level. While this volcano has never taken any human lives in the past, there is a small town that sits at the base of the volcano a mere 50 km away. Since this volcano is located along many major aircraft routes across eastern Russia, it is watched and monitored very closely by the Civil Defense Department of Russia. This...

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MNE Selection Techniques for International Assignments

MNE Selection Techniques for International Assignments Chapter1 Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. 1.1 Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. 1.2 Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. 1.3 Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. 1.4 Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. 1.5 Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. 1.6 Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 1.7 Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. 1.8 Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. 1.9 Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System 1.10 Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). 1.11 Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. 1.12 Culture: (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ 1.13 Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars Turner 1997, pg 157-181) 1.14 Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows 1.15 Hofstede’s four dimensions (1967-1973): Gooderham Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. 1.16 Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. 1.17 Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 Literature Review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 2.1 Selection: Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to Dessler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 2.2 Expatriate selection: According to (Dowling, Welch, Schuler, 1999, pg: 154) Multinationals take great care in their selection process, however predicting future performance potential of the concerned staff is challenging at the best of times especially operating in foreign environments adds another level of uncertainty. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going (Baruch 2005, pg 129). 2.3 Importance of an Expatriates and International Assignments: The world is globalizing very rapidly and change has become necessary for the organization to survive and to gain competitive advantage internationally. According to Harris and Brewster, 1999. The rapidly globalizing world has increased the need for the international assignments and many of the organizations started considering international management experience for the top management. So the international assignments are becoming an important part for the success of an organization to gain competitive advantage. As discussed by Chen, Tzeng Tang, 2005 that organizations internationalize their operation to gain success and to increase its market value internationally and for this purpose an organization needs effective expatriate who can perform its task properly. In this new era the importance of expatriate has increased because expatriates are the ones who can give an organization proper international exposure and make the organization successful. 2.4 Selection Process: One of the most studied areas for the expatriate selection is the selection process of the expatriate. The selection of expatriate has always been difficult procedure for the multinational organizations. Swaak quotes one HR executive who said. â€Å"My job is to find people in a hurry.† So this system is highly crisis-oriented and unsophisticated. Swaak , 1995. Further confirming the problems for the nature of the selection process Still and Smith (1997) report the results of Australian research, which shows that there were a number of different ways through which expatriates were selected. They studied that the most impressive and important form of selection or evaluation of the expatriate was recommendation of the person by the line manager including chief executive officer or specialist persons. Mostly expatriates in the multinational organizations in a knee-jerk reaction to the need to fill a new or unexpected vacancies overseas. Actually there are well informed intercultural trainers or a good HR professional who selects the expatriates but basically it is HR department within multinational organization who selects the expatriate finally. Managements choose the most technical and competent candidates which makes the expatriates successful internationally. (Shilling, 1993 pg 58). 2.5 Types of selection Process: Psychometric Tests Assessment Centers Coffee machine system 2.5.1 Psychometric Tests: According to Passmore, 2008 Psychometrics are the widely used testing method for the selection of the employee and personal development. The psychological test is always important for the selection of the employee especially for the selection of an international manager. According to the validity of psychological tests is disputed. According to Sparow and Brewster (2007) the psychologists the variation between the different natured job test is very small (Schmidt and Hunter , 1998). According to a survey done by The Graduate Recruitment in 2007 two third or about 67 percent of 219 respondents surveyed said that the results of psychometric test had some influence on recruiting and selection decisions, and 24 percent said that it has strong influence, and only 2 percent said that these test does not have any influence. So the above figure shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests in different cultural contexts, either in a single country or different countries. Now a day the demand of cross cultural assessment test is increasing due to the increasing factor of globalization to gain competitive advantage in international market. According to Mendenhall and Oddou, 1985 one of the important option for evaluating the selection process is the use of psychological tests and evaluation dvices. There are number of instruments available to measure the stress level of an individual. Figure: 2.1 (Source: article by Jonathan Passmore, Bread and butter â€Å"How to use psychometrics for coaching†) In figure 2.1 the real importance of psychometric test is shown. Psychometric tests are reliable that the selected person will be the one on whom one can rely. And obviously these kinds of tests are valid for any kind of job. The most important point in this test is that it does not include any biasness and the selectors cannot show the biasness while selecting on the basis of psychometric tests. These tests are also standard for different jobs. So all the above mentioned qualities and factors involve in the psychometric tests. In other words one can say that almost all the abilities present in an individual’s mind can be noticed, and the end result will always ends up in the right selection of expatriate. 2.5.2 Assessment Centre: As the assessment centers are considered to be one of the best selection techniques so according to Sparow and Brewster assessment centers will be the best idea as a selection technique to assess the competency of international managers. This is rarely the case, however. According to sparrow (1999) Even where assessment centers are used to select the managers in international settings, the key cross cultural assessment centers seems to be to design the assessment process so that it is very adaptable to local environment in which it will be operated. So there is need of cross culture assessment centers in which international managers can be assessed accordingly with the changing environment. Krause and Gebert (2003) have done study on international literature on the conception, operation and evaluation of assessment centers. He examined 281 German firms whose language was German and he compares them with the previously studied firms of United States of America. Study showed that both the American and German firms use the assessment centers but the purpose of some of them was different from the basics. For example the competencies assessed for job analysis might be identified through the use of interviews with job incumbents in 79% of US firms and only 39% of German firms. Most of the German firms rely on interviews for the selection of international managers or expatriates. so the assessment centers are considered to be an important process for expatriate selection. 2.5.3 Coffee Machine System This system was the idea of Harris and Brewster (1999) the key findings of the study show the reality of the selection process for expatriate selection in the organizations. In many organizations the selection process falls under what we call ‘coffee machine system’ and this system is the most common form of expatriate selection. What happens is that the senior line manager is standing by the coffee machine when he/she is joined by the colleague: ‘How’s it going?’ ‘Oh, you know, overworked and underpaid.’ Actually Jimmy in Mumbai has just fallen ill and is being flown home. I don’t know who I can choose to work over there at very short notice of time. It is driving me crazy. ‘Have you met Simon on the fifth floor?’ he is working in the same line of work. He is very good and bright and looks like going a long way. He was telling me that he and his wife had great holiday in Goa a couple of years ago. He seems to like India. Could be worthy to speak to him. Hey, thanks I will check and speak to him. ‘No problem. They don’t seem to be able to improve this coffee though, do they?’ What happen in the organization next is that the manger will take some decision and will have informal discussion with his seniors about Simon and then that man will be called and interviewed and selected for the required position. Accordingly HR department and financial department will be involved in the process and the formal and systematic process will be started. This method is rarely used in the organizations in particular cases when there is an urgent need to fill the position of expatriate. 2.6 Niche Assessments According to Bolt (2008 ) Many assessment venders specialize in certain niches and offer off-the-shelf products to meet clients’ testing needs. However, vendors can find such persons or individuals for the company who can fit in the organizations new environment and can coop with the new organization’s culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individual’s abilities and competencies. 2.7 Factors involved in selection Process: There are number of factors which affect the performance of expatriate. Dowling, Welch, Schuler, (1999) recognised some of the important and most affective factors and these are the factors which involved to determine an appropriate expatriate selection process. All the factors are shown in a model below. Cross-cultural Suitability MMNE requirements SELECTION DECISION FFamily requirements LLanguage TTechnical Ability CCountry-cultural requirement Figure: 2.2 Source: (Factors in expatriate selection, pg 77 Dowling, Welch, Schuler, 1999). Figure 2.2 shows the factors which are required for an expatriate each of the above mentioned factors is discussed in detail below. 2.7.1 Technical Ability: According to Hays, 1971 All expatriates are assigned abroad to complete some task weather its building a dam, running some business, or teaching it all depends on the personal technical ability to perform that task. Obviously it is important to consider the individuals’ personal ability to perform the required task assigned to the expatriate. So in selection it is another important area which needs to look at. Different research findings show that the multinational organization give a lot of importance to the technical abilities of the individuals going abroad for international assignments at the time of their selection. According to Harvey and Novicevic,(2001) that technical and functional expertise has been the primary criterion for selecting expatriate managers for assignments. Hixon found that the selection was based on technical ability and willingness to reside abroad. If the individual is selected without keeping in view its technical ability. It can create the big problems for the multinational organizations to complete its related task or assignment. Reinforcing the emphasis on technical skills is the relative ease with which the multinational may assess the potential candidate’s potential, since technical and managerial competence can be determined on the basis of past performance of the individual who is going to be selected as expatriate. In fact domestic selection cannot be equal to the international selection but person can be selected on the basis of past domestic records which he has performed domestically as the basic criteria is always the same in all the multinational organizations so on the basis of past abilities there should not be any problem for the organizations to select the expatriates. This approach is also found by Foster and Johnsen,(1996) who report the results of the research into the expatriate selection practices for the newly internationalized UK organizations which shows that organizations keep in view the technical skills, and previous domestic records while selecting expatriate for international assignments. 2.7.2 Cross Cultural Suitability: The environment and the culture where an expatriate is going is an important factor for an expatriate. So the selectors of the expatriates should always consider the factor of culture for the expatriate. Although these factors does not guarantee for an expatriate for his successes but if these factors are not considered it can lead it towards the failure of expatriate. If the culture is considered then it is always important to study the Hofsted’s dimensions for cross culture and Trompenaar’s dimensions so these researches are explained in detail as follows. 2.7.3 Culture: Culture is always important for any expatriate selection, so it is very necessary for HR managers and selectors to keep the factor of culture in view while selecting expatriate for international assignments. There have been a lot of studies on culture and there are a lot of different definitions of culture some of them are given below. (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down from one generation to the next.’’ The life style of people living in the society is called culture it includes the social, economical, political, religious, life style of the individuals in the country. According to Drennan, 1992 â€Å"whatever is going around is called culture.† Culture is the way of life of a group of people. There are obvious differences between the different cultures such as language, dress, religion, beliefs, and behaviours of the people, and there are also implicit differences between the two cultures such as in values, assumptions about how things should be. so these different degrees of explicitness are often called the culture.(ScullionLinehan,2005). So the culture is very important factor for the selection of expatriate because the individuals move from one culture to another culture for the completion of their assignment. 2.7.4 Hofstede’s Cultural Dimensions Greet Hofstede’s culture’s consequences (1980, 2001) explores the differences in thinking and social action at the country level between members of 50 nations and three regions. Hofstede originally used IBM employees’ answers to company attitude survey conducted twice, around 1968 and 1972. The survey generated more than 116,000 questionnaires with the number of respondents used in the analysis being approximately 30,000 in 1969 and 41000 in 1973. Hofstede identified and validated four cultural dimensions from respondents patterned answers. For each dimension, he presented possible origins as well as predictors and consequences for management behavior. Hofsted’s four dimensions are as follows Power Distance Uncertainty Avoidance Individualism versus Collectivism Masculinity versus Femininity Another dimension which is fifth dimension presented by Michael Bond is Long term versus Short term Orientation was subsequently developed from a research to accommodate non-western orientations and has been adopted from the Chinese Culture Connection study. Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. It refers to the relationship between supervisors and subordinates. It reflects the extent to which the less powerful members of organisations expect and accept that power is distributed unequally. In organisations an illustration of a high power distance score is generally represented as a highly vertical hierarchical pyramid. Subordinates are often told or ordered about a particular task but they are not normally entitled to discuss the decision made by the top management so basically the meaning of power distance is that higher the person in hierarchy the more difficult will be this person to approach. So there are some barriers for that person to see their top management. The barriers can be of different ways like the person barriers or the employee is not allowed to see the top manager or they are not allowed to attend the high managerial level meetings in which decisions are made. So basically power distance shows the distance between a supervisor and his employee. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. According to Hofsted the extent to which the members of a culture feel threatened by uncertain or unknown situations. He argued that high uncertainty avoidance is expressed for example by a company’s need for regulations which tends to minimize in the behaviour of its employees. Company rules are such thing which cannot be broken by the employees even if he think that breaking the rule is in company’s best interest in such sort of environment the work stress is more and uncertainty avoidance is high. On the other hands if the employees are less affected by uncertainty is called low uncertainty avoidance. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Hofsted ask the IBM individuals that how important is to keep in view his work goals rather than the organisation. If there is preferred work goals stress dependence on organisation. For example good physical working condition, good ventilation enough space individualism in the work place can be seen. Collectivism can be seen in preference of collective organis MNE Selection Techniques for International Assignments MNE Selection Techniques for International Assignments Chapter1 Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. 1.1 Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. 1.2 Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. 1.3 Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. 1.4 Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. 1.5 Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. 1.6 Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 1.7 Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. 1.8 Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. 1.9 Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System 1.10 Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). 1.11 Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. 1.12 Culture: (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ 1.13 Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars Turner 1997, pg 157-181) 1.14 Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows 1.15 Hofstede’s four dimensions (1967-1973): Gooderham Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. 1.16 Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. 1.17 Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 Literature Review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 2.1 Selection: Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to Dessler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 2.2 Expatriate selection: According to (Dowling, Welch, Schuler, 1999, pg: 154) Multinationals take great care in their selection process, however predicting future performance potential of the concerned staff is challenging at the best of times especially operating in foreign environments adds another level of uncertainty. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going (Baruch 2005, pg 129). 2.3 Importance of an Expatriates and International Assignments: The world is globalizing very rapidly and change has become necessary for the organization to survive and to gain competitive advantage internationally. According to Harris and Brewster, 1999. The rapidly globalizing world has increased the need for the international assignments and many of the organizations started considering international management experience for the top management. So the international assignments are becoming an important part for the success of an organization to gain competitive advantage. As discussed by Chen, Tzeng Tang, 2005 that organizations internationalize their operation to gain success and to increase its market value internationally and for this purpose an organization needs effective expatriate who can perform its task properly. In this new era the importance of expatriate has increased because expatriates are the ones who can give an organization proper international exposure and make the organization successful. 2.4 Selection Process: One of the most studied areas for the expatriate selection is the selection process of the expatriate. The selection of expatriate has always been difficult procedure for the multinational organizations. Swaak quotes one HR executive who said. â€Å"My job is to find people in a hurry.† So this system is highly crisis-oriented and unsophisticated. Swaak , 1995. Further confirming the problems for the nature of the selection process Still and Smith (1997) report the results of Australian research, which shows that there were a number of different ways through which expatriates were selected. They studied that the most impressive and important form of selection or evaluation of the expatriate was recommendation of the person by the line manager including chief executive officer or specialist persons. Mostly expatriates in the multinational organizations in a knee-jerk reaction to the need to fill a new or unexpected vacancies overseas. Actually there are well informed intercultural trainers or a good HR professional who selects the expatriates but basically it is HR department within multinational organization who selects the expatriate finally. Managements choose the most technical and competent candidates which makes the expatriates successful internationally. (Shilling, 1993 pg 58). 2.5 Types of selection Process: Psychometric Tests Assessment Centers Coffee machine system 2.5.1 Psychometric Tests: According to Passmore, 2008 Psychometrics are the widely used testing method for the selection of the employee and personal development. The psychological test is always important for the selection of the employee especially for the selection of an international manager. According to the validity of psychological tests is disputed. According to Sparow and Brewster (2007) the psychologists the variation between the different natured job test is very small (Schmidt and Hunter , 1998). According to a survey done by The Graduate Recruitment in 2007 two third or about 67 percent of 219 respondents surveyed said that the results of psychometric test had some influence on recruiting and selection decisions, and 24 percent said that it has strong influence, and only 2 percent said that these test does not have any influence. So the above figure shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests in different cultural contexts, either in a single country or different countries. Now a day the demand of cross cultural assessment test is increasing due to the increasing factor of globalization to gain competitive advantage in international market. According to Mendenhall and Oddou, 1985 one of the important option for evaluating the selection process is the use of psychological tests and evaluation dvices. There are number of instruments available to measure the stress level of an individual. Figure: 2.1 (Source: article by Jonathan Passmore, Bread and butter â€Å"How to use psychometrics for coaching†) In figure 2.1 the real importance of psychometric test is shown. Psychometric tests are reliable that the selected person will be the one on whom one can rely. And obviously these kinds of tests are valid for any kind of job. The most important point in this test is that it does not include any biasness and the selectors cannot show the biasness while selecting on the basis of psychometric tests. These tests are also standard for different jobs. So all the above mentioned qualities and factors involve in the psychometric tests. In other words one can say that almost all the abilities present in an individual’s mind can be noticed, and the end result will always ends up in the right selection of expatriate. 2.5.2 Assessment Centre: As the assessment centers are considered to be one of the best selection techniques so according to Sparow and Brewster assessment centers will be the best idea as a selection technique to assess the competency of international managers. This is rarely the case, however. According to sparrow (1999) Even where assessment centers are used to select the managers in international settings, the key cross cultural assessment centers seems to be to design the assessment process so that it is very adaptable to local environment in which it will be operated. So there is need of cross culture assessment centers in which international managers can be assessed accordingly with the changing environment. Krause and Gebert (2003) have done study on international literature on the conception, operation and evaluation of assessment centers. He examined 281 German firms whose language was German and he compares them with the previously studied firms of United States of America. Study showed that both the American and German firms use the assessment centers but the purpose of some of them was different from the basics. For example the competencies assessed for job analysis might be identified through the use of interviews with job incumbents in 79% of US firms and only 39% of German firms. Most of the German firms rely on interviews for the selection of international managers or expatriates. so the assessment centers are considered to be an important process for expatriate selection. 2.5.3 Coffee Machine System This system was the idea of Harris and Brewster (1999) the key findings of the study show the reality of the selection process for expatriate selection in the organizations. In many organizations the selection process falls under what we call ‘coffee machine system’ and this system is the most common form of expatriate selection. What happens is that the senior line manager is standing by the coffee machine when he/she is joined by the colleague: ‘How’s it going?’ ‘Oh, you know, overworked and underpaid.’ Actually Jimmy in Mumbai has just fallen ill and is being flown home. I don’t know who I can choose to work over there at very short notice of time. It is driving me crazy. ‘Have you met Simon on the fifth floor?’ he is working in the same line of work. He is very good and bright and looks like going a long way. He was telling me that he and his wife had great holiday in Goa a couple of years ago. He seems to like India. Could be worthy to speak to him. Hey, thanks I will check and speak to him. ‘No problem. They don’t seem to be able to improve this coffee though, do they?’ What happen in the organization next is that the manger will take some decision and will have informal discussion with his seniors about Simon and then that man will be called and interviewed and selected for the required position. Accordingly HR department and financial department will be involved in the process and the formal and systematic process will be started. This method is rarely used in the organizations in particular cases when there is an urgent need to fill the position of expatriate. 2.6 Niche Assessments According to Bolt (2008 ) Many assessment venders specialize in certain niches and offer off-the-shelf products to meet clients’ testing needs. However, vendors can find such persons or individuals for the company who can fit in the organizations new environment and can coop with the new organization’s culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individual’s abilities and competencies. 2.7 Factors involved in selection Process: There are number of factors which affect the performance of expatriate. Dowling, Welch, Schuler, (1999) recognised some of the important and most affective factors and these are the factors which involved to determine an appropriate expatriate selection process. All the factors are shown in a model below. Cross-cultural Suitability MMNE requirements SELECTION DECISION FFamily requirements LLanguage TTechnical Ability CCountry-cultural requirement Figure: 2.2 Source: (Factors in expatriate selection, pg 77 Dowling, Welch, Schuler, 1999). Figure 2.2 shows the factors which are required for an expatriate each of the above mentioned factors is discussed in detail below. 2.7.1 Technical Ability: According to Hays, 1971 All expatriates are assigned abroad to complete some task weather its building a dam, running some business, or teaching it all depends on the personal technical ability to perform that task. Obviously it is important to consider the individuals’ personal ability to perform the required task assigned to the expatriate. So in selection it is another important area which needs to look at. Different research findings show that the multinational organization give a lot of importance to the technical abilities of the individuals going abroad for international assignments at the time of their selection. According to Harvey and Novicevic,(2001) that technical and functional expertise has been the primary criterion for selecting expatriate managers for assignments. Hixon found that the selection was based on technical ability and willingness to reside abroad. If the individual is selected without keeping in view its technical ability. It can create the big problems for the multinational organizations to complete its related task or assignment. Reinforcing the emphasis on technical skills is the relative ease with which the multinational may assess the potential candidate’s potential, since technical and managerial competence can be determined on the basis of past performance of the individual who is going to be selected as expatriate. In fact domestic selection cannot be equal to the international selection but person can be selected on the basis of past domestic records which he has performed domestically as the basic criteria is always the same in all the multinational organizations so on the basis of past abilities there should not be any problem for the organizations to select the expatriates. This approach is also found by Foster and Johnsen,(1996) who report the results of the research into the expatriate selection practices for the newly internationalized UK organizations which shows that organizations keep in view the technical skills, and previous domestic records while selecting expatriate for international assignments. 2.7.2 Cross Cultural Suitability: The environment and the culture where an expatriate is going is an important factor for an expatriate. So the selectors of the expatriates should always consider the factor of culture for the expatriate. Although these factors does not guarantee for an expatriate for his successes but if these factors are not considered it can lead it towards the failure of expatriate. If the culture is considered then it is always important to study the Hofsted’s dimensions for cross culture and Trompenaar’s dimensions so these researches are explained in detail as follows. 2.7.3 Culture: Culture is always important for any expatriate selection, so it is very necessary for HR managers and selectors to keep the factor of culture in view while selecting expatriate for international assignments. There have been a lot of studies on culture and there are a lot of different definitions of culture some of them are given below. (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down from one generation to the next.’’ The life style of people living in the society is called culture it includes the social, economical, political, religious, life style of the individuals in the country. According to Drennan, 1992 â€Å"whatever is going around is called culture.† Culture is the way of life of a group of people. There are obvious differences between the different cultures such as language, dress, religion, beliefs, and behaviours of the people, and there are also implicit differences between the two cultures such as in values, assumptions about how things should be. so these different degrees of explicitness are often called the culture.(ScullionLinehan,2005). So the culture is very important factor for the selection of expatriate because the individuals move from one culture to another culture for the completion of their assignment. 2.7.4 Hofstede’s Cultural Dimensions Greet Hofstede’s culture’s consequences (1980, 2001) explores the differences in thinking and social action at the country level between members of 50 nations and three regions. Hofstede originally used IBM employees’ answers to company attitude survey conducted twice, around 1968 and 1972. The survey generated more than 116,000 questionnaires with the number of respondents used in the analysis being approximately 30,000 in 1969 and 41000 in 1973. Hofstede identified and validated four cultural dimensions from respondents patterned answers. For each dimension, he presented possible origins as well as predictors and consequences for management behavior. Hofsted’s four dimensions are as follows Power Distance Uncertainty Avoidance Individualism versus Collectivism Masculinity versus Femininity Another dimension which is fifth dimension presented by Michael Bond is Long term versus Short term Orientation was subsequently developed from a research to accommodate non-western orientations and has been adopted from the Chinese Culture Connection study. Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. It refers to the relationship between supervisors and subordinates. It reflects the extent to which the less powerful members of organisations expect and accept that power is distributed unequally. In organisations an illustration of a high power distance score is generally represented as a highly vertical hierarchical pyramid. Subordinates are often told or ordered about a particular task but they are not normally entitled to discuss the decision made by the top management so basically the meaning of power distance is that higher the person in hierarchy the more difficult will be this person to approach. So there are some barriers for that person to see their top management. The barriers can be of different ways like the person barriers or the employee is not allowed to see the top manager or they are not allowed to attend the high managerial level meetings in which decisions are made. So basically power distance shows the distance between a supervisor and his employee. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. According to Hofsted the extent to which the members of a culture feel threatened by uncertain or unknown situations. He argued that high uncertainty avoidance is expressed for example by a company’s need for regulations which tends to minimize in the behaviour of its employees. Company rules are such thing which cannot be broken by the employees even if he think that breaking the rule is in company’s best interest in such sort of environment the work stress is more and uncertainty avoidance is high. On the other hands if the employees are less affected by uncertainty is called low uncertainty avoidance. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Hofsted ask the IBM individuals that how important is to keep in view his work goals rather than the organisation. If there is preferred work goals stress dependence on organisation. For example good physical working condition, good ventilation enough space individualism in the work place can be seen. Collectivism can be seen in preference of collective organis