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

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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

Social Classes and the Strains They May Cause in The Awakening by Kate

Social Classes and the Strains They May Cause in The Awakening by Kate Chopin In the novel The Awakening by Kate Chopin, class structures are a significant key to some of the actions of three main characters. Leonce, who is married to Edna, is the character who goes along with the upper-class structure because he wants to be accepted by his peers. Robert, who falls in love with Edna, is too scared to go against the traditional thinking of the upper class. Finally, Edna, who is the main character in the novel, does go against her upper-class structure for her own happiness. Leonce is the typical husband; he wants to please his wife, Edna, but he also wants to be recognized by his upper-class friends. He truly does love Edna, but he treats her as though she were a child. He also thinks of Edna as his chattel. For example, at the very start of the novel, while looking at his wife like a piece of property, Leonce says, "You are burnt beyond recognition" (24). Leonce looks at her as if she were a lower- class citizen since it would be those that labor in the sun who would be "burnt" (24). During that time period, most upper-class husbands did treat their wives as if they were a valuable possession. However, Edna does not want to be looked at in a manner that gives her a sense that she is property. Edna wants to be her own person. She wants to have her own opinions about her life, without having her husband tell her whether she can or cannot think for herself. She basically ignores her husband. Margit Stange in her essay "Personal Property: Exchange Value and the Female Self in The Awakening" mentions that "what Edna Pontellier considers as her property is [. . .] her body" (277). Edna doesn’t see herself as property of h... ...es within herself; she as a flower has begun to die and wilt. She was the only person through the novel who is brave enough to think in a new way. Before Edna commits suicide, she feels that no one understood her. No one knew why she was trying to change things within her class. One reason why she does kill herself is the fact that she knows that she cannot live in such close societal boundaries. The simple way to face this reality for Edna is to just forget all together and put an end to her life. Works Cited Chopin, Kate. The Awakening. 1899. Ed. Nancy A. Walker. Case Studies in Contemporary Criticism. 2nd ed. New York: Bedford-St.Martin’s, 2000. Stange, Margit. "Personal Property: Exchange Value and the Female Self in The Awakening." The Awakening. Ed. Nancy A. Walker. Case Studies Contemporary Criticism. 2nd ed. New York: Bedford-St.Martin’s, 2000.

Douglas Stuart and Gordon Essay

People may believe that they do not need any hermeneutical training, but a general reading of the book How to Read the Bible for All Its Worth by Fee and Stuart is essential for Christians who have any inclination towards scripture. The guidelines and rules outlined in the book are very good and some of them are very well developed from the point of view of interpreting and understanding scripture. For the Bible student and the inquiry seekers, the book is an excellent tool for teaching. Douglas Stuart and Gordon Fee have displayed their competencies in making the interpretation of the principles of the Bible available to present day readers. While Gordon Fee is an Old Testament scholar, Douglas Stuart is a student of the New Testament and they have covered in the book matters relating to translations, the legendry genres of poetry, parable, narratives and epistles and the meanings conveyed in the writings that were presented to their original audiences. The authors have shown how the right interpretations require different ways of exegesis as per the literary texts being studied in terms of Wisdom, Apocalypse, law and Wisdom. When considering New Testament Epistles, it is realized upon reading the book that the authors have given excellent advices in saying that the book should be treated as letters. This implies that individuals must read the book several times just as they would read letters from their close ones and then try to understand the meaning conveyed in them. It is very important to understand that the text aims at revealing the concept that the book was written to address a specific audience in order to make them understand the intricacies of Christianity. It is not possible for a reader to be extra subjective in trying to apply the different passages from the scripture to his or her own life particularly when a specific passage does not connote the meaning as believed by the reader. The book has lot of positive components and attributes that make it an excellent piece of reading. It effectively describes the complication and difficulty faced in translation and provides general principles and rules of effective interpretation. It endorses the consideration of the cultural and historical perspective and observes the writing styles and genres used in the books, and also suggests being cautious against any kind of misinterpretations. The authors have presented an easy to understand style which brings forth the art of biblical interpretations within the reach of the normal human being in a way that make the study of the Bible very rewarding and interesting. The book provides recommendation for the use of bible translations, concordances and dictionaries as facilitation to the studies. The back cover has clearly explained about the book, â€Å"In clear, simple language, it helps you accurately understand the different parts of the Bible—their meaning for ancient audiences and their implications for you today—so you can uncover the inexhaustible worth that is in God’s Word. † The authors have exhibited certain negative attributes especially in regard to some specific viewpoints which every reader may not agree with. For example, the material available in Acts and the Epistles was more relevant during the days when the texts were written and is considered a much lesser positive aspect in the viewpoint of King James and New King James Bible. The present day international version of the Bible is known to be much influenced by feminism while the translation versions of the Bible, especially the English Standard Version, are not much influenced by feminism. This is considered as being more sought after as the Dynamic Equivalence way of translation. Some scholars have come to believe that all hermeneutic theories have not been adequately dealt with by the authors. Since one of the authors is said to be an associate of the Assemblies of God Church, he has made some critics to point that the hermeneutics have been presented in his style. There have been several allegations of the flow of content being difficult while the style of writing has not been up to the mark. How to Read the Bible for All Its Worth guides the reader in a way that he or she can handle the Scripture in a better way, and teaches how misinterpretations can be avoided by using the context properly. The entire book emphasizes the importance of holistic reading of passages as per the over all substance of Scripture. Quirky doctrines and bad exegesis are the result of instances when passage and biblical statements are taken out from the theological, historical or cultural contexts and focused on aspects that are away from the whole of the revelation. In this context the introduction in the books has aptly explained that, â€Å"The aim of good interpretation is not uniqueness; one is not trying to discover what no one else has ever seen before. Interpretation that aims at, or thrives on, uniqueness can usually be attributed to pride (an attempt to ‘out clever’ the rest of the world), a false understanding of spirituality (wherein the Bible is full of deeply buried truths waiting to be mined by the spiritually sensitive person with special insight), or vested interests (the need to support a theological bias, especially dealing with texts that seem to go against that bias). † It is realized that the authors have made powerful points when one tries to understand the historic tests of the Old and New Testaments. They firstly make a case in favour of reading these books in order to see the activities of God in the matters pertaining to His Church and Israel. Hence these books are better understood if they are divided into separate sections that should be read as a successive account of deliverance history. Additionally the authors have warned that the passages should not be decontextualized and allegorized since such actions become tempting while reading historical narratives which do not appear to have much spiritual and theological importance. Significant points have been made by the authors in enhancing the awareness of the gospels. It is initially affirmed that some knowledge of the historical texts is important and crucial and that one is at a disadvantage if he or she is not conversant with Mediterranean culture of the 1st century. Secondly, it helps to read accounts of similar gospels and understand the minor differences which can enhance the understanding in regard to the audiences that the gospels intend to address and the kind of message that the authors are aiming to convey in those instances. It is established in the entire book that, as a rule, one must think and read in paragraph form to make the best and most meaningful use of the books. The treatment of the legal books of Hebrews is very impressive. The authors make a strong point that the given laws were specified for Israel in order to make them get benefits by understanding and applying them to the Israeli people. This point is considered valid by the authors but they also point out that there needs to be a precise way of teaching that the law did not emphasize upon. Moreover, the New Testament is no longer binding on the people today and is not considered by the authors as a strong argument. The laws that condemned rape, incest, homosexuality and bestiality were not specifically stated by Jesus, but they are believed to be true and applicable today also. The book is concluded in dealing with revelation, wisdom literature and psalms. However there is nothing new or revolutionary in these narrations which include strong and sound advice in regard to some negligible points of contention. Although the book cannot be considered exhaustive as a guide it is undoubtedly the best in enabling the understanding and reading of the Scripture. In essence, the book has aptly demonstrated how the Bible should be read theologically through the eyes of the Incarnation of Jesus Christ instead of the overtly idealistic and literalistic methods. Bible reading is revealed as being not only informative but also resulting in the positive transformation of human beings. Bibliography Fee Gordon D and Stuart Douglas, How to Read the Bible for All Its Worth, 2003, Zondervan

Free Essays on My Tutoring Job

In my junior year I became a tutor for elementary school students in Salvation Army’s After School Program and worked four days a week after school. I really enjoyed doing the job because I could help the children with their homework and was able to earn enough money for my own expenses. The challenge to me was that I had to have a bible lesson for the children every Friday. Basically it was included games and songs that I must think of for them. Since I have been in the Youth Fellowship there for two years, the pastor trusted me enough that I could get this job done well. The pressures were all on me. It was my great pleasure to do my best to let the children know more about Jesus, but at the same time; it was very difficult to me because my bible knowledge was limited. Besides that, I had never taught anyone in my life. All the sudden I had 28 students; it was incredible. Fortunately, there were many useful teaching materials (pictures, crafts, videotapes...) that the church supplied to me that helped me make the teaching lessons more efficient and interesting. I had to prepare everything for the story before Friday. That was where I started to take things seriously and started being mature. By doing this job, I learned to take on more responsibilities and be more organized. I had three students who were six years old. They were pretty good friends and always played together. The problem was every time I was talking to the class, they whispered to each other on their seats. Their action bothered the rest of the class. I warned them a couple of times but they seemed to ignore me. I was kind of frustrated at that moment. And later I thought that my job was to make them be positive; I shouldn’t be mad at all; this is what God wants me to do for Him. I was to play a role model and guide these children to His way. And I believed I could do it. So the next Friday I told them to separate from each other and dur... Free Essays on My Tutoring Job Free Essays on My Tutoring Job In my junior year I became a tutor for elementary school students in Salvation Army’s After School Program and worked four days a week after school. I really enjoyed doing the job because I could help the children with their homework and was able to earn enough money for my own expenses. The challenge to me was that I had to have a bible lesson for the children every Friday. Basically it was included games and songs that I must think of for them. Since I have been in the Youth Fellowship there for two years, the pastor trusted me enough that I could get this job done well. The pressures were all on me. It was my great pleasure to do my best to let the children know more about Jesus, but at the same time; it was very difficult to me because my bible knowledge was limited. Besides that, I had never taught anyone in my life. All the sudden I had 28 students; it was incredible. Fortunately, there were many useful teaching materials (pictures, crafts, videotapes...) that the church supplied to me that helped me make the teaching lessons more efficient and interesting. I had to prepare everything for the story before Friday. That was where I started to take things seriously and started being mature. By doing this job, I learned to take on more responsibilities and be more organized. I had three students who were six years old. They were pretty good friends and always played together. The problem was every time I was talking to the class, they whispered to each other on their seats. Their action bothered the rest of the class. I warned them a couple of times but they seemed to ignore me. I was kind of frustrated at that moment. And later I thought that my job was to make them be positive; I shouldn’t be mad at all; this is what God wants me to do for Him. I was to play a role model and guide these children to His way. And I believed I could do it. So the next Friday I told them to separate from each other and dur...

Controversey in Iraq essays

Controversey in Iraq essays The Presidential election of this year was a very important one. This was mainly due to the conflicting feelings of Americans regarding the war in Iraq. The polls leading up to the election showed a divided nation, half for Bush, and half for Kerry. Since the election has now come and gone, it seems as though the majority of our country is for the war and how President Bush is handling it. I must admit, I am not part of the majority when it comes to this issue. I voted for Senator Kerry, and I am opposed to the situation in Iraq. What it comes down to is that our President is telling our country that we are fighting the war on terror, but the fact is we are not fighting in the right place. Iraq is not the key to stopping the terror. Yes, taking over Iraq may have deterred a few of the terrorists, but many other countries are still a much larger threat. For instance, before the September 11 attacks, the United States estimated that North Korea possibly had possession of one weapon of mass destruction, since we have invaded Iraq, North Korea definitely has at least five weapons of mass destruction that we know about. While the US has been preoccupied with the mess in Iraq, the countries that really do pose a threat, pose an even bigger threat today. As I stated earlier, the majority of our country is for this war. This war is being done to spread democracy and stop a tyrannical ruler that is harming his people. These pro-war people argue that by attacking Iraq we would find the link to Al Queda we were fighting for. This is not true. The CIA gave the President faulty intelligence. There is and never has been a link between the two. The President explained to our country eighteen months ago that we were going to Iraq for several reasons. They were: Iraq contained weapons of mass destruction, this was a link to stop Al Queda, and this was a last resort to stop terror. So far, a year and a half later of being at war...