Pro Essay Writer Service From Samedayessay

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Pro Essay Writer Service From Samedayessay

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Domestic and International HRM - Free Essay Example

Introduction The world has become more globalised and more competitive than ever before, and as more firms begin to operate in the international marketplace there is an extensive search for different elements of competitive advantage (Beck, 2011). A major component of gaining an advantage over competitors could be in terms of human resource management and especially in international human resource management. The quality of management seems to be more critical in international, than domestic human resource management too, making it even more vital that firms are effective in this area (Monks et al., 2001). Human resource management refers to those activities undertaken by an organisation to effectively utilise its human resources (Dowling et al., 2008: 3). These activities include those such as staffing, performance management, compensation, training and development and human resource planning. Indeed, human resource management is key for any organisation. Ozbilgin et al., (2014) assert that human resource management is a function which encompasses the methods of compensating, appraising, training and selecting employees within an organisation, as well as complying with health and safety, labour and equal employment laws. International human resource management can be seen as the worldwide management of these human resources (Brewster and Suutari, 2005). Schular and Tarique (2007:717) claim that the field of international human resource management is concerned with understanding, researching, applying and revising all human resource activities in internal and external contexts as they impact the processes of managing human resources. This essay will look at human resource management, and see what is similar and what is different when human resource management goes international. This is important due to the fact that there are many challenges in managing overseas activities for companies, and this is why the third section of this essay will be addressing the issue of best practice in international human resource management. Finally, the conclusion will draw these sections together to look at how the challenging aspect of international human resource management. The similarities between domestic and international human resource management This first section of the essay will look at the similarities between domestic and international human resource management. Human resource management is similar in both the domestic and international marketplaces as they have similar basic functions in businesses as mentioned within the introduction. All human resource functions have the key aim of to effectively utilising the human capital which is present within the organisation. Aswathappa (2008) asserts that human resource functions are basically the same whether they extend to several countries, or if they are specific to one single country. Regardless of the countries human resource managers are in, the HR manager still needs to plan the human resources, train and develop people, compensate them, hire the correct employees in the correct number, as well as maintain and motivate the workers in the company, and this still stands true whether or not this is in a domestic or global setting (Aswathappa, 2008). As well as this, the environmental forces which impact upon the functioning of a human resource department are the same, depending on if the business is global or domestic (Aswathappa, 2008). These all include political, cultural, economic and legal external constraints, and they can influence the way that human resource functions are carried out both in domestic as well as in global businesses (Aswathappa, 2008: 67). It can be seen that a human resource function in a business has one overriding objective, which is ensuring the effectiveness of an organisation through interventions such as multiskil developments, team building, motivation, performance management and talent retention. Regardless of if the company is a multinational one operating in ten different nations, or a domestic business these activities are still present and are the key tasks and requirements of the human resource function, and as such still require effective management by human resource professionals. (Aswathappa, 2008). The differences between domestic and international human resource management After looking at the similarities, the differences between these forms of human resource management will now be looked at. International human resource management can be seen as being characterised by more heterogeneous functions, greater involvement in employers personal life, different emphasis on managing training, and more external influences (Alhafaji, 1995: 90). International HRM managers are needed to be even more diligent due to the fact there is usually greater dissatisfaction in a multinational environment than a domestic one (Alhafaji, 1995). Dowling et al., (2008) assert that they find the complexity of operating in different countries and having employees from a range of different national categories is one of the key variables in differentiating international human resource management from domestic human resource management. These result in six factors which contribute to this complexity; more HR activities, the need for a broader perspective, more involvement in empl oyees personal lives, changes in the emphasis as employees consist of more expatriates who mix with locals, the exposure to risk and an increased range of external influences (Dowling et al., 2008). More human resource activities are needed in order to operate within an international environment, such as international tax, relocation and orientation as well as having more services for expatriates as well as language translation services (Dowling et al., 2008). These are all services which would not be necessary within the domestic market. There is also a need for a broader perspective as those HR managers who work in a domestic environment will normally administer human resource programmes for one national group of employees, these are all covered by one compensation policy and also taxed by the same national government (Dowling et al., 2008). In terms of risk, there are also more human and financial consequences of failing within the international marketplace, as opposed to in t he domestic market. Expatriate failure and the underperformance of employees on international assignments, for example, are very costly to international corporations. The cost of such employees is often three times as high as if they were to be working within their domestic market (Dowling et al., 2008). Keeley (2001) also asserts that there are difficulties in integrating host country national managers into the process of their subsidiaries that are abroad. In more recent times, major multinationals must now take into consideration the political risk as well as terrorism and the spending which is needed on protection against terrorism, in light of the 9/11 attacks in New York (Dowling et al., 2008). In International human resource management there are also more external factors, such as the types of government, the state of different economies and different generally accepted practices of doing business in the various companies where a multinational corporation may operate within ( Dowling et al., 2008). International human resource management also has more involvement in the personal life of its employees. For example, it is necessary for human resources to understand every aspect of compensation packages provided in the foreign assignment, and the department would need to know the readiness of employees family to relocate, as well as supporting the family in adjusting to life in a foreign country (Dowling et al., 2008). Harris et al., (2004) assert that another key difference is the cultural differences that are needed to be managed in international human resource management. With the increasing internationalisation of employment, employees in the same organisations now possess many different values and attitudes towards both work and their personal lives. There are many stereotypes inherent within these different cultures, such as Americans being work obsessed and the Japanese being overly polite (Harris et al., 2004). These national stereotypes show tha t different nationalities work in different ways, and it is therefore necessary that an international human resource manager has an awareness of these cultural differences, and that this can affect many different human resource functions such as recruitment and selection, as well as performance appraisal (Harris et al., 2004). Therefore, there needs to be care taken by international human resource managements on deciding whether to standardise the processes in human resource departments around the world, or choose to localise them dependent on the area even though this initial setup may be more costly and complex, but could be more effective in the long run. Best practice in international human resource management The need to develop best practice within international human resource management is becoming increasingly important, as more and more enterprises turn international and expand worldwide to tap into growing markets (Geringer et al., 2002). Stiles and Trevor (2006) attempt to identify the ways in which multinational organisations should manage their people in companies which are diverse in terms of the culture and geography that they encompass. This is because expanding internationally requires the attention of the company to have both global standards, as well as local market sensitivity, and this was seen as one of the marks of best practice within international human resource management (Stiles and Trevor, 2006). They move on to say that across all the organisations studied it was important to have rigorous and selection procedures, as well as training and development across all levels of the company, and developmental appraisal as well as performance linked pay (Stiles and Trevor , 2006). Other best practices included having flexible job design, team working as well as two way communications within the company. Values based employment practices were seen as important, and these enabled having a successful cultural fit of employees within the company, which increased commitment and retention in the organisation (Stiles and Trevor, 2006). Overall, it can be seen that when trying to achieve best practice within international human resource management, that it is important for organisations to focus on local knowledge, but with also ensuring there is a centralised HQ-centric view of the world in these departments too (Stiles and Trevor, 2006). However, Stiles and Trevor (2006) conclude by saying that it is not enough for organisations to simply adopt best practice, or to attempt to develop innovative solutions in isolation. Instead, the formulation and execution of these needs to be aligned with business needs at all levels, both on a corporate level and loca lly. These also need to be not only integrated with other human resource practices but with all the various human, social and organisational elements in the organisation that effectiveness is dependent on. This can be seen as the responsibility of the leadership within the company, as leadership capability is central to the effective management of human capital (Stiles and Trevor, 2006: 52). As well as this, Marchington and Grugulis (2000) assert that searching for a best practice is problematic. This is because, according to their studies there are times when asserted best practices appear contradictory messages. This is due to the fact that human resource practices are not universally applicable. They move on to state that in presenting the argument for the adoption of best practice HRM, the nature of the employment relationship itself is over simplified and distorted (Marchington and Grugulis, 2000: 1121). Therefore it could be argued that there is no generic, one size fits all b est practice of international human resources that can be applied to every multinational organisation. Instead, organisations need to consider how each process would impact and effect their specific company and its needs. Conclusion Human resource practitioners and researchers are becoming concerned with the shift towards more globalised businesses, and the impact that this has on international human resource management (Kiessling and Harvey, 2005). This is becoming even more of a pressing issue as multinational enterprises themselves have realised that human resource management can play an extremely important role in gaining and retaining a competitive advantage (Schuler and Jackson, 2005). It has been seen in this essay that there are a number of differences between international and domestic human resource management. These are differences which are large enough to have a sizeable and quantifiable impact upon an organisation if they are not taken into account. The main differences identified are the fact that there are a wide range of problems such as international taxation and dealing with expatriates and an assortment of different cultures in international companies that domestic human resource managers w ould not need to deal with. However, similarities still exist, and the main function of the human resource department, to effectively create organisational effectiveness through effective management of employees in the company, remains the same regardless of how many countries the company may operate in. It was also seen that there is no best practice in regards of international human resource management, due to the fact that companies are not the same in how they operate and the employees in them. Therefore, organisations need to consider how different policies and procedures would impact their employees before implementing them. Bibliography Alhafaji, A. (1995) Competitive global Management. Florida: St Lucie Press. Aswathappa, K. (2008) International Human Resource Management. New Delhi: McGraw-Hill. Beck, T. (2011) Differences and Similarities between International and Domestic Human Resource Management. Norderstedt: GRIN. Brewster, C. Suutari, V. (2005) Global HRM: aspects of a research agenda. Personnel Review. 34(1). 5-21. Dowling, P. Festing, M. Engle, A. (2008) International Human Resource Management. Melbourne: Thomson. Geringer, J. Frayne, C. Milliman, J. (2002) In search of best practice in international human resource management. Human Resource Management. 41(1). 5-30. Harris, H. Brewster, C. Sparrow, P. (2004) International Human Resource Management. London: CIPD. Keeley, T. (2001) International Human Resource Management in Japanese Firms: Their Greatest Challenge. London: Palgrave Macmillan Kiessling, T. Harvey, M. (2005) Strategic global human resource management research in the tw enty first century. Journal of Human Resource Management. 16(1) 22-45. Marchington, M. Grugulis, I. (2000) Best practice human resource management: perfect opportunity or dangerous illusion. The International Journal of Human Resource Management. 11(6). 1104-1124. Monks, K. Scullion, H. Creaner, J. (2001) HRM in the International firm: Evidence from Ireland. Personnel Review. 30. 536-553. Ozbilgin, M. Groutsis, D. Harvey, V. (2014) International Human Resource Management. Cambridge: Cambridge University Press. Schuler, R. Jackson, S. (2005) A Quarter Century review of human resource management in the US. Management Review. 16. 11-35. Schuler, R. Tarique, I. (2007) IHRM: A North American perspective, a thematic update and suggestions for future research. International Journal of HRM. 18(5). 717-744. Stiles, P. Trevor, J. (2006) [Online] Best practice and key themes in global human resource management. Available from: https://www.cihrm.jbs.cam.ac.uk/research/ghrra.ht ml

The Case Texas V. Johnson - 782 Words

Angel Deng Ms. Crouse US Government Period 6 Texas v. Johnson The case Texas v. Johnson happened in 1984, Gregory Lee Johnson burned an American flag to protest President Ronald Reagan in front of the convention center in Dallas, Texas. He was a member of the Revolutionary Communist Youth Brigade (Texas v. Johnson in 1989: Summary, Decision Significance, Stephen Benz). During the 1984 Republican National Convention, he participated in a political demonstration. The demonstrators were protesting the policies of the Reagan Administration. While they were marching through the streets, another demonstrator handed Johnson an American flag. Johnson set the flag on fire when they reached Dallas City Hall, where the Convention was held.†¦show more content†¦Johnson, Oyez.org). The majority opinion was written by Justice William J. Brenna. It indicated that the Court agreed with Johnson that flag burning constitutes a form of â€Å"symbolic speech† that is protected by the First Amendment. And the Court disagreed with Texas’ argument that Johnson’s action breaches of the peace. What’s more, it emphasized that the state may not discriminate upon different view point. Justice John Paul Steven also wrote a dissenting opinion, arguing the national flag is a valuable asset, and Johnson’s action belittled the value of this important national symbol (Texas v. Johnson, LII / Legal Information Institute). This case did not change or add any amendments, but the first amendment played a big role in it. The First Amendment guarantees the rights of free expression and action that are fundamental to democratic government, These rights include freedom of assembly, freedom of the press, freedom of religion, and freedom of speech (First Amendment, Dictionary.com). It protects people’s freedom of speech, and emphasize the right of symbolic speech as well, This case remains relevant today, and it is still a controversial issue. Because under the first amendment, people have the freedom of speech. The Court supports the flag burning is the same as other legal forms of symbolic speech, such as sit-ins and wearing armbands. After this case, several laws and statutes had been brought up to make desecrating the flag a federal crime; butShow MoreRelatedTexas V. Johnson. The Case Texas V. Johnson Happened In774 Words   |  4 PagesTexas v. Johnson The case Texas v. Johnson happened in 1984, Gregory Lee Johnson burned an American flag to protest President Ronald Reagan in front of the convention center in Dallas, Texas. He was a member of the Revolutionary Communist Youth Brigade (Texas v. Johnson in 1989: Summary, Decision Significance, Stephen Benz). During the 1984 Republican National Convention, he participated in a political demonstration. The demonstrators were protesting the policies of the Reagan Administration.Read MoreThe Opposing case of Texas v. Johnson1218 Words   |  5 PagesSupreme Court’s decision on the case of Texas v. Johnson has been a controversial one, as it involves the burning of our national symbol, the American flag. It leads to the question: Does the desecration of the American flag a way of expressing speech that is protected by the first amendment? Shouldnt the destruction of a true American symbol be protected and preserved, as it is a symbol that represents our country? There is a great amount of criticism that Texas v. Johnson has been faced with; most ofRead MoreCase Analysis : Texas V. Johnson Essay801 Words   |  4 PagesElloheim Tucker CRJ 201 Fall 2016 Dr. Cretacci I. Name: Texas v. Johnson II. Legal Citation: 491 U.S. 397 (1989) III. Statement Facts: The respondent was involved in a political demonstration where he had drenched the American flag with kerosene and lit it on fire. Respondent was charged and convicted of the illegal act of desecration of the flag. The criminal appeals reversed the conviction and said that petitioner could not prosecute the respondent for burning the flag as a part of politicalRead MoreEssay on Case Analysis Texas V. Johnson1292 Words   |  6 Pages________________________________________ 491 U.S. 397 Texas v. Johnson CERTIORARI TO THE COURT OF CRIMINAL APPEALS OF TEXAS ________________________________________ No. 88-155 Argued: March 21, 1989 --- Decided: June 21, 1989 This case analysis of Texas v. Gregory Lee Johnson was a Supreme Court case that overthrew bans on damaging the American flag in 48 of the 50 states. Gregory Lee Johnson participated in a political demonstration during the 1984 Republican National Convention in Dallas, Texas, where he burned the AmericanRead More texas v. johnson case brief Essay487 Words   |  2 Pages U.S. Supreme Court TEXAS v. 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The State Court of Appeals affirmed the actions, until the case advanced to the SupremeRead MoreThe 1st Amendment : The Rights Of The First Amendment1572 Words   |  7 PagesHistorically, as demonstrated in cases such as Hazelwood v. Kuhlmeier, the U.S. Supreme Court, as well as t he government in general, has well-upheld this amendment, but starting sometime in the second half of the 20th century, they are slowly embracing it less and less, as demonstrated in cases such as Texas v. Johnson. The recent hostility towards the First Amendment demonstrates that its rights are in danger. The 1969 ruling of Tinker v. Des Moines is an example of a historic case where the Supreme CourtRead MoreDiscussing Texas V. Johnson Essay1632 Words   |  7 PagesDiscussing Texas v. Johnson This paper will dive in and analyze the decision of the U.S. Supreme Court in the case, Texas v. Johnson, and the still active controversy among the public concerning what circumstances state governments and the federal government have the right to constitutionally prohibit the burning or other form of desecration to the American Flag. Under its decision in Texas v. Johnson the later ruling in the case of United States v. Eichman, in 1990, the Supreme Court had ruledRead MoreEssay about Against Making Flag Burning Illegal924 Words   |  4 Pagesthe right to protest. This was upheld in a Supreme Court case Texas v. Johnson, where the defendant Mr. Johnson was arrested for publicly burning a flag outside the Republican National Convention in Dallas, Texas. After being arrested Mr. Johnson was convicted of setting fire to a flag during a protest and chanting with other protesters; â€Å"America, the red, white, and blue, we spit on you†(Texas v. Johnson). He appealed his clai m to the Texas Supreme Court of Appeals where they overturned the convictionRead MoreSpeech Free Speech On The Freedom Of Speech1380 Words   |  6 Pagesdifferent kinds of forms. The speech can be spoken, written, or be an action. All of these kinds of conduct could be said to express ideas in some ways, however, only some conduct is protected as symbolic speech. When the court analyzes these types of cases, they will ask the speaker about whether they intended on conveying a particular message and whether it was likely that the audience understood the message and the purpose. For a court to decide that some kind of speech is speech that is not protected

Religion And Its Impact On Society - 1699 Words

For the past centuries religion has been a major force in the world and still continues to be one as there are billions of people that believe and follow a certain religion, but sadly religion has had a largely negative impact on the world today. As people continue to view religion in an unrealistic positive manner they continue to be deceived about its negative impact. During recent years there have been many headlines about how religion influenced people in performing terrible acts that oppress people or result in many lives being lost. Religion today is deeply embedded in people’s daily lives and plays a large role in countries, therefore when religion negatively impacts the world it affects millions of people worldwide and results in†¦show more content†¦This can be seen through looking at the Buddhist vs Hindu conflict in Siri Lanka which has been going on for years as the minority Hindu feel they’re being mistreated by the Buddhist majority, which has res ulted in continuous warfare leading to thousands of lives being lost due to this religious conflict (Ridge). Through observing the conflict in Sri Lanka it is evident that as people favor their people who believe in the same religion other religious groups will not accept this and they will fight even to the point of waging war. Secondly, as religion and a country’s territory become connected it is close to impossible for negotiations to occur between people of different faith who want the same land resulting in a war since neither side will compromise. Looking at the Israeli and Palestine conflict it has been going on for years and both the Jewish and Islamic religion play a measure role in this conflict, there has been constant warfare between these two countries and Israel is constantly being attacked by Palestinian Muslims who want to take back their land (Mullen, Black and Wedeman). Looking at this situation which is still present today it is clear that when it comes to religion people refuse to compromise as they feel they’re backed up by their religion and as a result they view what they are doing as

Use of Nature in The Road Not Taken Road Not Taken Essay Example For Students

Use of Nature in The Road Not Taken Road Not Taken Essay essays Use of Nature in The Road Not Taken In most poetry and literature people can pick out certain characteristics that tend to appear in each piece of the authors work. In the work of Robert Frost he has certain ideas and themes that can be found in many of his creations of literature. Nature is one theme that seems to play a major role in the poetry he writes. He tends to use nature to symbolize something that has to do with human life or situations that humans face. There is usually a deeper meaning buried in his work. In the poem The Road Not Taken nature comes into play when he introduces to the reader two separate paths that the speaker comes upon in the woods. The speaker is faced with the decision of which path he will choose to travel. He has to choose only one path, therefore leaving one that he will not get to experience. The disappointment of the speaker is shown when he expresses that he is sorry. . . he could not travel both (line 2). He also shows his hesitancy of the decision (Barry 13) when it is stated Though as for that, the passing there / Had worn them really about the same (line 9-10). It seems as if he is expressing an inability to turn his back completely on any possibility (Barry 13) of returning when the poems reads Oh, I kept the first for another day! (line 13). He also knew that the possibilities of him actually returning to ever walk the path not chosen were very slim. He made a decision and took the other (line 6) path. It is obvious that these two roads in the woods symbolize paths in life and choices that people make in the journey of life itself. Decisions that people make, large or small, have an impact on their future. The speaker says that the path he choose made all the difference (line 20) in his life. Frost does not name specific decisions that are made and he does not tell what the results are. He leaves the option open for the reader to fill in his own circumstances that he has faced life. In lines 16 and 17 the speaker says that in ages and ages hence he would be telling this with a sigh. This shows that the he may be having regrets for the possibilities of the past. . . and is less concerned for the road taken than for the road not taken (Barry 12). It seems as if he is trying to convince himself that the choice he make had a good impact on .

Argumentative Essay Topics - Should You Use a Raisin in the Sun?

Argumentative Essay Topics - Should You Use a Raisin in the Sun?One of the most annoying, yet most effective, essay topics, is a raisin in the sun. It's so powerful that it can simply defeat any and all attempts at an argumentative essay. That said, there are actually many reasons that you shouldn't use a raisin in the sun to write your essay.In this article, I'm going to give you several reasons why you should avoid using a raisin in the sun argumentative essay topics. With that said, you'll quickly see that the argumentative essay topics don't make a raisin in the sun too easy to write.First of all, the argumentative essay topics don't necessarily make a raisin in the sun argumentative essay easy to write. Even if you used a raisin in the sun argumentative essay topic, it wouldn't necessarily make your argument. Therefore, don't ever use a raisin in the sun argumentative essay topic as a way to make your argument. If you want to make an argument, then make an argument. Don't try to break the laws of logic by finding something to say in the form of an argument.Second of all, using a raisin in the sun argumentative essay topics should be avoided because it doesn't apply to anyone but yourself. While the raisin in the sun makes the argument from an inherent position, not everyone is placed in the same position. Therefore, never use a raisin in the sun argumentative essay topic as a way to be superior to other people.Third of all, the raisin in the sun argumentative essay topics is simply very dishonest. Not only is it dishonest but it's dishonest in the way that it disguises a lack of research. A raisin in the sun argumentative essay topic does nothing to help you in your subject, because your research is irrelevant. The raisin in the sun argumentative essay is a thinly veiled argument about your own lack of knowledge.Fourth of all, using argumentative essay topics that are clever, intricate and boring is unethical. While we all know that there are many things t o be written about in any given topic, the use of such an argumentative essay topic is illegitimate. There is absolutely no way to ascertain if you are being honest with your essay topic.Fifth of all, you can construct a good essay topic with a raisin in the sun. If you use this particular argumentative essay topic properly, it can be a very powerful essay topic. However, even if you use this particular essay topic properly, you still need to know what to do with it. Keep in mind that the raisin in the sun is an essay topic, not an essay.Last of all, when it comes to argumentative essay topics, I have nothing against a raisin in the sun. When I use the term 'argumentative essay' it refers to those essay topics that are used to illustrate an argument, usually through the use of pictures. Using a raisin in the sun argumentative essay is actually quite appropriate, because they are really just arguments about nothing.