Free Essays - A Grain of Wheat :: Grain of Wheat Essays

Throughout my life I have read many novels. This book was very interesting. This is a compelling account of the turbulence that inflamed Kenya in the 1950s and its impact on people's lives. A brand new perspective upon the emancipation of so-called Third World Country .On the verge of Kenya independence, both colonizers and colonized were bewildered and confused. White colonial agents lost faith on their lifelong commitment, and Kenyans were cast into a precarious future, which they had been longed for, and at the same time, worried about. National passion became a nostalgia censorship and those who did not contribute to this "exploit" or those who chose to save his own skin or family and betray his to the movement bore a brand "Cain" on their forehead forever. A vivid description of the struggle between nation and individual. Despite Ngugui's flashback format A Grain of Wheat is certainly an attention keeper. Kenya at the brink of Uhuru (freedom) from the British, as experienced th rough the eyes of some interesting and greatly entertaining characters. Amazingly in the midst of this historical event the story is filled with love and betrayal. This is a tragic situation, where there can be no winners. It does not have heroes, heroes do not exist in tragedies- rather it has real people with real feelings, who due to the nature of the system, and their beliefs brought about by years of conditioning must come face to face with brutal realities. The book painfully traces the genesis of the conflict, and as demonstrated with Mugo, everybody is affected, you cannot be a bystander, neither is the people necessarily evil, but rather is as a result of complex situations that comforts them. Though, we do not want to believe, its with the quilt admission by Mugo, that makes him great, and which inevitably starts a healing painful process that must be addressed. Jomo Kenyatta is played a very important role in the backdrop of the novel A Grain of Wheat Through his role in the history of Kenya, his role in the novel as some what compared to Moses and his influentially book Facing Mount Kenya. Jomo Kenyatta played a vital role in the demanding Kenyan self-government and independence from Great Britain. Together with other prominent African nationalist figures, such as Kwame Nkrumah of Ghana, Kenyatta helped organize the fifth Pan-African Congress in Great Britain in 1945.

Geert Hofstede Organization Culture Essay

I. Analysis Every one of us already realizes and knows that we are living in a global age. Technology has brought everyone much closer together. This means that people of different cultures find themselves working together and communicating more and more. This is exciting, but it can also be frustrating and fraught with uncertainty. How do you relate to someone of another culture? What do you say, or not say, to start a conversation right? Are there cultural taboos that you need to be aware of? Building connections with people from around the world is just one dimension of cultural diversity. You will also need to factor it into motivating people, structuring projects, and developing strategy. Of course there are so many question on our head how can we understand cultural differences? Are we relegated to learning from our mistakes, or are there generalized guidelines to follow? Fortunately, psychologist Dr. Geert Hofstede asked himself this question in the 1970s. What emerged after a decade of r esearch and thousands of interviews is a model of cultural dimensions that has become an internationally recognized standard. Before we talk about the theory further further let us know more about Geert Hofstede deeper. Geert Hofstede, a widely known Dutch researcher of culture, has defined culture as â€Å"the collective programming of the mind which distinguishes the members of one group or category of people from another.† During 1978-83, he conducted detailed interviews with hundreds of IBM employees in 53 countries. Through standard statistical analysis of large data sets, he determined patterns of similarities and differences among the replies. From this data analysis, he developed five dimensions of culture. In the 1990s, Hofstede published results of his research in publication Cultures and Organizations: Software of the Mind. Initially he developed four dimensions in culture, but added a fifth dimension in 1991. Moreover Hofstede’s cultural dimensions theory is a framework for cross-cultural communication, developed by Geert. It describes the effects of a society’s culture on t he values of its members, and how these values relate to behavior, using a structure derived from factor  analysis. The theory has been widely used in several fields as a paradigm for research, particularly in cross-cultural psychology, international management, and cross-cultural communication. The original theory proposed four dimensions along which cultural values could be analyzed: individualism-collectivism; uncertainty avoidance; power distance (strength of social hierarchy) and masculinity-femininity (task orientation versus person-orientation). Independent research in Hong Kong led Hofstede to add a fifth dimension, long-term orientation, to cover aspects of values not discussed in the original paradigm. In the 2010 edition of Cultures and Organizations: Software of the Mind Hofstede added a sixth dimension, indulgence versus self-restraint, as a result of co-author Michael Minkov’s analysis of data from the World Values Survey. Before we jump further, let us see what is the identification of culture itself in terms of Hofstede termination, culture to be mental programming of the mind: every person carries within him or herself patterns of thinking; feeling; and potential acting which were learned throughout their lifetime (Hofstede, 2005 p4). He identified 3 layers of mental programming that are: individual, collective and universal. Based on these 3 layers he constructed his culture triangle (see figure 1). The Individual level (personality) is focused on the mental programming exclusive to each person. Hofstede suggests that this level is at least partly inherited. The Collective Level (culture) is focused on the mental programming that is learned from others, that is specific to a group of people. The Universal level (human nature) is focused on all humans, and is also likely inherited: instincts for survival et cetera. Figure 1: Hofstede’s Culture Triangle With access to people working for the same organization in over 40 countries of the world, Hofstede collected cultural data and analyzed his findings. He initially identified four distinct cultural dimensions that served to distinguish one culture from another. Later he added a fifth dimension, and that is how the model stands today. He scored each country using a scale of roughly 0 to 100 for each dimension. The higher the score, the more that dimension is exhibited in society. The Five Dimensions of Culture Armed with a large database of cultural statistics, Hofstede analyzed the  results and found clear patterns of similarity and difference amid the responses along these five dimensions. Interestingly, his research was done on employees of IBM only, which allowed him to attribute the patterns to national differences in culture, largely eliminating the problem of differences in company culture. The five dimensions are: 1. Power/Distance (PD) This refers to the degree of inequality that exists – and is accepted – among people with and without power. Power distance is the extent to which the less powerful members of organizations and institutions (like the family) accept and expect that power is distributed unequally.† Cultures that endorse low power distance expect and accept power relations that are more consultative or democratic. A high PD score indicates that society accepts an unequal distribution of power, and that people understand â€Å"their place† in the system. Low PD means that power is shared and well dispersed. It also means that society members view themselves as equals. Application: According to Hofstede’s model, in a high PD country such as Malaysia (104), you would probably send reports only to top management and have closed-door meetings where only select powerful leaders were in attendance. PD| Characteristics| Tips| High PD| * Centralized companies. * Strong hierarchies. * Large gaps in compensation, authority, and respect.| * Acknowledge a leader’s power. * Be aware that you may need to go to the top for answers| Low PD| * Flatter organizations. * Supervisors and employees are considered almost as equals.| * Use teamwork. * Involve as many people as possible in decision making.| 2. Individualism (IDV) This refers to the strength of the ties people have to others within the community. A high IDV score indicates loose connections. People have large extended families, which are used as a protection in exchange for unquestioning loyalty. In countries with a high IDV score there is a lack of interpersonal connection, and little sharing of responsibility beyond family and perhaps a few close friends. A society with a low IDV score would have strong group cohesion, and there would be a large amount of loyalty and  respect for members of the group. The group itself is also larger and people take more responsibility for each other’s well being. Application: Hofstede’s analysis suggests that in the Central American countries of Panama and Guatemala where the IDV scores are very low (11 and 6, respectively), a marketing campaign that emphasized benefits to the community or that tied into a popular political movement would likely be understood and well received. This talks about how much a society sticks with values, traditional male and female roles. Masculine cultures’ values are competitiveness, assertiveness, materialism, ambition and power, whereas feminine cultures place more value on relationships and quality of life. In masculine cultures, the differences between gender roles are more dramatic and less fluid than in feminine cultures where men and women have the same values emphasizing modesty and caring. High MAS scores are found in countries where men are expected to be â€Å"tough,† to be the provider, and to be assertive. If women work outside the home, they tend to have separate professions from men. Low MAS scores do not reverse the gender roles. In a low MAS society, the roles are simply blurred. You see women and men working together equally across many professions. Men are allowed to be sensitive, and women can work hard for professional success. Application: Japan is highly masculine with a score of 95, whereas Sweden has  the lowest measured value (5). According to Hofstede’s analysis, if you were to open an office in Japan, you might have greater success if you appointed a male employee to lead the team and had a strong male contingent on the team. In Sweden, on the other hand, you would aim for a team that was balanced in terms of skill rather than gender. MAS| Characteristics| Tips| High MAS| * Men are masculine and women are feminine. * There is a well-defined distinction between men’s work and women’s work.| * Be aware that people may expect male and female roles to be distinct. * Advise men to avoid discussing emotions or making emotionally based decisions or arguments.| Low MAS| * A woman can do anything a man can do. * Powerful and successful women are admired and respected.| * Avoid an â€Å"old boys’ club† mentality. * Ensure job design and practices are not discriminatory to gender * Treat men and women equally.| 4. Uncertainty/Avoidance Index (UAI) This relates to the degree of anxiety that society members feel when in uncertain or unknown situations. High UAI-scoring nations try to avoid ambiguous situations whenever possible. It reflects the extent to which members of a society attempt to cope with anxiety by minimizing uncertainty. People in cultures with high uncertainty avoidance tend to be more emotional. In contrast, low uncertainty avoidance cultures accept and feel comfortable in unstructured situations or changeable environments and try to have as few rules as possible. People in these cultures tend to be more pragmatic, they are more tolerant of changeThey are governed by rules and order and they seek a collective â€Å"truth.† Low UAI scores indicate that the society enjoys novel events and values differences. There are very few rules, and people are encouraged to discover their own truth. Application: Hofstede’s Cultural Dimensions imply that when discussing a project with people in Belgium, whose country scored a 94 on the UAI scale, you should investigate the various options and then present a limited number of choices, but have very detailed information available on your contingency and risk plans. (Note that there will be cultural differences between French  and Dutch speakers in Belgium.) 5. Long Term Orientation (LTO) This is the fifth dimension that Hofstede added in the 1990s, after finding that Asian countries with a strong link to Confucian philosophy acted differently from Western cultures. In countries with a high LTO score, delivering on social obligations and avoiding â€Å"loss of face† are considered very important. This refers to how much society values long-standing – as opposed to short-term – traditions and values. It describes societies’ time horizon. Long-term oriented societies attach more importance to the future. They foster pragmatic oriented towards rewards, including persistence, saving and capacity for adaptation. In short term oriented societies, values promoted are related to the past and the present, including steadiness, respect for tradition, preservation of one’s face, reciprocation and fulfilling social obligations. Application: According to Hofstede’s analysis, people in the United States and United Kingdom have low LTO scores. This suggests that you can pretty much expect anything in this culture in terms of creative expression and novel ideas. The model implies that people in the U.S. and U.K. don’t value tradition as much as many others, and are therefore likely to be willing to help you execute the most innovative plans as long as they get to  participate fully. (This may be surprising to people in the U.K., with its associations of tradition.) LTO| Characteristics| Tips| High LTO| * Family is the basis of society. * Parents and men have more authority than young people and women. * Strong work ethic and high value placed on education and training.| * Show respect for traditions. * Do not display extravagance or act frivolously. * Reward perseverance, loyalty, and commitment.| Low LTO| * Promotion of equality. * High creativity, individualism. * Treat others as you would like to be treated. * Self-actualization is sought.| * Expect to live by the same standards and rules you create. * Be respectful of others. * Do not hesitate to introduce necessary changes.| The latest one that has just been added by Geert itself is Indulgence versus restraint (IVR): The extent to which member in society tries to control their desires and impulses. Whereas indulgent societies have a tendency to allow relatively free gratification of basic and natural human desires related to enjoying life and having fun, restrained societies have a conviction that such gratification needs to be curbed and regulated by strict norms. II. Implication After the publications of the theory I especially directly know the evidence that organization or family are different from each other, we used to believe that deep inside all people everywhere anytime are the same. In fact, as we are generally not aware of other countries’ cultures, we tend to minimize cultural differences. This leads to misunderstandings and misinterpretation between people from different countries. Instead of the convergence phenomena, cultural differences are still significant today and diversity tends to increase. The in order to be able to have respectful cross-cultural relations, we have to be aware of these cultural differences. So here I would like to analyze of those 5-dimension theory of Geert Hofstede and also the spirit of leadership in the application of my community, organization, and family. First, regarding  to the power or hierarchy, I can see that the organization even family I had now is got very high score of power or hierarchy. Asian co untry especially south East Asia country included Indonesia widely known as the east part of the world has very long hierarchy process in organization. It needs to follow so much unbiased rules and regulation that never existed in western country. Another thing in my organization or family is centralized meaning the leader is everything; the leader in a group or family (parents, father especially) can do what they want. They take control of every single thing and execute all of things that they think it is right to be executed. The leader power here is also get tons of acknowledgements of power also compensation, authority, and respect in the way they behave in the community. And not many things you can really do over there unless you have top Harvard quality student of opinion or sight. Second, it is regarding to the individualism. This individualism model can be positive or negative. Its position is more in the between good and bad, depends on the condition that an individual face. Widely known in Indonesia that it has relatively low score. Indonesia as part of the Eastern country world is very low on facing the condition of being individual. It also here in my organization and family where the entire member included leader and sub ordinaries are not really independent in terms of individual people’s eye. They here one hundred percent have totality in suppress feelings and emotions to work in harmony Besides that tradition are the main habit of my community to be respected even it cost slow changes. This thing is also inter-related with showing respect for age and wisdom. Another good thing about having low individualism is the willing of my mates in emphasizing on building skills and becoming master or pro of a specific skill on something detail. They also have very high appreciation of intrinsic rewards. Lastly what I have been seeing in the community I have been involved in that they really support the creation of harmony in the community even it needs to scarify the honesty. Third thing is masculinity. Once again as the historical and geographical background of most Indonesian majority is Islamic people which really praise the superiority of men. Same also with the minority, Chinese people of Indonesian really put more eyes on men compared to women. Men in Indonesia  can be said has higher status than the women. They are different from each other. Both men and women is really distinguish and well defined in work, job, attitude, and behavior in the neighborhood. Some people really praise this condition so they really have high expectation on putting men over women which men advised is really being a high terminology on discussing emotion or making emotionally based argument even decision. Fourth, regarding to the uncertainty method, what I face in my organization or family is really in between. I really mean that it is in the middle, not really high not even low. But somehow if it is calculated deeply I can conclude it is more on the low side with the c omparison of 60:40 for low uncertainty. I can say it is low because there is some informal business attitude in executing the activities in family even organization. They act not really formal like in army but it is more enjoyable and fun but still serious. Then another why I say it is informal that mostly the organization mates do not really impose rules or structure unnecessarily. Besides that also can be seen there is minimization in controlling emotional response by being calm and contemplating situations before speaking. Las thing is people do not really afraid of expressing curiosity when some differences or irrelevant concept found. Another supporting condition but not I found which also make the 40 percent disagreement are there are more concern with long term strategy than what is happening on a daily basis and also accepting of change and risk. Both thing are hardly founded in my organization, they prefer to be stick on what have drawn before. Fifth is regarding to the long-term orientation that has been just added by Geert. This condition is 100 percent high. Easily founded everywhere not only in my organization and family that family, family, and family is based on everything in the society. It should be on the top of priority compared to another element in the society. In the family itself parents especially has absolute power and authority compared another member which also another member without demanded give respect for tradition terms. Another thing that the terms of an individual displaying extravagance or acting frivolously is reaching zero percent in behavior action that has high reward perseverance, loyal, and total commitment. This condition exactly leads to strong work ethic and high valued placed on the training and education. Last method is just recently developed can be said not really playing important role but worth slightly  to be discussed which is indulgence versus restraint. This is quite high in Indonesia that everyone needs to control desire and also impulses of what there flesh demand. In other word in organization, family, group, and also community that I have been involved in in Indonesia are being super strict to many traditional views of law and norm that exist in neighborhood which also the inheritance of the ancestor created and did. So being totally freedom as in the heaven is hardly found. III. Conclusion The creation of this theory really become valuable for everyone as there is differences between culture in family and also organization from one and other. Thus people can prepare for it. Another thing of this creation model theory can provide us the chance of demonstrating management competencies such as personal motivation, time management, organization and communication. The knowledge we get also important to evaluate and compare community, organization, management, nation, continent, and an era. Furthermore it is hoped that the skill and ability gained from this paper can be added to rich our multi cultural point of view and be useful from high value consulting standpoint.

How Does One Define Violence - 1595 Words

How does one define violence? Is it by the amount of blood and gore shown? How about how people are acting towards other people, hitting, kicking, shooting? Or is it based on the language used? These are all ways that people may describe violence in the media. According to dictionary.com, the word violent is described as when someone or something is acting with or characterized by uncontrolled, strong, rough force. When looking at this definition, what how do you define rough? Violence is one of those things that can be seen in many different ways. Although is this true, people should all be able to agree on that we see it in our everyday lives. It is seen on the news with the latest headlines. It is seen in movies and TV shows. It is also†¦show more content†¦Of course, with kids having easy access to these media types, they may be using these for hours a day. Kids ages eight to eighteen are on media for about 8.5 hours a day. According to the Book Violent Video Game Effect s on Children and Adolescents, video games were first made in the 1970’s, but they did not become violent until the 1990’s. when violent video games first came out, companies tried to make them less violent, but violent seemed to be what was selling. These games use to have people disappear when they would get killed, but the new games were showing the people bleed out and have them slowly die. After a while, companies started to make the first-person shooter games. With these games, the players could feel like they were actually holding the gun and shooting people. Along with the new views of the games, they were also becoming more and more realistic as technology was starting to improve. 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Essay about Good Will Hunting Character Analysis - 2165 Words

Introduction Social- Cognitive theory believes that humans are individuals who are capable of proactively making things happen to assist in their own development (Parajes, 2002). In Good Will Hunting, Will Hunting did not believe that he was able to make a positive change in his life. Will is a prodigy, particularly in mathematics, who did not recognize his gift. He was born and raised in the slums, where he is now comfortable. He was abandoned by his parents and in and out of numerous foster homes. He experienced abuse and neglect in these homes. He was not only physically abused but also mentally and psychologically. His ability to solve complicated mathematical equations caught the eye of a professor at the university where Will†¦show more content†¦Will sees himself as a â€Å"southie†, a loser. To maintain congruence between his self-view and his experiences his acts out. He starts fights and stays in trouble. He doesnt seek anything better for himself. 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Strong or Weak Currency for South Africa - 2655 Words

Topic 1. A weak currency or a strong currency for the South African economy? What are the pros and cons of a weak or a strong currency in South Africa? Discuss. Table of Contents Page Number 1) Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.3 2) Benefits of a weak Rend in South Africa†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....3 3) Shortcomings of a weak rand in South Africa†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦...4 4) The Pros of a strong rand in South Africa†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦5 5) Cons of a strong currency†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.7 6) Recommendation for South Africa economy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 7) Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦..9 8) References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 1. Introduction A strong currency†¦show more content†¦SA cannot simultaneously lower the cost of its labor in a global context and raise the real disposable income of local workers. The reason companies benefit from a weaker exchange rate is that it improves their competitiveness. Unfortunately, if wages rise by as much as the currency has weakened the benefits of the weaker rand are quickly lost. Therefore, unless unions agree to contain wage increases to below the inflation rate, and take a real cut in wages when the rand depreciates, any plans to forcibly weaken the exchange rate are pointless. Madura (2009:172) indicates that the negative side of a weaker currency may include an upward inflationary pressure and increased prime lending rates by financial institutions. Thus, in the long run foreign companies will be driven out of the market as local goods seem to be cheap for local consumers; however, faced with little competition than before, local producers will increase prices culmina ting in an inflation stricken economy. Also a rand that is extremely weak would imply that most importers will seek domestic supply of goods. Domestic suppliers then have more power and are able to increase the selling price of goods. Moreover, less home grown business investments will flourish partly owing to deterring interest rates that shuns more investments. 4. The Pros of strong rand in S.A Currencies rise and fall based upon the performance of the local economy and the sentiment of investors. If aShow MoreRelatedWhat Are The Pros And Cons Of Anglo American Plc In South Africa1144 Words   |  5 PagesPortfolio 2 Submission Case: Anglo American PLC in South Africa (from Lesson 5) 1. 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My Own Exprerience in English Language Free Essays

Second language is known as the language that we learn after our mother tongue. It is the secondary option of the individual. People learn second language for multiple purposes; to communicate with people of different ethnic, to get job, to feel easy to live in strange country or environment, to learn foreign culture and lifestyle etc. We will write a custom essay sample on My Own Exprerience in English Language or any similar topic only for you Order Now As it is very important to know or speak the language of the place where we live. However, my second language –English is the most the most difficult to learn in a short period of time. The learning second language is much interesting and challenging, and also make more experience if we have good group discussion and talk with the teacher about own experience and problems. I moved to an environment that was totally different from the one I came from. I knew that this would be my biggest hurdle I would have to overcome. I sat in back of the class room and felt shy to speak with friends and teacher because I can’t frame a good sentence to express my problem. But teacher help me in each and every step of my problems that I faced. In middle of the semester, I understand more English and I started asking question regarding my problems to my teacher; the problems were solve in clear and effective way and I handle easily. I came to know while I learn English everything will be possible and easy if we keep on working with full of interest. In my experience one of the best ways to learning is writing in blog and read loudly. I am not really good writer and reader because I speak and think in Nepali. When I have a problem I talk and discuss with friends and teacher to know the correct answer and when I know the answer I keep on working on it for my experience in future. In addition, Group discussion became good source to learn lots of different idea to express the thought. I am very much sure if we give full concentration with interest on it we can definitely, learn lots of vocabulary and become a good writer and speaker. However, the teacher chosen the topic was so interesting and funny. The topic was to express my own experience and opinion towards the environment where I had grown up. It was more interesting to write in Nepali but it was so hard to express the feeling in English. I work in listening text and write down the vocabulary word which I heard in every single day. I believed that, the way of learning English language just to write and read loud. The way I make my language better is just keep on practicing lots. I realize that I am the one decide how my language will turn out in the future. The doors finally opened for me, but it took effort. Life was complicated during the transition stage when I was learning to accustom myself to a new language. Moreover, my classes were challenging in various fields like group discussions, homework, listening and writing. I studied online, extra time out of college, and finally I am feeling easy to interact with different American People, learn their culture and life styles. How to cite My Own Exprerience in English Language, Essay examples

Employment Relations Employees and Labors

Question: Discuss about the Employment Relations for Employees and Labors. Answer: Introduction Employees and labors are one of the integral parts of any business as the success and failure of any business organization vastly depends on the performance of them. One can see the existence of various employment related issues in an organization. Here comes the part of the employment relation or employee relation or labor relation. Thus, the function of employee relation is to consult, facilitate and develop effective strategies to resolve various employee relation issues in an organization (Zukauskas Vveinhardt, 2015). Employee and labor relation helps the management of a business organization in various manners like to develop, maintain and improve the employee relation with the help of communication strategies, performance management, processing grievance and in many other ways. There are various employees relation issues are there almost in every country (Fossum, 2014). However, it has been observed that Singapore has been the centre of attraction for recent years by the contr oversial closing of the plants of various multinational companies and the large number of employee layoffs. It can be clearly understood that this issue is not good for the health of Singapore economy as the businesses are the backbone of any economy (Hendrix, Hayes Kumar, 2012). Employee Relation Issues in Singapore There are various incidents of wind up of businesses and employee lay off are going on in Singapore. Now-a-days, this is a growing concern for various parties in Singapore like the government, the employees and the businesses. In order to get the clear picture of the situation and to find out the solution strategies, it is important to discuss some of those major plant closure and employee layoff issues. Some wind ups and layoffs of some major multinational companies in Singapore are discussed below: Coca-Cola: As per the latest news in Business Times Coca-Cola Singapore Beverages, commonly known as CCSB, is going to shut down its manufacturing operations in the bottling plant of Tuas, Singapore (www.businesstimes.com.sg 2016). According to Stephen Lusk, chief executive of Coca-Cola, Singapore plant will be compromised so that CCSB can focus on more on the high value added services like new technologies, innovation and research. This step of the company will cause on the loss of job for more than 200 employees in Singapore. (Carpenter Ng, 2013). Seagate: Seagate is another multinational company in Singapore that is planning to close one of its hard drives manufacturing facility in Singapore. There are around 4000 employees in the plant and ads per the company, 2000 among them is going to lose their job in this process. There are two reasons behind this closure. One is the effects of economic recession and another reason is the missteps taken by the management of the organization. (www.eetimes.com 2016). Tate Lyle: Tate and Lyle are going to close down their plant in Singapore. As per the company, the reason behind this close down is supply not demand. There is enough demand in the market, but the Singapore plant is not able to maintain the supply as per the demand. The profit has been reduced to 16 million pound in 2015 as compared to 62 million pound in the year 2014. Motorola: Back in the year 2009, Motorola shut down the cell phone manufacturing plant in Singapore. The plant used to manufacture high end cell phones, mobile phones and many others. The initial was taken to cut the cost of around $ 500 million. At the time of the closure, Motorola has 2500 employees in that plant and the closure of the company cut the job of 700 employees from that plant (Pyzdek Keller, 2014). Barclays: Barclays is another company that is planning to cut the jobs of one hundred employees in Singapore form its IT operation department. The reason behind this employee layoff is cut of cost from the bank (Heinemann, 2015). IBM: One of the shocking news is that IBM is also planning to terminate some of the employees from its operation in Singapore. IBM has a reputation about the process of fire and hire. The company denied commenting further in this matter but they have confirmed that they are going to terminate some employees for sure. IBM cuts the jobs of the employees irrespective of the fact that how many years they are serving for the company (McNeill, 2015). There is other many companies that either plan to cut the jobs of the employees or planning to do so. Global bank Standard Chartered has terminated some of the employees in Singapore while they cut around 15000 jobs globally. As per HSBC, the company has announced that they will freeze the salaries of the employees and in this process more than 3000 employees of Singapore will be affected. In order to reduce the cost pressure, Resorts World Sentosa cut the jobs of a lot of employees in February in Singapore.It can be seen that so many renowned companies lay off employees in Singapore and the list is growing continuously (vulcanpost.com 2016). There are some reasons behind this growing issue in Singapore. As per the statistics, the majority of the employee layoffs happen in the service sector in this year and the number is 2500. Manufacturing and construction sector are the next after service sector accounts for 1800 and 300 layoffs respectively. The main reason is the economic slowdown in Singapore. Due to economic slowdown, most of the companies in Singapore are facing loss and their production is not up to the mark. On the other hand, the costs are rising continuously. In this situation, the companies are left with two situations. That is they either have to close the business operations in Singapore or they have to terminate a large number of employees to cut down the costs. Some of the companies are taking the first step and some of them are taking the second (Jumah, Morales-Rodriguez Llorns-Rivera, 2015). From the above discussion its can be seen that there are many renowned multinational that closing their business operations in Singapore due to the above discussed reasons. This is the kind of problem that is affecting the economy of the country as well as the working people of it. It is not desirable that the current situation stays like that. All the parties involved in this problem must involve in finding the solution to revive the situation. They should handle this situation with utmost attention and need to find the way out from this universal problem. One of the ways to handle this situation is the co-ordination among the businesses, the labors, the society and the government. There are many ways that a business can come out from this business closure and employee layoffs puzzle. Some of the strategies are discussed below to prevent the plant closure in Singapore. It is advised to the business that they should target the correct market for their business. One of the reasons of the plant closure in Singapore is the section of wrong market by the business organizations. There are various benefits of selecting the right market like it prevents the wastage money for lost causes. On the other hand, the selection of right market will maximize the profitability of the firms and the companies can get a clear view about the market position. The unique selling propositions or the USBs of the business need to be strong enough for the companies so that people only choose the products of that business at the time of purchasing. This process will give the organization a competitive edge over its competitors. Diversification of the marketing channels is another way to prevent the plant closure form Singapore. The companies put themselves in a great risk at the time of choosing only one marketing channel. It is recommended that the companies should select more than one marketing channels to avoid risk in this highly competitive market. For example, a company should select both online and offline marketing campaign for their business activities (Hameed Khan, 2014). Every business organization has a message to give to the customers. The business organizations should make it clear that they are successful to convey the right message to the customers. It can be happened with the business organizations that they are running out of cash or the cash flow of the company is not sufficient. In this kind of situations, companies need to have some campaigns ready to create instant cash flows. This process reduced the possibility of making loss to the business organizations. The business organizations need to take steps to expand their business on a regular basis. In todays highly competitive market, expansion is necessary to retain the palace in the competition. On the other hand, expansion increases the profitability of the business organizations (Contu, Palpacuer Balas, 2013). These are some of the steps that the business organizations should take to avoid the shutdown of the plants in Singapore. On the other hand, employee layoff is another issue in Singapore. The main reason for the employee layoff is the reduction of costs of the business. However, there are various other reasons. The businesses also face some issues due to employee layoffs like lose of institutional knowledge, disruption in work relationships and the increase in burden on the remaining employees. To handle this employee layoff issue, some steps are recommended below: The complexity in the structure of the organization is one of the reasons for employee layoffs. Extra level of organizational structure increases the possibility of employee layoffs. Thus, it is recommended that the companies should have simple structure with a few layers for their businesses (Cascio, 2015). It has been seen that the companies often value the customers more than the employees of the organization. It has to be remembered that the employees are the life of a business that helps to retain the customers. Thus, employees need to be given utmost attention. The wage structure for the employees should be reasonable based on the economic condition (Weiss, 2014). The government of a country is like the backbone of that country. Every policies, rules and regulations about the business of a country is made by the government. Hence, it is expected that the government should include themselves to resolve this situation. The government needs to develop and implement some employment relationship friendly effective strategies in order to prevent shut downs and employee layoffs. The government should take strategies so that more job opportunities can be created in Singapore. The initiative of the Singapore Chinese Chamber of Commerce and Industry (SCCCI) can be set as example. The Singapore Chinese Chamber of Commerce and Industry (SCCCI) have been urging the small and medium for the enhancement of their business models so that more job opportunities can be raised (Gelman et al., 2015). As per the Singapore Retailers Association of Vice Presidents, several retailers are closing down the less profitable business stores and release their employees. Loan facilities have been arranged for them so that they do not have to close their businesses. It will decrease the rate of layoffs of employees (Baraldi et al., 2015). These are example of the ways by which the government can resolve the issues of plant closure and employee layoffs. Conclusion Shutdown of various renowned plants and employee layoffs are the two growing issues in Singapore. Economic slowdown and various other issues are responsible for this shutdowns and layoffs. It can be seen there are various renowned companies like Coca-cola, Seagate, IBM, Barclays and many others are there that have either shut down the plants in Singapore or are planning to do so. This is the high time for the companies to develop and implement strategies to eradicate these issues. Various recommendations to prevent the shutdown of plants and employee layoffs are discussed like to increase marketing diversities, decrease the layers in the business and others. One of the most important aspects is that the government of the country has a significant role to play in these issues as they are the one that create rules and regulations for the countries. It is the duty of the government to develop business friendly strategies to promote business. Thus, it is recommended the inclusion of gove rnment to resolve these issues. References Baraldi, P., Di Maio, F., Rigamonti, M., Zio, E., Seraoui, R. (2015). Clustering for unsupervised fault diagnosis in nuclear turbine shut-down transients.Mechanical Systems and Signal Processing,58, 160-178. Carpenter, K., Ng, W. K. (2013). Singapore's Chemicals Industry: Engineering an Island.Chemical Engineering Progress,109(4), 56-60. Cascio, W. F. (2015). Alternatives to Downsizing: Efforts in Responsible Restructuring.EPRN. Contu, A., Palpacuer, F., Balas, N. (2013). Multinational corporations politics and resistance to plant shutdowns: A comparative case study in the south of France.Human relations,66(3), 363-384. Fossum, J. A. (2014).Labor relations. Mcgraw Hill Higher Educat. Gelman, M., Kariv, S., Shapiro, M. D., Silverman, D., Tadelis, S. (2015).How individuals smooth spending: Evidence from the 2013 government shutdown using account data(No. w21025). National Bureau of Economic Research. Hameed, A., Khan, F. (2014). A framework to estimate the risk-based shutdown interval for a processing plant.Journal of Loss Prevention in the Process Industries,32, 18-29. Heinemann, F. (2015).Corporate Accelerators: A Study on Prevalence, Sponsorship, and Strategy(Doctoral dissertation, MASSACHUSETTS INSTITUTE OF TECHNOLOGY). Hendrix, J. A., Hayes, D. C., Kumar, P. D. (2012).Public relations cases. Cengage Learning. Jumah, A. H., Morales-Rodriguez, D., Llorns-Rivera, A. (2015). Economic Incentives and Determinants to Attract FDI. InLabor Markets and Multinational Enterprises in Puerto Rico(pp. 25-32). Springer International Publishing. McNeill, D. (2015). Global firms and smart technologies: IBM and the reduction of cities.Transactions of the Institute of British Geographers,40(4), 562-574. Pyzdek, T., Keller, P. A. (2014).The six sigma handbook(p. 25). McGraw-Hill Education. Ramchandani, N. (2016).Coca-Cola Singapore Beverages to shut Tuas plant; commits US$100m investment.The Business Times. Retrieved 10 November 2016, from https://www.businesstimes.com.sg/companies-markets/coca-cola-singapore-beverages-to-shut-tuas-plant-commits-us100m-investment Seagate lays off 1,600 in Singapore; more cuts possible | EE Times. (2016).EETimes. Retrieved 10 November 2016, from https://www.eetimes.com/document.asp?doc_id=1122557 Weiss, A. (2014).Efficiency wages: Models of unemployment, layoffs, and wage dispersion. Princeton University Press. Yap, J. (2016).Singapore Downturn? Here's The List Of Companies Cutting Jobs Over The Past Few Months.Vulcan Post. Retrieved 10 November 2016, from https://vulcanpost.com/534241/list-of-companies-cutting-jobs/ Zukauskas, P., Vveinhardt, J. (2015). Diagnosis of mobbing as discrimination in employee relations.Engineering Economics,64(4).