A Speech I Wrote for School free essay sample

As quite a while in the past as 1864, nations sent agents to Geneva, Switzerland to talk about the treatment of military staff just as regular folks in wartime. Throught history â€Å"rules of war have been defined with 3 extra shows. In the time somewhere in the range of 1864 and 2005 192 nations have endorsed the laws. Torment ought to be restricted against suspected fear mongers and war lawbreakers since it is illegal, uncaring, and will give the US a terrible name for quite a long time to come. To begin with, torment is illegal. The Geneva Conventions express that during wartime no injured or caught military faculty and regular folks might be exposed to torment in any capacity. Almost all the nations have endorsed the Geneva Conventions so they are viewed as standard universal law. There is no requirement for torment since you can't cause physical or mental torment intentionally. It expresses this in the Universal Declaration of Human Rights. Article 5 expresses that â€Å"No one will be exposed to savage, brutal, or corrupting treatment or discipline. We will compose a custom article test on A Speech I Wrote for School or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page † This basically expresses no suspect can be liable to torment in any capacity. There have been various different archives that have raised similar issues. Second, torment is coldhearted. The Abu Ghraib Scandal is an ideal case of torment. In May 2004 there were numerous records of torment in the prison in Baghdad. The torment was harsh to such an extent that I can't broadly expound on the kind of torment utilized. This conflicted with the Geneva Convention and the Universal Declaration of Human Rights. All of American residents were so stunned when they crowd the horrendous agony that the detainees experienced. The circumstance deteriorates. Our administration concealed it. There are numerous sorts of torment. The most extreme is Water Boarding. It is the point at which a detainee is bound to a slanted board, feet raised head marginally beneath feet then Cellophane is folded around face of detainee and water is poured over him. Stifler reflex kicks in and an alarming trepidation of suffocating carries them to a practically moment supplication to stop. The individual accepts they are being slaughtered, and thusly, it truly sums to a counterfeit execution, which is illicit under worldwide law, said John Sifton of Human Rights Watch. Terrible cross examination. I mean you can get anybody to admit to anything if the torments awful enough, said previous CIA official Bob Baer. There are a lot increasingly savage sorts of torment, all pitiless and obtuse. Third this will give the US a terrible name for a considerable length of time to come. Everything in history is archived. The torment that we are utilizing will be recorded and for a considerable length of time to come will be educated to where different nations will see us as menaces. It will hurt our residents for quite a long time to come. As we keep tormenting individuals the tally of fear based oppressors will rise, not decline. In the United States we can't bring this data accumulated to a court since it is manufactured, or made, admission. At that point the suspect experienced the torment and languishing over no evident explanation. A few people say that we should utilize torment. They state this since they feel that is you need to get data NOW that it is the main way. They likewise state that in the Military Commissions Act of 2006 the President gave the CIA the option to utilize torment. In any case, they do not understand what they are discussing. This is illegal and is obtuse. Others don’t even think it is occurring. They are careless. Did they not look in the news in 2004 when pictures of misuse were discharged from The Baghdad prison? Or on the other hand they tune in to President Bush’s Military Commissions Act of 2006 where he expressed, â€Å"As Ive said previously, the United States doesn't torment. Its against our laws and its against our values.† But he has lied! We have utilized torment thus it isn't against our qualities and laws. Particularly when as of late President Bush vetoed a law limiting torment. This raises gives that conflict with what President Bush said in 2006 and now we need torment when before we didn’t use it since it is against our qualities. In Conclusion, Torture ought to be halted in light of the fact that it is illegal, uncaring, and will give us a terrible name for a considerable length of time to come. We as a whole should plan something for stop it. Offer with your companions and make the President depends that it is as yet occurring and he should end it. One of the manners in which we can is to stop the allowing of permitting under prepared and low positioning military work force the option to connect with solo cross examinations of associated fear based oppressors and hostages with war.

Implementing Recovery Oriented Practices Free Samples to Students

Question: Talk about the Implementing Recovery Oriented Practices. Answer: Presentation Dysfunctional behavior has been one of the significant issues of wellbeing worry in the general public. For an exceptionally lengthy timespan, individuals have been experiencing a wide scope of mental issue. A portion of the major mental issue influencing individuals Management are nervousness, and sorrow. At first, individuals with psychological instabilities were derided and viewed as nonconformists and risky individuals who ought not be permitted to be a piece of the general public. Be that as it may, these days, the intellectually sick people are acknowledged as a major aspect of the general public. Endeavors have been made in Australia, for example, to dispose of any pointless derisions that expansion the wellbeing weight of the intellectually sick. The upgrades in the conveyance of emotional well-being care have been accomplished because of the consistent logical examination so far done to build up the causes, side effects, chance realities, treatment, and counteraction measure s for the psychological maladjustments. This paper presents a basic investigation of the compound hypotheses related with the summed up uneasiness issue. Summed up uneasiness issue is a psychological maladjustment that has been influencing individuals in Australia. It is a state of mind that is connected with the cerebrums synapses. At the point when an individual gets this condition, the degrees of synapse become sporadic in the mind. The anomaly of the synapses is certainly not an attractive thing in light of the fact that the synthetic substance should be in the correct levels. It is required to be completely utilitarian since it tends to be depended upon to transmit flags between various nerve endings. Hence, any weakness because of the confusion can thwart it from viably releasing its obligations in the body. In any case, note that the Generalized Anxiety Disorder doesn't influence all the synapses, however just debilitates the working of serotonin, GABA (gamma-aminobutyric corrosive), and norepinephrine. The hazard factors for the Generalized Anxiety Disorder incorporate work issues; school issues; relationship issues; medical issues; budgetary issues; lack of sleep; and hereditary qualities. These are the conditions which may expand the helplessness of a person. For instance, with regards to hereditary commitment, research has set up that at any rate 20% of instances of the confusion are acquired. There are various speculations which have been set up to clarify the causation of the confusion. Throughout the years, researchers have been taking part in a progression of scientists to discover a convincing hypothesis that can be depended upon to give satisfactory and solid clarification on the causes and nature of the turmoil. A portion of the remarkable speculations are the concoction lopsidedness hypothesis; hereditary inclination hypothesis; and organic issue with the cerebrum hypothesis. Concoction Imbalance Theory Concoction irregularity is one of the first hypotheses of the Generalized Anxiety Disorder (GAD). As indicated by this hypothesis, the GAD Management is brought about by the lopsidedness in synthetic substances of the mind. The hypothesis was created during the 1990s by a gathering of pharmaceutical organizations which had been directing an exploration on uneasiness, sadness and other mental issue. The pharmaceutical firms needed to take part in the exploration since it was a vital activity. It would empower the specialists to discover more data about the turmoil before thinking of proper meds that can be utilized to treat it. This was legitimate on the grounds that, for medications to work well, an appropriate examination should be led to expose all the fundamental data about the circumstances and end results of the ailment on the body. When the reasons for the genuine reasons for the sickness were known, it would be simpler for the pharmaceuticals to build up that the medications t hat would be utilized to address the circumstance. Simultaneously, for individuals to acknowledge a medicine, they ought to have satisfactory comprehension on its critical commitments in the treatment of the ailments which influence them. As per this hypothesis, GAD is brought about by the awkwardness of synthetics in the cerebrum. As of now implied, GAD is a condition that is related with the adjustments in the degrees of the synapses. The synapses are synthetics which assume a critical job in the human body. The transmission of the nerve messages over the Central Nervous System (CNS) is significant in light of the fact that it can guarantee that the body capacities well and releases its jobs true to form. Nonetheless, any impedance in the synapses can be unfortunate since it can deny the CNS including the cerebrum, a chance to complete its exercises true to form. The hypothesis was in this manner significant in light of the fact that, at any rate, it made some information. It gave experiences on the connection between the GAD and the synapses. The endeavors made by the pharmaceutical firms to build up the hypothesis paid-off on the grounds that, as time passed by, the hypothesis of compound irregularity turned out t o be so well known. Numerous individuals, including the doctors, who had been persuaded by the hypothesis of concoction unevenness, needed to utilize the medications since it would address the awkwardness synapses and treat mental clutters including GAD. The revision of the synthetic lopsidedness was a difficult issue that must be tended to if at all powerful medications had been created by a portion of the famous pharmaceutical firms in the general public (Slade, et al., 2014). In spite of its accomplishments in the initial barely any years, the compound lopsidedness hypothesis didn't keep going for long on the grounds that its prevalence was brief. The purpose behind the loss of prevalence is on the grounds that the researchers who detailed hypothesis never demonstrated it. It was simply hypothetical. During the entire of the period when the hypothesis was being used, there was no single analysis which was completed to demonstrate that there were substance lopsided characteristics in the human cerebrum. The hypothesis was dismissed by the psychological wellness care laborers who had asserted that the legitimizations given for the hypothesis were not precise in light of the fact that they never spoke to a genuine picture of the intellectually sick patients. In 2006, the hypothesis was demonstrated to be false after a progression of explores by autonomous gatherings uncovered so before it was at last let go by on July 11, 2011 by Dr. Pies Ronald completely e xpressed, In the previous 30 years, I dont trust I have ever heard a learned, all around prepared specialist make such an outrageous case [about substance unevenness in the brain], aside from maybe to taunt it. Such articulations enormously affected on the eventual fate of the hypothesis since they were made by respectable individuals who could persuade the worldwide network since they are concerned partners who had communicated parcels worry about the conveyance of mental administrations (Rogers Pilgrim, 2014). Hereditary Predisposition Theory of Generalized Disorder The hereditary inclination hypothesis appeared after the decrease in notoriety of its ancestor concoction lopsidedness hypothesis. As indicated by this hypothesis, GAD is brought about by qualities. Qualities which are the compound pieces liable for the transmission of attributes from a parent to the kin can assume a huge job in the transmission of the confusion. All the people have qualities. Since everybody is conceived of two guardians, all the posterity need to procure their qualities from the guardians. Hereditary exchange is significant in light of the fact that it empowers the posterity to procure the qualities that are controlled by their folks. In any case, the burden of qualities is that it can support the exchange if ailments or unwanted characteristics from the guardians to their posterity. The quality inclination hypothesis has been upheld by the examination which has set up that there 1 out of 4 odds of the improvement of the GAD in a family. Which means, if a family has an individual experiencing the GAD, there are probability that at any rate one relative needs to build up a comparable condition. The analysts came to presume that the rate of GAD in such families is brought about by hereditary exchange since they never settled some other reason. The quality inclination hypothesis is still being used today (Kidd, Kenny McKinstry, 2014). Today, all the psychological instabilities have been connected to hereditary inclination. Which means, the infections can be effortlessly acquired by a person who has a parent or kin with comparable conditions. Regardless of its ubiquity, the hereditary inclination hypothesis despite everything faces a couple of reactions to a great extent. Numerous individuals are condemning the hypothesis for not been powerful in clarifying the specific reason for psychological sicknesses in the general public. Despite the fact that GAD Management has been connected to the exchange of qualities starting with one individual then onto the next, it has not been demonstrated if really the condition is brought about by hereditary qualities. The presence of state of mind in various individuals from a family doesn't really show that the malady has anything to do with hereditary qualities (Canvin, Rugksa, Sinclair Burns, 2014). An ongoing exploration directed on indistinguishable twins uncovered that regardless of sharing indistinguishable qualities, indistinguishable twins don't share basic mental and clinical results. It is therefore that even indistinguishable twins can encounter various kinds of mental issue. The exploration discoveries can be depended upon to legitimize the contention that psychological instabilities isn't acquired. Pundits accept that GAD, as a psychological sickness, can't be transmitted through the qualities. The way that the condition can be experienced individuals from a family doesn't imply that it is acquired. Rather, the condition ought to be connected to natural and conduct factors which obviously assume a huge job in their transmission. Numerous examinations have invalidated the hypothesis since they have discovered that it isn't quality, yet conduct and condition which assume a critical job in the statement of mental and different diseases. The utilization of qualities to legitimize reason for the GAD isn't dependable in light of the fact that hereditary causes have been connected to all the psychological instabilities (Whiteford, et al., 2014). Which means, it has not truth. These are the reactions which will b

4 Reasons Chinese Companies Ipo in America Essay

Reasons Chinese Companies IPO in America Why do such a significant number of good Chinese organizations open up to the world in outside business sectors instead of let local financial specialists share in the benefits of development? Chinese financial specialists regularly whine concerning for what reason would â€Å"good companies†, as Tencent (0700. HK), Baidu (NASDAQ: BIDU) and Sina (NASDAQ: SINA), decide to list in the US and Hong Kong rather than on the Chinese A-shares showcase. There are four primary reasons: 1. On the off chance that a ‘Chinese’ organization takes remote speculation utilizing a VIE structure, it can just rundown abroad 2. Numerous organizations don’t satisfy the exacting money related guidelines for a Chinese posting 3. China’s posting process takes an extensive stretch of time and not exceptionally straightforward, a painful assessment contrasted and America’s rapid enlistment 4. China’s administrative organizations interminably overregulate, as opposed to letting the market choose 1) If a ‘Chinese’ organization takes remote speculation utilizing a VIE structure, it can just rundown abroad The center explanation is basic. These organizations aren’t at all qualified to recorded on the Chinese A-Shares Market, which limit the abroad supported endeavors harshly. To get outside venture, an incredible number of Chinese organizations set up a corporate structure called the VIE or Sina structure, since certain businesses, for example, web data & administrations and money related administrations are limited or even disallowed in remote supported speculation. This structure is particularly basic for innovation organizations that raise financing early and regularly, much of the time from outside speculators. State-claimed endeavors aside, most ‘Chinese’ organizations in the US are not legitimately Chinese by any means. They’re Cayman Islands, British Virgin Islands, and so on ompanies that control Chinese elements. Chinese controllers have raised permitting remote organizations to list on the A-Shares Market, however at present that’s still theoretical. A concern for outside speculators is that the whole VIE structure, which generally serves to dodge Chinese laws notwithstanding remote proprietorship, has beenâ called into questionâ by Chinese regulatorsâ in late months. 2) Many organizations don’t satisfy the severe money related guidelines for a Chinese posting In August 2005, when Baidu (NASDAQ: BIDU) recorded in US, Chinese posed this very inquiry. Allow us to survey. Baidu didn’t arrive at gainfulness until 2003. At the point when it opened up to the world, it had been gainful for only 2 years. The company’s benefit was just $300,000 (2. 4 million RMB) in the quarter preceding its IPO. This is a long way from the base IPO standards for the Chinese Small and Medium Cap A-Shares Market, where â€Å"net benefit in the ongoing 3 monetary years must be sure and the total surpasses 30 million RMB; total income from operational exercises in the ongoing 3 financial years surpasses 50 million RMB, or total working income in the ongoing 3 monetary years surpasses 300 million RMB. Baidu didn’t even satisfy the measures for posting on the Chinese Growth Enterprise Market: â€Å"Profitable for the past 2 years, with total net benefits of at least 10 million RMB and steady growth† or â€Å"profitable in the earlier year, with net benefits of no under 5 million RMB, incomes of no under 50 million RMB, and a development pace of inco mes no under 30% in the course of the most recent two years. † Nor may capital be under 20 million in the year before the IPO. ) China’s posting process takes an extensive stretch of time and not extremely straightforward, aâ torturousâ examination contrasted and America’s expedient enlistment Going open resembles experiencing a series of torment. In the drawn out procedure of sitting tight for audit, they have not exclusively to be furious about endless vulnerabilities, yet in addition cause significant expenses off the asset report. 4) China’s administrative offices interminably overregulate, as opposed to letting the market choose Chinese administrative offices are in reality generally worried about speculators. They dread that financial specialists will purchase low-quality stocks and they subsequently save no endeavors to set up severe survey forms for IPOs. They are additionally worried about financial specialists losing cash in the optional market and in this way set up â€Å"protection measures† like descending cutoff points and upward cutoff points and make changes in accordance with the â€Å"IPO rhythm† to balance out the auxiliary market. Be that as it may, these ‘good intentions’ just wind up driving everyone off track from the originalâ market aim. The nature of organizations recorded on the A-Shares Market is a long way from good, while a large portion of the organizations with the best development potential and most significant yields to financial specialists list abroad. Besides, the A-Shares Market stays one of the capital markets with the biggest variances on the planet! The end ought to be genuinely basic: administrative offices ought not and can't be considered answerable for a company’s quality through an IPO audit. The operational danger of an organization doesn't move in lock step with static markers like money related information. Administrative organizations ought not and can't be answerable for the luctuations in the auxiliary market. Vacillations of the market can never be contained by up or descending cutoff points, nor can the controller viably set the â€Å"IPO beat. † Chinese organizations will keep on posting abroad, in spite of high as can be A-Share Market valuations To be reasonable, under th e detailed consideration of administrative offices, A-Shares do have their own enchantment, that is, a super financing power. Particularly in the searing Growth Enterprise Market in the course of the most recent year, PE proportions much of the time shoot up to 100x. Each and every recorded organization has been excited to get a larger number of assets than arranged. With such â€Å"stupid well off people† conditions, will organizations despite everything need to list in remote markets? I accept so. Again, there are numerous organizations that will never fulfill the guidelines of the A-Shares Market. For development organizations that actually urgently need reserves, even the posting limit of the Growth Companies that rundown abroad don’t need to stress that financial specialists will condemn them for an expansive meaning of â€Å"misappropriation. † For them, opening up to the world isn't only a one-time IPO deal, yet in addition a supportable financing stage. In Conclusion To summarize, the pre-IPO audit and post-IPO exchanging have made A-Shares Market an alternate environment from outside business sectors. It is difficult to state which is better. Be that as it may, organizations themselves have inclinations. Consequently, I don’t figure less organizations will list in remote markets in spite of the high valuations of A-Shares. It’s difficult to discern whether â€Å"quality Chinese companies† will allow A-Share financial specialists to contribute. Article by Simon Fong ( ), Founder & President of Snowball Finance, iChinaStock’s parent organization. The first Chinese article was distributed in the October release of The Founder.

Stand Up for Africa Essay Example for Free

Defend Africa Essay Culture can be known as the character or differentiation of the individuals having a place with a specific religion, region or nation. Culture shows the manner by which the gathering of individuals drove their life. Culture fundamentally shows the convictions, values, principles, ways of life, conventions and conduct of the individuals that are having a place with a specific class. Culture has any kind of effect between the individuals of various regions and religions. Individuals from various societies can share each other’s culture if some part of one culture pulls in them. (Characterize culture, 1, 2009) Ethnic Culture: Ethnic culture alludes to the gathering of individuals that are having same recorded culture or same geological area. It just alludes to the whole foundation of the individuals. The essential customary methodology and foundation of ethnic gatherings are same. The word is essentially a Greek word and it implies the clan or a country. Ethnic culture has not been made on the bases of racial contrasts preferably it is a serious distinctive idea over races. The ethnic gatherings are made on the bases of their unique land, clans and history. The qualities that are partaken in ethnic culture may incorporate nation, source, language, religion, progenitors and the way of life shared by the predecessors. Ethnicity relies on various highlights and these highlights are identified with the natural and chronicled quality so the ethnicity is rarely influenced and get changed by the way of life in which an individual is living. He will consistently be connected up with his ethnic culture regardless of where he is living. The protection of culture and ethnicity is the obligation of the individuals having a place with that culture or ethnic gathering. An individual ought to consistently be pleased with his history and ethnicity. (Allison, 1, n. d) Western Society: It is viewed as that the western nations that are shaping the western culture are having a much modernized method of living. Their way of life is truly high when contrasted with different nations of the world. Western culture is for the most part distinguished by the significant levels of taught individuals and the modernized method of living. Western culture is absolutely founded on the modernized world and design and they are obviously not following any ethnic culture. The western culture is absolutely pushing forward towards marvelousness, design and elevated levels of ways of life. A significant number of the western culture related individuals accept that ethnicity is of no worth at this point. They consider individuals antiquated on the off chance that they are moral. The western culture follows the qualities that are set by their own. The western qualities incorporate opportunity, equity and innovation. All the European nations are essentially western nations. (Western culture, 1, n. d) Integration of Western Society and Ethnic Culture: In today’s world the ethnicity and culture are getting so perplexing because of the reconciliation of ethnic culture with the western culture and as western culture continues changing and new patterns and conventions are developing in the western culture. The incorporation of western culture and ethnic culture is actually a confounded one as both are having various qualities and accepts. The western culture is a lot of intrigued by the new advancements and improvements. This is the time of globalization and improvements and the ethnic culture is clearly deficient with regards to the creative methodology just as it doesn't present any autonomous framework. The ethnic culture is absolutely dependant over the traditions and conventions that were set by their precursors. In spite of the fact that the western culture is having their own qualities and are simply worried about the autonomy and development yet at the same time the nearness of ethnicity in the western culture can not be denied in light of the fact that regardless of to which bearing the general public is moving yet the premise were clearly the ethnic culture of Europe. The ethnic culture has given the roots from where the general public began to prosper so the ethnicity can not be denied. Each culture and society does gangs some root culture or convention and the western culture likewise follow the ethnic culture of Europe. Be that as it may, aside from the turn of events and advancements it is suggested that the ethnicity ought to likewise be ensured. (Bazieva, 1, 1998) Ethnicity can be characterized as the impression of an individual about himself by being an individual from an ethnic gathering having some history and demeanor to follow. Ethnic culture keeps on creating and it's anything but a static procedure. Ethnicity creates by adjusting a procedure of watching the ethnic culture for some timeframe and afterward investigating numerous new things and making their connection with the progressions that are being made in the public eye today. So along these lines improvements in ethnic societies are being made. In spite of the fact that the western social orders are not really following any ethnic culture yet whatever they are doing on the planet today they generally incorporate their cutting edge doings with their ethnic societies. So with the reconciliation of ethnic societies in toward the western culture it can not be said that the ethnic societies have lost their characters in light of the fact that even in today’s modernized western culture still the individuals need to give some history of their ethnic culture in the entirety of their changing patterns some how. Be that as it may, the primary concern is that in what manner can the ethnic societies and western culture can consolidate as they are two very various methods of living. On the off chance that both the way of life are incorporating, on the other hand there will be a few people who might not have the option to oversee. The reconciliation of ethnic culture with western culture clearly gives bicultural condition in which in the greater part of the cases it has been seen that ethnic culture never loses its character rather the ethnic culture starts things out consistently. At the point when the ethnic culture is being blended up with the western culture at that point as per the Sommers, â€Å"Understanding the procedure and parts of the ethnic distinguishing proof is important. Likewise, it might likewise assist with forestalling various mental dysfunctions identified with personality confusion† This announcement shows that the incorporation of ethnic culture and western culture is conceivable yet it is vital that the components of ethnic culture ought to be seen appropriately and furthermore ought to be saved as they have a great deal of significant worth since they have a place with their experience and history and furthermore have been shared by their progenitors. The components and qualities of ethnic character and culture are a lot of significant resources for any person that he should be careful for an amazing duration regardless of where is he living and how. It isn't terrible to adjust something new or to be modernized however the primary concern is that one ought to always remember his ethnicity. On the off chance that the ethnic personalities are getting stirred up or lost, at that point it additionally can make genuine mental disarrays for an individual and he will be befuddled that what he ought to adjust or what he ought not all that the ethnic culture ought to never be disregarded. (Huang, 1, 1996) Obviously the western culture has a ton of contrasts in the event that it is contrasted and the ethnic culture and each ethnic culture is not the same as the other at that point still in these circumstances on the off chance that the adjustment or incorporation of ethnic and western societies happen, at that point a ton of battle is required to overcome any barrier between the two societies. This amalgamation a few times additionally makes clashes between the gatherings of individuals on the grounds that in this modernized society there are numerous individuals who don't put stock in ethnicity and furthermore don't regard their history and foundation so the individuals who are agreeable to ethnicity get injured by this thing and such a circumstance makes the circumstance of contentions. In this enhanced world it is absurd to expect to keep away from the amalgamation of various societies in to the cutting edge world so the bond between various societies is getting essential yet the primary concern is to feature the ethnic qualities and accepts so that the up coming ages don't totally overlook the estimations of their fore dads. On the off chance that the ethnic qualities are not introduced plainly, at that point the up and coming ages will always be unable to comprehend their history and culture. There ought to be consistently space for all the ethnic societies when they are being adjusted by the western culture. The western culture ought not adjust it so that the ethnic culture looses its personality. There ought to consistently be a harmony between the various societies; which implies that the perspectives, personality, convictions and qualities ought to never be disregarded. On the off chance that the various personalities are kept up, at that point the reconciliation of western culture and ethnic societies will never make any issue like loss of character, etc however in the event that the ethnic qualities are being disregarded, at that point this will prompt some misfortune as the qualities that are given by the older folks are consistently useful in all the perspectives. Fundamentally the combination of societies never makes any culture to free its qualities and convictions until and except if the individuals who are following that culture are additionally regarding the traditions and customs set by their ethnic culture. The adjustment of modernization isn't something incorrectly however the thing is to save your ethnicity and build up your general public by remembering your ethnic culture and new traditions and conventions ought to be presented uniquely by having the foundation in the brain. (Boulding, 1, 1998)

The Pfizer Company Business Model

Chapter by chapter guide Customer esteem Capabilities Sustainability Conclusion Works Cited Customer esteem The worth the organization joins to its clients added to its flourishing into spotlight of medication business in the year 1941. This was because of the large scale manufacturing of penicillin which spared numerous lives during the World War II. This was afterward trailed by the assembling of Viagra. Promoting We will compose a custom paper test on The Pfizer Company Business Model explicitly for you for just $16.05 $11/page Learn More Before the firm evolved Viagra, it needed to make around 1,500 synthetic concoctions, tried their adequacy when contrasted with past medications lastly screened them to think of the best quality for the purchasers (Magretta 3-8). The firm additionally went similarly as inquiring about to discover which of the age bunches experienced most the erectile brokenness (Hedman). The Viagra creation had the capacity to cause erections just during sexual i ncitement. This was in opposition to other infusion treatments gave by different organizations which now and again incited the patient to delayed erections, making the patient awkward. Henceforth, the development of Viagra was such a great amount of urging to the buyers who communicated their readiness to proceed with the treatment as it fulfilled their desires. The firm had an expressed greatest remedy for every patient determined to have erectile brokenness, this guaranteed repayment of up to 6 tablets for each month for every patient 18 years or more. The arrangement guaranteed that customers were shielded from any type of abuse of the medications and risk (Mahadavan 4).The utilization of Viagra was dropped from the models since it got one of the way of life drugs. This helped dominant part to cut on Medicaid costs. The presentation of online deals made it feasible for the organization to reach such a large number of clients inside the most brief time conceivable. This aided in e xpanding the incomes of the firm; this incorporated the meeting and the transportation charge offered by the organization which was averagely $ 715 for one year flexibly (Magretta 3-8). Capacities The Pfizer firm recorded the most elevated income development in the Pharmaceutical business, which was evaluated at 25% somewhere in the range of 2000 and 2002. This development rate was ascribed to the solid medication pipeline and its dependability in blockbuster drugs. The firm likewise had the most minimal hazard when it went to the piece of the pie misfortune from the medications when contrasted with other pharmaceutical firms. This was because of the way that the greater part of its pharmaceutical deals were given to nonexclusive cannibalization before 2005. The firm’s ability to build its innovative work costs saw it adventure into new field of medication. This empowered the firm to develop new pharmaceutical medications and furthermore open numerous operational offices ever ywhere throughout the world (Army).Advertising Looking for paper on business financial aspects? How about we check whether we can support you! Get your first paper with 15% OFF Learn More For the Pfizer firm to conquer the contenders they set out on consistent propelling of new items and forcefully securing the most ideal techniques. They purchased sedate producer organizations and furthermore wandered into the shopper items, purchased organizations that delivered medical clinic related items. The organization likewise stretched out a greeting hand to other related organizations which saw it converge with some mainstream organizations like Warner-Lambert. The organization wandered in the offer of the brand name from its working gatherings to the purchasers. The brand name bunches included Animal Health Group and Consumer Health care. These brand names made the organization to be known as one which improved the wellbeing of people as well as of animals, henceforth turned out to be ex tremely famous to the customers (Porter 62-78). The presentation of the web empowers the firm to reach such huge numbers of organizations at some random time. It likewise upgrades the contriving of the procedures since the advancement of different firms can without much of a stretch be checked from the web. It has empowered global development of the organization (Stabell 413). Manageability For food purposes the firm contributed intensely on the innovative work, half of the representatives of the organization taken to the segment managing innovative work. The blend on the work power was additionally a contributing element, which contains the British and the Americans (Sandberg 3). The firm plans on leading progressively clinical preliminaries on Viagra when contrasted with its rivals. This made it to grow its market base since the greater part of the patients returned with positive outcomes. The firm likewise conveyed a decent number of salesmen to that went direct to the specialist s, who in the long run recommended the medication to the patients (Army). The firm uses the Direct-to-Consumer Advertising which guarantees that patients are refreshed on new clinical medicines, right medicines and furthermore permits them to talk about their wellbeing conditions with their doctors. The organization likewise centered around bringing issues to light on how significant men’s wellbeing was to them (Porter 62). They utilized the brand name that made such a large number of distinguish themselves with the brand for example such huge numbers of became brand faithful to the organization. The firm went through such a lot of cash in commercial on clinical diaries, gatherings and occasions that were for the most part gone to by the doctors. These special exercises guaranteed some expansion in income with the Direct-to-client contributing around 16% in the year 2000. The utilization of the web uncovered the organizations insider facts to the contenders thus considered un dependable at all for supportability purposes (Porter 78).Advertising We will compose a custom paper test on The Pfizer Company Business Model explicitly for you for just $16.05 $11/page Learn More Conclusion The plan of action shows plainly the degree of rivalry of the organization, it uncovers whether the organization is the most cost-proficient organization in the business or not. The plan of action ought to be comprehended on the grounds that it gives distinctive data about the market and can be utilized by speculators and monetary experts. Works Cited Army, Barret. â€Å"The equation at Pfizer. Don’t run with the crowd†. Business week may 11, 1998. Hedman, Thomas. â€Å"The Business Model: A Means to Understand the Business Context of Information and Communication Technology†. Organization of Economic Research Working Paper Series, School of Economics and Management, Lund University 2001. Magretta, Joan. â€Å"Why Business Models Matter,† Harvard Bus iness Review, May 2002: 3-8. Mahadevan. â€Å"Business Models for Internet-Based E-Commerce,† California Management Review, Vol. 42, summer 2000: 4 Porter, Michael. â€Å"Strategy and the Internet,† Harvard Business Review, March 2001: 62-78. Sandberg. Is it an opportunity to exchange your plan of action? Harvard Management Update, January, 2002: 3-5.Advertising Searching for paper on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Find out More Stabell, Fjeldstad. â€Å"Configuring esteem for upper hand: On chains, shops and networks†. Key Management Journal, Vol. 19, 1998: 413â€437. Timmers, Paul. â€Å"Business Models for Electronic Markets,† Electronic Markets, ol. 8, No. 2, 1998: 3-8 This paper on The Pfizer Company Business Model was composed and put together by client Maurice A. to help you with your own examinations. You are allowed to utilize it for research and reference purposes so as to compose your own paper; be that as it may, you should refer to it likewise. You can give your paper here.

Wage Garnishment What Is It

Wage Garnishment What Is It Wage Garnishment: What Is It? Wage Garnishment: What Is It?If a creditor takes you to court over an unpaid debt, you could end up having funds removed directly from your paycheck.Let’s talk about garnishes. Parsley, for instance, is a common garnish, but it’s not a particularly colorful or flavorful one. Still, depending on the general hue of the food you’re garnishing, parsley can be a simple and cheap option that gets the job done.Citrus slices can provide zing, color, and a tasty little dessert all in one. While they may be most at home on the rim of a cocktail or on top of a slice of cake, it can work all the better as an accompaniment to savory fish or chicken.And now we come to radishes, one of the most polarizing of the garnishes. The bright white and red of the radishes can be striking to the eye when it’s properly applied, but the taste, or lack thereof, seems to hit every tongue differently.However, there’s one garnish that you can’t eat at all: wage garnishment. So what is it, and what can you do about it?Wage garnishment: What it is and how it works.If your wages are garnished, it means a portion of your paycheck will be going towards a debt or other financial obligation you’re required to pay.“A garnishment of wages occurs only after a court has had an opportunity to review facts and decided that a taking of wages is allowed,” explained Matthew Ryan, an attorney with the Flushing Law Group located in downtown Flushing, NY. “In essence, a court grants an order that allows garnishment of wages as a remedy for an aggrieved party.”There are rules and regulations that establish how exactly wage garnishment can occur and how much can be garnished.“Common reasons for wage garnishment include child support, student loans, or consumer debt,” recounted Jared Weitz (@jaredweitz), CEO and Founder of United Capital Source Inc. “There are, however, federal limits on how much a creditor can take based on your disposable income.Steps must be taken prior to a credito r implementing wage garnishment. A court hearing must occur based on the creditor suing you. The outcome of this court ruling can contain wage garnishment.”The IRS can also garnish your wages.You could also face wage garnishment if you owe more taxes than you’ve paid.“When you have not paid your past due tax liability and have not made other arrangements with the IRS to pay off your tax debt, the IRS may take steps to garnish your wages,” warned Claudia Revermann, Attorney at Law, CPA, and co-founder of Lucent Tax Relief.Its a relatively easy step for the IRS to take. Often times, a garnishment simply has the effect of getting your attention. Calling the IRS and finding a different way to resolve your tax debt is likely to be in your better interests.”Revermann also explained the process through which IRS garnishment happens:“First, the IRS must give you proper notice, called a Notice of Intent to Levy. A levy is the same as ‘garnishment.’ Then, after 30 days, the IR S is able to contact your employer to request a wage garnishment. The IRS uses the information it gathers from your employer to determine how much it can take out of your pay.There are items that are allowed to come out from your pay first, such as current tax withholdings and child support payments. This is a continuous levy, which means that the IRS can leave this levy in place for as long as you are receiving a paycheck, or until you make alternate arrangements to pay your overdue taxes.”What are your options?Even if a court decides you’ll be facing garnishment, you may still have a chance to challenge the ruling.“Once you have received formal notice of this wage removal you have a short window to challenge the decision through a written statement outlining your reasons for objecting and be willing to appear in court again to defend your cause,” suggested Weitz.“Some instances do not require a hearing, such as with the IRS or student loan lenders. In these instances, yo u will still need to submit a written objection, and with regard to student loans, can request financial hardship to set up a payment plan outside of wage garnishment.”IRS levies may also have additional options for you to pursue.“You can challenge an IRS wage garnishment in a few ways,” offered Revermann. “First, you are able to request a Collection Due Process Hearing, which is an appeal of the collection process.Second, if your income is not sufficient to meet your monthly living needs and the payment of old tax debt would result in financial hardship, you can have the garnishment removed in whole or in part to allow you to meet your expenses.Lastly, you find another way to pay off your taxes, whether in full or reaching a separate installment agreement with the IRS, or you could file for bankruptcy protection.”Businesses must comply with garnishments.We’ve been talking about how to handle a personal garnishment you’re facing, but you should know that if you’re an employer, you may have to comply with a garnishment from the other side.Cynthia Flynn, Esq., founder and managing partner of Hackler Flynn Associates, directed us to a post she wrote about California employers’ obligations when it comes to wage garnishment. Most of it will also apply to employers in other states as well:As a California employer, you have a number of obligations with regard to paying your employees, including minimum wage and overtime requirements, wage statements, and payroll taxes. One additional obligation that you may encounter is a wage garnishment order, or wage assignment order. A wage garnishment order is an order which requires you to withhold a portion of an employee’s wages and send it directly to the person named in the order. There are many different reasons your employee’s wages may be garnished. An employee’s wages may be garnished if a creditor has successfully obtained a judgment against the employee in court, and has gotten a court order t o garnish the employee’s wages. For other types of debts, including back taxes, defaulted student loans, and back child support, a wage garnishment order may issue without a court proceeding.A wage garnishment order or wage assignment order is a legal document with which you are obligated to comply as an employer. Failure to comply may result in civil penalties or even criminal charges. You may also face civil penalties or civil or criminal charges if you engage in the following conduct: Terminating or disciplining an employee as a result of receiving withholding orders for the payment of a single judgment, and postponing or advancing payment or earnings, or otherwise taking measures to avoid complying with a wage garnishment order.Accordingly, it is important that you take wage garnishment orders seriously, and that you understand your obligations under such orders.Complying with wage garnishment isn’t particularly fun. But not doing so would be even more of a pain.Take care of your money.Avoiding a wage garnishment is fairly simple: Make sure that you pay your bills and avoid taking on excess debt with personal loans and credit cards. But that doesnt mean that its easy. For many people, its difficult to save money, which means that they have limited options when life throws a financial curveball their way.In these situations, people with bad credit and little-to-no savings often end up relying on short-term bad credit loans and no credit check loansâ€"like payday loans, cash advances, and title loansâ€"to make ends meet. Even their better borrowing options, like installment loans, pale in comparison to a well-stocked emergency fund.If payday lenders or online loan companies take you to court, the odds of avoiding a wage garnishment are not in your favor. If youre being contacted by a business or a debt collector over an unpaid bill, dont dodge the call. Instead, talk to them about what you can do to settle the debt.If you want to keep the possibility of garnished wages at bay, youll need to become more financially literate and build better habits with your money. To learn more about managing your finances, check out these other posts and articles from OppLoans:8 Good Habits to Get Your Financesâ€"and Your Lifeâ€"on TrackBuilding Your Financial Life: Budgeting for BeginnersSave More Money with These 40 Expert TipsYour Guide to Escaping a Debt TrapDo you have a   personal finance question youd like us to answer? Let us know! You can find us  on  Facebook  and  Twitter.  |  InstagramContributorsCynthia Flynn is the founder and managing partner of Hackler Flynn Associates, a boutique law firm with offices in Los Angeles and Orange County that focus on employment defense. Since starting her practice, she has grown the firm to seven associates. The firm’s focus is employment law where their mission is to protect and defend business owners.Claudia Revermann has been practicing law for 16 years. She also has 20 years of tax practice exp erience, holding a Certified Public Accountant license and having previously worked as a tax accountant in a large regional accounting firm. She opened her own law firm in June 2015 and recently co-founded  Lucent Tax Relief  a Minnesota based tax relief agency who helps good people put their tax problems to rest.Matthew Ryan is an attorney with the Flushing Law Group located in downtown Flushing, NY.  Matthew has been a practicing attorney for nine years with expertise in civil litigation.  His areas of expertise are in servicing clients in the areas of divorce matrimonial litigation, estate planning, and UDRP disputes.Jared Weitz  (@jaredweitz)  has been in the financial services industry for over 10 years. Due to his extensive work experience and deep network of close financial relationships, he handles a multitude of different finance options for his clients and contacts. Over the years, he has held positions in some of the largest business financing companies in the U.S. Som e of his roles have been: Underwriter, Director of Business Development, Managing Partner and currently, CEO of  United Capital Source, LLC.

The 5 Worst Things that Can Happen During Your SAT

Hey, who doesn’t enjoy revelling in a little bit of horror every now and then? Disasters, or even just near disasters are mesmerizing†¦ Right? So here’s a relatively productive way (*shudder*) to run through all your worst nightmareswell, your worst nightmares for your SAT, as least. We’re not going to delve into the dreams this gives you. (By the way, I say â€Å"productive† because the goal here is to realize that you want to avoid the things below, when possible. If you can avoid it, and you don’t, then don’t come crying to me about it.) 1. Being Late When I took my first SAT, I got a speeding ticket on the way there. I guess you could say I was lucky for A) having a driver’s license and B) being allowed to borrow my mom’s minivan, and I would have to say yes, I was (even though a minivan isn’t exactly the sexiest thing to drive)—but I was also dumb. The speeding ticket wasn’t from bad luck; it was from carelessness. I left home too late, and I realized just as I was leaving that I might not make it in time. And if you show up late? Tough luck: you’re not allowed in to take the test. They make it pretty hard to show up that late, though. Usually, testing will start a solid 15-30 minutes after the time you’re told it will. But don’t play with fire. Show up a bit early so you can chat with friends and relax. 2. Being Accused of Cheating There is almost nothing worse that can happen. If the person overseeing your test thinks you’re cheating, you’re out of the building—that’s that. Your test is cancelled, your time is wasted, and if they actually have proof that you were trying to break their confidentiality agreement, you could even be going to court. Keep your eyes on your test, don’t reach into your bag during a section, don’t pull a piece of paper out of your pocket, and, simply put, don’t do anything that seems suspicious. 3. Getting Sick Pop quiz! Q: What’s worse than pop quizzes? A: 4-hour tests. Q: What’s worse than a 4-hour test? A: Throwing up on your test 3 hours into it. There’s not much to learn here other than to try to stay well-rested, well-fed, and in good spirits in the week before your SAT. If you get sick when worn down, you get much sicker than you do when in top shape. 4. Your Phone Ringing You know how I said there was â€Å"almost nothing worse† than getting accused of cheating? Well, this one can be potentially worse. Technically, no phones are allowed in the room during the SAT. In practice, this usually just means it has to be in your bag, turned off, under the desk. But if your phone does go off, and if they suspect anything fishy, you not only get kicked out and have your scores cancelled, but also get your phone confiscated so they can search it for damning evidence. Nine times out of ten, a proctor wouldn’t go that far, but there’s no point in taking the chance. 5. Bubbling Answers Wrong One minute left! You’re working on the last question in the section. It’s hard, but you’re about to take your best guess, and as you bubble it, you realize you’ve made a huge mistake. It should be question 20, and you’re about to bubble number 19. There’s one missing because you skipped question 5 and didn’t fill in a guess. aaaand time’s up. Too late. This is the saddest way for a test to go wrong. You put in all the time, all the effort, and you answer questions correctly, but you get no credit for it. The easiest way to avoid it? Bubble in an answer to every question, even if you’re not certain. You get punished for wrong answers, but it evens out with those occasional lucky guesses. Runners Up Just in case all the above didn’t quite do it for you, there are plenty of other things that can cause little problems on test day. These are mostly pretty easy to solve, though: Being unprepared Not having practiced Being hungry The guy next to you tapping his foot Cockroaches we agreed that this post was supposed to give you nightmares, right?

To What Extent Was Jacksonian Democracy Democratic Essay

To What Extent Was Jacksonian Democracy Democratic? During the administration of Andrew Jackson, the United States was a nation of change both politically and socially. American society was a society of opportunity. Americans felt that, given a chance, they could make a better life for themselves. This was the era of the common people, the era of democracy. Andrew Jackson appealed to the American people because he stood for values many regarded with favor. However democratic Jackson may seem, he was more tyrant-like than any of his predecessors. His major offerings to the nation included majority rule and a popular presidency, however offered no benefits to women, African Americans, nor Native Americans. Jacksonian Democracy was†¦show more content†¦Whereas some women in some states made some strides under Jacksons rule, Native Americans and African Americans did not. Jacksonian Democracy had nothing to offer these two minorities. Most Americans believed that the area between the Missouri River and the Rocky Mountains, The Great American Desert, would provide a permanent Native American reservation. Jackson often spoke about protecting the Native Americans from fraud and of how humane the governments removal policy was, but the policy as carried out was cruel. In Georgia, the Cherokee Indians had developed a lifestyle that included schools, mills, and turnpikes. In the 1820s, under pressure from the state to give up their lands, they wrote a constitution, hired lawyers, and sued in the Supreme Court. Chief Justice John Marshall upheld the rights of the Cherokee against Georgia. However, Jackson refused to carry out the decision that ordered Georgia to return Cherokee lands. He is quoted as to have said, Marshall has made his opinion, now let him enforce it. When the Cherokee resisted the governments â€Å"generous† offer of lands farther west, Jackson sent in the army. Forced from their homes to what is now Arkansas and Oklahoma, 4,000 Native Americans died of starvation, disease, or exposure on the march that the Cherokee called the â€Å"Trail of Tears.† This is in no way democratic, but it seems very much like despotism. ByShow MoreRelatedEssay on Democracy and Jacksonian Democrats817 Words   |  4 PagesJacksonian democrats viewed themselves as the guardians of the Constitution, political democracy, individual liberty, and equality of economic opportunity. In light of the documents and your knowledge of the 1820s and 1830s, to what extent do you agree with the Jacksonians view of themselves? Jacksonian democrats viewed themselves as the guardians of the Constitution, political democracy, individual liberty, and equality of economic opportunity. In light of the documents and your knowledgeRead More Jacksonian Democrats Essay710 Words   |  3 PagesJacksonian Democrats viewed themselves as the guardians of the United States Constitution, political democracy, individual liberty, and equality of economic opportunity. In light of the following documents and your knowledge of the 1820s and the 1830s, to what extent do you agree with the Jacksonians view of themselves. Unlike previous presidents, Andrew Jackson represented the common men. He and his followers did not support the aristocrats, but instead favored the interests of farmers andRead MoreAnalysis Of The War Hero After The Battle Of New Orleans934 Words   |  4 Pages2015 APUSH DBQ: Jacksonian Democrats Andrew Jackson became known as the war hero after the Battle of New Orleans. His victory over the Indians in the battle helped his public recognition and increased his popularity in society. In the election of 1820, Andrew Jackson ran for presidency and won with flying colors. Jackson’s humble background gave him an edge over other candidates - he was the voice for the â€Å"common man† and endorsed the idea of national democracy. His years in office was named the JacksonianRead MoreJacksonian Dbq1652 Words   |  7 PagesThe Age of Jackson, from the 1820s to the 1830s, was a period of American history full of contradictions, especially in regard to democracy. The period saw an increase in voter participation, nominating committees replaced caucuses, and electors began to be popularly elected. Yet, all of these voting changes affected only a minority of the American people: White, Anglo-Saxon males. So, though one can easily tell that White, Anglo-Saxon males were gai ning true liberty and equality, the millionsRead MoreThe Age Of Jackson : A Period Of American History Essay1798 Words   |  8 Pages The Age of Jackson, from the 1820 s to the 1830 s, was a period of American history full of contradictions, especially in regard to democracy. The period saw an immense increase in voter participation, nominating committees replaced caucuses, and electors began to be popularly elected. Yet, all of these voting changes affected only a minority of the American people: White, Anglo-Saxon males. So, though one can easily tell that White, Anglo-Saxon males were gaining true liberty and equality,Read MoreApush Dbqs Essay2248 Words   |  9 Pagesresponded to them. (Form B) 1. Explain the ways that participation in political campaigns and elections in the United States changed between 1815 and 1840, and analyze forces and events that led to these changes. 2010 DBQ: (Form A) 1. In what ways did ideas and values held by Puritans influence the political, economic, and social development of the New England colonies from 1630 through the 1660s? (Form B) 1. The issue of territorial expansion sparked considerable debate in the periodRead More Andrew Jacksons Unruly Rise to the Presidency Essay2467 Words   |  10 Pages Andrew Jacksons Unruly Rise to the Presidency In what many have called the dirtiest presidential election ever, Andrew Jackson reigned supreme over John Quincy Adams in the election of 1828. For the first time in a political campaign, the main focus was to slander the reputation of the opponent. Issues seemed to be disregarded in favor of personal attacks upon the individual. The days of standing for office and remaining silent towards the American public before elections took place wereRead MoreEssays for the American Pageant, 14th Ed.11068 Words   |  45 Pagesdiseases to the New World, though the Spanish impact was more devastating because of earlier arrival. The Spanish attempted to integrate Native Americans into their colonial societies through intermarriage and through the establishment of agricultural communities with Native American workers. The English separated themselves from Native American life to a greater extent and relied mostly on trade for economic gain. 2. Evaluate the extent of settlement and influence of three of these groupsRead MoreAmerican Revolution and Study Guide Essay example5377 Words   |  22 PagesChapter 2 Study Guide Questions â€Å"The Planting of English America† 1. Discuss English treatment of the Irish and its consequence (10pts) 2. What lessons do you think English colonists learned from their early Jamestown experience? Focus on matters of fulfilling expectations, financial support, leadership skills, and relations with the Indians. What specific developments illustrate that the English living in the plantation colonies tried to apply these lessons? (25 pts) 2. Compare and contrastRead MoreEruopean Expansion4283 Words   |  18 Pagesexplain why it was or was not a good thing that European culture prevailed. Which one of the following do you think made the most important contribution to European expansion: Renaissance thought, the search for new trade routes, or new developments in technology? Explain your choice. What lessons do you think English colonists learned from their early Jamestown experience? Focus on matters of fulfilling expectations, financial support, leadership skills, and relations with the Indians. What specific

Essay on Stem Cell Research The Way of the Future

Stem Cell Research: the Way of the Future Ponce de Leon’s fountain of youth is a myth about an alleged fountain that can heal disease and even age to reach immortality. Is this so called fountain of youth just a myth or is this large challenge just in their reach standing right before us? The only way for people to achieve a form of immortality is through stem cell research and stem cell therapy. The reprogramming of cells and the addition of new stem cells will soon be the way of the future, it is only a matter of time. Only this research has been found to succeed through the heartaches of mutational diseases to the disease of aging. Even though, the ethics of religious groups will collide with the idea of stem cell research the†¦show more content†¦Method 1: Is somewhat a reprogramming tactic in which reprogrammes adult cells that were created to do one thing but, has been reprogrammed to do something else. Such as a supporting skin cell can take the place of muscl es in the heart to rehabilitate the wear and tear on the organ (SENS Research Foundation). This method may not last as long due to the use of adult stem cells, it may also only be used for the curing of injury not for the cure of disease or immortality. The only catch is that the tissues that are being reprogrammed and the organs that are being rehabilitated need to have the same type of tissues in order for it to work otherwise this process will fail without a doubt (SENS Research Foundation). This method is not affecting any other people due to this autologous transplantation, which is the method of transplanting one thing in the body to something else in the body, in other words there is no use for a donor. 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In fact, diseases that are predicted to be treated by means of stem cell research are figured to now plague the likes of 100 million Americans. Looking at the arguments dealing with stem cell research, it is evident that the advantages of stem cell research greatly outweigh the disadvantagesRead MoreThe Importance of Stem Cell Re search Essay examples1503 Words   |  7 Pagesmedical research of scientists improves, new treatments are found that enable people to have a longer lifespan and live healthier. Medical researchers continue to discover new medicines that help people overcome fatal diseases and allow them to achieve a more sustainable life. As scientists research the potential of treatment for diseases, there is a promising future in stem cells that offer a possible treatment for a wide variety of diseases. Scientists discover the capabilities of stem cells throughRead MoreStem Research On Stem Cell Research1747 Words   |  7 PagesEnglish 111-36 25 November 2014 Stem Cell Research Stem cell research has cultivated a new, miraculous study in the health field. The study has led to an increase in curing diseases over the past couple of decades. Before stem cell research, diseases were destroying and devastating lives continuously on end. With the use of stem cells in modern time, diseases are no longer taking control of lives. The innovation in biomedical technology, such as stem cell research, has greatly impacted the understandingRead MoreEthical Issues Brought Forth by Stem Cell Research1016 Words   |  4 Pagespotential cure for cancer? Stem cells are the future, but it may come with a heavy price. The potential benefits of stem cells are unbelievable. Stem cells could save many lives. Imagine not having to worry about organ transplants or having diabetes. But stem cells bring many issues with them too. Is killing embryos ever ok? Should cloning be allowed in stem cell research? This is a very complex topic that changes directions every day. Stem cells are unspecialized cells that have the ability to renew

Support Children Speech, Language And Communication

Unit 68 – Support children speech, language and communication 1.1 Explain each of the terms; a) Speech b) language c) communication d) speech , language and communication needs . For this assignment I will be explaining the terms; speech, language, communication – speech, language and communication needs. For the second part I will go into details explaining how the above mentioned terms support children’s and young people’s development and will also describe the potential impacts . I will be using examples in my work and will also add how adults can effectively support and extend children language, speech and communication needs. Speech is defined by the sounds that children and young people use to increase their words. It means speaking confidently without undetermined, delaying or recapping words or sounds. To support meaning it’s important to: speak confidently with expression and a clear voice, using pitch, volume and intonation. Language is defined by having words to outline matters, movements and qualities or using these words to build up sentences. This means using sentences to build up talks and stories and finally succeeding the guidelines of grammar, so that things make logic. Communication means consuming language in dissimilar methods; to query, simplify, define and discuss, using non-verbal rules of communication: listening, looking, and knowing how to take spoken goes and how to change language to ensemble the circumstances. A child or youngShow MoreRelatedHow Can An Early Years Setting Support The Needs Of Children With Speech Language And Communication Needs1116 Words   |  5 PagesHow can an Early Years Setting Support the Needs of Children with Speech Language and Communication Needs Introduction This assignment aims to explore Special Educational Needs (SEN) in the Early Years Foundation Stage (EYFS) with a focus on Speech, Language and communication needs (SLCN). 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Describe the methods and strategies you might use to enable him to communicate with you. How to use specific methods of communication? Some children need particular help in order to communicate and interact. Speech alone may be difficult for them and they may require special methods of communication. There are several of theseRead MoreDevelopment of Children and Young People791 Words   |  3 PagesDevelopment of Children and Young People: The development of children and young people is significantly affected by speech, language, and communication needs. These needs have a profound and long-term impact that varies depending on the severity of the problem, the kind of support the child receives, the confidence of the person, and the demands of his/her environment. 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I will also be including how we as practitioners/carers can have positive effects on a child’s SLC by giving them the support they need individually, I will be describing the impacts on a child’s speech, language and communication difficulties in the short term and long term on their overall development. 1.1 Speech means vocally expressing your thoughts and feelings out loud, â€Å"verbal communication; the act of speaking, the

Uk College Of Business And Computing - 4799 Words

UK COLLEGE OF BUSINESS AND COMPUTING‘ MARKETING PRINCIPLES SALIK MIAH HNDB 5211 TUTOR: MAGDALENA WRONSKA Table of Contents Introduction 4 Task 1.1 5 Task 1.2 9 Task 2 10 Task 2.1 10 Task2.2 13 Task 2.3 15 Task 2.4 16 Task 3 17 3.1 How products are developed in Starbucks to ensure competitive advantage is sustained 17 3.2 Distribution strategies used by Starbucks for customer`s convenience and satisfaction 18 3.4 Promotional strategies in Starbucks 20 3.5 Additional elements of marketing mix 21 7P’s are considered as the comprehensive elements of marketing mix. 21 †¢ People 21 †¢ Process 21 †¢ Product 21 †¢ Place 21 †¢ Price 21 †¢ Promotion 21 †¢ Physical Evidence 21 But mainly the people, process and Physical evidence are considered as the additional elements of marketing mix. These points are discussed below on the context of Starbucks. 21 People: People include the staffs, sales person, manager, suppliers and mostly the consumers. 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Review of Hr Policies and Practices Free Essays

string(81) " has characteristics that provide the greatest challenge as well as opportunity\." 64 A STUDY OF HRM PRACTICES AND ORGANIZATIONAL CULTURE IN SELECTED PRIVATE SECTOR ORGANIZATIONS IN INDIA 1. Executive summary The new economic environment is primarily marked by the freeing of shackles for entrepreneurship and economic growth. The â€Å"license system† has been replaced, to a great extent, by a â€Å"market system†. We will write a custom essay sample on Review of Hr Policies and Practices or any similar topic only for you Order Now The challenge of Human Resource Management (HRM) practices would be to create an environment of resilience, which can accommodate and assimilate successfully changes in systems, structures, technologies, methods, etc. People would have to ascribe the right meaning to the change process. India is well-equipped to succeed on global markets. It has a pool of highly educated people, a well-developed judicial system, democratic governance, an established banking industry, and fairly sophisticated and inter-linked fi nancial markets. Knowledge industries will be at the vanguard of economic opportunity, and India will be poised to take advantage of this trend with its corpus of highly skilled people. The changes on the market scene have necessitated the Indian industry to look inward for the development of human resources (HR). People develop themselves in a globalized scenario with new directions along with new problems and issues arising to develop new competencies to meet the changing requirements, aspirations, and problems. There are, however, some universal goods towards which all human resource management efforts should be aimed at. The emergence of Japanese human resource management has led to the concept of culture in a big way. At the organizational level, the goal of HRM is normally to have competent and motivated employees to ensure managerial effectiveness and growth of the organization. Organizations normally direct their HRM efforts towards the development of competencies and organizational culture. Organizations use mechanisms to achieve HRM goals with competent and committed employees. Organizations can achieve very little even if they have excellent technological and other resources at their command. Such an assertion gains better credibility in the context of developing countries like India, that is, typically in early growth stages in terms of economic development, and growing more rapidly than the ‚traditional‘ developed economies of Japan, North America and Europe. The countries with higher rates of growth are mostly in South East Asia, South Asia and some Latin American countries. Research evidence shows that HR practices along with culture do affect effi ciency in the organization. There are hardly any or very few studies which show a link between HRM practices and organizational culture in India. The review of literature has identifi ed that the major chunk of research in India emanates from descriptive data and experience sharing, which does not serve certain practice-oriented concerns. There is very little systematic, empirical research in the scientifi c paradigm that has been carried out in the Indian HR lexicon. HR research is inspired by western models, and lacks an indigenous perspective. The review of literature on HRM practices has revealed that the most of the work done is in relation to organizational strategy. The methodology employed a sample of 95 respondents from two private sector organizations. The questionnaire consists of 90 items, of which (1) 69 items concern HRM practices of the organization, and (2) 21 items concern organization culture. The correlation analysis has been used to infer the relationship between variables of HRM practices and organizational culture. A healthy culture is required for utilizing and enhancing employee competencies and to develop people. This study focuses on the positive signifi cant relationship between HRM practices and organizational culture in private sector organizations. There is a positive signifi cant relationship between HRM practices and variables of organizational culture operationalised in terms of self-realization, status enhancement, inventive values and socio economic support. The pressures are most likely to be felt by those who have led and managed the change process in such a volatile economic environment. HRM would have the ability to attract and retain people and this would be the key to manage this macro change—in terms of both pace and rate. Change leaders would be confronted with the need to reorient culture, thinking and paradigms. HRM as a function and as a prime mover would need to focus on this changing and emerging role with the help of organizational culture. 2. Introduction The global turmoil has witnessed the growing importance of Human Resources Management (HRM) in both business and public life. The turbulent business climate brought in the wake of liberalization, globalization, changing technologies, growth in knowledge and advances in information technology is offering managers a complex and challenging situation (Davis, 1995). Indian organizations are tending to become competitive to meet globally relevant standards. The growing emphasis on privatization has warranted a new focus in terms of result orientation, long-term strategies, consumer focus, initiative and different mindsets for internal and external communication. The Indian business scenario is characterized by the historical rigidities arising largely out of centralized planning. Our decision-making is infl uenced, among other factors, by posing more a constraint rather than a facilitator. The practice of protecting Indian industries through protective tariffs and quotas for over four decades has led to a lack of global competitiveness in terms of quality of products, services and prices. Indians are more accustomed to thinking in terms of narrow identities like our own selves, caste, and community, regional and linguistic groups. A failing and defi cient infrastructure and frustrating bureaucracy at operating levels, and the cultural and indigenous barriers added fuel to fi re. Hamel and Prahalad (1991) contend that a competitive advantage is obtained if a fi rm can obtain and develop human resources, which enable it to learn faster and apply its learning more effectively than its rivals. The HRM has emerged and evolved as one of the most important areas of organizational science and practice. It has not been developed in isolation, but rather in the context of industrial change and economic development. The uniqueness of the Human Resources (HR) approach requires a totally different type of attention from managers. The HR has characteristics that provide the greatest challenge as well as opportunity. You read "Review of Hr Policies and Practices" in category "Papers" A company‘s HR is fragile with delicate relationships, along with unpredictable contributions, and permanency is uncertain (Guest, 1991). Wright, Smart, and McMahan, (1995) mention that the crucial inputs, among others, to an organization are its human resources. People bring to their jobs diversity of skills, needs, goals, and expectations. They are ocialized into the organization through their hiring to begin with, and their continuous functioning in the organization. According to Bulla and Scott (1994), we need to ensure that the human resource requirements of an organization are identifi ed and plans are made for satisfying those requirements. Guest, Conway, Briner and Dickman (1996) are of the opinion that th e interface between the individual and the organization is critical to full utilization of human resources. The individual and the organization establish a „psychological contractâ€Å". Individual members expect to make contributions to the organization and receive certain rewards in return. The organization provides certain rewards and expects in return certain contributions from the individual. It is at this interface between the individual and the organization that issues such as HR planning, work analysis, career development, leadership, job motivation, the appraisal-reward process, and the organizational culture become important. The patterns of work relationships at work refl ect the HRM philosophy. The practices and philosophy of HRM are perpetuated by managers who are encouraged to follow the role model of their seniors. In the process of organization socialization they internalize the values and attitudes of their leaders. The entire process is thus institutionalized (Snell, Youndt, and Wright, 1996). In general, HRM has been described as: broad and strategic; involving all managerial personnel; regarding employees as the single most important organizational asset; being proactive in its responsibilities; and having the objective of enhancing organizational performance and meeting employee needs (Poole, 1990). . Organizational culture The idea that organizations have culture has been acknowledged since Lewin, Lippitt and White’s (1939) research on creating social climate. Culture and climate are integral parts of an organization. Organizational culture refers to a system of shared meanings held by members that distinguishes one organization from other organizations (Sc hien, 1985). Organizational culture provides employees with a clear understanding of the way things are done in that organization. Organizational culture is the perceived, subjective infl uence of the formal system, the informal ‚style‘ of managers and other ignifi cant environmental factors on the attitudes, beliefs, values and motivation of the people in a particular organization (Litwin and Stringer, 1968). The concept of culture is seen as a kind of bridge between the individual and the organization. Culture performs a number of functions within an organization. It creates a distinction between one organization and another, it conveys a sense of identity for role incumbents, it facilitates the generation of commitment, and it enhances social system stability. Finally, culture sells as a sense-making and control mechanism that guides and shapes the attitudes and behaviour of employees. Hofstede (1980) felt that cultures which are high on the long-term orientation focus on the future and hold values in the present that will not necessarily provide an immediate benefi t (e. g. , Japan, China), while cultures with short-term orientation (e. g. , USA, Russia) are oriented toward the past and present and promote respect for tradition and for fulfi lling social obligations. The fi ve dimensions discussed by Hofstede (1980), help us understand the potential problems of managing employees from different cultures. One interesting fi nding of his research was the impact of culture on a country’s economic health. He found that countries with individualistic cultures were wealthier. Collectivistic cultures with high power distance were all poor. Cultures seem to affect a country’s economy through their promotion of individual work ethics and incentives for individuals to increase their human capital. Research into the link between organizational culture and effectiveness is also limited by lack of agreement about the appropriate measures of effectiveness. The current literature has its roots in the early 1980s. Deal and Kennedy (1982) and Peters and Waterman (1982) focused their attention on the strategic importance of organizational culture and stimulated interest in the topic. Kotter and Heskett (1992) expanded on this by exploring the importance of adaptability and the fi t between an organization and its environment. Peters and Waterman (1982) argued that companies with strong culture are highly successful. They argued that superior fi rm performance is achieved if a company moves away from a purely technical, rationalistic approach towards a more adaptive and humanistic approach. Carroll (1983), Reynolds (1986), and Hitt and Ireland (1987) questioned the approach taken by Peters and Waterman. Owing to such results, the causal link between strong culture and performance was seriously questioned by the end of the 1980s. Most of the studies lack a clear theoretical conception of the nature of the cultureperformance link. Siehl and Martin (1990) elaborate on this view and also suggest that culture may serve as a fi lter for factors that infl uence the effectiveness of the organization. These factors may differ between organizations. A more thorough understanding of the mechanisms at play is essential for research on the culture-performance link. Wilderom and Van den Berg (1998) found no direct signifi cant zero-order relationship between culture and performance. Taking the perceived performance and managerial leadership along with HRM practices into account, Wilderom and Van den Berg (1998) did discover that a signifi cant relationship exists between culture and performance. This fi nding illustrates the importance of the development of more elaborative theories on the direction and contingencies in the relation between culture and performance. Without such theories, we may draw overly simple or even misleading conclusions. In light of the above fi ndings, it is necessary to understand the relationship between HRM practices and organizational culture. The presumption is that more effective systems of HRM practices, which simultaneously exploit the potential for complementariness or synergies with organizational culture, lead to better performance and enhanced effectiveness. Indian organizations are embedded in Indian culture, which infl uences and is infl uenced by the economic, political and social factors, and is also subjected to global business infl uences. Sinha and Sinha (1994), found self-realization and inventive values as the highest form of work values in Indian culture. Organizations appreciate corporate core values of self-realization and inventive values as they encourage and recognize innovation, creativity and achievement. 4. Review of literature Schuler (1992) suggests that Strategic Human Resource Management (SHRM) has many different components, including policies, culture, values and practices. Strategic business needs of an organization are infl uenced by its internal (which mainly consist of factors such as organizational culture and nature of business) and external characteristics (consisting of the nature and state of economy in which the organization is existing and critical success factors, i. e. , opportunities and threats provided by the industry), which are infl uenced by HR activities. Thornhill, Lewis, Millmore, and Saunders (2000) found a potential role for HR-centred strategies to be used to change or realign the culture of an organization. An organization can change its culture through its recruitment strategy of replacing managers with those from outside, restructuring the organization, downsizing the workforce, training programmes, new reward strategies and performance management to alter employee behaviours or reinforce emergent ones. After the economic liberalization, Indian organizations were under pressure to change from low-cost, indigenous, less effi cient and outdated technology to high-cost modern technology and prepare people to use it. This was done to develop and maintain their competitive edge in the larger business environment (Khan, 1999). The potential value of the employees is to be increased by collectively enhancing and linking their skills and capabilities in tune with the contemporary requirements of the market, and to be faster than the competitors. The success of the HRM will be determined by its ability to harness the intelligence and spirit of people by creating a learning climate. Indian organizations normally direct their HRM efforts towards the development of competencies, culture and effectiveness among employees individually or in groups 69 AOP 18(4), 2010, ISSN 0572-3043 (Singh, 2003). Organizations may use many mechanisms to achieve their HRM goals as without competent and committed employees, an organization can achieve very little even it has excellent technological and other resources at its command. Such an assertion gains better credibility in the context of developing countries like India, that is, typically in early growth stages in terms of economic development and growing more rapidly than the ‚traditional‘ developed economies of Japan, North America and Europe. This also includes most South East Asian, South Asian and some Latin American countries. Selection in organizations is based on non-job related criteria like attractiveness, goal orientation, and interpersonal skills: a general lack of concern for value congruence (Prakash, 1994). The dominant emphasis has been on the universal practice of identifying and improving on existing performance strategies. This practice would require a complete reversal where congruencies of values should fi nd a place in selection and training. Only then would it possible to achieve linkages with the values of the wider socio-cultural context in India. In order to make an organization effective, the values of the society and the cultural milieu should be synthesised with those of the organization and its functioning. Fombrun, Tichy, and Devanna (1984) expanded these premises and developed the model of SHRM, which emphasises a ‘tight fi t’ between the organizational strategy, organizational structure and HR system. Political, economic and cultural forces are responsible for an organization’s mission and strategy. This explains these causal relations, which form the ‘tight fi t’ between strategy, organization structure and HR polices and practices. On the basis of mission and strategy, the shape of organization is structured, i. e. , people are organized to carry out different tasks to achieve the organization’s mission. Hendry and Pettigrew (1992) propose that a number of internal factors such as the organizational culture, structure (positioning of HR), leadership, level of technology employed and business output directly contribute to forming he contents of HRM. HRM could be seen as a menu of strategic choices to be made by human resource executives in order to promote the most effective ‘role behaviours’ that are consistent with the organization’s strategy and aligned with each other (Sparrow and Hilltrop, 1994). The present study The present study is to examine the relationship between HRM practices and organizational culture. To this end, HRM pract ices are viewed in terms of planning, recruitment, selection, training and development, performance evaluation, career management and rewards. Organizational culture is viewed in terms of self-realization, status enhancement, inventive values and socio-economic support. Self-realization consists of values such as achievement, ability utilization, advancement, aesthetics, personal development, and peace of mind. Status enhancement, one of the variables of organizational culture, consists of values of altruism, authority, physical activity, and prestige. Inventive values, another variable of organizational culture, consists of values of autonomy, creativity, lifestyles, risk-taking, and variety. Socio-economic support consists of work values of social relationship and interaction, comforts, dependency, good working condition and economic gains. The self-realization and inventive values give inner satisfaction to a person while performing a job in an organization. The variables of status enhancement and socio-economic support are extrinsic values, which are required in the Indian environment. Indian society and developing societies are ridden with insecurities and lack of resources and people generally have a history of failures. Fear of failure leads to giving importance to socio-economic support and lack of resources lends too much importance to status enhancement (Sinha, 1990). The idea that individuals are capable of development rests on the conviction that people are important and their involvement is necessary for an organization to be effective. This conviction is translated into practice through a variety of programs that facilitate individual development and lead to better adjustment with the environment. In a growing economy, the emergence of the new organization and shift in the HRM paradigm have ecessitated a review of the skills, roles and competencies of the ‘new’ HR managers (Ulrich, 1997); in this new era, HRM has evolved in the context of the globalized economic environment. As such, it represents a response to the dramatic and continuous change that globalization has had on society and the world of work. Those who will man the HRM will undergo a change in roles. It will be neces sary to inculcate in employees the required new skills, competencies and motivation (Dyer jr. , 1999). The understanding of HRM practices would require a comparative study of practices in the organizations. The relationship between HRM practices and organizational culture among private sector organizations is studied. This paper also studies similarities and differences in HRM practices and organizational culture between two different organizations in the private sector. 5. Objectives of the study 1. To investigate the various HRM practices, i. e. , planning, recruitment, selection, performance evaluation, training and development, career management and rewards at the managerial levels in private sector organizations. 2. To study and examine the relationships between various aspects of HRM practices and organizational culture. . To fi nd whether there is any difference in the organizational cultures of the two organizations under study. This study was conducted at a time when Indian organizations were facing a very different competitive scenario compared to the past. They were facing competition from MNCs in the new liberal and global economy on the domestic markets. The competition was in terms of reduced cost, improved quality of products and better services. These environmental constraints placed more pressure on managers. More often than not, these concerns were looming large on the horizons of Indian organizations. The fi ndings have bearing in this context. Managers across organizations in the private sector strongly endorsed self-realization (one of the variables of culture), which was signifi cantly correlated to almost all HRM practices. These are planning, recruitment, selection, performance evaluation, training and development, career management, and rewards. While organizations fi nd themselves in worldwide competition, most of the individuals are striving for achievement, ability utilization, advancement, aesthetics, personal development, and peace of mind. Realization or anticipation of realization of the values has resulted in better performance. Self-realization encourages people to satisfy their achievement needs in the work situation (Super and Nevill, 1986; Sinha, 1990). Self-realization in India came quite close to self-actualization in Spain. Status enhancement was strongly related to HR practices in private sector organizations. The values loaded on this factor are authority, altruism, prestige and physical activities. The desire for authority, altruism, prestige and physical activity has a positive impact on the performance of managers. Managers developed a positive attitude towards their work and contributed signifi cantly to self-realization and status enhancement, which were the most valued factors in India. Recruitment, selection, and performance evaluation, training and development, career management, and rewards turned out to be strongly correlated to status enhancement in the private sector. Selection based on planning along with proper recruitment leads to status enhancement. Rewards (fi nancial and non-fi nancial) were strongly related to status enhancement. Performance evaluation (one of the HRM practices) was strong related to status enhancement. Performance evaluation served as a key input for administering formal organizational rewards, career growth and a tool of punishment (Cummings, 1973). Managers working in the organizations were in an excellent position to analyze newcomers’ skills and abilities and to provide feedback (House, 1995). As a purveyor of organizational expectations, performance evaluation was critical. Through the evaluation process, those working in the organization were aware of how well they were meeting their task and role demands (Asford and Cummings, 1983; Nelson, 1990). Clear rewards are the hallmark of an organization that effectively socializes newcomers. In addition to their readily apparent value, the rewards provide 75 AOP 18(4), 2010, ISSN 0572-3043 challenging assignments, promotions and salary increases, etc. , which give encouragement that provide status enhancement for managers (Chatman, 1991). Rewards were also found to be strongly related to inventive values in private sector organizations. Those working in the organizations with desired values of risk-taking, variety, autonomy, lifestyle and creativity were rewarded. Rewards encourage people to be more creative, have variety and autonomy in their work life along with risk-taking and help to chalk out one’s own lifestyle in the organization. Similarly, training and development in private sector organizations were strongly correlated to inventive values. So, rewards and training and development in the private sector affect both individual esteem and lifestyle signifi cantly. Managers have developed to take on a variety of tasks in order to perform at an optimum level. Managers in the organization have developed to be autonomous and chalk out their own lifestyles to be more effective in the job. This also means employees will expect organizations to offer them opportunities to develop a portfolio of skills that enhances their marketability. Thus, organizations will have to provide work assignments and learning opportunities that allow for challenge and growth and self-development (Maurer and Tarulli, 1994). Socio-economic support consists of social relationships and interaction, comforts, dependency, good working conditions and economic gains. Managers were indifferent and did not care much for social interactions and relationships, whereas Indian managers held signifi cant value expectations concerning economic gains, good working conditions and comforts. HR practices were signifi cantly related to socio-economic support in the private sector. Through planning, recruitment and selection practices, newcomers with stronger systems of support report fewer adverse psychological outcomes related to job performance than do those with less support. Quality relationships with organizational insiders can even help newcomers to overcome the negative effects of unmet expectations (Major, Kozlowski, Chao, and Gardner, 1995). Interacting with enthusiastic newcomers may be good for insiders’ attitude and morale. The study also found a relationship between career management and socio-economic support. People working in the organizations look for career management that will give them the breadth of experience that seems to be needed now, and start looking down on the in-depth expertise of the command-centred manager. So, a shift in culture happens, not because people have changed, but because their beliefs about what they have to do to get ahead have changed (Gunz, Hung, 2000). Rewards were strongly related to socio-economic support in private sector organizations. Litwin, Bray and Brooke (1996) felt that the nature of rewards is the key determinant of how effective they are. Managers who emphasized recognition and encouragement were more effective in shaping the culture of the organization or targeted results. The reason could be that managers working in the private organizations are experiencing a tremendous amount of change around them, thereby realizing that socioeconomic well-being will provide them with stability in a fast changing environment. Furthermore, evidence from literature found the contention that similar work experiences result in uniformity of culture characteristics (Schein, 1987). 76 ACTA OECONOMICA PRAGENSIA 4/2010 Rewards (one of the HRM practices) were strongly related to all the variables of culture in private sector organizations. There is hardly any difference between the two organizations when it comes to practicing rewards and training and development. People within the organizations are either rewarded or trained for acting in accordance with the dominant values of the organizations in India. Although this sample is not large enough to generalize the results, still rewards send clear and consistent signals about desired values and norms expected from people working in the organizations (Sethia and Van Galinow, 1985). The perception of the respondents from both private sector organizations were compared and it was found that there was a statistically signifi cant difference in the variable of socio-economic support between the two organizations, as shown in the table. This means employees in organization A perceived it in a better manner in comparison to their counterparts in organization B. Prakash (1994) felt that Indian organizations are congruent with their cultural surroundings (which is marked by diversities and paradoxes). There is a need to use multiple perspectives at different levels of analysis such as society, organization, management and the individual. It is important that organizations continue to grow and evolve newer perspectives in terms of their values and redefi ne their linkages with the society. Such fi ndings provide support that market economies have the inevitable consequences of rendering organizations competitive. Newman (1972) predicted that the Western work relationships are likely to appear to a great extent in Indian organizations as well. That is, employees in the organizations are likely to become achievement- oriented. There is a struggle for survival, where no one can afford to ignore an opportunity to get optimum results. As one moves higher on the hierarchical ladder of an organization, the individualistic orientation becomes stronger. The correlation analysis between dimensions of HRM practices and dimensions of culture shows that HRM practices do affect the culture of the organization. Ulrich and Lafasto (1995) felt that HRM practices provide information and shape behaviour and experiences of employees. Thus hypotheses H1a, H1b, H1c, H1 d, H1 e, H1 f and H1 g are validated. 11. Conclusions This paper has shown a signifi cant, positive and meaningful relationship between HRM practices and organizational culture. HRM practices become the means whereby organizational culture is created and sustained. Designing new culture requires that HRM professionals are ahead of the cultural change curve with innovative and exciting HRM practices. HRM has been proposed by others to be a potentially powerful lever for shaping and changing the culture of an organization to make the organization more effective (Schien, 1983; Ulrich, 1997). This is a study of HRM practices in two large private sector organizations in India. HRM practices differ between the private sector organizations. This variation provides support to the fact that the adoption of HRM practices is contingent on the specifi c requirements of each organization (Schuler and Jackson, 1981). There is a signifi cant difference between the socio-economic support variable in organizations A and B. One fi nds no signifi cant difference in the other three variables of organizational culture in private sector organizations, i. e. , self-realization, status enhancement and inventive values. The results developed through inferential analysis to measure differences among the variables of HRM practices and organizational culture in private sector organizations are as follows: 1. The two private sector organizations showed that the perceived mean of organization A was higher for all HRM practices. . The comparison of the dimension of organizational culture in the two private sector organizations showed that employees of organization A perceived the socio-economic support more than those in organization B. 3. It is evident that organization A showed relatively better perception of planning, recruitment processes, selection, performance evaluation and career management aspects of HRM practices in comparison to organization B. 4. There is no signifi cant difference between organization A and organization B in training and development and rewards as per the response of the respondents. 5. Planning, recruitment, selection, training and development, performance evaluation, career management and rewards are signifi cantly correlated with all the dimensions of organizational culture. Human Resource Management Practices – Literature review Human resource management (HRM) practices are being increasingly treated as dependent rather than independent variables. Whereas in the past researchers focused almost exclusively on how changes in HRM practices affect employee performance or satisfaction, researchers now are beginning to ask how organizational conditions shape HRM practices. Examples of organizational conditions hypothesized to impact HRM practices include strategy (Hambrick and Snow 1987; Snow and Hrebiniak 1980; Olian and Rynes 1984; Lawler 1984; Hambrick and Mason 1984; Gupta and Govindarajan 1984a, b; and Miller, Kets de Vries and Toulouse 1982), organizational life cycle stage (Kochan and Chalykoff 1987; Kerr 1982, 1985), technological change, union presence, internal labor markets and even whether or not an organization has a personnel department (Osterman 1984; Pfeffer and Cohen 1984; Cohen and Pfeffer 1986). Until recently almost all HRM research was dominated by the technical perspective. The technical perspective presumes that organizations wish to plan, staff, appraise, compensate, train and develop their employees in order to ensure that the right people (skill-wise) are in the right place (job) at the right time (Collins 1979). The technical perspective leads to research designed to develop techniques for maximizing the match between employees’ knowledge, skills and abilities on the one hand and the demands of the jobs on the other (Schneider 1985). The presumed result of good matching is organizational effectiveness, from which individual employees and the organization as a whole both benefit. The control perspective views HRM practices as a means for organizations to ensure the predictability and reliability of social interactions. The goal is to ensure that employees behave as solid citizens, living according to organizationally approved norms and values (Noland and Bakke 1949; Hollingshead 1949; Bowles and Gintish 1976; Edwards 1976; Collins 1979). This perspective recognizes that organizations attempt to govern social performances in addition to job performance. Desirable social behaviors presumably include getting along well with others and acting as a good citizen who shows concern for the organization’s functioning. The institutional perspective posits two major explanations as to why organizations use particular HRM practices: organizations copy the practices they see being used by others, and/or they adopt practices to gain legitimacy and acceptance (Meyer and Rowan 1977; Zucker 1977; Meyer 1980). The institutional perspective assumes that legitimacy and acceptance are important objectives for most organizations because constituencies have the power to offer and withhold resources which, in the long run, may determine the firm’s economic performance. 180 The political perspective holds that HRM practices reflect the distribution of power in an organization. For example, having an extensive set of HRM practices implies a powerful personnel department upon which others must depend when making personnel-related decisions (Osterman 1984; Pfeffer and Cohen 1984). But existence of other powerful groups-such as unions or competitors who minimize their labor costs-may act to countervail or suppress the expression of the personnel department’s wishes (Doeringer and Piore 1971). As suggested by Kochan and Chalykoff (1987) the economic perspective can also explain variations in HRM practices. Relatively affluent conditions in an organization permit it to pay higher wages. This in turn enables an organization to attract more job applicants and be more selective. Higher selectivity (lower selection ratios) diminishes the need to train employees. Furthermore, the attraction of more highly qualified individuals may lead to conditions that give more power and discretion to the employees, thus reducing the attractiveness to them of collective bargaining. The reverse scenario holds under less affluent economic conditions (Osterman 1984). Based on the five perspectives previously presented which help explain some of the variation and similarity in HRM practices across organizations, we aim to diagnose two private organizations from human resource management practices perspective. Our hypothesis is: HRM practices differ based on the company’s size and activity length. Conclusions Based on the analysis, we can conclude that both companies are efficient from HRM point of view. Both organizations are continually developing, having a market in expansion, the difference between them, which may influence the HRM practices, are the size and the activity length: organization 2 is large and relatively old compared to organization 1. The differences recorded are elated to prospecting, selection methods, training needs evaluation, working conditions, and social protection area where organization 2 is more developed. From the five perspectives presented, only three are representative for the analyzed organizations. The technical perspective presumes that organizations wish to plan, staff, appraise, compensate, train and develop their employees in order to ensure that the right people (skill-wise) are in the right place (job) at the right time. That is why both orga nizations are carrying out trainings for their employees and the trained people usually got promoted. The political perspective holds that HRM practices reflect the distribution of power in an organization, having an extensive set of HRM practices implies a powerful personnel department upon which others must depend when making personnel-related decisions. The results of the analysis point out that human resource department of the two companies are relatively strong and well organized. There are no conflicts, which can mean that either the employee are satisfied with their work and rewards or the labor unions are not very strong compared to the management and HR departments of the companies. The economic perspective can also explain variations in HRM practices. It is well illustrated by the analyzed organizations as they have a continually growing activity volume which means that they can give higher salaries. In the case of organization 2, which is larger and relatively old compared to organization 1, the management offers, besides rather good salaries, non-financial benefits. Also, the social protection is more developed in the case of organization 2. Based on all these results, we can conclude that our hypothesis is confirmed, HRM practices differ based on the companies’ size and activity length. In an early review of the HRM – performance literature, Dyer and Reeves (1995) posited 4 levels of outcomes of HRM practices—employee, organizational, financial, and market— suggesting that the impact of HRM is likely to work outward through these levels. Employee outcomes consist of affective reactions such as satisfaction and commitment as well as behavioral reactions such as absenteeism and turnover. Organizational outcomes focus primarily on operational performance measures such as quality, productivity, and customer satisfaction. Financial outcomes, such as accounting profits, represent the next step in their causal chain. Finally, market outcomes consist of measures of the market value of firms based on stock price. Becker et al. (1997) similarly argued that HRM practices operate most directly through employee skills, motivation, and work design, resulting in behavioral outcomes such as creativity, productivity, and discretionary effort, which are expected to work through operational and eventually through financial market outcomes. How to cite Review of Hr Policies and Practices, Papers