Adventure Trek A Partnership Of Three Persons Tourism Essay Example

Adventure Trek A Partnership Of Three Persons Tourism Essay Example Adventure Trek A Partnership Of Three Persons Tourism Essay Adventure Trek A Partnership Of Three Persons Tourism Essay Adventure Trek a partnership of three individuals, will be a young person summer cantonment in Malaysia. The cantonment is designed entirely for kids and teens between the ages of 10 and 17 old ages old. The focal point is merely be on holding merriment but besides on assisting childs to larn about the importances of populating a healthy active life style every bit good as aid in the development of kids and teens by supplying an environmentally friendly environment in which the kids can farther develop their outdoor accomplishments. Adventure Trek is non your traditional weight loss cantonment because it combines the attempts to acquire immature people active together with fun developmental activities to promote childs to appreciate the value of acquiring back to the out-of-doorss for merriment. It is surprisingly fun yet effectual. The cantonment will be located on the West side of Malaysia in a town called Port Dickson which boasts 18km s of white flaxen beach. At the cantonment childs can bask a broad assortment of interesting activities from out-of-doorss to indoors for illustration snorkelling, stone mounting, obstruction class, jungle trekking, swimming/ H2O athleticss, gym, dance categories ( These will be farther discussed in 2.3 ) . Each kid is given the chance to seek out new, merriment and adventuresome activities which will assist them accomplish the end of acquiring physically active and cultivating engagement of squad edifice. The operating hours and yearss of the cantonment will be all twelvemonth unit of ammunition except the month of Ramadan in August and September. During this clip it will be the camp staff s vacation and the cantonment will be closed for an one-year deferral. In Malaya it is slightly different when it comes to school vacations as there are no long summer vacation for the public schools. There are a sum of 78 yearss vacation throughout the twelvemonth ( Ministry of instruction, 2010 ) The cantonment evidences will include installations such as a immense athleticss field suiting assorted activities, a 25m swimming pool and an outside paintball sphere. A monolithic diversion hall will be the common country, which will house the kitchen and eating country, staff offices including the ill bay, public country lavatories every bit good as a phase country for activities such as dance categories or executing humanistic disciplines. A mounting wall, obstruction class, and a tree swing can besides be found on the cantonment evidences. The Camp will besides be run in an environmentally sound and responsible mode ( Further information is found in 2.2 product/ services ) . Rationale for development of the concern Malayan society has changed alot over the past few decennaries every bit good as Malaysia is besides going more urbanized which necessarily brings about assorted signifiers of population alterations. Such alterations are besides related to the alterations in the Malaysians wellness. One noticeable alteration is in the diet of the Malaysian population which has become more and more like that of Westerners which has resulted in higher rates of overweight/ fleshiness which contributes to the many diseases ( bosom A ; circulative disease, diabetes etc. ) which they suffer from ( Lit, 2010 ) . When reading the newspapers there are now more articles on overweight/ fleshiness and the increasing wellness tendencies to assist contend this issue. A recent statement made by the Health Minister Datuk Seri Liow Tiong Lai said that fleshiness is going the major wellness issue with the figure of corpulent people about trebling in the past 15 old ages from four per cent in 1996 to 14 per cent in 2010 ( Simon, 2010 ) . This includes childhood fleshiness which is already an epidemic in Malaysia, with a study ( after a big graduated table survey was conducted in 2000 ) of 11 % of kids between the ages of six and twelve were fleshy and 6 % were corpulent ( Chin, 2007 ) . It is no secret that Malaysia is good known for its broad assortment of nutrients and the fact that Malaysians love their nutrient ; nevertheless unhealthy picks are frequently made due to clip restraints or convenience. Children are exposed to fast nutrients and influenced by their seniors eating wonts, alternatively of proper place cooked alimentary repasts they are given a diet of unhealthy and high degrees of proteins, fat, sugar and salt every bit good as they are non encouraged to make regular exercising ( Lit, 2010 ) The Governments engagement in advancing a healthy life style to Malaysians could be an advantage to this concern because it could ship on the promotional run or be a signifier of support to the Government. Therefore from the above research it is apparent that such an constitution will assist contend the lifting conflict against child fleshiness in Malaysia and contribute to the universe broad thrust against it. This young person cantonment will be both educational and good to assisting cut down the hazard of fleshiness through physical activity and sound nutrition every bit good as conveying something new to Malaysians. Product/ Service Description Adventure Trek will be able to suit 100 campers ab initio nevertheless this figure will turn as the cantonment does, the same goes for the figure of activities as clip goes on the cantonment will go on to spread out and add more and more activities. First the cantonment is for childs and teens between the ages of 8 and 17 old ages old, due to the noticeable fleshiness addition in kids and teens between these ages ( Ismail A ; Vickneswary, 1999 ; Ismail A ; Tan, 1998 cited in Sidik A ; Ahmad, 2004, pg 2 ) . The cantonment will run during all the school vacations for a longer stay and so weekends it will suit those who are interested in shorter corsets. When it is non holiday season, the cantonment will still be unfastened and schools will be invited to fall in in the merriment as portion of their school Tourss, this will busy the hebdomad yearss or weekends. As antecedently mentioned the cantonment is closed during the Ramadan fasting month which takes topographic point during the month of August to September each twelvemonth. The adjustment at Adventure Trek will be long houses for campers ; these are Malayan traditional houses which will be divided for misss and male childs individually, and including the bathrooms. The houses will hold electric mercantile establishments, storage infinite every bit good as bunk beds for kiping which assistance in maximizing the usage of infinite, nevertheless kids are to convey their ain bedclothes and towels. Each long house will suit up to a upper limit of 25 campers every bit good as infinite for one counselor to oversee at dark. Meals at the cantonment will be good balanced and alimentary and the bill of fare will be designed by a qualified dietician who is employed on a portion clip footing to revise bill of fare programs and look into on readyings. The cantonment accommodates specific dietetic demands every bit good as vegetarians and all repasts will be Halaal ( Refer to Appendix XX for a sample bill of fare ) At Adventure Trek there is no clip for ennui because there are a figure of activities of all sorts to maintain campers happy and active. First the land activities will include the undermentioned. An obstruction class which includes a mounting wall, this activity is a great manner of acquiring campers active and develops squad work and spirit. Campers, depending on the size, will be grouped with a counselor and each group will vie against each other. Jungle trekking another good signifier of physical activity which besides gets campers involved in nature and appreciate their milieus. There is besides a gym for campers to utilize and during the stay, little groups will be assigned a specific clip to travel in and utilize the gym for 20 30 proceedingss. Whilst one group is at gym the others will fall in in the dance classes or take portion in field games like association football or rugger. During the vacation periods when campers will normally remain for longer periods and if possible the cantonment will seek invite guest talkers to give a short but motivational and educational addresss to the campers and hopefully this AIDSs in advancing healthier lifestyles.. The immense pool is non merely for chilling off but games like H2O Polo can be played. The beach activities will include, cricket, fusillade ball, sand palace competitions. Sea athleticss such as organic structure surfing or boogie embarkation, swimming or snorkelling will be enjoyed by campers when traveling to the beach. Night activities will be kept to a minimum as the yearss are long and filled with really physically active activities therefore campers need their remainder at dark. However there will be some activities at dark such as a cantonment fire dark or BBQ portion darks, hoarded wealth and scavenger Hunts, play skits where groups are assigned a subject and they need to execute a drama based on that subject. These activities are more focussed on squad work and let campers to acquire to cognize each other better and mingle. There is a good mix of land, H2O and escapade activities for all campers to bask and profit from every twenty-four hours all twenty-four hours. Campers are divided into groups upon reaching and assigned two cantonment counselors ( male A ; Female ) who are with them from their reaching to their going, they portion take in activities and slumber in the several cabin to oversee campers. ( Refer to appendix XXX for a typical twenty-four hours at Adventure Trek for campers ) Designation of Market Niche The mark markets for the cantonment are kids and teens from the ages of 8-17.This is because there has been a noticeable fleshiness addition in kids between the ages of 7-10 and 13-17 old ages old and great focal point has been place on turn toing the issue of child fleshiness ( Ismail A ; Vickneswary, 1999 ; Ismail A ; Tan, 1998 cited in Sidik A ; Ahmad, 2004, pg 2 ) . The cantonment will be located on the West of Malaysia in Port Dickson but unfastened to the whole of Malaysia every bit good as neighboring states, aiming largely those urban and suburban countries. By looking at the age construction of the population in Appendix XXX statistics, we know that the bulk of population is between 15 to 64 old ages and there is a good per centum of 15 old ages and below ( to supply ages 10-15years old ) . Thus my cantonment will aim the ages 8 until 17 old ages old as it is a young person cantonment with the purpose to assist cut down kid and adolescent fleshiness. The cantonment will a im those kids and teens of center to upper category households who have more of a disbursement power including that of exiles shacking in Malaysia who have kids and teens and it is normally those kids from the urban countries who are exposed to such bad eating wonts ( Lit, 2010 ) . Mission Statement At Adventure Camp the mission is to supply a merriment, safe and adventuresome environment for campers to acquire physically active every bit good as better on ego development. It is besides our mission to be known as the best young person cantonment in Asia. This will be made possible with the friendly, enthusiastic and difficult working staff employed, every bit good as the greatly designed day-to-day activity agendas. The tag line for Adventure Camp will be: Where the escapade begins and the merriment neer stops! Market Environment Environmental Scan It is of import to make an environmental scan in order to place all the factors that might impact the constitution of Adventure Trek as they will convey about either chances or menaces. The usage of PESTEL is the most common tool for measuring the macro environment ( Johnson et al. , 2008 ) . ( Refer to appendices XXX for farther inside informations ) SWOT Analysis SWOT ANALYSIS Strengths: First there is no other cantonment like this in Malaysia and so it has the strength that it has no direct competition. There is a clear market niche and based on the demographics the figure of kids aged 15years and below make up 27.2 % of the population and there is a good birth rate in Malaysia ( index mundi, 2010 and Department of Statistics Malaysia, 2010 ) . Partnership which includes one proprietor with a Degree in Hospitality Industry Management, has knowledge in Events and PR industry every bit good as a Certified TESOL English Language Teacher, other two proprietors have concern accomplishments and old ages of working experience. Equally good as a partnership allows for a easier set up every bit good as it increases the sum of capital and spreads the work burden. Failings: The cost to put up the cantonment is high. Environmentalism and its restraints. Opportunities: Health related field has a possible due to the societal economic alterations in Malaysia.Today s people are going more wellness witting therefore a turning wellness sector. Will raise the consciousness of fleshiness and hopefully derive the Governments support. Recovery in the economic system. Low cost of local labor and unemployment rate at 5 % Partnership allows for enlargement and the figure of spouses are limitless. Menaces: First clip concern proprietor ( myself Bronwyn ) therefore a deficiency of concern accomplishments or experience. Children over the age of 16 may desire to travel to a gym instead than go to a fat loss cantonment and the ignorance of people believing that fleshiness is non a critical issue or parents experiencing ashamed that their kids are corpulent therefore non directing them to the cantonment. Adventure touristry, Theme or H2O Parkss pose as competition. Turning fast-food industry, which influence and encourages kids to eat unhealthily. The states GDP growing and the planetary menace of recession. Marketing Aims Adventure Trek aims to accomplish a interruption even net income within XX old ages. Aim to hold XXX campers in the first twelvemonth. 75 % of Campers should be satisfied with their cantonment experience and at least 40 % will return. Increase the consciousness of fleshiness amongst kids and teens by 80 % in one twelvemonth. Be one of the top three picks amongst kids and teens for physical activity besides school and extracurricular activities. Marketing Mix Strategy The generic scheme to be used for the cantonment is a distinction scheme without monetary value premium, which provides merchandises or services that offer benefits different from rivals and are widely valued by purchasers ( Johnson et al. , 2008 pg 225 A ; 229 ) . Merchandise Adventure Trek is a young person cantonment which caters to kids from 10-17 year old, with a figure of physical outdoor and indoor activities. Its characteristics include stay over s for campers supplying comfy adjustment, bathrooms, alimentary repasts and many merriment and physical activities. The advantage is that it is a convenient manner for childs to acquire physically active every bit good as assist them to larn to populate a healthier lifestyle all in one topographic point. It enables them to do new friends and larn how to farther develop themselves and larn how to take portion in squad edifice activities. The benefit of go toing this cantonment is that it is fun and effectual every bit good as a good bonding experience for kids that leaves them experiencing good all unit of ammunition and encourages a healthier life style and better interaction. This is non your regular childs cantonment or merriment park because it is a topographic point where kids non merely have fun but l arn how to develop themselves through the different challenging and educational activities which enable them to larn more about themselves, forcing their bounds and interacting together with many other kids from all walks of life, Therefore it is clear Adventure Camp sets itself apart from any possible rivals. Monetary value Not certain yet as financials are confounding me! Promotion Purposes: To do 50 % of the parents and their kids in and around Port Dickson aware of the cantonment Make each visit a memorable one. Educate and instil a healthier lifestyle determinations in kids and teens, promoting them to portion take in at least 1 physical activity per twenty-four hours. Encourage at least 25 % of campers to return. Communication Channelss: In order to accomplish the promotional aims the undermentioned mix of promotional tools will be used. ( Refer to 2.5 for the promotional tactics and programmes ) Advertising- Newspapers, Magazines, circulars. Website Place/ Distribution Adventure Trek will be located in Port Dickson, a big municipality with about 90 000 occupants which is situated an hr from Kuala Lumpur. It is a celebrated and beautiful tourer finish particularly for the environing metropoliss to get away to on weekends due to the 18km stretch of white flaxen beaches ( Wikipedia, 2010 ) . This is the perfect location which is cardinal to the capital Kuala Lumpur where a big part of the targeted markets will come from every bit good as neighboring are Malacca and Penang, and so it is easy for kids to go to the cantonment whether it be for holidaies or weekends. Port Dickson besides provides a save and clean beach for some of the activities offered at Adventure Trek therefore doing it a desirable location. There are no distribution channels because Adventure Trek is a physical location where kids come to us to bask our services, nevertheless the web site will be available to do engagements and acquire an expression at what the cantonment has to offer . Peoples At Adventure Trek it is indispensable to hold the right people, with the right experience at the right topographic point and the right clip because without them the cantonment would non be successful. Camp counselors need to be enthusiastic, vivacious and surpassing with a acute involvement in physical activity both indoor and out-of-door including swimming. In order to obtain such a dynamic squad the Human Resource section demands to first set up the company s policies and processs in line with the missions statement. Items such as frock codifications, work environment, the civilization etc should be established. Then the organisations benefits construction and program should be created followed by placing the figure of staff needed. Once this figure is decided on, a enlisting program needs to be created every bit good as implemented and carried through to choice, merely so can an effectual preparation process take topographic point ( eHow, 2010 ) . ( More on the HRM can be found i n the subdivision 3.0 ) Procedure The service at Adventure Trek will be standardised. More information can be found in subdivision 4.4 and 4.5. Physical The cantonments physical environment: Decoration The focal point is non on how the environment looks more on the activities but to guarantee campers feel comfy in their milieus therefore the cantonments decor will be kept simple and the usage of bright happy colors on and in the chief edifice. The cabins will stay reliable with no pigment added to keep that existent log cabin feel. There will besides be alot of natural exuberant verdure around the cantonment adding coloring material to the cantonment. Furniture Furniture at the cantonment will besides be kept simple yet comfy. Inside the cabins wooden sand traps will be for the campers to kip on every bit good as some storage infinite for them to maintain their properties. The canteen country for feeding will be furnished with normal trestle tabular arraies with stackable chairs, this manner they can be multipurpose and moved about every bit good as easy to clean and keep. Positioning Statement Adventure Trek offers a alone service that is fun yet effectual and neer done earlier in Malaysia, targeted to kids and teens ages 10-17 old ages old that are non really active or have a weight job or merely childs looking to hold merriment. 2.5 Tacticss and Programs Given that Adventure Trek is a new concern the usage of a assortment of promotional and communicating tools would be the best option in order to accomplish the selling aims. Methods: Ad will be the chief promotional tool used on an on-going footing in order to inform, persuade and remind clients from the start and as clip base on ballss. First in order to present and inform the mark market about the constitution of the cantonment circulars will be printed and distributed a month before the gap of the cantonment. These circulars will include information such as what is Adventure Trek, the location, clip, and how to register every bit good as, mentioning those interested to the chief web site every bit good as a contact. These circulars will be sent to some of the schools in Port Dickson every bit good as distribute in shopping promenades in Port Dickson, Kuala Lumpur, Malacca, and Penang on weekends during peak times. The circulars will besides be converted into postings which are larger and these will be sent to schools in Port Dickson, Malacca and Kuala Lumpur, aiming chiefly the international schools which are made up of a mix of Malayan including aliens. A 2nd batch of circulars will be made up one time the cantonment opens and these will once more be distributed in the assorted towns shopping promenades. A intelligence release will be in the paper prior to the gap, with periodical advertizements placed in the newspapers. ( See appendix XX for farther item on timing ) . A comprehensive web site will besides be up and running prior to opening and from so on available 365days a twelvemonth 24/7. We will besides advance our service to the Ministry of Health and hopefully they can hold infirmaries and specializers refer kids and teens to us who are enduring from weight/ fleshiness related jobs. Selling Budget The entire selling budget is estimated at RM xxxx per twelvemonth. ( Refer to appendices xxx for a full interruption down ) Management Plan Business Structure Adventure Trek will be a partnership which is when two or more persons join together and make up ones mind to unite capital and work. The spouses are all joint proprietors of the concern and therefore portion the net incomes every bit good as hazards ( inverstorwords, 2010 ) . In the instance of Adventure Trek there will be three spouses every bit joined to get downing up and running the concern. This will assist with distributing non merely the hazard but every bit good as the work burden and increase the sum of capital invested. Management Structure, Function and Rational Initially the squad at Adventure Trek will be little nevertheless a diverse clump who are capable of executing multiple undertakings. For a full account of the administration including a chart please refer to Appendices XXX. Forces and Remuneration Policies As described in subdivision 2.4 under people, Adventure Trek will hold a policy and processs manual for all staff members that will clearly sketch the companies civilization, the work environment, the hours of work, frock codification, benefits, regulations and ordinances. Adventure Trek is a merriment and adventuresome environment which incorporates a multicultural work force from all walks of life. The on the job hours are long nevertheless it is a honoring occupation for those who are truly committed to their function. The employment process at Adventure Trek begins with placing the staff needs at the cantonment. Once these are determined a recruitment process will take topographic point get downing with occupation posters in newspapers and on the web site every bit good as headhunting. Once an equal figure of appliers are received the questioning procedure can take topographic point which is carried out by the three directors followed by the choice procedure. Campaigners need to run into the making specified in the occupation stations. After the choice procedure counselors will undergo a four twenty-four hours intensive preparation class which will fit them with the necessary accomplishments to execute good at the cantonment. Staff are continuously monitored and assessed each twelvemonth on their public presentation. Sing the benefits for employees, Adventure Trek has fixed monthly wages for staff members. They besides receive benefits such as repasts provided ; counselors are provided adjustment whilst on responsibility. ( Refer to appendix XX for a dislocation of wages ) . Creditor A ; debitor policies with clear principle Operationss Plan Location Adventure Trek will be located in Port Dickson a beautiful attractive force merely outside of Kuala Lumpur. It has an 18km stretch of white sandy beach which makes it the ideal topographic point for the cantonment ( mention to Appendix XX for the location Map and land ) . The lease is estimated at RM15, 000 per month for a 2.5 acre piece of land located on the beach. The land is located on Jalan Pantai, Mukim Pasir Panjang, Negeri Sembilan. Equipment Needed Adventure Trek has a high initial start up cost and equipment costs. The entire cost of equipment for the full cantonment is estimated at RM80,000 and the building costs at RM220,000.For a complete list of equipments and building costs please mention to appendix Thirty Standard Operational Procedures Key point of services for phone calls or walk in s: The phone should merely pealing a upper limit of three times before being answered and walk in clients should be attended to instantly before being ask to take a place. Customers are to be asked how they can be helped. Over the phone employees are to stay unagitated and gracious. If its face to face they should keep oculus contact and smiling at the clients every bit good as remain unagitated and gracious. Ensure that the clients questions are answered or a valid answer is given. The name, telephone and electronic mail reference is to be taken down of all calls and walk in clients. Employee should ever stop the conversation with thank you, adieus and bask your twenty-four hours Immediately take attention of any questions or affairs after the client has left. Selling method and hard currency up process Adventure Trek will accept hard currency, checks every bit good as recognition cards for all minutess. And the appointive secretaries or the directors will manage the banking processs weekly in order to maintain a good record of incoming gross revenues. No hard currency will be left on the cantonment after hours in order to cut down any hazards. Entree to website Adventure Treks web site is really of import as it is one of the promotional tools every bit good as a manner for clients to post questions and derive information about the cantonment. Thus the web site needs to be monitored daily by the directors every bit good as secretaries who need to look into for any new questions and respond to them within a upper limit of 48hours. Customers will besides be able to do reserves to go to the cantonment therefore it s of import that the secretaries closely monitor their electronic mails as to look out for any new reserves which they will be alerted by electronic mail. The web site is besides a good manner of detecting any feedback from campers and visitants to the web site. Reservations Reservations are strongly recommended to clients instead than walk Immigration and Naturalization Services as it may be let downing should they come without a reserve merely to larn the cantonment is to the full booked. Reservations are handled by the secretaries on responsibility. A signifier is to be filled up when a reserve is made, whether it is face to face over the phone or on the web site ( which will supply an electronic signifier to be filled up and submitted ) . It will besides function as the enrollment signifier for the camper, including all the necessary of import inside informations of both the camper and their defender. Ailments Should any ailments arise thy will instantly be attended to by either one of the directors. And action will be taken should the guilty party prevarication within Adventure Trek. Quality Assurance Procedures

Historical character Essay Example

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The process of International Assignments Essay Example for Free

The process of International Assignments Essay Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. â€Å"HRM aims to help the organization to achieve success through people. As Ulrich and Lake (1990) remark, ’HRM systems can be the source of organizational capabilities that allow firms to learn and capitalize on new opportunities’. HRM is concerned with both meeting human capital requirements and the development of process capabilities: in other words, the ability to get things done effectively†1. These strategic goals and objectives are most important and mandatory in a world which becomes more and more global. To be successful, companies have to keep up with their competitors, which usually mean that getting things done effectively is crucial in everything they do. Globalization has brought remarkable developments in the diversity and complexity of International Human Resource Management (IHRM) and management of the global workforce is a critical dimension of companies’ international business. 2 1. 2 Objective of the term paper According to Harvey and Moeller3 there are currently 850,000 subsidiaries of multinational corporations operating globally. Furthermore, 65 per cent of Multinational Companies (MNCs) surveyed in a GMAC global relocation survey are expecting expatriate manager numbers to rise steadily over the next decade. Expatriate managers continue to be a viable means for exercising control over foreign operations and they can therefore have a direct impact on organizational performance. 4 Furthermore, international assignments are also the single most expensive per-person investment a company makes in globalizing its workforce, and unfortunately, most firms are getting anaemic returns on this investment. To improve their return, managers must understand the best practices, thinking, and scientific research on international assignments. 5 According to the above fact and the current worldwide growth of the expatriation missions worldwide, this term paper should give an overview of the Process of International Assignments and its importance for internationally operating Companies – with special focus on the Repatriation of Expatriates. 1. 3 Approach First of all, the question is answered on who should be recruited and how the best person possible for the job can be acquired. If a company is not able to find the right candidate internally, personnel are often recruited externally. 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The expatriate not only has to arrive and settle down at home, but also in headquarter where things, positions and people might have changed. â€Å"Often when they return home, expatriates face an organization that does not know what they have done for the past several years, does not know how to use their knowledge and does not care†7. As the process of international assignments is very complex and this term paper limited, each chapter only gives a short and simple overview of the single topics summing up important facts and figures submitting general conspectus. 2. Personnel recruitment and selection 2. 1 International staffing strategies Key question to international staffing regards the selection of one of the four different staffing strategies: ethnocentric, polycentric, geocentric or regiocentric. 8 Choosing the right strategy generally depends on different influencing factors like the characteristics of the parent company or foreign company, conditions in the host country as well as individual characteristics of the employee. 2. 1. 1 Ethnocentric staffing The ethnocentric approach usually indicates that companies are satisfied and happy with the strategy of the headquarter and they now try to implement their domestic standards also in the host country. 9 Home personnel are educated to lead worldwide. This means that key positions in domestic and foreign operations are held by Parent Country Nationals (PCNs). 2. 1. 2 Polycentric staffing The polycentric orientation stands in direct contrast to the ethnocentric orientation, being more variable and independent. Evaluation and control is determined locally and therefore a high level of autonomy can be found in those subsidiaries. 10 Local personnel, Host Country Nationals (HCNs), are educated to lead locally. 11 2. 1. 3 Geocentric staffing Following the geocentric staffing approach organizations are generally complex and interdependent worldwide like McDonalds or Apple. Universal standards for evaluation and control apply and nationality does not matter in favour of ability. The best talent educated to lead worldwide. 12 This also implicates working with Third Country Nationals (TCNs). 2. 1. 4 Regiocentric staffing The fourth staffing strategy is a mixture of the polycentric and the geocentric approach. Managers are generally selected on the basis of being the best in the region, with international transfers generally being restricted to regions. This kind of strategy has become more and more popular during the last years with many MNCs choosing to organize operations regionally. 13 2. 2 Personnel recruitment General target of personnel recruitment is to find an appropriate candidate for the right job. This process may be either conducted from outside or inside the company. Both ways of recruitment possess of advantages and disadvantages, but these can only be named exactly in a concrete recruitment case. 2. 2. 1 Internal recruitment There are different ways of internal recruitment. Personnel may be transferred or promoted to the job as an example. Another form is an apprenticeship of young people, having the advantage to shape future personnel right from scratch. Employees may also perform an on-the-job training for their future position or responsibility. 14 According to Scherm recruitment for international assignments within the company is mostly done by above-mentioned promotions or relocation of staff from one facility to another. 15 The advantages of internal recruitment are on hand. Companies know their potential expatriate longer, are used to their behaviour, thinking, skills and company as well as product specific knowledge. This reduces the risk of selecting the wrong candidate. According to the Global Relocation Trends Survey 200916, only 11 % of the expatriates expected to go abroad have been newly recruited externally. Due to the high selection risks, internal recruiting dominates. As basis for the recruitment decision performance measurements, personal reports, interviews with the employee as well as career plans are taken into account. 17 2. 2. 2 External recruitment If qualified personnel cannot be found internally, recruitment is done outside the company. This is also the case if the company is not able to qualify their personnel within a set time frame or due to lack of experienced staff. It is most important that companies know the relevant job market if they want to succeed in recruiting employees externally as well as doing this in an economically way. External recruitment can then be divided into two segments, passive and active external recruitment. Whereas active external recruitment means addressing potential candidates through e. g. different institutions, media or by using social networks, passive external recruiting companies set their emphasis on spontaneous, speculative applications of respective candidates or mouth-to-mouth propaganda of their great company image. 18 In case recruitment for an international assignment is done externally the risk for selecting the wrong candidate is often minimized by outsourcing the task to an external consultant or agency as they generally have more experience. 19 Nevertheless, the traditional ways of searching for the right candidate, e. g. simply advertising the vacancies in the local newspapers or online, employment centres or job fairs, are still applicable. Candidates from outside the company may bring in new ideas and may have a wider range of experience due to their former tasks but the selection process might take longer, might require extensive personnel resources and might be more expensive (e. g. advertising and interview process, personnel consulter). 2. 3 Personnel selection For an international assignment to become a great success for both, company and expatriate, selecting the right candidate out of several is one of the most important steps of the whole process. Several selection strategies are used and quite common but failure situations in individual assignment cases are widely spread in MNCs. 20 In order to make sure that the candidate possesses the right characteristics, qualifications, and skills a detailed job description and information about coming management tasks can be very helpful during this process. Unfortunately, these proper specifications are often not available or only give a rough overview of upcoming challenges. 21 2. 3. 1 Selection criteria A first impression about the population of expatriates provides the demographic data study of the Bookfield Global Relocation Trend Surveys. 22 For 2009 it is stated that 75 % of all expatriates have been aged between 30 and 49 whereas 80 % of them have been male. Only 9 % have had prior experience as international expatriates. 27 % have been single and therefore sent without partner and almost half of them have been sent off together with their kids. 23 Usually the HR Manager selects the expatriate according to the following criteria: A specific or subject-related qualification as the expatriate often has no other specialist on site. Personal characteristics like motivation, discipline, patience, endurance, and readiness to take on responsibility. Cultural openness, willingness to learn and experience new things, open-minded, no resistance to change. Family-related criteria The single criteria may overlap to a certain point. In literature different weightings for all of these criteria exist but they all agree to the fact that Family and Cultural openness should be most taken into account. 24 2. 3. 2 Final selection process and instruments Generally, there are no other specific selection processes or criteria used for finding a candidate for an international assignment than the ones used in national context. Among selection process and criteria four are widely known, starting with the general application documents. Job requirements and the matching candidate personal profile decide in first instance who is to be invited to a personal interview. If it is decided to recruit a candidate internally, generally the previous career and the internal development of the employee are taken into account. Often, prior to an invitation to a personal interview, candidates have to successfully take part in an assessment centre focusing more and more on intercultural competences like empathy, cultural understanding, behaviour etc. 25 It is seen as an advantage of the external assessment of intercultural competence in intercultural assessment centres that the requirement regarding the behaviour and orientation are high and the candidates will be evaluated by several observers over a longer period. 26 In addition to this, personal interviews, together with wife or husband of the respective expatriate are increasing as it is important that they support and understand situation and coming tasks. They can help the expatriate to stay grounded and sometimes they even move with the expatriate to the new country. Last, tests can be used as a selection technique ranging from general mental ability tests to psychological tests. Finally, neither in literature nor in practice a general opinion which of the above mentioned selection processes and criteria are most appropriate or useful in regards to international assignments or the identification of intercultural competent employees exist. 27 3. Contractual conditions of the employment abroad 3. 1 Objectives of a contract No matter if a company operates nationally or internationally, the contract of an employee should be compliant with labour law standards, offer transparency and motivate staff in order to decrease fluctuation. Further, it should provide the legal and financial frame work of the working relation and last but not least should be economical and cost effective for the company. Protection of human life, health, and comfort by creating a strong and cohesive culture as well as safe working environment should been given highest priority and objective of contracts. 3. 2 Compensation Depending on the international orientation of the company as well as kind and duration of the international assignment there are three different compensation policies which can be differentiated, following below. 3. 2. 1 Ethnocentric compensation policy The Ethnocentric compensation policy is often used in combination with the Balance Sheet Approach: During a short-term assignment (delegation, 1 to 5 years)28, the employee retains his residence in the home country. His family usually stays back there, as moving those with the expatriate would exceed costs. The salary is paid by the parent company in the currency of the country of origin and charges can be passed on to the foreign company if applicable. The employee remains employee of the parent company and retains his employment contract. A supplementary agreement to this contract is set up for all specialties such as tasks, duration, home flights, remuneration vacation etc. 29 About 60 % of German companies are using this compensation policy for their assignments. 30 Advantages are on hand: The expatriate can maintain home country living standards and generally receives a surplus for the additional future challenges and efforts. Therefore, this approach is accepted by most employees. Disadvantages for the company are sometimes massive compensation differences within a country e. g. the salary of a PCN might be considerably higher as that of a HCN. This fact might de-motivate local employees. Furthermore, the ethnocentric compensation policy is complex in administration. 31 3. 2. 2 Regiocentric compensation policy The Regiocentric compensation policy is often used in combination with the Going Rate Approach: During long-term assignment (relocation, 1 to 5 years)32 compensation is based on the Host Country. As the term ‘relocation’ already says, the employee gets directly involved in the foreign company. Usually, the family moves with the expatriate to the hospitable country and the salary is paid in the local currency directly by the foreign company. However, there are ways to still pay out a part of the salary in the currency of the home country, if desired. The existing contract with the parent company is brought to rest. The employment relationship however is not cancelled just like during military service or parental leave. At the termination of employment abroad the contractual ties between employee and parent company come back to life again. 33 Currently, approximately 11 % of German companies are using this compensation policy for their assignments. 34 Advantages are quite obvious: As the salary of the expatriates is linked to the salary structure of the host country salaries might be less costly in low-wage countries. Further the approach encourages equality between locals and expatriates and the identification with the host country. Due to an expected change in the living standards as well as huge variation between the expatriates’ salaries in different countries this approach is often very low accepted by expatriates. 35 3. 2. 3 Global compensation policy The global compensation policy neither considers the standards of the parent country nor those of the host country. Compensation is set globally and independently from other countries. This approach should provide the basis for an international remuneration policy. It should fit into corporate identity and should give international expatriates of MNC the opportunity to gain international experiences on the same level, offering transparency and the same salaries worldwide. Although corporate guidelines for a compensation policy often exist, they can hardly be found in the above described pure form but are being mixed up as due to costs and laws in the host countries compensation policies often require adjustment. 36 4. Preparation and support In order to make the international assignment a huge success for both the candidate and the company there are several measures which can be taken to prepare and support the expatriate. Support is an on-going process and done by superiors, responsible persons or agencies. It does only end after repatriation whereas the preparation phase should start directly after recruitment and ends with the expatriate departing. According to Festing, training and support have to take the process of cultural adjustment into account, and can therefore be divided into the phases described below37. 4. 1 â€Å"Pre-Departure† Training Preparation and training can help to improve the ability to interact effectively and adequately with foreigners in working and non-working environments38. An ideal pre-departure preparation is therefore quite necessary. This preparation should enhance knowledge about cultural, political, legal, economic, and social conditions of the host country and provides the expatriate with all general information. If the expatriate is not fluent in the host country language, foreign language instructions and trainings should be offered. Other practices of pre-departure training include look-and-see-trips, orientation by lectures and briefings, cross-cultural trainings in order to understand why foreign partners think and behave in different ways as well as briefings by returnees who can give the expatriate valuable and important insider information. These pre-departure trainings should be extended to the expatriates’ family wherever possible and necessary. 39 4. 2 â€Å"Start-upâ€Å" Training After departure of the expatriate, the start-up training in the host country begins. The parent company helps the expatriate and his or her family in different forms (coping with the adaptation to a foreign environment, accommodation, school for children, safeguarding the interests of the expatriate in the parent company etc. ) and continues to be present. The intensity of the support varies depending on the resources and systems the different MNCs have implemented. A mentor system is most common and should ensure that each expatriate has been assigned a senior executive at home or on-site, who has a â€Å"parent† function. 40 Furthermore, a detailed employee orientation plan for the new position in the host country can be helpful for the expatriate to find his or her way around. The continuous and direct contact to the headquarter during this stage is crucial as the expatriates should still feel connected to the company and not be left behind. Often expatriates continue to learn the language of the new country in local courses, receive specific further trainings or coaching either by experts from the parent company or by local trainers. 4. 3 â€Å"Cultural shock preventionâ€Å" Training As adoption of new thoughts and behaviours of a new culture and situation requires more time than any cross-cultural training program can offer the expatriate in advance during this stage the expatriate requires extensive support. As expatriates tend to see everything more from a touristic point of view first, they finally arrive in the host country. They easily get frustrated or disappointed by a variety of things (language barriers, behavioural differences, climate etc. ) during this stage and the experience of unpredictability in combination with the feeling of abandonment and isolation possibly comes over the expatriate and his or her family. Helpful during this stage is the assigned mentor. The expatriate can talk with the mentor about his or her feelings and share information and experience. An information exchange with other expatriates is also advantageous as they often understand problems, feelings, and thoughts better as the mentor. If the expatriate is accompanied by his or her family and the spouse does not work during the international assignment, cultural adaptation difficulties are quite more problematic and more intense than the expatriates’. 41 5. Repatriation 5. 1 Reintegration Generals â€Å"When the expatriate is sent abroad he expects the new, unknown situation and the problems involved. But when he returns to his home country, he encounters it completely unexpected†42. This statement of Adler still describes the situation an expatriate often has to face when returning to the home country very well. They have left with a special task or order to complete but when they return they often do not exactly know how their position in the headquarter and their life will look like. Further problems are often connected to the duration of the assignment, the expatriates personal experiences made in the host country, cultural differences on-site and abroad, the expatriates personal situation as well as the repatriation support. 43 Therefore, it is hard to find a general recipe for successful reintegration planning. Individual solutions have to be found and every international assignment and expatriate has to be looked after individually. â€Å"The repatriation of staff into the parent company already starts with the selection and preparation decisions for the foreign assignment. The reintegration does not end with the return to the parent company and is not completed until the staff has been introduced to its new position in the company’s headquarters, performs effectively and feels comfortable with his job†44. In order for the expatriate to reintegrate successfully and not to quit the company after the assignment and a consequent loss for the mother company of investment and expertise (human capital), the reintegration process should be divided into the three stages following below. 5. 2 Before expatriation Already before the international assignment has taken place it should be discussed with the expatriate what he or she expects of a future position, how the expatriate would like to develop, how the expatriate sees the future career as well as tasks. This is often done by the mentor of the expatriate for the international assignment. As the expatriation program is very expensive and time consuming for a company, failure rate or the possibility of the expatriate leaving the company after the assignment should be eliminated. Generally, an employee, who is willing to work and live for probably years in a foreign country, with all personal consequences, should be integrated into an internal performance program, right at the beginning of the assignment. Setting up an agreement outlining the type of position expatriates will be placed in upon repatriation, the compensation and a general idea of their future job description should be arranged prior to going abroad. 45 Another possibility to limit reintegration problems is the idea to limit the assignment in its duration in advance to about 3-5 years. This limitation should prevent the expatriate from getting too attached to the way of living, behaviour, values, and culture of the host country and facilitate repatriation upon return. 46 It is seen as advantageous that the expatriate is able to foresee a concrete end to the assignment. 47 5. 3 During expatriation During the assignment, it is important that the expatriate has continuous contact and an on-going information exchange with the home office. This can be done by the mentoring program itself, regular home flights, company newsletters, information exchange platforms, and media like intranet or weekly telephone conferences with superiors and colleagues. 48 The expatriate should feel as a part of the company and should also be able to develop a worldwide network, learn to think global, and actively exchange information, knowledge and experience with other colleagues and expatriates. There should never come up the feeling to be forgotten or left behind. 5. 4 After expatriation As indicated by Johnston, from the repatriate’s perspective problems associated with reintegrating into the home country are loss of status, loss of autonomy, loss of career direction, and a feeling that the company undervalues international experience. 49 In order to avoid these problems, most MNCs offer a reorientation program where their repatriates take part in. These reorientation programs can provide immediate help in most of the work-related questions arising after expatriation. The repatriate is given information on new products, organizational changes, personnel, corporate culture, market and new strategies and developments. Sometimes also an experience exchange with former expatriates takes place in order to facilitate reintegration and manage the reverse culture shock as well as sudden change in lifestyle. The former expatriates can help the repatriates to cope with their new experiences as they have been mainly through the same. Additionally, repatriates are often used to train and coach colleagues that are about to begin their assignments to share their experience and give the expatriate the perception that their work and international expertise is valued, recognized, and needed. This should avoid professional disappointment and under-utilization of newly developed global skills of the expatriates. The new position of the repatriate should fit to newly developed skills and experience or the former position should be extended but not restricted to nine-to-five work. Career deficits upon returning should be compensated by HR training methods. Social repatriation measures also include support in the adjustment back to social lifestyle, status, housing, financial counselling, and tax assistance, school systems and children’s education as well as spouses new job search, if applicable. 50 6. Conclusion 6. 1 Target achievement â€Å"Expatriation is an important step towards becoming a global leader†51. Furthermore, an international assignment is a powerful experience in shaping the perspective and capabilities of effective global leaders. People are the key to success; they are the ones behind the strategy. Developing and retaining human capital becomes more and more important nowadays. â€Å"During expatriation, managers find the opportunity to acquire and/or master their coping, cross-cultural communication, conflict resolution, negotiation, networking, and coaching skills. They also develop business, technical, and managerial competencies while overseas, where they have to adapt to a variety of roles such as integrator, balancer, change agent, mentor/motivator, and talent developer. If international assignments are important to global leadership development, then this opportunity should be given early in a manager’s life†52. Additionally to give mangers and/or employees the opportunity to international assignments they have to be prepared and supported to become successful. This term paper points out that cross-cultural training, support, preparation, and repatriation training can make a difference in the history of successes of international assignments of MNCs, although it is mainly underestimated. Employees are hired everywhere in the world, wherever the necessary skills, training and experience can be found. Due to time pressure, employees are often sent to foreign countries on very short notice. Furthermore, there is still a prevalent belief that intercultural knowledge and skills are not really essential to success when collaboration with foreigners. In addition to this ignorance, there are doubts about the training effectiveness. Managers are frequently not convinced that cross-cultural training is really an effective means for gaining control of the complex issues of international cooperation. These facts make it somehow quite difficult to progress in the international assignment process. 53 6. 2 Prospects Today, an international assignment is more than only vacation abroad. The learning-by-doing approach had become outdated. In order to keep up with internationalization, companies should focus on developing global leaders and therefore structure their IHRM process quite well. This includes a strategic expatriation and repatriation policy as losing repatriates to the competition will sooner or later create a huge competitive risk and already costs the company quite a lot of money. In order to progress and ameliorate the international assignment process however, companies have to conduct further research in some fields. This starts with selecting the right candidate for the job. How does the job look like in detail and which requirements are set? How long should the assignment exactly take and what are the specific goals? A concrete job description is one step forward to a structured IHRM process. If the expatriate e. g. is accompanied by the spouse, which possibilities does the company have to find an adequate job for both in the same region (dual career couples)? If it would be possible to enhance satisfaction of the spouse of the expatriate, this might also reduce the risk of failure of the assignment. The same question is to be asked upon their return. Furthermore, research is also needed with regard to the question of how the allocation of the position the expatriate will receive upon return can be planned and implemented in the long run. The expatriate should have the impression that career planning is well structured and thought-out. Another question could be how expatriates are able to successfully pass on their knowledge generated abroad, in their home company. Organisational learning should be most important as otherwise the expensive purchased knowledge is lost and worthless. The above named questions are only several which could arise during each company’s individual research and amelioration process. List of references Adler, N. J. (1986): International Dimensions of Organizational Behavior, Boston 1986 Armstrong, M. (2003): A handbook of human resource management practice, 9th edition, Kogan Page Limited, London 2003 Bergemann, N. , Sourisseaux, A. L. (2003): Internationale Personalauswahl, in: Interkulturelles Management, pp. 181-235, Berlin, Heidelberg 2003 Black, J. S. , Mendenhall, M. (1990): Cross-cultural training effectiveness: A review and a theoretical framework for future research, in: Academy of Management Review 1990, 15. Jg. , Nr. 1, pp. 113-136 Brynningsen, G. (2009): Managing Expatriates on International Assignments, Otago Management Graduate Review 2009, 7. Jg. , pp. 1-17 Caligiuri, P. , Lazarova, M. (2001): Strategic repatriation policies to enhance global leadership in: M. Mendenhall, T. Kuhlmann and G. Stahl (Hrsg. ): Developing global business leaders: Policies, processes, and innovations, Westport 2001, pp. 243-256 Collings, D. G. , Scullion, H. (2004): Approaches to international staf? ng, Global staffing, New York 2004 De Cieri, H. , Dowling, P. J. (2006): Strategic international human resource management in multinational enterprises: Developments and directions, in: Stahl, G. K. , Bjorkmann, I. (Hrsg. ): Handbook of research in international human resource management, Glos (UK) 2006, pp. 15-35 Deshpande, S. P. , Viswesvaran, C. (1992): Is cross-cultural training of expatriate managers effective: A meta analysis, in: International Journal of Intercultural Relations, 1992, 16. Jg. , Nr. 3, pp. 295-310 Dowling, P. , Weber, W. , Engle, A. D. (2010): Internationales Personalmanagement, Berlin 2010 Feldman, D. , Thomas, D. (1992): Career management Issues Facing Expatriates, in: Journal of International Business Studies, 1992, Vol. 23, No. 2, 2nd Qtr. , pp. 271-293 Festing, M. , Dowling, P. J. , Weber, W. , Engle, A. D. (2011): Internationales Personalmanagement, 3. Auflage, Wiesbaden 2011 Gaugler, E. (1989): Repatriierung von Stammhausdelegierten, in: Macharzina, K. , Welge, M. K. (Hrsg): in: Handworterbuch: Export und internationale Unternehmung, Stuttgart 1989, Sp. 1937-1951 Gregersen, H. B. , Mendenhall, M. E. , Stroh, L. K. (1999): Globalizing people through international assignments, New Jersey 1999 Harvey, M. , Novicevic, M. (2006): The evolution from repatriation of managers in MNEs to ‘patriation’ in global organizations, in: Stahl, G. K. , Bjorkmann, I. (Hrsg. ): Handbook of research in international human resource management, Glos (UK) 2006, pp. 323-346 Harvey, M. , Moeller, M. (2009): Expatriate mangers: A historical review, in: International Journal of management reviews, 2009, 11. Jg. , Nr. 3, pp. 275-296 Hays, R. D. (1974): Expatriate selection: Insuring success and avoiding failure, in: Journal of International Business Studies, 1974, Vol. 5, No. 1, pp. 25-37 Johnston, J. (1991): An Empirical Study of Repatriation of Managers in UK Multinationals, in: Human Resource Management Journal, 1991, 1. Jg. , Nr. 4, pp. 102-109 Kealey, D. J. , Protheroe, D. R. (1996): The effectiveness of cross-cultural training for expatriates: An assessment of the literature on the issue, in: International Journal of Intercultural Relations, 1996, 20. Jg. , Nr. 2, pp. 141-165 Kuhlmann, T. M. , Stahl, G. K. (1998): Diagnose interkultureller Kompetenz und Examinierung eines Assessment Centers, in: Barmeyer, C. I. , Bolten, J. (Hrsg. ): Interkulturelle Personalorganisation, Berlin 1998 Mendenhall, M. E. , Kuhlmann, T. M. , Stahl, G. K. (Eds. ). (2001): Developing global business leaders: Policies, processes, and innovations, Porthsmouth 2001 Mendenhall, M. E. , Kuhlmann, T. M. , Stahl, G. K. , Osland, J. S. (2002): Employee Devopment and Expatriate Assignments, in: Gannon, M. J. , Newman, K. L. (Hrsg. ): The Blackwell handbook of cross-cultural management, Oxford 2002, pp. 155-183 Mertesacker, M. (2010): Die Interkulturelle Kompetenz im Internationalen Human Resource Management: Eine konfirmatorische Evaluation, Lohmar 2010 Pellico, M. T. , Stroh, L. K. (1997): Spousal assistance programs: An integral component of the international assignment, in: Aycam, Z. (Hrsg. ): New approaches to employee management, Expatriate Management: Theory and research, Vol. 4, Philadelphia 1997, pp. 227-243 Peltonen, T. , Ladwig, D. (2005): Repatriierung und Identitatsbildung: Eine neue Betrachtungsweise der Reintegration nach einem Auslandseinsatz, in: Stahl, G. K. , Mayrhofer, W. , Kuhlmann, T. M. (Hrsg. ): Internationales Personalmanagement, neue Aufgaben, neue Losungen, Munchen und Mering 2005, pp. 325-346 Scherm, E. (1999): Internationales Personalmanagement, 2. Auflage, Munchen 1999 Scherm, E. , Su? , S. (2009): Internationales Management III, Personal und Controlling, 2. Auflage, Hagen 2009 Scherm, E. , Su? , S. (2011): Personalmanagement, Munchen 2011 Solomon, C. (1995): Repatriation, Up, Down, or Out? â€Å", in: Personnel Journal, 1995, Vol. 74, No. 1, p. 28 Stahl, G. K. , Miller, E. L. , Tung, R. L. (2002): Toward the boundaryless career: a closer look at the expatriate career concept and the perceived implications of an international assignment, in: Journal of World Business, 2002, 37. Jg. , Nr. 3, pp. 216-227 Trends Survey 2009: Toronto et al. : Brookfield Global Relocation Services Wagner, D. , Zander, E. , Hauke, C. (1992): Handbuch der Personalleitung: Funktionen und Konzeptionen der Personalarbeit im Unternehmen, Munchen 1992 Weber, W. , Festing, M. , Dowling, P. , Schuler, R. (2001): Internationales Personal-Management, 2. Auflage, Wiesbaden 2001 Declaration in lieu of oath I hereby declare that I produced the submitted paper with no assistance from any other party and without the use of any unauthorized aids and, in particular, that I have marked as quotations all passages, which are reproduced verbatim or nearby-verbatim from publications. Also, I declare that the submitted print version of this term paper is identical with its digital version. Further, I declare that this term paper has never been submitted before to any other examination board in either its present form or in any other similar version. I herewith agree that this term paper may be published. I herewith consent that this term paper may be uploaded to the server of external contractors for the purpose of submitting it to the contractors’ plagiarism detection systems. Uploading this term paper for the purpose of submitting it to plagiarism detection systems is not a form of publication.

The Social Security Crisis :: essays research papers

The Social Security Crisis   Ã‚  Ã‚  Ã‚  Ã‚  The Presidential election will be coming up this November and the question that many of Americans have on their mind is what are you going to about the Social Security crisis? This question has our nation divided between generations. The elder people of our nation (ages 50 and up) fell confident that Social Security will be there for them and that it should be left alone. On the other hand the Baby Boomers (ages 31-49) and Generation X (ages 18-30) lack this confidence fearing that they will never receive Social Security, and the money they put in would be a waste. Many politicians are afraid to touch this issue because the elder still make a large number of the voting block. Speaking as a member it is our duty to vote for change in Social Security to ensure we will have something to look forward to when we retire. We can not wait any longer to defeat this crisis.   Ã‚  Ã‚  Ã‚  Ã‚  For those who don't know the Social Security crisis is the threat that Social Security may go bankrupt. Well its more than just a threat its the reality. The common belief is that Social Security is a saving fund where the government takes a certain percentage out of our weekly pay. Then that money is put into a savings fund where it is held until you retire. When they retire money is returned to them in monthly checks plus the interest. This is where they are wrong. Social Security is a pay-as-you-go system where the current workforce pays for the present retirees, and then when they retire they will depend on the workforce and so on and so on. Which is fine when you always have more workers then retirees. This is the problem the government will face when the Baby Boomers retire in the year 2010. In 1950 there were 7.2 workers for each retiree. Today there are 3.2 workers for every retiree, an by the year 2020 there will only be 2.

Political Philosophy and the US Constitution: Influences of Locke and Mill Essay

The US Constitution offers an arrangement of the American governmental system. Interestingly, it was influenced by political philosophers whose works too had inspired people across the globe especially on the values of democracy. This essay is devoted on providing an account of how two men inspired the framers of our constitution namely, John Locke and John Stuart Mill. John Locke was one of the great political philosophers who would defend the existence of a government in our society. It is quite interesting how intellectuals like him begin the journey toward a parsimonious theory by looking deeply into the state of nature. Locke’s state of nature is one where humans have freedom. His was an optimistic view of how men, being equal amongst them establish order in the law of nature which is governed by reason. This reason guides men to avoid doing harm on anyone else’s liberty, health, life and possessions. Yet, men give up their state of nature to preserve their lives, liberties and estates or what he called- property. Read more: Constitution mini q answers essay Property is created by labor. The human effort mixed with natural resources is the criterion that justifies private property. Man’s desire to avoid the disadvantages of the state of nature given the scarcity of resources threatening life and freedom or his â€Å"state of war† is the root of man’s will to form a society and eventually a government, which is established not by a contract but by fiduciary trust. People consent to a political power for three reasons: the establishment of law, an impartial judge for law enforcement, and a penalty to punish law violators. Men formed government in order to preserve these liberties, lives and properties and since they are born with them then no government can take that away from them. Man has inalienable rights and liberty that must be protected- anyone who transgresses the law of nature and whose act causes injury upon others will ought to be penalized. He considers the legislature the highest body of government since it is the one hat preserves the society and creates the laws. According to Locke, the people become trustor and beneficiary while the legislature is the trustee. The legislature holds the supreme power according to Locke upon which the executive must be subordinate, yet the people remain above all organs of the government. These ideas were contained in his â€Å"Second Treatise of Government†, which were likewise adopted in the US Constitution. Locke argued that people has the sovereignty not the rulers. In the Declaration of Independence it was stated that, â€Å"governments derive their just powers from the consent of the governed. † This is an illustration of how Locke influenced the US Constitution by ensuring that the rulers are accountable to the people. The legislature assures that the law must apply to all; they must not be arbitrary and not oppressive; they must not raise taxes without people’s consent and; must not transfer its law-making body to anyone else. A presidential democratic system of government was preferred since Locke himself did not believe in the divine supremacy of a monarchy. The government does not have rights, only the people have. Locke asserts that the people have supreme power to remove or alter the legislative when they find a legislative act contrary to the trust reposed in them. Since property precedes government, and considering that it is the end to which men unite into a political society, the state then cannot take away any of his property without his consent. This is manifested in the Fourteenth Amendment to the constitution of the United States saying that, â€Å"no state shall deprive any person of life, liberty or property, without due process. † The Constitution itself that was chartered by the majority is higher than the rulers. The Supremacy Clause of Article VI establishes the â€Å"rule of law,† which supports the idea that the government itself, with the Congress and the Executive, must abide by the law. Locke too conceptualized on the â€Å"separation of powers† and governmental â€Å"checks and balances†. Locke believed that the importance of rationality as a human faculty, could overrule the interests of the public good if left unchecked in the legislature. He was also pessimistic of the concentration of powers in only one body of government as it could lead to tyranny and abuses. Locke’s theories of disobedience also shed light to the right of individuals to political association and political opinion. Accordingly, revolution is not only a right but also an obligation. It must be noted that people’s obedience to the government is due to the latter’s protection of their values. When government encounters dissolution from within- for instance when the president overrides the laws and defeats the legislature, the people are at liberty to erect a new government by changing persons, form of government or both. Failure of the state to provide or sustain that protection would result to people’s replacement of the government. There are three types of commonwealth according to Locke-democracy, monarchy, or oligarchy. Treating the Commonwealth as not necessarily a democracy for any type can be considered one if it promotes the public good, people always have the power to change government type determined by the holder of legislative power. Yet rebellion however is justified in the instances where the people are made miserable, could be avoided if free communication channels are maintained; besides revolution doesn’t occur in little mismanagement of the public affairs. There are better ways as initialized by the Constitution on how to formally replace ineffective leaders that is through impeachment and through peaceful elections. Hence, the overall contribution of John Locke to the US Constitution are the following; limited government, inalienable individual rights, and inviolability of property. The First Amendment of the US Constitution protects freedom of speech and expression. This is probably John Stuart Mill’s greatest contribution in political philosophy with application to US politics. Mill focused on how the practice of one’s absolute freedom like freedom of opinion and sentiment, which is an essential component of liberty, should prevail, as it is critical to the determination of truth and justice. According to him, unless absolute freedom of opinion and sentiment- scientific, moral and theological- is guaranteed, a society is not completely free. Mill guards against a tyranny of opinion and feeling. He guards against the tyranny of the majority, which is a result of ethical norms proposed by society. Hence, he referred to eccentricity as a character when and where strength has abounded, perhaps as a result of courage to pronounce one’s belief albeit there is already one that is generally accepted. Democracy should arise from a condition where majority has been able to show genius, courage and vigor-which are personalities of eccentrics. Mill calls for individualism and creativity. Mill explains his defense of expression of opinion using a utilitarian perspective- that maximization of one’s freedom is for the benefit of the society as it breeds human progress due to competition of ideas. First, Mill states that the â€Å"opinion which we silence may be true and in silencing it we assume our own infallibility; though the silenced opinion may be erroneous on the whole, it may be partly true, and because the prevailing opinion on any matter is rarely the complete truth, it is only by the collision of adverse opinions that the remainder of truth has any chance of being supplied; even if the prevailing opinion be the complete truth, it will inevitably become dogma, prejudice and formula unless it is exposed to the challenge of free discussion† (Ebenstein, 2000). Mill opposes majority rule, as it appears to him a domination of a specific class. He prefers representative government as it brings about representation of the minorities. This suggestion was adopted in the US Constitution specifically on the election of presidents and vice-presidents by Electoral College and by creating a legislature consisting of district representatives. Locke and Mill’s insights are useful in our political environments up to this date. They have enabled democracy to flourish in America by insisting on their liberal traditions. In international relations, their principles are similarly utilized in the promotion of rights and freedom as well as the protection of every state’s territory and the designation of international institutions, which are tasked to protect nations from abuses and external threats. References: Amar, Akhil Reed. America’s Constitution – A Biography. New York, NY: Random House, 2005. Ebenstein, William and Alan Ebenstein. Great Political Thinkers: Plato to Present. 6th Edition. Thomson Wadsworth. 2000. â€Å"John Locke†. Democracy and the Origins of Constitution. In http://www. sullivan- county. com/bush/constitution. htm Shields, Currin. â€Å"The Political Thought of John Stuart Mill. † In http://www. ditext. com/mill/rg/shields. html

Iris Setosa, Iris Versicolour

Finally, the â€Å"Zoo† data set Is a trivial one with 7 classes, which are animal groups, with a total of 101 instances. Each animal instance contains 18 attributes, those of which include the animal's name or race, 2 numeric for its legs and its type, and 15 Boolean-valued attributes; those that involve simple yes or no answers. The following is an analysis of 4 classification algorithms that can be optimally used for these data sets.ANN. would be a good decision when simplicity and accuracy are the overwhelming factors, like in the â€Å"Zoo† data set. This classification algorithm does not focus on the prior probabilities, and is very efficient in structure. The primary computation is the sorting procedures in order to guru out the k-nearest neighbors for the test data. There are many advantages. It is structurally trivial, but it's able to make complex decision boundaries, it doesn't need much information to be able to work, it naturally gets in tune with our probl em-solving techniques, and it learns easily.The disadvantages are that it takes quite a long time to classify and that it's somewhat hard to find the best value for k. Decision Tree The Decision Tree algorithm helps solve the problem of classifying data into multiple groups of data. It provides innovative rules for solving large amounts of classification assignments because it arks on every different type of data. It's well-suited for analyzing abundant amounts of info, such as the â€Å"Adult† data set, because it does not need to load all the data in the system's main memory all at the same time.It uses a root system to remove the burden of the problem's difficulty. The Decision Tree exploration engine is used for assignments such as classifying databases or predicting results. These decision trees should be used when your mission is to assign your records to some ample categories. They help you out with rules that are easy to comprehend, ND those which can also help you pi npoint the best fields in case of future involvement in the project. There are an equal amount of advantages and disadvantages here.In the bright side, it is easy to comprehend and to generate rules, and it makes your life a whole lot easier when the problem gets degraded in difficulty. On the other hand, once an error has been made on a node at level n, then any and all nodes at level n-l, n-2, n-3,†¦ , n-k will also be wrong. Furthermore, it is not good at handling continuous variables. Nevertheless, being able to work with mass scale database files with Just his algorithm is reputable in itself.

Biography of Rita Levi-Montalcini, Nobel Prize Winner

Biography of Rita Levi-Montalcini, Nobel Prize Winner Rita Levi-Montalcini (1909–2012) was a Nobel Prize-winning neurologist who discovered and studied the Nerve Growth Factor, a critical chemical tool the human body uses to direct cell growth and build nerve networks. Born into a Jewish family in Italy, she survived the horrors of Hitlers Europe to make major contributions to research on cancer and Alzheimers disease. Fast Facts: Rita Levi-Montalcini Occupation: Nobel Prize winning neuroscientistKnown For: Discovering the first nerve growth factor (NGF)Born: April 22, 1909 in Turin, Italy  Parents Names: Adamo Levi and Adele MontalciniDied: December 30, 2012 in Rome, ItalyEducation: University of TurinKey Accomplishments: Nobel Prize in Medicine, U.S. National Medal of ScienceFamous Quote:  If I had not been discriminated against or had not suffered persecution, I would never have received the Nobel Prize. Early Years Rita Levi-Montalcini was born in Turin, Italy, on April 22, 1909. She was the youngest of four children from a well-to-do Italian Jewish family led by Adamo Levi, an electrical engineer, and Adele Montalcini, a painter. As was the custom in the early 20th century, Adamo discouraged Rita and her sisters Paola and Anna from entering college. Adamo felt that the womans role of raising a family was incompatible with creative expression and professional endeavors. Rita had other plans. At first, she wanted to be a philosopher, then decided she wasnt logically minded enough. Then, inspired by Swedish writer Selma Lagerlof, she considered a career in writing. After her governess died of cancer, however, Rita decided she would become a doctor, and in 1930, she entered the University of Turin at the age of 22. Ritas twin sister Paola went on to great success as an artist. Neither of the sisters married, a fact about which neither expressed any regret. Education Levi-Montalcinis first mentor at the University of Turin was Giuseppe Levi (no relation). Levi was a prominent neurohistologist who introduced Levi-Montalcini to the scientific study of the developing nervous system. She became an intern at the Institute of Anatomy at Turin, where she grew adept at histology, including techniques like staining nerve cells. Giuseppe Levi was known for being something of a tyrant, and he gave his mentee an impossible task: figure out how the convolutions of the human brain are formed. However, Levi-Montalcini was unable to obtain human fetal tissue in a country where abortion was illegal, so she dropped the research in favor of studying nervous system development in chick embryos. In 1936, Levi-Montalcini graduated from the University of Turin summa cum laude with a degree in Medicine and Surgery. She then enrolled in a three-year specialization in neurology and psychiatry. In 1938, Benito Mussolini banned  non-Aryans from academic and professional careers. Levi-Montalcini was working at a scientific institute in Belgium when Germany invaded that country in 1940, and she returned to Turin, where her family was considering emigrating to the United States. However, the Levi-Montalcinis ultimately decided to remain in Italy. In order to continue her research on chick embryos, Levi-Montalcini installed a small research unit at home in her bedroom.   World War II In 1941, heavy Allied bombing forced the family to abandon Turin and move to the countryside. Levi-Montalcini was able to continue her research until 1943, when the Germans invaded Italy. The family fled to Florence, where they lived in hiding until the end of World War II.   While in Florence, Levi-Montalcini worked as a medical doctor for a refugee camp and fought epidemics of infectious diseases and typhus. In May 1945, the war ended in Italy, and Levi-Montalcini and her family returned to Turin, where she resumed her academic positions and worked again with Giuseppe Levi. In the fall of 1947, she received an invitation from Professor Viktor Hamburger at the Washington University in St. Louis (WUSTL) to work with him conducting research on chick embryo development. Levi-Montalcini accepted; she would remain at WUSTL until 1977.   Professional Career At WUSTL, Levi-Montalcini and Hamburger discovered a protein that, when released by cells, attracts nerve growth from nearby developing cells. In the early 1950s, she and biochemist Stanley Cohen isolated and described the chemical which became known as the Nerve Growth Factor.  Ã‚   Levi-Montalcini became an associate professor at WUSTL in 1956 and a full professor in 1961. In 1962, she helped establish the Institute of Cell Biology in Rome and became its first director. She retired from WUSTL in 1977, remaining as emerita there but splitting her time between Rome and St. Louis.   Nobel Prize and Politics In 1986, Levi-Montalcini and Cohen were together awarded the Nobel Prize in Medicine. She was only the fourth woman to win a Nobel Prize. In 2002, she established the European Brain Research Institute (EBRI) in Rome, a non-profit center to foster and promote brain research.   In 2001, Italy made her a senator for life, a role which she did not take lightly. In 2006, at the age of 97, she held the deciding vote in the Italian parliament on a budget that was backed by the government of Roman Prodi. She threatened to withdraw her support unless the government reversed a last-minute decision to cut science funding. The funding was put back in, and the budget passed, despite attempts by the opposition leader Francesco Storace to silence her. Storace mockingly sent her crutches, stating that she was too old to vote and a crutch to an ailing government. At the age of 100, Levi-Montalcini was still going to work at the EBRI, now named after her.   Personal Life Levi-Montalcini never married and had no children. She was briefly engaged in medical school, but had no long-term romances. In a 1988 interview with Omni magazine, she commented that even marriages between two brilliant people might suffer because of resentment over unequal success.   She was, however, the author or co-author of over 20 popular books, including her own autobiography, and dozens of research studies. She received numerous scientific medals, including the United States National Medal of Science, presented to her at the White House by President Ronald Reagan in 1987. Famous Quotes In 1988, Scientific American asked 75 researchers their reasons for becoming a scientist. Levi-Montalcini gave the following reason:   The love for nerve cells, a thirst for unveiling the rules which control their growth and differentiation, and the pleasure of performing this task in defiance of the racial laws issued in 1939 by the Fascist regime were the driving forces which opened the doors for me of the Forbidden City. During a 1993 interview with Margaret Holloway for Scientific American, Levi-Montalcini mused:   If I had not been discriminated against or had not suffered persecution, I would never have received the Nobel Prize.   Levi-Montalcinis 2012 obituary in the New York Times included the following quote, from her autobiography: It is imperfection- not perfection- that is the end result of the program written into that formidably complex engine that is the human brain, and of the influences exerted upon us by the environment and whoever takes care of us during the long years of our physical, psychological and intellectual development. Legacy and Death Rita Levi-Montalcini died on December 30, 2012, at age 103, at her home in Rome. Her discovery of the Nerve Growth Factor, and the research that led to it, gave other researchers a new way to study and understand cancers (disorders of neural growth) and Alzheimers disease (degeneration of neurons). Her research created fresh pathways for developing groundbreaking therapies.   Levi-Montalcinis influence in nonprofit science efforts, refugee work, and mentoring students was considerable. Her 1988 autobiography is eminently readable and often assigned to beginning STEM students. Sources Abbott, Alison. Neuroscience: One Hundred Years of Rita. Nature 458 (1909): 564–67. Print.Aloe, L. Rita Levi-Montalcini and the Discovery of NGF, the First Nerve Cell Growth Factor. Archives Italiennes de Biologie 149.2 (2011): 175–81. Print.Arnheim, Rudolf, et al. Seventy-Five Reasons to Become a Scientist: American Scientist Celebrates Its Seventy-Fifth Anniversary. American Scientist 76.5 (1988): 450–63. Print.Carey, Benedict. Dr. Rita Levi-Montalcini, Nobel Winner, Dies at 103. The New York Times December 30, 2012, New York ed.: A17. Print.Holloway, Marguerite. Finding the Good in the Bad: A Profile of Rita Levi-Montalcini. Scientific American  (2012, originally published 1993). Print.Levi-Montalcini, Rita. In Praise of Imperfection: My Life and Work. Trans. Attardi, Luigi. Alfred P. Sloan Foundation 220: Basic Books, 1988. Print.Levi-Montalcini, Rita, and Stanley Cohen. Rita Levi-Montalcini- Facts. The Nobel Prize in Physiology or Medicine 1986.  Web.

HARRIS Surname Meaning and Origin

HARRIS Surname Meaning and Origin Harris is generally considered to mean son of Harry. The given name Harry is a derivation of Henry, meaning home-ruler. Like many patronymic surnames, the surnames HARRIS and HARRISON are often found used interchangeably in early records - sometimes with the same family. Harris is the 24th most popular surname in the United States according to the 2000 census and the 22nd most common surname in England. Surname Origin: English, WelshAlternate Surname Spellings: HARRISON, HARIS, HARRIES, HARRISS, HARRYS, HARYS, HERRICE, HERRIES Fun Facts The popular Harris Tweed cloth takes its name from the Isle of Harris in Scotland. The cloth was originally handwoven by islanders on the Isles of Harris, Lewis, Uist and Barra in the Outer Hebrides of Scotland, using local wool. Famous People with the Surname HARRIS Arthur Harris - Marshal Arthur Bomber Harris, Commander in Chief of the Royal Air Force Bomber Command during World War IIFranco Harris - NFL running back, Pittsburgh Steelers. Best known for his immaculate reception during a 1972 AFC divisional playoff gameBernard Harris - 1st African-American to walk in spaceJillian Harris - star of the reality TV show The Bachelorette, 5th seasonNeil Patrick Harris - American actorMary Harris - early 1900s labor organizer; best known as Mother Jones Genealogy Resources for the Surname HARRIS Harris Y-DNA Project: If you are a male and have the Harris (or a variant spelling of the) surname, then this Y-DNA project invites you to join to help establish as many Harri lines as possible.HARRIS/HARRIES/HERRIES/HARRISS Genealogy: Genealogist Glenn Gohr has compiled a nice collection of information and genealogy on Thomas Harris (c. 1586 of England and Virginia, as well as general information about the Harris surname.Harris Family Genealogy Forum: Search this popular genealogy forum for the Harris surname to find others who might be researching your ancestors, or post your own Harris query. There is also a separate forum for the HARRISON surname.FamilySearch - HARRIS Genealogy: Find records, queries, and lineage-linked family trees posted for the Harris surname and its variations.HARRIS Surname Family Mailing Lists: RootsWeb hosts several free mailing lists for researchers of the Harris surname.Cousin Connect - HARRIS Genealogy Queries: Read or post genealogy queries for the su rname Harris, and sign up for free notification when new Harris queries are added. DistantCousin.com - HARRIS Genealogy Family History: Free databases and genealogy links for the last name Harris. Cant find your last name listed? Suggest a surname to be added to the Glossary of Surname Meanings Origins. Sources: Cottle, Basil. Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Menk, Lars. A Dictionary of German Jewish Surnames. Avotaynu, 2005.Beider, Alexander. A Dictionary of Jewish Surnames from Galicia. Avotaynu, 2004.Hanks, Patrick, and Flavia Hodges. A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick. Dictionary of American Family Names. Oxford University Press, 2003.Smith, Elsdon C. American Surnames. Genealogical Publishing Company, 1997.

'French argues that 'An awareness of the impact of (national) culture Essay

'French argues that 'An awareness of the impact of (national) culture on people in work organisations' is important in tod - Essay Example Furthermore, to compete in this globalized market, companies with cross border operation, commonly known as the MNCs are required to develop an ability that will help them to manage knowledge. Knowledge is imperative in international business principally because of the fact that it can reduce the managerial anxiety and uncertainty to a great extent. Along with that, new opportunities can also be identified with this approach. Levitt (1983) have stated that the importance of gaining knowledge about the subject of concern in more important if a company is operating in overseas locations. This knowledge can be in any form such as knowledge about the culture of the host country, consumer behaviour or it can be about the external environmental situation. In this project, the national culture of the country will be analysed and its impact on the business will be analysed. Furthermore, the study will also shed light on the significance of awareness of the impact of (national) culture of peo ple in work organizations in today’s world. ... Holden (2001) argues that a company planning to operate in the overseas location should frame a flexible business model that has the ability to change in accordance with the local lawsuits and the situation of the market. Thus, it is evident that standardization versus adaptation approach is extremely vital in the international business process as it drives an MNC’s ability to minimize the cost and respond to the demands of the local market. Bhagat, et al. (2002) in this respect have highlighted that national culture of a country has a strong influence on the decision of standardization versus adaptation for the management of knowledge. A number of research works carried out by Hofstede (1993) have shown that national culture influences the operations of a multinational corporation. For example, the areas which are mostly affected are marketing and communication practices and the human resource policy. In the similar way studies carried out by Bhagat, et al. (2002) have shown that the national culture of a country determines the organization’s activity pertaining to the management of knowledge, research and development activities, transfer of technology as well as the process of training. However, there is another set of authors who believe that the national culture of a country might also impact the knowledge management of an organization and therefore has a direct impact on the functioning of an organization. Takeuchi (2001) deems that with regards to the knowledge management convergence of approaches are evident among the companies. However, contradicting this point several researchers made it evident in their research papers that have not found any evidences pertaining to the differences in the