The Work Of Joseph Beuys Art Essay Example For Students

Book Essays

Book Essays Book Essay Book Essay Hummed. The Straight Facts about the Most Used and Abused Drugs Cynthia Kuhn Jackson Gemming. 8/15/12. RASH Honors Biology Buzzed, by Cynthia Kuhn, has a basic yet colossally wide theme. To give unquestionable realities about the most utilized and manhandled medications to the peruser. The writer attempted to do this in a manner that was truly reasonable to any suitable peruser that got the book. At last Buzzed was made to enable individuals to settle on educated choices on sedate use. Every individual medication or class of medications referenced in the book accompanied regular primary concerns. First the historical backdrop of medication back to its most punctual realized use would be given to the peruser. At that point, Kuhn would talk about how the medication or medications travel through the body. Continuously, the peruser would figure out how the drug(s) travels through the body or potentially mind. Ultimately, the creator would give arrangements of medications that whenever taken affected by the recently talked about medication, could cause significant injury or even passing. Cynthia Skunks book is exceptional in its contention there isnt one. Hummed is unbiased and carefully certainty based. The book actually contains simply realities, and Seibel ends from late investigations with sciences most recent advances. The books objective is self-evident, not to convince, just to educate. With this premise of a book, there is no theory or right end for the peruser. What the peruser closes is simply up to their own sentiments and contemplations. It is up to the person in question to choose if they would take a particular medication, in the event that it ought to be lawful, and even what ought to be thought of it. What Buzzed provides for the peruser, and what they choose to do with it is diverse for every individual. As I would like to think, Cynthia Kuhn accomplished her motivation. She gave a reference book on the most utilized and mishandled sedates in the public eye today. It is designed so that even a young person could comprehend the substance. Additionally, the book remained totally nonpartisan and accurate to the peruser, and concentrated on the objective to instruct, not convince. As the books catchphrase states, Just Say Know. I feel that the data in this book is entirely material to my regular daily existence. I will currently have the option to settle on choices throughout my life relating to drugs, and have information to back up my decision. Hummed can likewise help me as a reference book to any medication I might be thorough about, hazardous or not. It is currently inside my capacity to tell a relative, companion, or partner if a specific medication is justified, despite all the trouble, and its effects. Cynthia Kuhn made an extraordinary and extremely valuable book, anyway like all books, it has its qualities and shortcomings. Hummed is truly adept at putting out crude realities and untainted ends from considers. The entirety of this exceptionally helpful data is placed into various classes of medications, composed flawlessly, and is amazingly simple to discover. With these simple to discover realities on explicit medications, it makes Skunks book a home reference book for sedate use. Anyway the manner in which this novel is made likewise brings issues. As I would like to think, this book isn't implied be perused at the same time, and the peruser should ingest all the data in the book. It is intended to be gotten while looking for something explicit (like a reference book). Despite the fact that Buzzed generally is get mistaken for the language and terms. The books accurate method of getting out data can turn flat quick on the peruser, making it difficult to peruse the book for expanded timeframes. Cynthia Kuhn and the contributing writers are more than qualified to create such a read. Cynthia herself is a teacher of pharmacology at Duke University, and leads the Pharmacological Sciences Training program there. Scott Swarthier is an educator of brain research at Duke University, and is a clinical teacher of psychiatry. Willie Wilson is additionally an educator of pharmacology at Duke clinical focus, and filled in as a neurobiology program authority. Contributing creators additionally included and global improvement official, and worldwide advertising pioneer. I concur with the author(s) that a carefully accurate book about legitimate and illicit medications is the best ay to teach individuals, and enable them to settle on learned choices throughout their life. My general reaction to the book was that it achieved precisely what it needed to. I saw it as incredibly instructive, and on occasion intriguing. I was especially intrigued on the medications that were generally mainstream in my locale, and regarding the matter of habit (IPPP). By and by, it was fulfilling to me to get what was good and bad about the exceptionally famous medication, Marijuana (IPPP)b . In particular, on how there are negative effects to the regularly called innocuous medication. Anyway is utilized with some restraint, it is innocuous! The creator utilized an entirely relatable circumstance to portray the different degrees of dependence. She utilized an account of a man, and his visits to a bread kitchen. Cynthia would think about compulsion and story by how the man would change his day to get a doughnuts at the pastry kitchen before work. The man would roll out progressively uncommon improvements to where he would lose his Job and loft for the pastry kitchen and doughnuts! It was extremely interesting and simple to envision. I would prescribe this book to others for a lot of reasons. I accept that teaching the network in sedate realities, not feelings, is significant. Hummed does only that. Illuminating the network prompts learned choices on tranquilize laws. Such choices would change the regular day to day existence of a resident, and could even assistance the economy. I feel that it is significant that kids who are keen on drugs, experts, guardians, and government officials get taught in sedate realities, and have an asset that they can return to. Hummed, by Cynthia Kuhn, left me with numerous impressions and contemplations about society and medication use. I presently realize that there are such a significant number of fantasies about such a large number of medications in my locale, which are totally false. I currently have a premise of complete and otter realities. At whatever point I or a companion has an oddity for a specific medication, I can get the data on it. I was likewise left with the feeling that I missed a measure of substance from the book since I am curious about science. I feel that after this school year, I could all the more likely comprehend the ideas and terms utilized in the book. In the event that I could offer one bit of guidance to a future peruser of Buzzed, it would be to not peruse it at the same time. In the first place, read about the medications that intrigue you. In general, Cynthia Kuhn discharged a one of a kind book that could change the brains of many.

Xanax Withdrawal Symptoms, Timeline & Treatment

Xanax Withdrawal Symptoms, Timeline & Treatment Addiction Coping and Recovery Overcoming Addiction Print How Long Does Withdrawal From Xanax Last? By Corinne O’Keefe Osborn linkedin Corinne Osborn is an award-winning health and wellness journalist with a background in substance abuse, sexual health, and psychology. Learn about our editorial policy Corinne O’Keefe Osborn Medically reviewed by Medically reviewed by Steven Gans, MD on May 07, 2019 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on August 07, 2019 More in Addiction Coping and Recovery Overcoming Addiction Methods and Support Personal Stories Alcohol Use Addictive Behaviors Drug Use Nicotine Use In This Article Table of Contents Expand Overview Signs & Symptoms Coping & Relief Warnings Long-Term Treatment Resources View All Back To Top Xanax (alprazolam) is a common anti-anxiety medication. Doctors prescribe it for patients struggling with insomnia and mental health issues such as excessive worry, panic attacks, and PTSD. Xanax does a lot of good for people in acute distress, but it is not intended for long-term use. The long-term use of benzodiazepines like Xanax can potentially create problems with dependence and withdrawal.  Verywell / JR Bee Overview Xanax withdrawal is not as easy as some people think. Depending on your dose and how often you are using Xanax, your withdrawal experience can be anywhere from uncomfortable to really really unpleasant. It can also be medically serious. If you have been taking Xanax several times a day, then quitting is going to take time, patience, and determination. The only safe way to quit is to slowly taper down your dose. Quitting cold turkey can cause extreme and dangerous withdrawal symptoms, including delirium and grand mal seizures. That is not a risk you want to take. If you have been taking your Xanax prescription exactly as your doctor prescribed, it can come as a surprise that you are facing a withdrawal experience. Xanax doesn’t discriminate. Anyone taking enough of it for more than a few weeks will develop a physical dependence. Once you have become physiologically dependent on a drug, you will experience withdrawal symptoms when you stop or reduce your dose. While you taper down your dose, you may feel surges of anxiety and agitation. People experience varying degrees of physical and mental discomfort. For example, you may feel unusual sensations, like you’re crawling out of your skin, along with feelings of restlessness and irritation. In 2011, doctors wrote nearly 50 million prescriptions for alprazolam (Xanax). Reckless prescribing practices have contributed to thousands of cases of dependence and abuse. Research shows that as of 2016, an estimated half a million people in the U.S. were misusing sedatives like Xanax. Signs Symptoms The signs and symptoms of Xanax withdrawal vary a bit from person to person. Research indicates that roughly 40 percent of people taking it for more than six months will experience moderate to severe withdrawal symptoms. The remaining 60 percent can expect milder symptoms. Most people quitting Xanax will experience a brief increase in their anxiety levels. Depending on the severity of your symptoms, you may experience a level of anxiety worse than your pre-treatment level. It is common to feel nervous, jumpy, and on-edge during your taper. Many people experience irritability and agitation, which can cause problems at home, work, or school. You might be easily annoyed or short-tempered with family or friends. You may feel experience moodiness or depression.   Insomnia is another common symptom of Xanax withdrawal. Insomnia can be both mentally and physically taxing and can contribute to feelings of anxiety and agitation. Symptoms may come and go during your Xanax taper. At various points, you may experience physical symptoms such as headaches, muscle aches, or hand tremors. Possible Symptoms of Withdrawal Physical Insomnia Tremors Muscle spasms Headaches Sweating Racing pulse Hyperventilation Seizures Psychological Anxiety Depression Restlessness Difficulty concentrating Delirium Hallucinations Feelings of unreality Panic attacks The symptoms of Xanax withdrawal typically appear within 8 to 12 hours of your last dose. If you fail to taper your dose, your withdrawal symptoms will grow increasingly intense. Some studies describe that withdrawal is at its worst on the second day, and improves by the fourth or fifth day. However, other reposts, including the World Health Organization (WHO), have found that acute symptoms can last significantly longer. Unfortunately, that is not the end of it for some people. Estimates suggest that about 10 to 25 percent of long-term benzodiazepine users experience what’s known as protracted withdrawal. Protracted withdrawal is a prolonged withdrawal experience marked by waves of mild psychological symptoms that come and go over the course of several months.   Protracted Xanax withdrawal can last up to one year. Coping Relief The best way to avoid a difficult withdrawal is to slowly taper down your dose of Xanax. Tapering means taking progressively smaller doses over the course of several weeks. While you could try and taper on your own, it is better to work with your prescribing doctor. Xanax is a short-acting drug, which means your body metabolizes it very quickly. Tapering Xanax is challenging because the amount of drug in your system is going up and down. To help you avoid these peaks and valleys, doctors often switch you from Xanax to a long-acting benzodiazepine such as diazepam. Switching from short-acting Xanax to its longer-acting cousin diazepam will make it easier for you to quit. Once you are stabilized on a dose of diazepam, your doctor will help you slowly taper down a little bit at a time. This gives your body and mind the time to adjust to life without Xanax. If you have breakthrough withdrawal symptoms when your dose is reduced, your doctor can pause or stretch out your taper. It’s up to you and your doctor to figure out the best tapering schedule for your individual needs. Tips For Alleviating Symptoms of Breakthrough Withdrawal Herbal sleep aids (valerian root, chamomile)Cognitive behavioral therapyMeditationMindfulness practiceExerciseMelatonin Should You Take Benzodiazepines to Treat Anxiety? Warnings Grand mal seizures may occur in some individuals undergoing untreated withdrawal from these substances. Unlike many other withdrawal syndromes, benzodiazepine withdrawal can be complicated and, occasionally, life-threatening. If you have been diagnosed with a serious mental illness in the past, such as a panic disorder, PTSD, bipolar disorder, or borderline personality disorder, then great care should be taken when coming off of Xanax. In such cases, your doctor’s help will be invaluable. It can be difficult to predict which dormant symptoms, if any, may return when Xanax is removed from the equation. People with a history of complicated withdrawal syndromes and people with underlying health issues should also work closely with their doctor. Xanax withdrawal does carry a risk of seizures. Elderly people and people with cognitive decline should also work closely with a doctor as there are unique risks. If you plan to or have become pregnant, you will need to discuss your options with your prescribing doctor and OB/GYN about the risks and benefits of continuing versus tapering benzodiazepines. Some women continue taking benzodiazepines throughout their pregnancy while others follow a dose tapering schedule. If you have acquired your Xanax illicitly, you can still work with a doctor to taper down your dose. Start by visiting a primary care doctor or urgent care center and tell them that you are in or are planning to be in benzodiazepine withdrawal. If you don’t have insurance, visit a community health center. If you are concerned about the risks involved in Xanax tapering for any reason, discuss these concerns with a doctor. You may be better suited for inpatient detoxification. While inpatient treatment is typically more expensive, it is covered by many insurance plans. Long-Term Treatment When it comes to the long term management of getting off benzodiazepines, there are two directions you can go. Research shows that most stable, healthy adults will achieve long-term abstinence after completing a taper. The key to achieving this goal is to follow the tapering schedule to the very end. By the end of your taper, you might be cutting pills into halves or quarters. Some individuals may be better suited for a harm reduction approach, in which the taper leads to a maintenance dose rather than abstinence. Resources If you are ready to quit Xanax, you will need to meet with your prescribing doctor. If you don’t have a regular doctor, start by making an appointment with a primary care doctor, psychiatrist, or local health clinic. You can find a doctor by searching your insurance company’s list of covered providers. Alternatively, you can find a free community health clinic with this searchable database from the U.S. Department of Health and Human Services. To find a doctor who specializes in addiction treatment, use this searchable directory from the Substance Abuse and Mental Health Services Administration (SAMHSA). You can also call SAMHSA’s national helpline at 1-800-662-HELP (4357).   A Word From Verywell Quitting Xanax takes time, patience, and determination. If you’ve been using it for longer than a few months, quitting can be hard. There will be days where you want to give up and give in. But with a lot of grit and a little support, you can power through. Trust us, when this is all behind you and you are stepping out of the fog, you won’t regret it. What to Know About Psychotherapy

How Illiteracy E. Ffects Individual People And Society As...

Ciara Puckett Professor Jean Schloeman English 101 15 June 2015 How illiteracy e ffects individual people and society as a whole An Estimated 27 Million Americans are considered illiterate, and another 45 million are considered marginally competent in basic skills. (Women,illiteracy,pov) An illiterate person in our society faces trials every day that are taxing, making life difficult mentally and physically. There is an overwhelming amount of research and studies that indicate that individuals that are functionally illiterate are more likely to be unemployed, convicted of crimes, live in poverty, and drop out of high school. Being illiterate affects the quality of one’s life as well as a communities. The first problem associated with illiteracy is its negative impact on the workforce. Having literacy skills is imperative to being able to learn other skills to be able to keep up with the requirements in a job. According to Lori Forlizzi at Pennsylvania State University These jobs are demanding more education and higher levels of language, math, and reasoning skills. (Lori Forlizzi).There needs to be knowledge and understanding to be able to function in your job. Doing basic tasks require the individual to be able to read, write, and follow directions. In the Deslauriers (1990) article, it states â€Å"Illiteracy affects not only their ability to carry out work-related assignments, but also their relations with their families and even their own self-worth (Deslauriers).

Fossil Fuels And Our Future - 1939 Words

Fossil Fuels and Our Future While the human race may believe its time on this planet will not to come to an end for a vast expanse of time, if humanity as a whole does not consider a change of behavior, then our end may come much soon than we expect. In this day and age, fossil fuels are a necessity to continue our day to day activity; without them we would eliminate a vast quantity of items that simplify tasks in everyday life. Although newer, more sustainable sources of generating power become more prevalent as time goes on, our society relies too much on plastics to be able to completely eliminate the consumption of fossil fuels. Much of our daily life depends on products made from fossil fuels, but fossil fuels are a finite resource and are currently burying us in pollution. However, the efficient use of renewable energy will sustain us far longer and still allow us to continue use of essential products from the remaining fossil fuels. Simply put, with the Earth’s fossil f uel reserves dwindling, we must emphasize the use of sustainable energy sources to buy the human race more time to find a suitable replacement for production of goods made from fossil fuels. Fossil fuels are intrinsic for our daily lives as they are used in everything from general fuel that we use to power things and fertilizers to allow for expedited growth of plants, to the creation of plastic and pharmaceuticals that are essential to life in this day and age (What Are Fossil Fuels Used For). SomeShow MoreRelatedFossil Fuels Are Bad For Our Environment889 Words   |  4 Pages Fossil fuels are bad for our environment, and in a economy that is struggling, there is no point in pouring billions of dollars a year into an energy source that is killing our other resources. This kind of spending and reckless destruction of our environment will eventually have to stop. The question is, when it does what will we do? There are many other forms of alternative energy that are accessible to u s right now. These energy sources will eventually have to be used in the place of burningRead MoreNuclear Energy : Nuclear Power1251 Words   |  6 Pagesnuclear power and fossil fuels, nuclear power is the safest, most environmentally friendly and will meet our country s energy demands in the future. The arguments I will be addressing in this essay are the environment, safety, economics and energetics. The form of energy that will meet our country’s energy demands in the future is nuclear energy because our supply of fossil fuels will run out before the supply of nuclear energy. People are concerned about the renewability of fossil fuels because it isRead MoreThe Effects Of Climate Change On Fossil Fuels1431 Words   |  6 Pagesatmospheric carbon dioxide produced by the use of fossil fuels.† (Google Dictionary). 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Recruitment and Selection Free Essays

There are four major types of legislation that affect recruitment and selection in a non-unionized workplace within Alberta. Those types of legislation being: †¢ Constitutional law †¢ Human Rights law †¢ Employment Equity legislation and †¢ Labour law/employment standards and related legislation Constitutional law as a whole is the supreme law of Canada and has precedence over all other legal means; it consists of a series of Acts and orders passed since 1867 by the British and Canadian Parliaments. Constitutional law does not directly affect recruitment and selection activities unless the recruitment and selection practices are challenged in a Human Rights Tribunal or court. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now Constitutional law sets limits and conditions on what federal, provincial/territorial, and municipal governments and courts can legally do to alter employment policies and practices. Therefore, the interpretation of constitutional law has a large influence on every aspect of Human Resource Management not just Recruitment Selection practices and programs. Human Rights laws across Canada prohibit discrimination in both employment and the provisions of goods and services. Grounds on which discrimination is prohibited in Alberta are: †¢ Race or colour †¢ Religion †¢ Physical or mental disability †¢ Age †¢ Sex (includes pregnancy and childbirth) †¢ Marital status †¢ Dependence on alcohol or drugs †¢ Family status †¢ Sexual orientation †¢ Ancestry or place of origin †¢ Source of income Human Rights legislation is enforced through human rights commissions or tribunals that have the legislated power to undertake actions that may be necessary to eliminate discrimination. Though prohibited discrimination varies across jurisdictions, there are six which all jurisdictions agree upon: race or colour, religion or creed, age, sex, marital status, and physical/mental handicap or disability. Employment equity legislation is the plan for compensation for employment disadvantages experienced by certain groups – women, individuals with disabilities, elderly employees, etc. The legislations is to eliminate barriers and give equal opportunities to individuals in the workplace. Through provision of consulting and education services, the Alberta Human Rights and Citizenship Commission support the development and creation of employment equity policies and programs. Employment equity is not only about fairness and leveling the playing field. It also helps attract and keep excellent employees who may otherwise be overlooked or avoided. Employment equity encourages employers to take advantage of the talents, skills and innovation that a more diverse workforce can offer. Finally, labour laws, employment standards and related legislation sets the stage for minimum age of employment, hours of work, minimum wages, statutory holidays, vacations, work leaves and termination of employment. These laws have little impact on the recruitment practice but take part in the selection practice by affecting what the employer is looking for and what a potential employee is looking for. Employers have a legal responsibility to ensure no unlawful discrimination occurs in the recruitment and selection process. The legislation above assists on guiding this. Direct discrimination occurs when someone is treated less favorably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic. Indirect discrimination, or adverse effect discrimination, can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably, i. e. that it is ‘a proportionate means of achieving a legitimate aim’, or bona fide occupational requirement (BFOR). A legitimate aim might be any lawful decision made, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful. Being proportionate really means being fair and reasonable, including showing that one’s looked at `less discriminatory? alternatives to any decision make. For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship. When a standard is a BFOR, an employer is not expected to change it to accommodate an employee. However, to be as inclusive as possible, an employer should still explore whether some form of accommodation is possible anyhow. It is unsurprising that the culture of a particular work organization will influence selection decisions, with recruiters both consciously and unconsciously selecting those individuals who will ‘best fit’ that culture. In some organizations recruitment policy and practice is derived from their overall strategy which disseminates values into the recruitment and selection process. Though, individuals as well as organizations seek this ‘best fit’, providing evidence that many individuals prefer to work in organizations that reflect their personal values. Decisions made in the course of recruitment and selection process should be perceived as essentially fair and admissible to all parties, including people who have been rejected. [pic] How to cite Recruitment and Selection, Essay examples Recruitment and Selection Free Essays What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment How to cite Recruitment and Selection, Papers Recruitment and Selection Free Essays Case Study: On Time Staffing Inclusive Recruiting and Selection Introduction On Time Staffing (OTS) is one of the country’s top 25 fastest growing private staffing companies averaging 40% growth per year over the past decade. Its’ ever growing client list reads like a who’s who of super regional and national brand companies. With nearly two decades in business, On Time Staffing has migrated from just another â€Å"do everything† temp staffing company to one that specializes exclusively in light industrial staffing. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now OTS recognized that to do staffing for industry took more focus, more precision and more dedication than could be satisfied by a general staffing vendor. Since then, OTS has blown past the competition by delivering clients a better qualified candidate, a more comprehensive list of solutions, and a higher level of customer service. On Time Staffing offers so much more than great workers. Its’ comprehensive staffing solutions include recruiting, screening, placing, monitoring and reporting at a level that far exceeds the competition. Clients rest assured that an OTS candidate comes rigorously screened, appropriately skilled, and continually monitored. OTS’s experience with the inner workings of industrial companies matched with its’ knowledge of highlevel management tools and techniques, delivers staffing solutions unmatched in quality, speed and accountability. Clients count on â€Å"On Time† candidates to have the skills, the demeanor, and the work ethic they demand. OTS applies its’ stringent and rigorous screening and testing processes to insure clients have a large diverse pool of outstanding candidates to fill their temporary and/or permanent staffing needs. Situation OTS acknowledges and embraces Talent Management as a business strategy for itself and its’ clients. Attracting, recruiting, hiring, developing and retaining talented employees are integral parts of an effective talent management system. OTS has been entrusted by its’ clients to play and fulfill the important roles of attracting and recruiting the most talented and qualified employees available in the marketplace. Because On Time Staffing provides temporary and permanent employees for many Fortune 500 companies, it is imperative that staffing solutions meet all of their needs from job specific skills and experiences to diversity of thought and culture. Therefore, 2013  © PRISM International, Inc. / p. 888. 997. 7476 / http://www. PrismDiversity. com OTS recruiters and hiring managers must be successful in identifying, attracting, qualifying, interviewing and screening candidates in a manner that does not prematurely eliminate viable candidates regardless of ethnicity or cultural differences. To ensure success in this regard, recruiters and hiring manager’s skills can be enhanced by participating in a program that focuses on understanding others and their own preferences. Action Through the efforts of the Human Resources department to identify an appropriate program, several diversity and inclusion consulting and training companies were reviewed and researched. A final decision was made to partner with PRISM International, Inc. According to Dana Morgan, HR Consultant, â€Å"PRISM’s approach to talent management resonated best with our values and high standards. When I first reviewed PRISM’s Inclusive Recruiting and Selectionâ„ ¢ program, I knew this was exactly what our recruiters needed in order to deliver the best staffing for our clients†. Inclusive Recruiting and Selectionâ„ ¢ is a specially designed training program for Recruiters and Hiring Managers that helps them develop and incorporate key diversity recruiting skills into actual job responsibilities. This program makes existing behavioral interviewing, selection, and recruiting processes more effective in generating a larger more diverse pool of qualified candidates to help achieve staffing goals. The goal of this program is to gain additional knowledge, skills and tools for recruiting and hiring more inclusively. Program objectives include: Gaining a greater understanding of diversity and inclusion and why it is a crucial success factor. Recognizing the impact of attitudes and behaviors and how they impact recruitment, hiring and your success. Gain skills for sourcing, recruiting and selecting top talent. Sharpen skills to inform, inspire, and involve others in the diversity and inclusion process Following is a high level outline for this highly effective and impactful program: Inclusive Recruiting and Selectionâ„ ¢ I. II. III. IV. V. A Broad Awareness of Diversity Personal Organizational Factors that Impact Decisions Selecting the Best Talent from the Broadest Pool Interviewing Across Cultures Increasing Understanding Building Advocacy PRISM’s Senior Consultant, Tony Gilliard facilitated the above program for a group of 20 recruiters and leaders. He said the group was highly engaged and was able to move 2013  © PRISM International, Inc. / p. 888. 997. 7476 / http://www. PrismDiversity. com quickly toward connecting the dots between diversity and success as a national staffing company. The exercises were provocative and related to real world situations impacting their jobs on a daily basis. They had â€Å"hands on† opportunities to explore how their current recruiting process can be enhanced to deliver adequate diverse pools of highly qualified candidates. Results On Time Staffing is the Company of Choice for Light Industrial Staffing. It’s no mistake that On Time Staffing is one of the country’s top 25 fastest growing private staffing companies averaging 40% growth per year over the past decade. OTS has blown past the competition by delivering clients a better qualified candidate, a more comprehensive list of solutions, and a higher level of customer service. There are qualities and habits essential to a good worker no matter the job: Work ethic, cooperation, focus, maturity. At On Time Staffing they look for the intangible as well as the tangible qualities of a person before classifying them as an â€Å"On Time† candidate. The Assistant Plant Manager at Toll Brothers, Inc. , said â€Å"Not only is On Time able to supply as many candidates as needed, but the overall quality of these individuals has exceeded our expectations†¦ making this a true partnership†. A former employee stated â€Å"My time at On Time Staffing was a great learning experience. Every day you worked with different groups of people for all different kinds of cultures. It helped me with my social skills and being flexible†. Dana Morgan said participant feedback for the session was incredible. Comments included: â€Å"This was the best training I have ever had in my three years at OTS. I learned more about myself and some of the decision I make on an unconscious level Qualifications vs. requirements is my big takeaway Diversity is a must do concept for all staffing solutions Our clients will see us as a valuable resource in helping them meet their diversity visions. † How to cite Recruitment and Selection, Papers

Working Capital Essay Example

Working Capital Essay Tw elfth Edition INTERNATIONAL BUSINESS Environments and Operations John D. Daniels University of Miami Lee H. Radebaugh Brigham Young University Daniel P. Sullivan University of Delaware Pearson Education International Contents Preface 29 About the Authors †¢ PART ONE 39 BACKGROUND FOR INTERNATIONAL BUSINESS 44 1 Globalization and International Business 45 49 44 CASE: The Global Playground Introduction 48 W h a t Is International Business7. The Forces Driving Globalization 50 Factors in Increased Globalization 51 Whats Wrong with Globalization? 56 Threats to National Sovereignty 56 Economic Growth and Environmental Stress 57 Growing Income Inequality 57 s | Point ^J3ffi^S^^3 Offshoring Good Strategy? 58 Why Companies Engage in InternationaLBusiness Expanding Sales 60 , Acquiring Resources 60 Minimizing Risk 60 60 Modes of Operations in International Business Merchandise Exports and Imports 62 Service Exports and Imports 62 Investments 63 Types of International Organizations 63 Why International Business Differs from Domestic Business 64 Physical and Social Factors 65 The Competitive Environment 67 Looking to the Future: 61 Three Ways of Looking at Globalization 68 C A S E : Carnival Cruise Lines: Exploiting a Sea of Global Opportunity 69 74 Summary Key Terms 75 Endnotes 75 An Atlas 78 Map Index 86 Contents †¢ 2 PART TWO COMPARATIVE ENVIRONMENTAL FRAMEWORKS 90 91 90 The Cultural Environments Facing Business 94 95 C A S E : The Java Lounge—Adjusting to Saudi Arabian Culture Introduction The People Factor Cultural Awareness 96 97 A Little Learning Goes a Long Way The Nation as a Point of Reference How Cultures Form and Change The Idea of a Nation: Delineating Cultures 98 99 98 Language as Both a Diffuser and Stabilizer of Culture 100 103 Does Geography Matter? We will write a custom essay sample on Working Capital specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Working Capital specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Working Capital specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Where Birds of a Feather Flock Together Religion as a Cultural Stabilizer 104 Behavioral Practices Affecting Business 106 Issues in Social Stratification 106 Work Motivation 109 Relationship Preferences I II Risk-Taking Behavior I 12 Information and Task Processing I 13 Communications I 15 Dealing with Cultural Differences Accommodation I 18 118 Cultural Distance: Usefulness and Limitations I 19 Culture Shock 119 Company and Management Orientations 121 [ P o j n t B f f l J H ^ f f l Does International Business Lead to Cultural Imperialism? Strategies for Instituting Change 125 127 Looking to the Future: What Will Happen to National Cultures? C A S E : Charles Martin in Uganda: What to Do When a Manager Goes Native 128 123 Summary Key Terms Endnotes 132 133 133 3 The Political and Legal Environments Facing Business 137 136 C A S E : China—Legal Growing Pains in a Land of Opportunity Introduction 141 The Political Environment 142 143 Individualism Versus Collectivism Political Ideology 144 Trends in Political Systems 150 Contents Looking to the Future: What Might Become of Democracy? Political Risk 154 153 156 J | Point | g ^ | ^ ^ ^ j 3 Should Political Risk Management Be an Active Strategy? The Legal Environment 157 Legal Systems 158 Types of Legal Systems 158 The Diffusion of Legal Systems 159 Trends in Legal Systems 160 Understanding Bases of Rule 161 Implications for Managers 162 Legal Issues in International Business Operational Concerns 164 Strategic Concerns 166 Intellectual Property Rights 168 164 C A S E : Crime That Pays (and Pretty Well, Too) Summary Key Terms Endnotes 177 178 178 172 4 The Economic Environments Facing Businesses 184 186 180 181 C A S E : Economic Conundrums and the Comeback of Emerging Economies Introduction International Economic Analysis Elements of the Economic Environment Gross National Income 187 Features of an Economy 196 Inflation 196 197 199 Unemployment Debt 198 Income Distribution Poverty 200 Labor Costs Productivity 201 202 202 187 The Balance of Payments | Point |[emailprotected] §3^^fl Is a Trade Deficit an Advantage? Integrating Economic Analysis 206 Types of Economic Systems 206 Economic Freedom and Market Transitions Making the Transition to a Market Economy Looking to the Future: C A S E : Meet the BRICs Summary 222 204 209 21 I Is There a Move to Push Back Economic Freedom? 216 218 Contents Key Terms Endnotes 223 223 5 Globalization and Society 230 231 232 226 227 C A S E : Ecomagination and the Global Greening of GE Introduction Evaluating the Impact of FDI Considering the Logic of FDI The Economic Impact of the M N E 234 Balance-of-Payments Effects 234 Growth and Employment Effects 236 The Foundations of Ethical Behavior 237 Why Do Companies Care About Ethical Behavior? 237 The Cultural Foundations of Ethical Behavior 238 The Legal Foundations of Ethical Behavior 240 Ethics and Corporate Bribery 241 Corruption and Bribery 241 | Point | j E B 5 E ^ f f l Are Top Managers Responsible When Corruption Is Afoot? 44 Ethics and the Environment What Is Sustainability? Looking to the Future: 246 246 246 248 249 Global Warming and the Kyoto Protocol Ethical Dilemmas and Business Practices How to See the Trees in the Rain Forest Ethical Dilemmas and the Pharmaceutical Industry 249 Ethical Dimensions of Labor Conditions 251 Corporate Codes of Ethics: How Should a Company Behave? 254 C A S E : Anglo American PLC in South Africa: What Do You Do When Costs Reach Epidemic Proportions? 256 Summary Key Terms Endnotes †¢ 260 261 261 THEORIES AND INSTITUTIONS: TRADE AND INVESTMENT 264 PART THREE International Trade and Factor-Mobility Theory 268 264 265 C A S E : Costa Rica: Using Foreign Trade to Trade-Up Economically Introduction Laissez-Faire Versus Interventionist Approaches to Exports and Imports 269 Theories of Trade Patterns 269 Contents Interventionist Theories Mercantilism 270 Free Trade Theories 271 270 Theory of Absolute Advantage 272 Theory of Comparative Advantage 274 Theories of Specialization: Some Assumptions and Limitations 276 Trade Patterns Theories 278 279 284 How Much Does a Country Trade? 278 What Types of Products Does a Country Trade? With Whom Do Countries Trade? Does Geography Matter? The Statics and Dynamics of Trade Product Life Cycle (PLC) Theory The Porter Diamond 287 282 285 285 Variety Is the Spice of Life | Point |g^^^J35flfl Should Nations Use Strategic Trade Policies? 289 Factor-Mobility Theory 291 292 293 295 298 299 Why Production Factors Move Effects of Factor Movements Looking to the Future: Summary Key Terms Endnotes 302 304 304 The Relationship Between Trade and Factor Mobility C A S E : LUKOIL: Trade Strategy atja Privatized Exporter J In What Direction Will Trade Winds Blow? 7 Governmental Influence on Trade 06 C A S E : Making the Emperors (and Everyone Elses) New Clothes: Textile and Clothing Trade 307 Introduction 310 Conflicting Results of Trade Policies 311 The Role of Stakeholders 31 I Economic Rationales for Governmental Intervention Fighting Unemployment 312 Protecting Infant Industries 313 Developing an Industrial Base 314 Economic Relationships with Other Countries 316 Noneconomic Rati onales for Government Intervention Maintaining Essential Industries 319 Preventing Shipments to Unfriendly Countries 319 ^  § j t ^ ^ 3 Should Governments Forgo Trade Sanctions? Maintaining or Extending Spheres of Influence Preserving National Identity 321 321 311 319 320 10 Contents Instruments of Trade Control Tariffs 322 321 Nontariff Barriers: Direct Price Influences 323 Nontariff Barriers: Quantity Controls 325 Dealing with Governmental Trade Influences Tactics for Dealing with Import Competition Looking to the Future: 328 329 330 Dynamics and Complexity C A S E : U. S. -Cuban Trade: When Does a Cold War Strategy Become a Cold War Relic? 330 Summary Key Terms Endnotes 333 334 334 8 Cross-National Cooperation and Agreements 337 340 340 339 336 C A S E : Toyotas European Drive Introduction The World Trade Organization (WTO) GATT: The Predecessor to the W T O What Does the W T O Do? 341 The Rise of Bilateral Agreements 342 Regional Economic Integration 343 The Effects of Integration 344 Major Regional Trading Groups 345 The European Union 346 351 356 The NorthAmerican Free Trade Agreement (NAFTA) Regional Economic Integration in the Americas | Point U B I I H H B I Is CAFTA-DR a Good Idea? 359 Regional Economic Integration in Asia 360 Regional Economic Integration in Africa Looking to the Future: 362 Will the WTO Overcome Bilateral and Regional Integration Efforts? 63 Other Forms of International Cooperation 364 Commodity Agreements Consumers and Producers C A S E : Wal-Mart Goes South Summary 370 365 366 366 366 367 Commodities and the World Economy The Organization of Petroleum Exporting Countries (OPEC) Key Terms Endnotes 371 371 Contents 11 †¢ 9 PART FOUR WORLD FINANCIAL ENVIRONMENT 374 374 Global Foreign-Exchange Markets CASE: Going Down to the Wire in the Mon ey-Transfer Market Introduction 377 W h a t Is Foreign Exchange? 377 375 Players on the Foreign-Exchange Market Does Geography Matter? 378 378 382 Some Aspects of the Foreign-Exchange Market Major Foreign-Exchange Markets The Spot Market 383 The Forward Market 387 Options 388 Futures 388 383 Foreign-Exchange Trades The Foreign-Exchange Trading Process Banks and Exchanges Looking to the Future: 390 388 392 Where Are Foreign-Exchange Markets Headed? 394 How Companies Use Foreign Exchange 393 Business Purposes (I): Cash Flow Aspects of Imports and Exports Business Purposes (II): Other Financial Flows C A S E : Banking on Argentina Summary Key Terms Endnotes 402 403 404 398 395 396 | Point | { | j f l j ^ ; g f i 3 Is It Ok to Speculate on Currency? 0 The Determination of Exchange Rates C A S E : El Salvador Adopts the U. S. Dollar Introduction 409 407 406 The International Monetary Fund 410 Origin and Objectives 410 The IMF Today 410 Evolution to Floating Exchange Rates 41 I Exchange-Rate Arrangements Fixed Versus Flexible Currencies 412 414 416 Exchange Arrangements with No Separate Legal Tender Currency Board Arrangements 416 Co nventional Fixed-Peg Arrangements 416 416 Pegged Exchanges Rates Within Horizontal Bands More Flexible Arrangements 417 12 Contents Exchange Rates: The Bottom Line The Euro 419 417 421 ^3fflB Should Africa Develop a Common Currency? Determining Exchange Rates 423 Nonintervention: Currency in a Floating-Rate World 423 Intervention: Currency in a Fixed-Rate or Managed-Floating-Rate World The Role of Central Banks 424 Black Markets 428 Foreign-Exchange Convertibility and Controls 428 Exchange Rates and Purchasing Power Parity 429 Exchange Rates and Interest Rates 432 Other Factors in Exchange-Rate Determination 432 Forecasting Exchange-Rate Movements Fundamental and Technical Forecasting Factors to Monitor 435 433 433 436 24 Business Implications of Exchange-Rate Changes Marketing Decisions 436 Production Decisions 436 Financial Decisions 436 Looking to the Future: In Which Direction Is Exchange-Rate Flexibility Headed? 437 438 C A S E : The Chinese Yuan: Be Careful of the Dragons Tail Summary Key Terms Endnotes 442 443 444 †¢ PART FIVE GLOBAL STRATEGY, STRUCTURE, A N D IMPLEMENTATION 446 11 The Strategy of International Business CASE: Value Creation in the Global Apparel Industry Introduction 451 Industry, Strategy, and Firm Performance 452 446 47 Industry Organization Paradigm Leading Strategy Perspectives The Idea of Industry Structure: The Five-Forces Model 454 Industry Change 455 Strategy and Value 456 CreatingValue 457 The Firm as Value Chain 457 What Is the Value Chain? 458 Using the Value Chain 459 Change and the Value Chain 468 453 Contents 13 Are Value Chains Real? 469 470 Global Integration Versus Local Responsiveness Pressures for Global Integration 470 Pressures for Local Responsiveness 472 When Pressures Interact 473 Types of Strategy 474 474 475 477 479 481 International Strategy Multidomestic Strategy Global Strategy 476 Transnational Strategy Looking to the Future: Summary Key Terms Endnotes 484 485 485 Whats New in the World of Strategy Types? C A S E : The Globalization of eBay 12 Country Evaluation and Selection Introduction 493 494 494 494 488 489 C A S E : Carrefour: Finding Retail Space in All the Right Places How Does Scanning Work? Managing the Alternatives Scanning Versus Detailed Analysis Opportunities Risks 501 Does Geography Matter? 496 What Information Is Important in Scanning? 496 Dont Fool with Mother Nature 508 504 Collecting and Analyzing Data 507 Some Problems with Research Results and Data External Sources of Information Internally Generated Data | Point | g ^ ^ ^ ^ ^ 3 510 509 Should Companies Forgo Investment in Violent Areas? 51 I Country Comparison Tools Grids 512 Matrices 513 Allocating Among Locations 512 515 516 Alternative Gradual Commitments 515 Geographic Diversification Versus Concentration Reinvestment Versus Harvesting 518 Noncomparative Decision Making Looking to the Future: CASE: FDI in South Africa 521 519 520 Will Prime Locations Change? 14 Contents Summary Key Terms Endnotes 524 525 525 13 Export and Import Strategies Introduction 532 Exporting and Importing 528 529 C A S E : Grieve—A Small-Business Export Strategy 533 Export Strategy 534 Advantages to Consider 534 Questions to Ask 535 Strategic Advantages of Exporting 535 Characteristics of Exporters 536 Stages of Export Development 537 Pitfalls of Exporting 538 Designing an Export Strategy 539 Import Strategy 543 543 Types of Importers 543 Strategic Advantages of Imports The Import Process Import Brokers Customs Agencies 44 544 545 546 Looking to the Future: The Technology of Trade Import Documentation 548 The Export Process Indirect Selling Direct Selling 548 548 551 553 | Point | g ^ ^  § f l 8 ^ ^ A Dirty Dilemma: Exporting Hazardous Waste Export Documentation 554 Sources of Regulatory Assistance 556 Foreign Freight Forwarders 558 Countertrade Summary Key Terms Endnotes 559 561 C A S E : A Little Electronic Magic atAlibaba. com 564 565 565 14 Direct Investment and Collaborative Strategies C A S E : The Fizz Biz: Coca-Cola Introduction 572 569 568 Why Exporting May Not Be Feasible When Its Cheaper to Produce Abroad 573 574 Contents When Transportation Costs Too Much 575 When Domestic Capacity Isnt Enough 575 When Products and Services Need Altering 575 When Trade Restrictions Hinder Imports 576 When Country of Origin Becomes an Issue 576 Noncollaborative Foreign Equity Arrangements Taking Control: Foreign Direct Investment How to Make FDI 578 577 576 15 Why Companies Collaborate 579 Alliance Types 579 General Motives for Collaborative Arrangements 580 International Motives for Collaborative Arrangements 582 Types of Collaborative Arrangements 583 583 584 Some Considerations in Collaborative Arrangements Licensing 586 Franchising 587 Management Contracts 588 Turnkey Operations 589 JointVentures 590 Equity Alliances 591 Problems w i t h Collaborative Arrangements Relative Importance 592 Divergent Objectives 593 Questions of Control 593 , Comparative Contributions and Appropriations Culture Clashes 595 592 | Point j j f l j m ^ j ^ f f l Should Countries Limit Foreign Control of Key Industries? 594 Managing Foreign Arrangements Finding Compatible Partners Negotiating the Arrangement Drawing Up the Contract Assessing Performance Looking to the Future: Summary Key Terms Endnotes 603 604 605 95 596 597 598 Dynamics of Collaborative Arrangements 598 599 599 600 Why Innovation Breeds Collaboration C A S E : Getting Airline Alliances Off the Ground 15 The Organization of International Business C A S E : Organizing People. Values, and Environment at Johnson Johnson 609 608 Introduction 614 16 Contents Change: The Critical Factor Organization Structure 617 614 617 618 620 †¢a* Organizing Todays International Business Vertical Differentiation: Centralization Versus Decentralization Horizontal Differentiation: The Design of the Formal Structure Contemporary Structures 624 | Point IgEfl^^^Sffl Hierarchies or Hyperarchies? Coordination and Control Systems Coordination Systems 629 Control Systems 632 629 628 Organization Culture Challenges and Pitfalls Looking to the Future: Summary Key Terms Endnotes 644 645 645 635 635 638 639 640 637 The Importance of Culture Organization Culture and Strategy The Role and Rise of Corporate Universities C A S E : Infosys: The Search for the Best and the Brightest †¢ PART SIX MANAGING INTERNATIONAL OPERATIONS 648 649 648 16 Marketing Globally C A S E : Avon Calls on Foreign Markets Introduction 654 Marketing Strategies 655 657 Marketing Orientations 655 Segmenting and Targeting Markets Product Policies 659 659 Why Firms Alter Products []PoIrTtJ3BffiHEffl Should Home Governments Regulate Their Companies Marketing in Developing Countries? 660 Alteration Costs 663 The Product Line: Extent and Mix 664 Pricing Strategies 664 664 Potential Obstacles in International Pricing Promotion Strategies 669 The Push-Pull Mix 669 Some Problems in International Promotion 670 673 Branding Strategies 672 Worldwide Brand Versus Local Brands Contents 17 Distribution Strategies 674 675 Does Geography Matter? Is Necessity the Mother of Invention? Deciding Whether to Standardize 676 Choosing Distributors and Channels 676 The Challenge of Getting Distribution Hidden Costs in Distribution E-Commerce and the Internet 678 679 677 Managing the Marketing Mix Gap Analysis 680 Looking to the Future: 680 Marketing to the Haves, the Have-Nots (and the Have-Somes) 682 CASE: Tommy Hilfiger: Clothes Make the Man and Vice Versa Summary 686 Key Terms 687 Endnotes 687 683 17 Global Manufacturing and Supply Chain Management C A S E : Samsonites Global Supply Chain Introduction 694 695 What Is Supply Chain Management? 691 690 Global Manufacturing Strategies 696 696 Four Key Factors in Manufacturing Strategy Information Technology and Global Supply Chain Management Information Technology 701 Quality 703 Zero Defects Versus Acceptable Quality Level The Deming Approach to Quality Management Total Quality Management (TQM) 704 Six Sigma 705 Quality Standards 705 703 704 700 Supplier Networks Global Sourcing 707 708 709 710 710 Major Sourcing Configurations The Make or Buy Decision | Point | g f f l f l 3 ^ f f l Should Firms Outsource Innovation? Supplier Relations 712 The Purchasing Function 713 Inventory Management 15 715 Lean Manufacturing and Just-in-Time Systems Foreign Trade Zones 716 Transportation Networks 717 18 Contents Looking to the Future: Summary Key Terms Endnotes 724 724 725 Uncertainty and the Global Supply Chain 718 717 C A S E : Ventus and Business Process Outsourcing 18 International Accounting Issues C A S E : Parmalat: Europes Enron Introduction 733 729 728 The Crossroads of Accounting an d Finance 733 Accounting for International Differences Accounting Objectives 737 Factors in International Accounting Practices Cultural Differences in Accounting 739 Classifying Accounting Systems 741 36 738 International Standards and Global Convergence 744 748 | Point | «piffiffJHBfffil Should U. S. Companies Be Allowed to Close the GAAP? Transactions in Foreign Currencies Recording Transactions 749 749 750 Translating Foreign-Currency Financial Statements Translation Methods 750 Management Accounting Issues 753 756 Performance Evaluation and Control 753 Transfer Pricing and Performance Evaluation The Balanced Scorecard 757 Corporate Governance 758 759 External Control Mechanisms:The Legal System Internal Control Mechanisms 759 Looking to the Future: Will IFRS Become the Global Accounting Standard? 760 761 C A S E : Ericsson: The Challenges of Listing on Global Capital Markets and the Move to Adopt International Financial Reporting Standards Summary 766 Key Terms Endnotes 767 767 19 The Multinational Finance Function Introduction 774 770 771 C A S E : GPS: In the Market for an Effective Hedging Strategy? The Finance Function 774 The Role of the CFO 775 Contents 19 Capital Structure 776 776 Leveraging Debt Financing 776 Factors Affecting the Choice of Capital Structure Debt Markets as Means of Expansion 778 Global Capital Markets 778 778 781 Eurocurrencies and the Eurocurrency Market International Bonds 780 Equity Securities and the Euroequity Market The Size of Global Stock Markets 782 Offshore Financing and Offshore Financial Centers Whats an OFC? 784 Counterpoint 784 Should Offshore Financial Centers and Aggressive Tax Practices Be Eliminated? 786 Capital Budgeting in a Global Context 787 Methods of Capital Budgeting 788 Complications in Capital Budgeting 788 Internal Sources of Funds 789 Global Cash Management 790 Foreign-Exchange Risk Management 792 Types of Exposure 92 Exposure-Management Stratgey, 794 Taxation of Foreign-Source Income International Tax Practices 798 800 803 804 805 Taxing Branches and Subsidiaries Transfer Prices 803 Double Taxation and Tax Credit Looking to the Future: Summary Key Terms Endnotes 809 810 810 797 Technology and Cash Flows C A S E : Dell Mercosur: Getting Real in Brazil 20 Human Resource Management CASE: Go Or No Go: Your Career? 813 Introduction 8 17 What Is HRM? 817 The Strategic Function of International HRM Strategizing HRM 819 812 818 Developing Staffing Policies Managing Expatriates 826 Selecting Expatriates Expatriate Failure Training Expatriates 827 828 829 821 20 Contents Learning a Foreign Language—Still Useful? Compensating Expatriates Repatriating Expatriates International Labor Relations How Labor Looks at the MNE 832 836 839 ~840 842 83 I How Labor Responds to the MNE Looking to the Future: The Labor Struggle: Barriers to International Unanimity 843 Which Countries Will Have the Jobs of the Future? 845 Trends in MNE-Labor Relations 845 847 C A S E : Tel-Comm-Tek (TCT) Summary Key Terms Endnotes Glossary Photo Credits Name Index Subject Index 851 853 853 857 873 875 879 887 Company Index and Trademarks