Days of Destruction Days of Revolt Essay

They offer very detailed and disturbing descriptions of life on the Pine Ridge Reservation in South Dakota, the slums of Camden, New Jersey, and the â€Å"surface mining† zones surrounding Welch, West Virginia, as well as some places in Immokalee, Florida, that are literally like slave camps. One chapter of the book caught my eye, â€Å"Days of Slavery. † It mainly takes place in Immokalee Florida, a center of immigrant agricultural laborers, mostly Latino. The immigrants are housed in terrible conditions, which makes it very hard for them to work. Additionally to the terrible conditions that they are forced to work in, they are also paid unreasonably low wages for the amount of time they are working. Another thing that is affecting the people who work in the factories are serious problems with breathing. They have this problem because of pesticide poisoning and other chemicals that they are being exposed to while working. One chemical that is mentioned is Methyl Bromide. It is also not uncommon for these workers to be held in literal slavery, have their paychecks stolen, and be subjected to physical abuse if they get out of line. The legal system in Florida appears willing to prosecute cases of slavery, but the immigrants are very afraid to come forward for obvious reasons. They are afraid they will be fired and more than likely the cases will not be judged in their favor. This is because these companies are huge, and are able to pay people off to continue making the workers work under unreasonable conditions. O’Neill 2 Hedges interviews activists from the Coalition of Imoakalee Workers, a very strong and militant organization. He describes their struggle to secure a minimum level of decent conditions for the workers. The chapter includes the case of Miguel Flores and Sebastian Gomez, who where sentenced in 1997 to fifteen years in prison on charges of slavery, extortion, and firearm possession. The duo oversaw a modern slavery operation of four hundred men and women who harvested fields in Florida and South Carolina. The book highlights the harsh conditions for the laborers in this operation. The author wrote: The workers, mostly indigenous Mexicans and Guatemalans, were forced to work ten to twelve hours a day, six days a week, for as little as $20 dollars a week, all under the supervision of armed guards. Those who attempted to escape were beaten, pistol-whipped, and at times shot. The crew leaders charged the workers exorbitant prices for food. Female workers, according to one victim, were routinely raped. The coalition workers were told by Flores that if their experiences of working in the factory were talked about, he would cut their tongues out. (Hedges 158) The main questions of the people in the community of Immokalee were probably, â€Å"Who is going to take a stand for us immigrants? Who is going to be our leader that we will follow so we can be treated like normal human-beings? Their questions were not being answered until a man by the name of Lucas Benitez came along. Benitez was thirty-six and had two children . A group was started by Bentiez as well as people who â€Å"found the courage to stand up to abuse, breaking the cycle of fear that keeps the system in place. † Benitez started by becoming an organizer. He and his group would meet at the local Catholic church at night to help those who were being treated unfairly. Things were turning around for the immigrants. They were protesting and trying to do whatever they could to defeat the huge companies who were making them work many hours for such little pay. As they began to protest and strike, the employers gave them what they wanted. The workers of Imoakalee, Florida, got O’Neill 3 a pay raise, and were no longer held in literal slavery. Other then the few changes that were mentioned above, Imoakalee Florida, has not significantly changed since the mid 1950’s. Today, Imoakalee, Florida, is still an area where a majority of America’s crops and produce are grown. Many immigrants still live in Imoakalee, Florida. To this day, unfortunately corruption is still going on in Imoakalee. Huge factories and companies are forcing workers to work very hard, and they are also causing damage to the environment. They are causing damage to the environment because of the smoke stacks that are required by the different factories. (Coalition of Immokalee Workers) O’Neill 4 Works Cited Coalition of Immokalee Workers (CIW). N. p. , n. d. Web. 7 Feb. 2013. . Hedges, Chris, and Joe Sacco. Days of Destruction, Days of Revolt. New York: Nation Books, 2012. Print.

Evolution on Tasmainian Devils Essay

The world’s largest surviving carnivorous marsupial, the Tasmanian devil has a thick-set, squat build, with a relatively large, broad head and short, thick tail. The fur is wholly black, but white markings often occur on the rump and chest. Body size also varies greatly, depending on the diet and habitat. Adult males are usually larger than adult females. Devils once occurred on mainland Australia, but have been confined to Tasmania since pre-European times. The survival of Tasmanian Devils is threatened by Devil Facial Tumour Disease (DFTD), and the species is now listed as Endangered. Devil facial tumour disease emerged in 1996 and causes tumours around in and around the mouth, face and neck and sometimes other parts of the Devils. The disease develops rapidly and is fatal: affected animals die within six months of the lesions first appearing. DFTD is contagious – the cancer cells are spread by biting during feeding and mating. It has spread across approximately 60% of Tasmania and has caused a rapid decline in wild Devil populations. Characteristics of Tasmanian devil cells have fourteen chromosomes, while the oldest-known strain of the tumour cells contains thirteen chromosomes, nine of which are recognizable and four of which are mutated. More recently-evolved strains have an additional mutant marker chromosome, for a total of fourteen chromosomes. The karyotype anomalies of DFTD cells are similar to those of cancer cells from canine transmissible venereal tumour (CTVT), a cancer of dogs that is transmitted between canines by physical contact. DFTD cells are not only genetically identical to each other, but also genetically distinct from their hosts, and from all known Tasmanian devils. The cancer originated in a single female individual and spread, rather than arising separately within each individual. Later the devil developed tumours from lesions caused by infected devil’s bites, confirming that the disease is spread by allograft, and that the normal methods of transmission include biting, scratching, and aggressive sexual activity between individuals. Infectious facial cancer may be able to spread because of low diversity in devil immune genes. The same genes are also found in the tumours, so the devil’s immune system does not recognise the tumour cells as foreign. There are at least four or more strains of the cancer, showing that it is evolving, and may become more virulent. The strains may also complicate attempts to develop a vaccine, and the mutation of the cancer may mean that it could spread to other related species. Devil facial tumour disease was originated in the Schwann cells, of a single devil, most likely a female. Schwann cells are found in the peripheral nervous system, and produce myelin and other proteins essential for the functions of nerve cells in the peripheral nervous system. The researchers sampled 25 tumours and found that the tumours were genetically identical. Several specific markers were identified which may enable veterinarians to more easily distinguish DFTD from other types of cancer, and might eventually help identify a genetic pathway that can be targeted to treat it. Due to the decreased life expectancy of the devils due to DFTD, they have begun breeding at younger ages in the wild, with reports that many only live to participate in one breeding cycle. Tasmanian devils have changed their breeding habits in response to the disease. Females previously started breeding at the age of two, then annually for about three more years until dying normally. Now they commonly breed at the age of one, and die of tumours shortly thereafter. It is speculated that the disease is spread by devils biting each other during the mating season. Social interactions have been seen spreading DFTD. It is one of three known contagious cancers. Wild Tasmanian devil populations are being monitored to track the spread of the disease and to identify changes in disease prevalence. To determine where the presence of the disease is and determine the number of affected animals. Areas are visited repeatedly to characterise the spread of the disease over time. Field workers are also testing the effectiveness by trapping and removing diseased devils. It is hoped that the removal of diseased devils from wild populations should decrease disease prevalence and allow more devils to survive beyond their young years and breed. At present with the population reduced by 60% since 1996, if a cure is not found then scientists predict they will become extinct by 2035. Scientists and vets are working to find out how the disease can be stopped. Meanwhile, healthy pairs of Tasmanian devils have been moved to the mainland to breed in captivity. When Tasmania is once again disease free, those devils will be released into the wild.

Chapter 12 Outline

Chapter 12: The Second War for Independence and the Upsurge of Nationalism I. Identifications 1. Rush-Bagot Agreement: 2. Second Bank of the United States: 3. Adams-Onis Treaty: 4. Panic of 1819: 5. Tallmadge Amendment: 6. Missouri Compromise: 7. John Marshall: 8. Monroe Doctrine: II. Guided Reading Questions On to Canada over Land and Lakes 1. Why was the United States Navy able to have success in the fight for Canada? Washington Burned and New Orleans Defended 2. How did Andrew Jackson achieve some measure of retribution in New Orleans for the British actions in Washington? The Treaty of Ghent 3. Was the Treaty of Ghent advantageous to the United States? Explain. Federalist Grievances and the Hartford Convention 4. Despite an upsurge in patriotism elsewhere, what did some New England Federalists propose at the Hartford Convention, and what was the ultimate impact of the Hartford Resolutions on the Federalists? The Second War for American Independence 5. What were the long term effects of the War of 1812? Nascent Nationalism 6. What evidence of nationalism surfaced after the War of 1812? â€Å"The American System† 7. In what ways could nationalism be seen in the politics and economics of the post-war years? The So-Called Era of Good Feelings 8. To what extent was James Monroe's presidency an Era of Good Feelings? The Panic of 1819 and the Curse of Hard Times 9. Explain the causes and effects of the Panic of 1819. Growing Pains of the West 10. What factors led to the settlement of the West in the years following the War? Slavery and the Sectional Balance 1. Why was Missouri's request for statehood so explosive? The Uneasy Missouri Compromise 12. â€Å"Neither the North nor South was acutely displeased, although neither was completely happy. † Explain. John Marshall and Judicial Nationalism 13. Explain Marshall's statement, Let the end be legitimate, let it be within the scope of the Constitution, and all means which are appropriate, which are plainly adapted to that end, which are not prohibited, but consistent with the letter and spirit of the Constitution, are constitutional. Judicial Dikes Against Democratic Excesses 14. â€Å"John Marshall was the most important Federalist since George Washington. † Assess. Monroe and His Doctrine 15. How could a militarily-weak nation like the United States make such a bold statement ordering European nations to stay out of the Americas? Monroe's Doctrine Appraised 16. Evaluate the importance of the Monroe Doctrine in subsequent American history.

Women And Slavery Essay Example | Topics and Well Written Essays - 1000 words

Women And Slavery - Essay Example Slaves were owned by their masters, having no rights of their own. They were subject to brutal punishments often for false or whimsical reasons, depending upon the desire or mood of the master who owned them. Men were beaten and often killed by their masters for unavoidable human error. Deliberate offenses were punished by cruel torture, such as being left in the hot sun while restrained by a stock, after being beaten and horsewhipped on a bare back. â€Å"Patrollers† were men assigned to riding on horseback through areas to check for slaves off the plantations; runaways were punished. Both men and women runaways were branded on their cheeks with an R, signifying runaway. Male slaves who attempted to run away were beaten and had their tendons slashed on one leg so they couldn’t walk very well, much less run. Women were often beaten and raped by their masters to satisfy their base natures or to provide some form of entertainment; children were born of these events, were owned, like livestock. The slaves were frequently traded and sold in the open market at designated marketplaces. They were chained together and displayed in a public place. Each potential buyer would examine the slave they were interested in as livestock; the body, attitude, and minimal history of each slave was considered. Slaves social and work history were recorded along with their trade records; for example, it would list the name of the slave, the amount of pervious purchase, any significant social history, such as violence or mental instability, with the current asking price; often these histories were inaccurate. It was rare that families were allowed to remain together; each person being sold piecemeal, although, young children were usually left with their mothers until they were old enough to be useful as servants or laborers. Neighbors and other plantation owners developed a network for trading slaves. They often borrowed each other’s slaves during times of harvest or disaster. Towards the end of the slavery period, slaves, in preparation for transition, would obtain permission to rent themselves out to neighboring plantation owners in order to make money to buy their freedom. The Slave Codes born from the Negro Act of 1740 controlled every detailed aspect of slave life. The children usually wore no clothing until adolescence; then clothing of the poorest quality was distributed once a year by the master, occasionally winter clothing was issued at Christmas. The elderly or physically disabled slaves received nothing extra, neither warm clothing nor shoes. Slaves weren’t allowed to learn to read or write, neither could they assemble together, nor practice folk traditions, customs, or their religion. Plantation slaves often had more of a sense of community, because they usually worked together. They were often managed by a â€Å"driver† who was of their own community; making him responsible for the performance of every slave on the plantation. It often led to disputes among them, as he also had to be the one to deliver the required punishments. On the plantations, slaves lived in cabins they built for themselves; it was often just a lean to shack of one room, urban slaves lived in the attics or back rooms of the master’s home. Slaves lined up weekly, usually on Saturdays, at a central location on the plantation, usually near the area where butchering was done to receive their weekly rations of food; their diets were poor, usually very high in meat fat and starch. They received flour, molasses, peas and beans, lard, cornmeal, and a poor cut of scrap meat. (From this is comes the tradition some companies still have

Arts Complementing Each Other Essay Example | Topics and Well Written Essays - 500 words

Arts Complementing Each Other - Essay Example Though sculpture and music are two entirely different areas of art, some times each can be seen as complementing the other. One can easily recognize that Edward MacDowell’s music complement Ed Kienholz’s sculpture in more ways than one. As Americans, both of them have been naturally influenced by many factors that are unique to American culture. Mac Dowell’s Indian Suite amply illustrates this complementary nature. The composer himself acknowledged the source of his themes for this to be Amerindian Folk songs. However, it was not an imitation or just a restating of Amerindian music exactly. The treatment is quite Mac Dowellian, so to speak, as he maintains a unique identity and character to his work. Potent and vigorous, the theme is unusual, and at times bordering on bizarre. This characteristic is amply echoed in Kienholz’s sculptures like John Doe. The vast, empty spaces of Amerindian country and the exhilarating sense of freedom the musical piece sugge sts has its counterpart in Kienholz’s sculptural form and architectural space.

LSR Insurance Call Centre Move To India Essay Example | Topics and Well Written Essays - 1500 words

LSR Insurance Call Centre Move To India - Essay Example worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems.† It is mentioned that most of the companies doing business in India face the major problem regarding the communication as the national language is Hindi and different states in India have their own official language. As far as LSR plan to open up its base in India, the major problem for the management will be to deal with English in Indian accent. In view of the LSR Insurance companies decision to depute UK manager in India branch, there will be conflict in decisions between Indian and UK managers. The actual difference that may occur at the workplace is time and the employees will have to work during odd hours to answer the calls of UK customers. There is considerable difference in the work attitude between the local employees and UK managers which is primarily related to drive motivation. Further it has observed that Indian employees are very difficult to work in teams alongside UK employees. Further certain policies which UK employees are used to may give rise to conflicts among Indian employees. LSR Insurance is experiencing difficulties in finding three managers to depute to India because there have been no previous appointments to India and lack of overseas experiences among the managers. Additionally potential applicants may be reluctant to go outside UK citing career development reason which might get affected once they leave the country. In view of the above circumstances, it is necessary for the LSR Insurance to offer lucrative pay packages to potential applicants so that they can be sent to India to manage the proceedings of the company. But the lack of clear policy about the pay and benefits for the employees while they are working in India is taking the potential managers on the back foot to apply for positions in India. Therefore it is necessary that all the multinational companies

Module 4 SLP Assignment Example | Topics and Well Written Essays - 750 words - 1

Module 4 SLP - Assignment Example In order to have a successful marketing campaign, there is a need for effective and efficient distribution mechanisms for the company’s products as they are taken to destinations where consumers can access and purchase them (Perner n.d.). However, prior to rolling out of these services there is the need for an issue analysis to establish the patterns and approaches that will be needed for the success of this aspect. The SWOT analysis and primary research was helpful in identifying key issues that would give the company a cutting edge in the marketing and overall position in the market. Some of the issues included strengthening human capital through internal trainings and exposure to various modern approaches in product design, development and marketing. In all business and organizational practices, human capital has continued to be categorized as the single most important resource for any business or organisation. Human capital is responsible for setting goals and objectives as well as developing strategies to achieve the particular goals and objectives. In developing a distribution and marketing plan, the company needs to train marketing personnel on some of the various types of marketing and product promotion practices that are relevant in the changing market patterns. Besides training, the company needs to build and increase its capacity on setting and achieving distribution and marketing objectives. All staff involved in marketing should be made aware of various strategies that are used by rival companies when marketing their products. This way, it is possible to create different strategies that will establish the much-needed competitive advantage. In the wake of changing marketing patterns, many companies have become creating in development and marketing of their products. Advancement in technology has provided a better platform upon which companies can devise innovative ways of

Effective schools are inclusive schools Essay Example | Topics and Well Written Essays - 2500 words

Effective schools are inclusive schools - Essay Example Normally, a disabled child is sent into a school specifically designed for them or their parents may opt to hire a private tutor that will facilitate the child's education. This is not the case for inclusion. In theory, inclusion states that all student are part of a so-called school society and that students regardless of their physical or mental limitations are entitled to the same level of education that a normal child experiences and that disabled children must develop a sense of belonging with other children, his or her teachers and other school personnel regardless of his or her condition. The concept of inclusion was much well accepted that it gave rise to IDEA in 1997. IDEA is actually an acronym that stands for Individuals with Disabilities Education Act, and it states that schools should provide the necessary tools and techniques necessary to facilitate the learning process of children with disabilities given a normal classroom environment ("Inclusion, 2006; Department of S pecial Education, 2006). Thus far, inclusion has been well received and is also said to be quite effective even for those suffering from autism. However, inclusion has been proven to have high maintenance costs, though these costs can be justified by its effectivity as some experts claim. But in any case, inclusion provides what every child (whether normal or disabled) needs in a proper learning environment: a sense of belongingness as well as a group of friends that are willing to accept him or her despite his or her disabilities. Furthermore, inclusion provides disabled children a number of benefits that were previously unavailable to them such as housing and healthcare (Harchick, 2005). The Definition of Inclusion Inclusion is a teaching method in which children with physical or mental disabilities are integrated in a normal classroom occupied by normal students. It is intentionally constructed to fill in the needs of disabled students ("Inclusion", 2006). Foreign languages for example, are taught using a variety of activities facilitated by educators and specialists which guide both normal and disabled students through the whole learning process. A typical class in an inclusive school appears to be a normal classroom except that there are times that the class may be a little noisier than usual but this is all part of promoting creativity, resourcefulness and productivity among students (Department of Special Education, 2006). Some experts divide into two more categories: partial and full inclusion. Technically, partial inclusion states that a disabled child needs only to be in the classroom for about two-thirds of the total number of school days. In full inclusion, the disabled child is required to attend all of his or her schooldays in the classroom ("Inclusion", 2006) An inclusive school also discourages competition among its students and it is though of to be student centred. Students are also encouraged to set up their own rules and policies and in turn everyone is expected to abide by it, in effect an inclusive school teaches a student how to become a functional and beneficial part of society (Department of Special Education, 2006). Recent Studies about Inclusion The core concept behind inclusion that students who have been

Theology Judas Iscariot Essay Example | Topics and Well Written Essays - 1000 words

Theology Judas Iscariot - Essay Example For that reason I chose to have Judas Iscariot, their treasurer who was also the man who in the end sold him to the Romans for a mere 30 pieces. In the film industry, Judas is portrayed in traditional terms - as a betrayer and an instrument of Satan. This is in line with the belief of many modern Christians, whether laity, theologians or clergy, who consider Judas as a traitor and a synonym for betrayer - a belief which has perpetuated Christian society for hundreds of years. Yet there are some scholars who argue that Judas was merely acting as a negotiator in a prearranged prisoner exchange. Judas is said to have acted and betrayed Jesus with full knowledge and consent of his master. It is in light of this controversial issue that I will be analyzing what the scholarly world and the film industry has to say regarding the character of Judas as compared to what the Gospel of John has to say. I will be starting with a discussion of the way two films, The Gospel of John and The Last Temptation, portray Judas and proceed to a historical and cultural analysis of why the character of Judas is being reevaluated. "The Gospel of John" directed by Philip Saville was a brilliant and an appealing depiction of the last moments in Jesus' life because of the use of imagery and symbolism. The language was a little unconventional in comparison to today's over-glamorized film making styles and was noticeably scripted from what seemed chunks of the bible but in spite of these, it was still very enlightening. The way the collaboration of images was accomplished was very effective in explaining the parts of the story that were tedious to understand. I found it amazing the way the camera shots would slowly pan out and we could see all his disciples surrounding him, gazing in awe. Great respect towards him was evident when some wouldn't look him in the eyes or question some of his actions. The lighting too played a huge role in setting the mood for the film- the somewhat dim lighting that may have lasted throughout the entire film gave the impression that it was set in a much earlier time period, and the r emarkable costumes corroborated this as well. The camera work on the imagery and the centering of the movie on Jesus Christ was magnificent. He is all knowing, respected by his disciples and full of faith, although not everyone has full faith in him. The people question his holiness because he is the son of Mary and Joseph who are humans just as everyone else is. He confidently assures them: "I am who I am, Jesus of Nazareth, a teacher and the only Son of God." From the film as well as the bible readings in the book of John (6:64-71), Jesus makes it clear to his followers that one of them has ulterior motives, yet he does not mention who it is for the time being. Here I began to notice further use of the camera to give an idea of who it may be. For someone that is familiar with the story of his betrayal we already know it is Judas, but to others it gives a small hint of who it may be because in some instances the frame freezes on two or three of his disciples. Furthermore, since many of them have the same hairstyles, body types, eye color and such, it could be a little hard to keep up with at the beginning, but this effect

Internation Recruitment and Selection Essay Example for Free

Internation Recruitment and Selection Essay The world has been rapidly transforming due to the changes in technology, innovations, and the reduction of trade barriers into and out of countries which have permitted globalization. Due to globalization human resource management has been forced to take a more international approach, and has demonstrated that a more effective management of human resources internationally is imperative for the success of companies in international business (Shen). Therefore international organizations need to understand the roll that plays the international human resource management (IHRM) department, and the importance of adopting an effective recruiting, selecting, and training strategies that will enable the company to select the right talent for the right places. IHRM plays a very important and challenging roll in the international setting of organizations because â€Å"they must develop practices which will maintain congruence with the overall strategic plan of their respective multinational corporations, while balancing the economic, social, political, and legal constraints of the host countries† (Caligiuri). Companies understand that the only way to develop strong and successful global leaders, which are keys to competitive advantage, is through an IHRM department that has a well develop competitive strategy in place. Multinational Corporations (MNCs) like Unilever and Huawei Technologies Co., a Chinese networking and telecommunications supplier, have understood the importance of a well develop IHRM department and have implemented strategies that are aligned with a global approach that support the business operation worldwide (Gartsdie). Based on Heenan and Perlmutter model there are four competitive strategies as well as different training alternatives for global assignees that MNCs can use to develop a successful IHRM approach. The recruitment and selection (staffing) policies which MNCs implement for their foreign subsidiaries will vary greatly for every company, and should be determine accordingly with the IHRM approach the organization is pursuing (Ball). MNCs can be divided in four types based on their management approach and corporate philosophy. The first approach a MNC may consider is the ethnocentric approach which is â€Å"characterized by low pressures for cost reduction and low pressures for local responsiveness† (Ball). Ethnocentric MNCs are not willing to give up the control over foreign subsidiaries, and prefer to place expatriates employees belonging to the home country of the firm, in all key management positions abroad. IHRMs departments that adopt this approach believe that expatriates are more capable than employees of the host country, and they expect that their expatriate managers transfer headquarters’ culture and philosophy to the host nationals (Caligiuri). This approach is normally used by MNCs with primarily international strategic orientations in the early stages of globalization. The advantage of an ethnocentric approach is that it expands the experience of expatriates and prepares them for high level management positions who execute strategic decisions from headquarters. Many expatriates adapt, learn the language, and perform effectively within the host country (Ball). However data suggest that there is a high turnover rate among expatriates because many of them do not have the special set of skills, characteristics, and abilities (e.g. tolerance of ambiguity, adjust quickly, empathy, actively manage social contacts) that are required to be successful in such position (Caligiuri). Because of the previous statement it is imperative that MNCs understand that facilitating proper training and development to the expatriate is a very important part of the IHRM department because it has a major impact on the effectiveness of the expatriate manager and â€Å"research has shown that cross-cultural training is an effective intervention to prevent expatriate failures† (Deller). However MNCs today face a big problem because studies show that only fifty percent of all expatriates receive adequate training (Deller). Another very important aspect to the IHRM department needs to consider when selecting the right candidate under this approach is to keep in mind the impact in the family of the expatriate. The family’s willingness and ability to adjust is of crucial importance for the assignee’s employer and it needs to be address during the staffing process as well. Another disadvantage for this approach is that is more costly for the corporation because it has to offer more incentives to the expatriate (Deller). In the selection process it is the responsibility of the IHRM department to evaluate the efficiency and cross-cultural proficiency of the candidates to ensure the success of this approach. The polycentric staffing policy is a second approach that can be implemented by IHRM departments of MNCs. Under this approach the human resource department will look for host country nationals (HNC) to manage subsidiaries in their own country with some coordination form headquarters (Ball). With this approach IHRM departments do not need to worry about looking for certain skills or characteristics for an international setting because the candidates are employed at the subsidiary level and they do not have language and culture barriers, labor turnover reduces, productivity increase, there are ideal information of industry, legal and political configuration, and the first cost of employing them is less expensive. Also using this approach makes the subsidiary looks less foreign (Caligiuri). However the problem with hiring HCNs is that they are not familiar with the home country of the international company and with its corporate culture, policies, and practices (Ball). The underlying crisis in communication and control between the headquarters and the subsidiary due to language barriers, conflicting national loyalties and differences in personal values may create an inconsistency in the strategic management process that will result in the subsidiary operating as a separate unit. Home country national’s lack of exposure to international assignments and lack of career mobility among HCNs are also some disadvantages of this approach and ultimately will affect the competitive advantage of the MNC (Padala). According to the article of Jie Shein, â€Å"HCNs are included in management development schemes only at the subsidiary level and HCN managers are rarely promoted to senior management positions† (663). When staffing under this approach IHRM departments can choose from hiring HCNs in the home country or HCNs in the host country. Many MNCs have experienced difficulties in hiring high caliber of HCNs managers because of the lack of long-term IHRM planning and training and ineffective international management development (Shen). When the polycentric staffing approach is not adequate the regiocentric staffing approach might be a better option. The regiocentric staffing approach can be used for companies with a regional strategic approach. In this approach employees are selected for key positions within the region the subsidiary is operating, employing a variety of HCNs and third country nationals, TCNs (Ball). From this perspective the communication and integration systems must be highly sophisticated for headquarters to maintain control over the regions however the host national are given the opportunity to manage their own subsidiaries. The likelihood of HNCs career advancement is greater within the region, but still limited in headquarters (Caligiuri). The training and development for this approach are the same as with the polycentric staffing approach. One of the biggest advantages of this approach is that it serves as a bridge for MNCs to gradually move to a geocentric staffing approach. The geocentric staffing approach is used in companies with a transnational strategic orientation. This staffing approach seeks the best people for key jobs throughout the organization, regardless of nationality, selecting the best person for the job, irrespective of nationality is most consistent with the underlying philosophy of a global corporation (Padala). This approach is ideal because the human resource strategy will be the same across all subsidiaries, using the best practices from wherever they might be found across the MNC worldwide networking of operations (Ball). However one of the drawbacks of this approach is that it can be expensive to implement because of increased training, compensations packages, and relocations costs, and it could require longer lead time (Padala). IHRM staffing approaches are very important but training and development also play a very important role in the international setting. International training and development is one of IHRM’s most crucial activities. While it is true that MNCs recognize the significance of international training and development for their employees there is knowledge that this corporation’s training strategies are weak and not effective. Current researches show that today the majority of companies have ineffective training and management policies that have resulted in frequently employee failure (Shen). In order to succeed in the global arena MNCs need to implement an effective international training and development program for expatriates, HCNs, and TCNs. Globalization has definitely created a very competitive business market in which international human resource management plays a crucial role for the success on multinational corporations. It is imperative that corporation carefully analyze every staffing approach available and implement the one that will help them select the right candidates for the right position, and provide the candidates with the appropriate training and development in order to create a competitive advantage. Works Cited Ball, A. Don, et al. International Business: The Challenge of Global Competition. 13th. New York: McGraw-Hill. Print. Caligiuri, Paula M., Linda K. Stroh. Multinational corporation strategies and international human resources practices: bringing IHRM to the bottom line. The International Journal of Human Resource Management 6:3 September 1995. P.494-498. http://chrs.rutgers.edu/pub_documents/Paula_14.pdf Deller, Juergen. International Human Resource Management And the Formation of Cross-Cultural Competence. Institute of Business Psychology, University of Lueneburg, Germany. International Management Review. Vol.2 No. 3. 2006. http://www.usimr.org/IMR-3-2006/International%20Human%20Resource%20Management%20and%20the%20Formation%20of%20Cross-Cultural%20Competence.pdf Gartside, David, Griccioli, Stefano, and Rustin Richburg. Different stokes: How to manage a global workforce. Issue No.2. 2011. Outlook. Accenture. http://www.accenture.com/SiteCollectionDocuments/PDF/Accenture-Outlook-How-to-Manage-a-Global-Workforce.pdf. Padala, Shanmukha Rao Dr.; Dr. N.V.S. Suryanarayana. Approaches to International Human Resource Management. September 11, 2012. Articlebase.com. http://www.articlesbase.com/international-business-articles/approaches-to-international-human-resource-manageme nt-3249167.html. Shen, Jie. International training and management development: theory and reality. Journal of Management Development. Vol 24 No. 7, 2005. November 2, 2012. http://people.math.sfu.ca/~van/diverse/bellut-papers/test-9.pdf

Analysis of Human Resources at Solar Plant

Analysis of Human Resources at Solar Plant Introduction: The detailed analysis of training and development and talent management process is providing through human resources management in solar industries. According to this report is based on case study of solar industries at talent management. Planning and development should be proper implemented in the solar industries. The report includes how the training and development and talent management to be implement. However research found that to continuing competitive advantage people are the only real source. Prahalad and Hamel (1990) HRM is considered a logical approach to the management of an organisations most valued assets. (Armstrong 2007). The term personnel management has been replaced by human resource management and human resources. Armstrong, Michael (2006). The managers of an activity state their goals with HRMs techniques, the work force implicit and carry out the activity with its techniques which requires resources to accomplish their coursework successfully. The objective of HRM is to help an organisation, maintaining employees to congregate strategic goals and also to manage them effectively. The personnel administrators constant complaint is that they lack status. This proves their inability to make contribution and to make impact on their management associates. Their continuous worry is their inability to prove that they can make impact on their management associates. Drucker (1954) Thus, solar industry is getting more and more important day by day especially Solar Energy. And this is why solar industry developing rapidly in every part of world. So the Human Resource also becomes an important part to manage man-power, technology, research and development etc. Human Resource Management Theory: The objective of HRM is to help an organization, maintaining employees to congregate strategic goals. The key word here perhaps is fit that is to make sure that there is healthy relationship between the management of employees and on the whole strategic direction of the company. (Miller, 1989). However, there are many HR functions which are struggling these days to get the task of management and member of staff and they are unconsidered rather than intentionally practical partners for the top management. Further, in the solar industries HR have difficulty in proving that their activities and processes are accumulating value to the company. In modern times, HR scholars and professionals decided to develop models that can measure the value. HR. Smit, Martin E.J.H. (2006). Human Resource Strategy: The strategy of HRM is to implement the specific functions of HRM. Planning, organizing, training and development is the main function of the human resources. In order to correspond with the whole business strategy HRM needs to correlate various areas of HR. This strategy of HR is to be implement in the solar industries. HRM Activities in Solar Industry The three key HRM activities in solar industries are Recruitment of the best employees Development of Leadership Development of Management The main objective of Solar Industries is to identify and describe the broad range of policies, technical, financial, regulatory, and other market related factors that affect of renewable energy technologies. Firstly, recruiting the right employees with the right competencies at the right time had to fit in the solar industries as there is skills shortage at all levels in the organization. Secondly, HR manager has to develop a leadership training plan to manage their leadership skills to get experienced people in the industry. Finally, management development activity is to be fit in the solar industries to manage organization. Planning, organizing, leading and coordinating resources are the activities included in management. Thus, for the above reason recruiting the best employees, leadership development and management development are the three key activities that should be fit into overall corporate objective of the company. HRM Model in solar industries: 1) The Harvard Model The Harvard model of HRM had to deploy in the solar industries. To guide all managers in relations with employees soft version of HRM has to concentrates on the Harvard model. (Beer, Spector, Lawrence, Quin Mills and Walton, 1984). It focuses on employee commitment that is not control. (Wood, 1995) The model is useful to know the agreement, capability and effectiveness of cost for employees in the organization. Work system Employee influence Human resources flow Rewards For recruitment, and selection process human resource flows are used in the organization. They are used in the organization through placement, promotion, out of the organization as termination pay. To attract and to keep employees motivate the reward system is organized. Thus, employee influence is used to put controlled on authority and decision making. The jobs are defined and not based on particular tasks like classical approaches. The employee having high commitment led to better job performance is the advantage of this model. (Beardwell, Holden and Claydon, 2004). The selection policies were based on competence and it includes the element of suitability and flexibility. Thus, the right employees fit for the right jobs led to effectiveness. The main aim of reward system is to attract and motivate held performance appraisal but it is not a tool for evaluation. The Harvard model is praise in analytic aspect as an advantage by Pettigrew and Hendry (1990). However, on basis of resource this system is bad form labor point of view. There is an argument that soft aspect of HRM has conflict in the Harvard model regarding business focus of the organization and it changes the cost minimization and profit maximization. (Armstrong 1987, Legge, 1995) 2) The Michigan model The solar industries can also deploy the Michigan model because it includes hard version of HRM. (Fombrun, Tichy and Devanna, 1984) To managed employees like resources they use resources inexpensive and carefully to developed and exploited fully. The model includes HRM activities as follows. Selection Appraisal Rewards Development To obtain organizational performance this model includes selection, appraisal, development and rewards policies. The surrounding idea was ignored for its situational factors, stakeholder interests and the concept of strategic choice. (Cusworth and Franks, 1993) The model shows the internal and external factors in the policies of HR along with strategy of business. The market performance and organisational growth is an advantage of this model. It is useful in cost minimisation for employees which is inexpensive. However, market failures are the disadvantage of this model. It is due to ignorance of environments. Moreover, HRM planning certifies the future requirements of the organization that are minimal. Further, this model fails in range of group and internal conflict. (Chuang et al, 2004) Thus, it led to organizational performance failure. (Bagshaw,2004) According to this two model of HRM solar industries deploys because in the case study performance of the solar industries are not going well, work system, rewards and development growth, appraisal for example like shortage of skills(learning skill, training development skill etc) sort of experience and labour turn over levels are high. So according to this above two model of HRM are bring in action in the solar industries. Training and development: Training refers to efforts that help enhance employee skills for carrying out the present job. To do particular job the training is an act of increasing knowledge and skills Edwin B Flippo. Development is a permanent change in knowledge, skills, attitudes or behaviour that comes through experience. Training is must for every individual when he enters into the organization. Even though the candidate has experience he also should get training. Why because the organization culture, values and beliefs are different from one organization to other. Thats why the training program plays a key role in every organization. Training program followed by solar industries is formal assessment tools for recruiting, structured induction training. Solar industries have not developed an effective induction programmed. New employees employed at solar industry get off to a bad start and they do not understand the organization itself or their role in it. Hence, this has lead to employment turnover which is high-18% for managers, 17% for engineers, 20% for sales and marketing and 15% elsewhere. As a result, it is increasingly difficult to find good replacements, and also lowering of morale for the remaining staff. In solar industries HR planning and development methods are high involvement practices, integrated HR practices and reward approach but in spite of all this, things are clearly not going too well, so for this they need to view plans as adaptable. A solar industry requires more attention to planning. It is both possible and desirable to plan for uncertainty. The emphasis in HR planning will be on maximum future flexibility. The objectives of HRP play a useful role in the management of organization: recruitment, training and development, staff costing, redundancy, collective bargaining and accommodation. Recommendations: Firstly, I recommend that board of directors of solar industries could improve its strategy towards training and development of its management staff by using formal induction course. It will save inductors and managers time by dealing with a group than dealing with individuals. It ensures that all new recruits are given a positive message and consistent information. It can employ a range of communication techniques including: group discussion and projects, presentation, visits and guided tours, off-site training sessions, involvement with suppliers, customers and contractors. It enables new recruits to socialize with each other and build cross-functional relationships. This process of training and development is easy to arrange. Secondly, try to avoid by providing too much and too soon to the inductee. This will make the procedure simple and relevant. It will be suitable for everyone in the industry and for their roles within the organization. By this way the process should be shared. Moreover, induction programmed will generate unreasonable expectations. Finally, I recommend that according to effective induction training and development programme and proper HR planning solar industries improved its strategy towards training and development of its management staff. According to effective induction training and development is done by formal and informal course. Thus, industry needed proper learning skill, training plan and developing strategy in the industries management staff in corporate world. Talent Management: Talent management is a position of employees with business priorities to deliver greater performance and results. As agencies strive to meet strategic goals, they must ensure that they have a continuous process for recruiting, training, managing, supporting, and compensating their employees. Emerging technologies are changing the employee competencies needed in organization. There is need of improvement in solar industries in areas of planning, growth and development, management skill by talent management system. The specialized products of the solar industries are electronics. Talent management provides solution to provide better services to organisations like solar industries. The solar industries should make strategy of talent management that give advice to various areas of industries. The process of talent management helps solar industries to recruit, deploy, develop and retained employees in the organization. Solar industries should focus not only on recruiting and retaining talent, but also focus on talent savvy organization support their employees on issues they care about most. Industry has to focus on strategic recruitment in the organization because there are shortage of skill employees at all the levels. They have to deploy about matching the correct employee to a critical job or project. The organization must focus on their critical talent to achieve strategic objective by ensuring their skills, interest, and capabilities. It creates successful work force in the industry to develop a public reputation for being a great place for work, which fosters loyalty among current employees. The employees will be more interested in working for a company that gives importance to its employees and give them opportunities for continued success. Talent management is necessary in the solar industries to retain employees, new skilled workers to be recruited. The war for talent is the process of attracting and retaining employees between firms. (Article in 1998 David Wilkins of soft scope) In solar industries it is necessary to implement talent management system to work into the business strategy. The company has to implement talent employees in the solar industries. It should be implemented at all the levels of the organization in the industries to attract and retain employees. The talent management is not same in different organisation. From talent management stand point, employee evaluations has fear of two major of measurement performance and potential. The talent management is necessary to be practiced in the solar industries and must practiced consistently; Performance management Leadership development, Work force planning (identifying talent gaps), Recruiting. The employees in the solar industries should be talented and talent market should be implemented. It is useful for industries and the most productive employee can select the projects and assignments that are most perfect for particular employee. Talent management is kind of human capital management based on human resources management field that make work easy in the organization where the situation is critical. To manage employee talent in the industries they have to develop effective plans and to implement it in the company. Their responsibility is to develop skills in all the areas of management for this they have to develop new business strategy. Recommendations: To improve the organizational performance of the solar industries, I recommend that they should allocate talent management in their industries. Firstly, solar industry needs workforce diagnostic capabilities that enable more effective strategic decision making across all components of workforce planning. For example solar industry has high percentage of employees labour turnover at all levels would be an indicator that requires attention of senior management. Secondly, a solar industry has experienced expansive growth from around the globe location play an increasingly important role. The ability to find individuals with particular knowledge and bring them together in a virtual environment can make it easier for employees to share good practices. Thirdly, industries have to develop proper recruiting and development activities to get the right employee in right job with right skill. Finally, industry has to develop a talent marketplace by a standard classification of employee roles, skills and competencies and potential managers can identify individuals with relevant skills and capabilities. Conclusion: Finally, I think that training helps people to learn different things in a different ways. Training and development helps in the organisation to develop there information, methods in a systematic way to perform all the activity in the solar industries. Talent management is method of aid in the organisation. It helps talented employees to develop their skills and knowledge. And also develop their effective plan to manage talented employees in the industries. However, talent management and training is the key role of human resources management in the solar industries.