Training and Development Issues in Multinational Companies

Training and Development Issues in Multinational Companies 1. Introduction Nowadays Multinational corporations are more and more widespread, but a problem that they still dont have accomplished is how to retain successful employees, and most importantly how to train their employees in order to make them an efficient and successful resource of their enterprises. Some researchers estimated that around 30% of all expatriates sent to undertake overseas assignments return home prematurely (Kim Slocum, 2008; Mendenhall, Dunbar, Oddou, 1987). Failed adjustment of expatriates leads to high amount of economic and social costs for multinationals corporations. Expatriate failure is argued to be the inability of the expatriate to undertake effectively the international assignment, with the consequence of being fired or recalled to home (Tung (1982), therefore it is crucial to identify the ways to reduce and eliminate such failures. Although estimations of the costs of expatriate failure tend to vary in regards to each different country and are not based on a fixed set of criteria, they certainly cannot be neglected by multinationals (Gregersen Black, 1990). This essay aims to explore the strategic issues around training and development that are faced by Multinational corporations. In particular, a definition of what is International training and development will be given, then its importance in MNCs outlined, and the most advocated training programs explained, finally the essay concludes saying that trainees should also take in consideration expatriates spouse and children as the family support is fundamental for an expatriate to perform effectively. 2. What is International training and development? One of the most significant topics of International Human Resource Management (IHRM) is International training and development and its benefits are well recognized in the literature. (Dowling and Welch, 2004; Kamoche, 1996; Mendenhall et al., 1987; Tung, 1982). Kamoche (1996) says: The human resource refers to the accumulated stock of knowledge, skills and abilities that individuals possess, which the firm has built up over time into an identifiable expertise (p. 216). In the management literature, the two words International training and management development are always related to each other. Training has the scope to enhance work behaviour and skills, and development has the scope to gain better abilities for future work (Dowling et al., 1999). The word development in the human resource management area it involves career and abilities development, human resource and management development. Career and abilities development are related to International training and job rotation. Management development aims to identify, forecast and promote International managers. Inside Human resource development is incorporated career and abilities development and management development. Dowling and Welch (2004) argue that the issue for multinationals is how to retain and leverage their employees in order to have at disposal highly trained, internationally oriented human resources to support their strategic responses and concur to their key competencies. Multinationals are increasing their usage of training to improve and assist expatriates activities. 3. The importance of training and development in MNCs Nowadays, a successful international manager has to detain a set of specific abilities in regards to the context, such as managing responsibility skills, cultural adaptability, ability to generate subordinates, ability to demonstrate and to exhibit (Baumgarten, 1992). These skills are regarded as fundamental international ability and characteristics which can be generated with an effective international training and development program. International training is the type of training specifically set for who has been allocated an international assignment. In the international literature the group of international training that has received more attention is Pre-departure training for expatriates, as overseas failure (i.e. the return of an expatriate employee before the completion of the assigned assignment) is most of the time caused by failure to provide adequate international training for expatriates and their spouses. In order to measure the effectiveness of employees expatriation, the expatriate failure rate is a good indicator. One of the reason MNCs have to avoid expatriation failure is certainly because their cost are really high, involving direct (salary, training, travel and relocation costs) and indirect expenditure. The average direct cost per failure to the parent company goes from US$ 55.000 to US$ 80.000, depending to the assignments destination (Mendenhall and Oddou, 1986). Whereas indirect costs can be considerable and difficult to quantify, including the damage of the relationships with host countrys government, other organizations and with customers, losing market share and companys reputation, therefore also missing future business opportunities. Some research conducted among Americans multinationals has revealed a high rate of expatriate failure and therefore it remains a recurring problem (Brewster, 1988). Table 1 shows this phenomenon (Shen and Edwards, 2004). The global environment is becoming more and more complex and in continuous change, for this reason it requires flexibility. Therefore organizations have to devise strategic responses with the help of suitably trained and internationally oriented employees. Researches find that there is positive correlation between the rigor of the selection and training process and its expatriate success rate (Tung, 1981). This means that if a company uses a more rigorous training program then it will significantly benefit and improve the performances of the expatriate in the overseas environment, therefore decreasing the failure rate (Mendenhall et al., 1987). Cultural training aims to enables personnel to adjust themselves in the foreign culture and then work more effectively in the new environment (Earley, 1987). Table 2 shows (in descending order of importance) some reasons of expatriate failure in US and Japanese MNCs (Tung, 1982). Table 2. SOURCE: Tung, 1982. From the table its important to note that the more important cause of expatriate failure is not expatriates absence of adequate technical skills, but the inability of expatriates and their spouse to adapt themselves in the new overseas environment and culture. The aims of international management development is to identify, promote and use international managers, and it is forecasted to have a important role in MNCs because it is fundamentally needed in order to develop a cross-national corporate culture and to integrate international operations. Bartlett and Ghoshal (2000), argue that multinational corporations can develop their network by creating a group of international managers from different countries. 4. International training and development programs In Multinational corporations there are mainly two different groups of international trainings. They are divided in: Pre-departure training for expatriates: before an expatriates departure for the international assignment, there will be a preparatory training course, this has the scope to ensure that the expatriate has the right capacity and knowledge to accomplish his assignment in a successful way. Post-arrival training for expatriates: Once the expatriate is arrived in his destination to fulfil his international assignment, he will be provided with on-site training, in order to familiarize with the new working environment. Training for nationals of the host-country (HCNs) and nationals of third-country (TCNs): multinationals will provide training in order to teach them their corporate culture and strategy. 4.1 Pre-departure training Most of the literature is concentrated on expatriate pre-departure training programs and their scope is to provide and develop host-countrys cultural awareness to expatriates. Once expatriates have been selected by the multinational for an overseas task, pre-departure training is the next indispensable step to be taken in order to ensure the successful and effective performance of expatriates assignment in the host-country (Dowling, Engler, Festing, 2008). Pre-departure training programs to be effective have to include different components: cultural awareness training, preliminary visits, language instruction and assistance with practical assistance (Mendenhall Oddou, 1986). 4.1.1 Cultural awareness programs Is generally known that expatriates have to feel comfortable and adapted in the host-country in order to perform effectively their task, therefore is fundamental to provide them with a well-designed cultural awareness training program. Receiving this kind of training expatriates will understand and appreciate host-countrys different culture and can behave accordingly or develop appropriate coping patterns. Without any understanding of host-countrys different culture, expatriates are likely to feel disoriented and face difficult behavioural problems during their time abroad. Therefore, cultural awareness training is considered the most common and important part of pre-departure training. Cultural awareness training programs is formed by different components which may vary according to country of destination, duration of the assignment, purpose of the expatriation, and the provider of such programs (Dowling, Engler, Festing, 2008). 4.1.2 Preliminary visits One method for orientating the expatriates is to send them in the host-country for a short trip. If the trip overseas is well planned can provide a useful preview to expatriates and their spouse about the international assignments destination, and allow them to assess their suitability for the new environment. This kind of trip is needed also to introduce expatriates to the new business context in the host-country and provide them with more information before their departure. Preliminary visit to the host-country can assist in the initial adjustment process when used as part of a pre-departure training program (Dowling, Engler, Festing, 2008). Even if the useful adoption of preliminary visits is well known, some European multinationals do not provide it. The 1997 European study reported what one firm admitted: We do not provide pre-assignments visits where conditions are so poor that nobody would want to go. 4.1.3 Language training Language training is an important component of a pre-departure training program. However its importance is always put after that of cultural awareness training. It is generally worldwide accepted that English is the common language of the business world. The ORC Worldwide 2002 survey discovered that the adoption of language training for expatriates and their spouse, as part of the pre-departure training program is increased. In fact, results say that 59% of the sample firms provided language training before the departure of expatriates, and 74% provided language training once expatriates arrived on the assignments destination. The ability to speak the foreign countrys language is essential to perform better and improve negotiating ability; indeed Tung (1997) discovered from a survey of 400 expatriates that language competence is a critical part of the assignments performance. Language skills are not important only for task performance but also for cultural adjustment. One reason for multinational not providing language training may be the difficulty and long time required to learn even a base level of a foreign language. A solution to this problem for multinationals is to hire a large language competent staff from which they can choose the potential expatriates to send abroad, but multinationals have also to keep an up-to-date information on all employees, and make frequent tests to verify if those language skills have been maintained (Marschan, Welch, 1997). 4.1.4 Practical assistance Providing practical assistance is another component of a pre-departure training program. Practical assistance aims to help expatriates and their family to adapt themselves to the new foreign environment. Many multinationals are paying specialized assistants in order to help expatriates and their family, providing practical assistance in finding a suitable accommodation or school for their children. 4.2 Post-arrival training Some recent research studies and innovative multinational companies practices suggest that there are three main emerging topic that managers working in multinational corporations have to be aware: In-Country, Real-Time Training, Global Mindset Training; and Self Internet-Based Training. 4.2.1 In-Country, Real-Time Training The majority of multinational corporations think that pre-departure cross-cultural training alone can already give expatriate the necessary skills and knowledge to perform well in the overseas environment. But researchers in this area have analyzed the expatriation process from different perspectives and discovered that multinationals thinking is erroneous, and argued that is important to continue the cross-cultural training program in the early stages of the international assignment (Gudykunst, Guzley, Hammer, 1996; Mendenhall, 1999). Living in a totally new environment facing different culture is a complex task and pre-departure training can provide expatriate with skills and knowledge only to survive, not to excel and overcome problematic situations where expatriates dont know what they should do, because pre-departure training methods cannot cover all the specific cross-cultural situations that expatriates encounter during the international assignment. Therefore once arrived in the foreign country is important to provide expatriates with further education and training in order to make them able to process accurately the new environment around them and to undertake wise moves. In-country training suits these specific needs. Global Mindset Training Nowadays it is very important that managers especially for U.S and European firms to develop global mindset in order to help their own companies to operate in the global context even when they have tasks only at local level. Hence increasing number of companies is educating their managers about global business issues. Multinationals have several ways to do this, for instance they can utilize their internal returning managers or expatriates in terms of their overseas marÂÂ ­ket knowledge, intercultural skills, foreign language ability, and so on. Some Multinational corporations organize seminars both on formal way and on informal way and ask repatriates to share their overseas experiences relocating managers and their families to some specific regions. Then companies could also adopt the method of field experience that puts employees in contact with subcultures, in particular with poor people, within their own country during short and compressed time periods. During this time they should learn how to walk in the moccasins of the members of the subculture. This kind of experience provides them a powerful tool to broaden their horizons, to reduce subjective barriers and prejudices, and increase their interpersonal skills. All these activities enhance those competencies to develop a global leader ship and business knowledge. Self Internet-based training Companies also provide CD-ROM edutainment software to support employees and children in activities of large range in order to help expatriates to increase their productivity overseas. It is designed as self training program. For instance you can find software CD-ROM that can give you a country specific interactive guide for business travelers and ordinary dealings with different cultures under the supervision of some trainers through internet connection. Often these software are tailored with different feature to different employees family members. 5. Trainees: Who should be trained? The support of the expatriates family is of critical importance for any international assignment to be successfully completed. From this point of view, is clear that multinationals have to train all family members of the expatriate in order to receive a high and effective performance of the assignment. According to a survey conducted by Organizational Resource Counsellors (ORC), 47% of multinationals offer training program to the entire family of the expatriate, 33% offer to their employee and spouse, and 20% offer training only to the expatriate employee. Different researchers have analysed this phenomenon and argue that the most important and common reasons for which expatriate cannot perform effectively their international assignment is the inability of their spouses to settle well and live in the host culture (Black, Gregersen, Mendenhall, 1992; Adler, 1997; Kohls, 1994). While expatriate are sustained by the workplace with familiar routines and job tasks, the situation of his or her family members is quite different. The spouse is left alone and has to face difficult challenges in a new international environment such as how to deal with relocation logistics, to establish the household, to settle the children at school, to negotiate with the local services, and to become part of a social network. Obviously the level of difficulty depends on spouses level of confidence and skills. According to findings of a research made by Bennett Associates and Price Waterhouse, most of the times all expatriates are married and the accompanying spouse is female, and they have to face the dual-career dilemma situation at the time of the international relocation. When the accompanying partner is in front of this situation, she or he may feel ambivalent about the move and worried about how to find employment once arrived abroad. So all training programs should take in c onsideration these issues and help the spouse in order to have a positive growth and development during the time abroad. Therefore is very important that the spouse feel that he or she is also an active part in the international assignment (Lublin, 1999). Training programs should also include young family members, supporting them to adapt in the new environment. All these programs should be tailored according to different needs of children, and they are particularly useful in case of strong difference between childrens culture and host-country ones. In most major business centres there are international schools that help expatriate community, trying to facilitate their transition from their own countrys environment to the new foreign countrys environment. In other cases, when is not possible to find this kind of international schools, children have to put more efforts in facing new education system, social norms, and the challenges posed by a new language. 6. Conclusions One of the most important issues of International Human Resource Management is International training and development and this is well known by all researchers. From the literature and study done in this field, researchers argue that most MNCs do not provide sufficient or adequate International training for expatriates and their families. It is argued that Multinationals have reported high percentage of expatriate failure and consequently they do not have many effective international managers in the international arena. Researchers said that the components of each different international training has to be decided in regards to the country of destination, the type of task, the duration of assignment and the purpose of expatriation. Pre-departure training and post-arrival training are the most supported in the literature. Therefore, MNCs should provide effective International training and development to expatriates and their family, Host-country nationals and Third-country nationals, in order to gain better economic performance and to be successful in such a competitive environment.

Time Warner Essay -- essays research papers

Time Warner In 1989, the largest Media Corporation was formed. The integration of Time Inc. and Warner communications produced Time Warner, which in 1996 with the acquisition of Turner broadcasting, regained it's status from Disney as the largest media corporation in the world. The company right now, with over 200 subsidiaries world- wide, is becoming fully global with it's profits from the USA falling, and it's profits throughout the world rising. Globalisation is proving to be Time Warner's major asset in beating other competition to the World market. Currently, Time Warner has interests in many different business fields. Music accounts for a large proportion of its income, while not far behind are its cable systems, entertainment, films, video and television holdings. But, the company has also centred its resources and invested in the global media, producing programmes and channels for countries around the world, which in turn has proven to be a very lucrative area of growth. Time Warner in general has become a 'major force in virtually every medium and on every continent'; So then, why should a company like Time Warner be a threat to the public, and something which all of us citizens around the World should be aware of ? Isn't Time Warner just a success of capitalism ? A successful company, which employs thousands of people and makes massive turnovers, while at the same time advancing the cause of the global market and promoting commercialism doesn't seem like a thing of public concern. In the World village today, why should we need thousand's upon thousand's of small independent company's and tv stations and newspaper's, when we could have ten large conglomerates who would control everything from production to sales to distribution ? The way in which thing's have developed over the past ten years, that scenario or fiction might even become fact or reality. So why should it bother the people of the World ? To begin answering that question, we need to go back a hundred years or so and look at the work of Karl Marx and his interpretations of 'socio-economic order produced by industrial capitalism'; . Marx believed that the unequal distribution of wealth and the way in which the capitalist class controlled this wealth through the possession of raw materials, means of distribution and labour, enabled them to make... ...in maintaining its role as a public broadcaster, and given more financial aid from the government. Advertising could be controlled more vigorously and regulated, particularly during children's programming (As in Sweden). A more drastic approach would be the breaking up of the vertically integrated oligopolies, and establishing more competitive markets. In general, any change must strive to serve all of societies needs and interests, which includes audiences and broadcasters, and not only advertisers and media moguls. So, in the end are oligopolies, vertical integration and concentration matters of public concern ? Of course they are. Matters of ownership of the media and the means of production, distribution and sales are too important to be ignored. In the interests of holding on to a healthy democracy, diversity has to be achieved and maintained. As I have tried to show oligopolies and vertically integrated media industries are just as dangerous as state run ministries that have a monopoly over information. 'Concentrated media power is political and social power';. Thankfully, the World hasn't yet become like the latest offering from James Bond 'Goldeneye';.

Angels with Dirty Faces Film Review

Madden 1 Sarah Madden 18 November 2012 Film Review: Angels with Dirty Faces, USA 1938 The film I have chosen to review and analyse under the theoretical frame Genre is Angels with Dirty Faces, a gangster film directed by Michael Curtiz starring James Cagney and Humphrey Bogart. In Andrew Tudor’s book â€Å"Theories of Film†, he argued that genre is â€Å"what we collectively believe it to be†. I believe that when Tudor says â€Å"we† he means the audience. Audiences have an expectation of what they assume a film to be like and this is down to genre.According to Jill Nelmes, â€Å"Genre is a fundamental means by which we communicate†. Characters, setting and events are made predictable to assist the audience in fulfilling their expectations. The study of Iconography also has a lot to do regarding genre and how such things like props, costumes and settings can tell the audience what genre a film is supposed to be in. When films are placed in certain g enres, recurring events and characters are expected.The likes of Al Capone and James Cagney were recurring actors on contract used for the gangster genre in the Hollywood Studio System around the 1930s and this entertained the audiences as they knew what to expect from their idealised actors from the roles they played. Angels with Dirty Faces epitomises the gangster genre during the 1930s. Made in 1938, the Michael Curtiz film followed rules and conventions that were expected of the genre around that time. The gangster film emerged from the Great Depression and the First World War, as gangsters of America, and more precisely New York began to â€Å"run† urban cities.In â€Å"A World History of Film†, Robert Sklar wrote: â€Å"These [Gangster] films responded to the changes in urban crime as a result of the post-World War 1 amendment to the United States Constitution prohibiting the manufacture, distribution, or sale of alcoholic beverages. Prohibition fostered powerfu l criminal organizations that supplied illegal liquor, their highly publicized exploits found their way into films in the later 1920s. † Madden 2 There is an obvious question regarding gangster films about whether they suppress criminality or encourage it.In Angels with Dirty Faces, we see how the gangster lifestyle is having a bad effect on the youths, but how the main gangster, Rocky Sullivan, is punished in the end for his rebellion against the law. In his review of the film, Jeremiah Kipp wrote: â€Å"It begs the question of how much the gangster movie star persona affects our youth. † The film fits the genre it is categorised in as it follows the conventions of other gangster films. It is set in the slums of New York City where the Dead End Kids grow up and where Rocky Sullivan and Jerry Connolly grew up.There is a loyalty present between Sullivan and Connolly that goes back to when they were delinquent children, although Connolly betters his life by joining the pr iesthood, whereas Sullivan spends his childhood in the society for juvenile delinquents and much of his life in prison. Connolly is coined as the hero in this story and he follows the characteristics of the hero in Schatz’ â€Å"Genres of Order†, whereby Schatz lists the general characteristics related to the heroic figure in the gangster and also western genres.The hero, Schatz describes, is male dominant, located in a contested space usually unstable, surrounded by externalised conflict expressed through violence and takes it upon himself to resolve the problems and eliminate the villain, usually leading to the death of the villain. Connolly possesses all of these traits as he is indeed male, the location is in the slums of the city, he is surrounded by figures like Sullivan who use violence as a solution and he, being old friends with Sullivan, tries to stop him on his own, without police assistance, as we see in the final scenes of the film.This shows how character s in a certain type of film genre can help define that genre as they follow similar characteristics. Another aspect common within the gangster genre and present within Angels with Dirty Faces, is the rise and fall of the gangster, which we see from when Sullivan is released from prison at the start to when he is executed at the end. The message in almost all of the gangster films is that crime doesn’t pay, which is shown by the demise of the gangster at the end. Films within the gangster genre also follow certain themes such as Betrayal, Self-destruction and Loyalty.We can see these themes emerging in Curtiz’ film as Connolly betrays Sullivan, for the benefit of the Dead End Kids, by giving information to the newspapers and police and going public in a bid to stop the crime in the city, starting with Sullivan. The theme of Self-destruction is also evident as Sullivan does no favours for himself by rebelling against the law and by shooting at the police. Madden 3 Sulliv an continually makes bad choices which end up in his own self-destruction as he is eventually caught and punished for his actions.The theme of Loyalty is also introduced in gangster films, usually with the gangster mobs being loyal to one another, but in Angels with Dirty Faces, we see Sullivan’s loyalty to Connolly. Sullivan respects Connolly and shows this at the end of the film when Connolly asks Sullivan to be a coward at the time of his death, so as not to be a hero to the Dead End Kids, which Sullivan reluctantly does. The study of Iconography ties in with the defining of genre as an audience can tell the type of genre a film is within the opening sequence, looking at clothing, props, music and settings.The visual signifiers of a gangster film include weapons such as guns; the setting being usually in a big city, smart clothing on the successful, superior gangsters and shabby clothing on the younger figures living in a gangster lifestyle. The visual signifiers of Angels with Dirty Faces which helped determine it was a gangster film was the enclosed urban city setting, the troublesome youths stealing from a cargo train and the fast and anticipating music when they are running from the police, followed by the downbeat, ominous tone of music when one of the youths are caught.The verbal signifiers also helps one determine the genre of a film, as the dialogue and language used can indicate the film. The way the two young boys speak, along with how they are dressed, shows their upbringing in an unprivileged, urban lifestyle. The first shot shows a newspaper headline, which reads â€Å"Harding nominated for President† reveals to the audience that the film was set in 1921. The film shows many front page newspaper close-ups throughout, which helps the audience follow what is going on without having to show a clip-by-clip action.Angels with Dirty Faces follows the pattern of other gangster genre films by the execution of Sullivan at the end, showing the rise and fall of the gangster. This portrays a message to the audience that the gangster never wins. For morality purposes, the gangster cannot be seen as glorified and must always be seen to be defeated or killed in order to protect society. In his article, â€Å"Teaching through Genre†, Tom Ryall says that â€Å"Genres may be defined as patterns/forms/styles/structures which transcend individual films, and which supervise both their construction by the film maker, and their reading by an audience.Madden 4 Ryall is saying that although films are made individually, they follow some patterns or structures which categorises them into certain types of genre. The gangster film follows certain aspects regarding iconography, setting, events etc. which make it fall into the gangster genre. Angels with Dirty Faces follows some of the forms and structures of other gangster films such as the use of weapons, the violence, the slick clothing of the higher gangsters and the death of the gangster at the end which all show why it locates itself in the Gangster genre.Iconography is also used when defining genre as it helps an audience fulfil their expectations. Madden 5 Works Cited Angels with Dirty Faces. Dir. Michael Curtiz. Perf. James Cagney, Pat O’Brien, Humphrey Bogart. Warner Bros, 1938. DVD. Sklar, Robert. A World History of Film. Ed. Katherine Rangoon Doyle. New York: Harry N. Abrams, Inc. , 2002. Print. Hollows, Joanne, and Mark Jancovich, eds. Approaches to Popular Film. Manchester: Manchester University Press, 1995. Print.Nelmes, Jill, ed. An Introduction to Film Studies. 2nd Ed. New York: Routledge, 1999. Print. Kipp, Jeremiah. â€Å"Angels with Dirty Faces†. Rev. of Angels with Dirty Faces, dir. Michael Curtiz. Slant Magazine Online: 2 Feb. 2005. Web. 17 Nov. 2012. Tudor, Andrew. Theories of Film. New York: Viking Adult, 1974. Print. Schatz, Thomas. Hollywood Genres: Formulas, Filmmaking, and the Studio System. New York, N. Y. : McGraw- Hill Humanities/Social Sciences/Languages, 1981. Print.

Concepts of Effective Leadership

Concepts of Effective Leadership Meaning of leadership; the characteristics and qualities of effective leaders The success of any corporate body or organisation depends on its leader’s ability to coordinate and manage the utilisation of its resources, for achievement of common organisational goals. Therefore, an effective leader should be able to coordinate and manage all affairs of an organisation, through supplying and setting in an organisation achievable visions and coordinating all employees’ efforts, for purposes of achieving common organisational goals. Advertising We will write a custom essay sample on Concepts of Effective Leadership specifically for you for only $16.05 $11/page Learn More In addition, an effective leader should ensure that, in the long run both an organisation and employees’ goals or needs are achieved. On the other hand, an effective leader is a king leader who provides positive influences to a company. Considering this, effective leadership entails the practice of influencing or coordinating employee’s efforts, for purposes of achieving â€Å"extraordinary† organisational goals. To achieve success beyond the set standards a leader must hold high standards of integrity, be motivating, creative, influential, a good problem solver, and have ability to formulate achievable goals and appropriate communication channels within an organisation. Further, a good leader must be hardworking and have the ability to create a good working environment; environments that will encourage innovativeness and cooperation between all organs of an organisation. Personal Experience For me, the most valuable leadership practice was my initiative to organize and to improve a professional course for the analysts of HNA Group. HNA Group is a large Chinese based company which has developed itself from a single purpose airline company to a diversified corporation across 8 different industries. In 2009, the company planned to expand its territory to the international Hospitality Industry, since the world had suffered a great economic recession, making the value of the entire industry generally low. At the time, I was an analyst and an assistant for the COO of the company and faced a lot of difficult in doing my job when the company started looking for target companies to acquire. Traditionally, a successful investment requires exhaustive financial analysis to understand the target industry and the performance of the target company. It also requires analysts who are suddenly thrust in the new position to evaluate businesses based upon unfamiliar technology and financial system. Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Throughout my research about the hospitality industry, I struggled to grasp the significance of core technologies but did not get the clue, a fact that I discovered was common among colle agues. The investment bankers offered us many valuable options but, without proper researches, the core intelligence team could not convincingly evaluate the options and define the ones that were bests for our company. I thereby realized that the analysis team needs technical support to improve their knowledge. As an analyst, it was hard for me to get enough attention and support from the head of the management team, forcing me to get the information through collecting opinions from my colleagues. Through coordinating with my colleagues I was able to write a business proposal, which provided solutions to the problem to the management team. After analysing the proposal, the management supported the solution plan, because after that the management team arranged a series of seminars that were led by the industry experts of the company. At the beginning of the seminars, the internal experts enlightened us about the nature of the industry and the particular interests of the company; h owever, I soon realized that internal experts were not qualified to teach us about international finance and cross-board acquisition since of their experiences were primarily China-based. In response, my colleges and I started to communicate with other analysts to discover the alternatives. After collecting responses from the analysts, I realized that the most effective alternative for the company was to hire technology consultants from the outside sources, because in this way, the analysts could get more comprehensive and technical knowledge. Although the new solution was good, unlike the old one that was less costly, to implement the new one the company had to incur extra costs. This made it very hard fro the managers to approve it, because it required wide consultation among all top management organs. Therefore, I decided to make a complete proposal to the managers to convince them that the company needed expensive alternative to help the analysts perform their duties effective ly. To make sure that I had the necessary convincing power, I also consulted with my superiors who were very beneficial in helping me to improve my convincing power. Through persuasion, the management team approved my alternative plan, after reviewing the analysts’ responses about the seminars and my research on the alternatives. Using my colleague’s comments and the managers’ evaluation report, the external experts greatly improved the company’s ability to analyze target companies as well as advised the managers more intelligently on how to enhance their practise.Advertising We will write a custom essay sample on Concepts of Effective Leadership specifically for you for only $16.05 $11/page Learn More Areas I Plan to Develop This experience made me to acknowledge that, communication is a very important component of any organisation; because it is through communication that one can pass any message they want to pass effectively, for purposes of winning the confidence of others. This is something I realised, because of the difficulties that I faced in selling my expensive alternative to the management. In addition, to the significance of communication, I also learnt the significance of developing solid professional relationships with workmates. Therefore to enhance my communication and convincing skills, I intend to do more researches on how to become an effective business communicator and learn more about the art of writing and presenting convincing business proposals.

Types Of Verbal Deception essays

Types Of Verbal Deception essays This study serves to attain a better understanding of deception types and the nature of verbal manipulation. In this report analysis of various research was used to come to a consensus on the different types of verbal deception and how they affect apparent message competence and manipulative qualities. Analysis confirms that the Information Manipulation Theory is the best indicator of deception types in Western Discourse. Through careful evaluation, evidence seems to suggest that manipulations of quality, quantity, relation, and manner all significantly influence perceived message competence and deceptiveness. The violation of quality was found to be the most deceptive. Two major avenues of study have risen in deception research. One looks at a persons ability to detect deceptive messages. The other inquires what makes up a deceptive message. While this article touches on both, it focuses on the latter issue. When looking at types of message deceit, this study sought to find what types of messages are involved in manipulation and what types of are perceived as being the most manipulative. Manipulation in communication is defined as messages intended to mislead receivers. When examining manipulation in communication a guideline must be created to label the different types of deception. This essay will examine different manipulation literature and come to a consensus on what verbal communication manipulation entails. This article presupposes Paul H. Grices Co-operative principal when examining manipulation. Understanding of western speech and dissertation, including the Information Manipulation Theory, is based off the guidelines of discourse set forth by Grice. He projected a set of broad assumptions to which all conversationalists must follow in order to be perceived as proficient. His basic assumption was that any discourse, whether written or spoken, is a joint effort. Both the speaker and receiver must follow certain synt...

Bus 617-week 10 Essay Example | Topics and Well Written Essays - 750 words

Bus 617-week 10 - Essay Example Evaluation of the program’s effectiveness within my organization would be through ensuring it is not duplicative and regularly monitoring the shelf life of the courseware. This practice would support workplace happiness by bringing in a true worldwide buy in of training programs among the participants and significantly reducing the cost of training. The practice is also flexible. What is happening now in my organization is lack of excellent content that can be applied globally and it is affecting the entire learning industry. Going by the potential of this practice, the future looks great and promising. The reason as to why I am saying that the future looks great is because using the practice well together with the program would just have the best effect on any given organization apart from mine. This information I acquired through real-time research and everything taught can be built on oneself. Most of the information came from a pdf called best practices of high functioning learning organizations. The rest of the information came from comparing notes over the internet and library. As I complete this exercise, I feel comfortable with the information that I acquired because it is self-explanatory and I can easily feel it transforming my organization and the entire industry. I have five goals namely extending my organization by going global, creating satisfaction to my customers, getting better learning programs for my organization, reducing the cost of learning and engaging my customers in the best way possible. One year from now, I will have done a lot considering the use of global practice. The organization at this time looks great, as I have gone global. The priority is however going global and the starting point is using the global practice. The advantages are that it could place the organization better competitively and at the same time, the disadvantage being that it would take more time to fully be implemented

Pyramids in Egypt Research Paper Example | Topics and Well Written Essays - 3000 words

Pyramids in Egypt - Research Paper Example This paper will focus on this and more so, on the Great pyramids of Giza. The name of the great pyramids is because they constitute the oldest and the largest pyramids in ancient Egypt (Lenher, 1997). They were the first pyramids to be constructed in Egypt by a King called Cheops. Although Cheops was not the first to construct a pyramid, many others including his father Snofru had tried and failed to come up with a perfect pyramid (Verner, 2003). The History – The First Pyramid The history of pyramids can be dated back to the early construction of tombs in Egypt. The construction of the tombs was especially for the burial of the kings and pharaohs of the land. According to Petrie an Egyptologist (Verner, 2003), the pyramids were approximately 280 cubits high and 440 cubits lengthwise. The Pyramids form the greatest wonders of the world today. According to Mendelssohn (1971), the above measurements of the pyramid translate to about a height of 454.5 feet and a length of 755 34 feet. The dimensions brought about the exact relation between the height and length to an accurate 22/7 also known as the ? in mathematics. This accuracy has resulted in questions whether the Egyptians already had a well formed architectural culture, or whether it was by chance. Verner (2003) stated that it did not matter whether they knew the existence of the mathematical ?, the thing is that they used it nonetheless. However, some historians believe that this accuracy could have been deliberate and should therefore not be ignored. According to Petrie, the precision must have been deliberate and included in the design of the builders. The development of the pyramids can be traced back to the culture of the Egyptians. Egyptians were very religious people and believed in many gods. People saw the Pharaoh who was their head as a living god. This respect of the Pharaoh was immense, that the Egyptians believed that they were still ruling over them in spirit form. Hence they were worship ped even in their dead state. The Egyptians believed in life after death. According to them, when a person died, their soul would remain and exist in spirit form called Ka. People believed that Ka would revisit the dead body and dwell in it. As a result of this belief, it was paramount that the body be preserved to entice Ka to come back into the body and dwell forever (Verner, 2003). Since they also believed that life after death was more important and eternal, they treated the dead with great respect and even worshiped them (Verner, 2003). This led to the construction of tombs. Great expense in terms of time and skill went into construction of tombs especially for the Pharaohs. The name of the early tombs was Mastaba (Edwards, 1993). These Mastabas were graves that had slanted walls and flat tops. They formed the embryo for the construction of pyramids. The construction of the stepped pyramids was an attempt to improve these tombs. The formation was through layering of Mastabas fo rming a pyramid that has steps on the side. There was still dissatisfaction as there was a desire to give the Pharaoh an ultimate resting place where he could be worshipped forever. Since the Kings also had a lot of possessions, which they treasured, there was a need to build bigger tombs to accommodate the possessions. Such constructions allowed for the burial of the Pharaoh. From the stepped