Gender Socialization in a Toy Store free essay sample

Ethical Perspectives in Managing Talent Essay Example | Topics and Well Written Essays - 2250 words

Moral Perspectives in Managing Talent - Essay Example So as to decide the degree and usefulness of ability the board, certain moral elements will be considered from an authoritative perspective. Be that as it may, different researchers have contended about overseeing ability in a moral way. In this association, a point by point examination about different noteworthy features of ability the board will likewise be considered. Chapter by chapter guide Executive Summary 2 Introduction 4 This paper means to cause a point by point examination of how a specific association to can oversee ability concerning moral viewpoints. In addition, how ability fits in the morals discussion will likewise be depicted in this paper. 5 Report Discussion 5 Theoretical Explanation 5 Organizational Viewpoint 7 Critical Evaluation 9 Conclusion 12 Recommendation 12 References 13 Introduction In the current day setting, most of business associations face huge difficulties and troubles with respect to the worldwide ability the executives. It has been obviously seen that each association all through the globe consistently concerns the part of ability the board so as to receive viable vital choices. ... From the point of view of human capital, a couple of the analysts picture the idea of ability the executives as a key to achievement of an association (Tansley, 2011). By taking into concern today’s business situation, ability the executives is viewed as one of the basic angles identifying with corporate human asset (HR) and preparing. When all is said in done, it tends to be expressed that an association is ordinarily made utilizing different degrees of talented individuals. These individuals go about as a making an incentive towards various fields that incorporate business process, advancement improvement, deals and client assistance that at last helps associations in achieving their ideal business focuses to a more noteworthy degree. So as to build up this worth, a HR division ought to follow an ability the executives strategy regarding enrolling, supporting, overseeing, preparing and repaying talented individuals. One of the noteworthy viewpoints that must be taken into co ncern is with respect to how this whole procedure can be overseen in a moral way (Vaiman, 2012). This paper plans to cause a point by point investigation of how a specific association to can oversee ability concerning moral viewpoints. In addition, how ability fits in the morals discussion will likewise be depicted in this paper. Report Discussion Talent the executives contains gifted individuals and significant assets so as to react to the change and tackle with the intricate business working circumstance. It additionally grasps the turn of events, upkeep, support and the individuals situated hierarchical culture. Relevantly, ability the board is considered as a deliberative methodology that is embraced by the greater part of the associations so as to pull in and hold individuals having their particular aptitudes for the

IELTS Essay Topics With Answers PDF - The Difference Between An IELTS Essay Topics With Answers PDF and A Standard Essay

IELTS Essay Topics With Answers PDF - The Difference Between An IELTS Essay Topics With Answers PDF and A Standard EssayYou may be wondering what the difference is between IELTS essay topics with answers PDF and a standard essay. The answer is that the format is quite different. There are differences in how the scores are computed, what the examinations cover, and how the score is calculated. This makes IELTS essay topics with answers PDF a more professional, organized, and updated version of an original essay.The reason this is so important is because students are expected to have a thorough understanding of the English language before being able to go through their written works. Thus, it is important that they be able to write a good essay that will allow them to communicate clearly in a variety of situations. That can only be accomplished with an original, well-written essay.In short, it is important for IELTS students to have a good understanding of their written materials. Othe rwise, their chances of passing the exams will be diminished considerably. They also need to understand the subtleties of grammar and punctuation that are essential when writing a proper essay.For example, if they don't understand what the exact meaning of a sentence like, 'The first letter of each word represents the next letter,' then they may find themselves at a loss when writing essays. However, if they can see that this sentence means, 'The first letter of each word represents the next letter' then they will have no problem writing a coherent essay.IELTS students need to understand what words mean in the world of English. Unfortunately, many of them don't. They do not always know that there are four basic parts to a sentence, and that the verb, subject, object, and preposition all take on different meanings in different situations.This means that if IELTS students want to write an essay that will help them pass their exams, they need to understand the subtleties of the languag e. That's why they need to have an original essay that is in good shape. It also means that they need to look into the exam papers, pay attention to the changes that are made, and make sure that they understand everything that is said.It has been said that students that understand the formalities of the English language are more likely to get into college and graduate. They also understand the importance of grammar and punctuation, as well as proper vocabulary, which are vital in the IELTS exam. They understand that the IELTS exam is not just about answering questions about the history of the English language.You can see why the IELTS essay topics with answers PDF is important for all IELTS students. It is also important for students who are looking for essays to help them get into college. Simply put, they will help them pass their exams and enjoy a better future.

One of Americas Best and Most Controversial Short...

For over 2 hours the villagers gathered around the town’s square awaiting the results to the annual lottery. â€Å"The Lottery† was written by Shirley Jackson in 1948 and became one of America’s best and most controversial short stories. In â€Å"The Lottery† Shirley Jackson expressed her opinion on society’s resistance to change and how people uphold traditions passed down through generations. At first in â€Å"The Lottery† the author makes it seem like this annual event is a very positive event in the village. The tone in Shirley’s writing is very pleasant and inviting especially when she talks about the setting in which it takes place. â€Å"The morning of June 27th was clear and sunny, with the fresh warmth of a full-summer day; the flowers were†¦show more content†¦I think that Shirley Jackson was referring to people not being able to let go of traditions such as in social circumstances, religion, and politics. People ar e afraid of making changes because they are comfortable with what they were raised with because they have been taught that, that is the way things are supposed to be. Even though this event is outdated and ends in murder, many villagers especially the older ones found the idea of stopping the lottery ludicrous. â€Å"They do say,† Mr. Adams said to the Old Man Wagner, who stood next to him â€Å"that over in the north village they’re talking of giving up the lottery.† Old Man Wagner snorted. â€Å"Pack of crazy fools,† he said. â€Å"Listening to the young folks, nothing’s good enough for them. Next thing you know, they’ll be wanting to go back to living in caves, nobody work anymore, live that way for a while. Used to be a saying about ‘Lottery in June, corn be heavy soon’ First thing you know, we’d all be eating stewed chickweed and acorns†¦.† (Jackson.4) Old Man Wagner represents the reactionary and conservatives while Mr. Adam and the north village represent a more liberal and progressive movement. Old Man Wagner can’t accept that the lottery could or should be stopped, and that doing so it would be bringing the society backwards instead of progressing into something better for the future of the villagers. Same as in most political movements there’s different groups of people who haveShow MoreRelatedLogical Reasoning189930 Words   |  760 Pagesappreciate your writing to him at dowden@csus.edu. iv Praise Comments on the earlier 1993 edition, published by Wadsworth Publishing Company, which is owned by Cengage Learning: There is a great deal of coherence. The chapters build on one another. The organization is sound and the author does a superior job of presenting the structure of arguments. David M. Adams, California State Polytechnic University These examples work quite well. Their diversity, literacy, ethnic sensitivity

Personal Statement Space Travel - 1195 Words

Name: Austin Autry Title: Space Travel General purpose: To inform Specific purpose: To inform audience members on both modern and forthcoming capabilities of space travel. Thesis Statement: The current space travel capabilities do not allow for travel into interstellar space and beyond. With the creation of laser beamed nanochips travelling at 100 million miles per hour, we could reach the nearest star, Alpha Centauri in 20 years, gaining pictures and data from some place far, far away. Introduction: Currently, it is very difficult to send humans and spacecraft anywhere in space, let alone out of our own solar system. The cost and risk involved in sending people and objects into space have not stopped humans from achieving impressive missions over the past 70 years. We have sent humans 248,655 miles deep into space and space craft 11.7 billion miles from the Earth. Although we are making strides in furthering our space exploration, there are still steps being taken to travel further than ever imaginable. With new and improving technology, scientists and others, are trying to find ways to make it into interstellar space and beyond. Stephan Hawking and a Russian billionaire unveiled their plan for an interstellar nanochip that could make it to Alpha Centauri in 20 years. This may seem very exciting, but there are a few road bumps in the way to get the technology where it needs to be. Body: 1. Starting in the 1940s, things became more interesting because we actually gotShow MoreRelatedCase Study : The Super 8 Chain 1562 Words   |  7 PagesGwyn Nunnelee Week 4 Writing Assignment Case 7.1 1. My initial objective prior to placing the first call would be to take some time to gather information about the Super 8 chain, locations, current marketing strategies, and what personal and professional information I can find about the marketing director) so that I can analyze what I have learned in order to consider what the objectives of my first call and follow up calls should be(Castleberry Tanner, 2011). Based on the information learnedRead MoreEssay about Asdfsdfasdfa964 Words   |  4 PagesGrace† contained many aspects related to global planning issues in areas such as neighborhoods and cities, personal space, and immigration. The film demonstrated the effects of social networking in urban environments and the effects it has on personal space. Survival in urban space such as in cities and neighborhoods is revealed within the film along with the importance of recognizable space. As depicted in the film, immigration and social support can be closely related in terms of a family supportRead MoreEssay on Space Shuttle Ethics Case Study919 Words   |  4 PagesOne of the greatest tragedies in history occurred on January 8, 1986. Shortly after it was launched, the space shuttle Challenger exploded, killing seven astronauts, including Christa McAuliffe, a New Hampshire schoolteacher chosen to be the first teacher in space (â€Å"Challenger Disaster, n.d.). The explosion was caused by a failure of the O-rings of the solid rocket boosters. The O-rings were unable to seat properly, causing the leaking of hot combustion gases, which burnt through the external fuelRead MoreThe Rocket Man Literary Devices1485 Words   |  6 Pagesordinary life with his family and traveling through space on a rocketship. The story, written in 1951, is based around how the father’s space travel affects his son, Doug, and the father’s relationship with his wife. The Rocket Man, was written during the modern period of literature, a time when science fiction a nd new technology was up and coming. During the 1950’s, the United States was at the beginning of its space program, and space travel was quickly becoming a reality. The Rocket Man was influencedRead MoreCase Analysis 3 - Personal Navigation Devices Essay examples1620 Words   |  7 Pagesï » ¿ Case Analysis 3 - Personal Navigation Devices NETW-583 Introduction For as long as man has been mobile the need to know how to get from point A to point B and back to point A has been important. About 3500 B.C. man began sailing ships to travel and carry goods from one place to another. Travel in those times was limited to coastal travel; ships stayed within view of the shore and did not venture into open waters (Early Navigation Tools, n.d.). Later on mariners learned toRead MoreAfter Work Sampling Was Complete, The Team Collected Data1632 Words   |  7 PagesAppendix 7. Each production area is shown below on Figure 11, 12, 13, 14, 15, 16 and 17. These figures do not represent frequency, they only represent path to the destination. As shown in the figures, there is a significant amount of movement and travel beyond an operator’s specific work area. Figure 11: Fabrication Area Spaghetti Diagram Figure 12: Alternative Fabrication Workstation Spaghetti Diagram Figure 13: Assembly Area Spaghetti Diagram Figure 14: CNC Area Spaghetti DiagramRead MoreGenetically Modified Food Is Terrible Essay1142 Words   |  5 Pagesabout medical privacy in the U.S will cause a lot of confusion and trouble to the public. 5. Space travel for ordinary people is exciting and will probably happen soon. Problem(s): Lack of focus and inappropriate language. Revision: Space travel for ordinary people will happen soon because NASA is conducting a new research on how to connect the universe within itself. Part Two: Writing Thesis Statements 1. Rough Outline 1 Research Question: Why do young people commit crimes? Focus of Research Question:Read MoreThe Joys Of Motherhood Summary1253 Words   |  6 Pagessecond husband, she believes her old age will get better, now that she has three sons who she hopes will look after her. In Africa, to be a respected woman you need to have class, be married and have son to carry on his father’s name. Through her personal struggles, Emecheta writes about the effects of colonial politics, patriarchy in the Third World countries, as well as, women taking control. Women try to oppress the colonial changes by showing their husbands that they can do things on their ownRead MoreImpact Of Technology On The Workplace1392 Words   |  6 Pagessuccessful at managing others and/or to accomplish a task. Face-to-face Meetings In a face-to-face meeting, two or more individuals physically and verbally interact in the same physical space. The individuals engage with each other and receive a response to the demands or requests being made. By being in the same space, a deeper relationship is established with individuals and a sense of responsibility/commitment is built. In face-to-face meetings, individuals give and react to verbal and nonverbalRead MoreThe Salk Institute For Biological Studies1040 Words   |  5 Pagesto create monumental architecture that responded to human scale. From Brutalism to Postmodernism to Minimalism, Kahn’s many directions and superficial fashions can be traced to roots in his original oeuvre. The timelessness of the design and deep personal involvement of Kahn is undoubtedly some of its greatest qualities. Timelessness is exemplified in his Salk Institute design, containing aspects and principles that in a certain sense can be described as universal or eternally valid. In terms of where

The Constitution free essay sample

The way the Constitution was written, it was very vague considering slavery. Because of the Constitution being so vague, this left states free to interpret the principles stated in their own way. The reason of the fundamentals in the composition was to create a â€Å"more perfect union† and put provisions in it to abolish an oppressive government. From the South’s perspective, the North was instilling oppressive policies. Conflicts having to do with the Constitution separating the union can date back to Polk’s presidency, leading to the conflicts from 1850 to 1861. When war in the Northwest could not be avoided, Polk concentrated on efforts to claim the Southwest from Mexico. When Polk failed to claim the territory, he challenged Mexican authorities on the border of Texas, provoking a Mexican attack on American troops. Polk then used the boarder attack to argue for a declaration of war. Congress granted the declaration and in 1846 the Mexican-American War began. Abolitionists, largely in the North but elsewhere as well, feared that new states in the West would become slave states, thus tipping the balance in Congress in favor of proslavery forces. Opponents argued that Polk had provoked Mexico into war at the request of powerful slaveholders, and the idea that a few slave owners had control over the government became popular. Those rich Southerners who allegedly were â€Å"pulling the strings† were referred to as Slave Power by abolitionist. The defeat of Wilmot Proviso, a congressional bill prohibiting the extension of slavery into any territory gained from Mexico, reinforced those suspicions. The failure of the proviso led to the formation of the Free-Soil Party, a regional, single-issue party devoted to the goals of the Wilmot Proviso. Southerners felt that there should be no federal restrictions on the extension of slavery into the new territories. The two sides were growing farther apart and more rigid in their determination not to give in. From this, the Compromise of 1850 (Document A) came into action to resolve the war. It consisted of laws admitting California as a free state, creating Utah and New Mexico territories with the question of slavery in each to be determined by popular sovereignty, settling a Texas-New Mexico boundary dispute in the formers favor, ending the slave trade in Washington, D. C. , and making it easier for Southerners to recover fugitive slaves. From here on Northerners and Southerners begin to develop their own interpretation of the Constitution, aiding the theory that the same Constitution that was supposed to unite the union becomes the reason why it is breaking. For years, the union used compromises to preserve the peace in the nation. Throughout the Compromise of 1850, there were still arguments having to do with having California and making it a slave state. During the Gold Rush, settlers had flooded into California, and the populous territory wanted statehood. Californians had already drawn up a state constitution. That constitution prohibited slavery, and of course, the South opposed California’s bid for statehood. At the very least, proslavery forces argued, southern California should be forced to accept slavery, in accordance with the boundary drawn by the Missouri Compromise of 1820. Democrat Stephen Douglas and Whig Henry Clay came up with what they thought to be a workable solution, known as the Compromise of 1850 (Document A). The Compromise of 1850, what was supposed to be a solution due to the misinterpretations of the Constitution, was only adding on to the argument about free states versus slave states. Senator Henry Clay attempted to end the rancor by proposing a series of measures that would balance the interests of the free and slave states. He wanted to admit California as a free state but organize the rest of the southwestern territory without restrictions on slavery; require Texas to give up its claims to parts of New Mexico, but have the federal government assume Texass pre annexation debt; abolish the slave trade in Washington, D. C. , but confirm slavery in the capital; and reinforce Congresss inability to regulate the interstate slave trade and enact a stronger fugitive slave law. The measures all passed only because Senator Stephen A. Douglas broke them into their component parts and put together a different majority for each one. Because there had not been real agreement or compromise on the measures, the question of slavery in the territories had been avoided only and not solved. Clay managed to organize majorities to support each of the component bills, and thus ushered the entire compromise through Congress. Together, the bills admitted California as a free state and enacted a stronger fugitive slave law. They also created the territories of Utah and New Mexico, but left the status of slavery up to each territory to decide only when it came time for each to write its constitution, thus reinforcing the concept of popular sovereignty. The Compromise of 1850 abolished the slave trade, not slavery itself, in Washington, D. C. Proponents of this provision argued that it was immoral to â€Å"buy and sell human flesh in the shadow of the nation’s capital. † After California, no new states would be admitted to the Union until 1858. However, the contentious status of new territories proved increasingly problematic. Settlers entering the Kansas and Nebraska territories found no established civil authority. Congress also wanted to build railways through the territory, but they needed some form of government to impose order, secure land, and supervise construction. Stephen Douglas sought to address these issues with the Kansas-Nebraska Act of 1854. Nebraska lay north of the Missouri Compromise line and was thus closed to slavery by the terms of the 1820 Missouri Compromise. To pass the bill, Douglas had to win the support of southern congressmen, many of whom had no interest in helping a northern city win the railroad and did not want to help in the creation of another free state. To gain southern support, Douglas agreed to repeal the Missouri Compromise and organize the Nebraska Territory according to the doctrine of popular sovereignty. This meant that slavery would have a chance to develop in the area, and it reopened the issue of the expansion of slavery, which caused uproar in the North. The Kansas-Nebraska Act is the way the southerners attacked back at the northerners. As mentioned in Document B, it implies that the southerners felt oppressed by the northerners because of all the free states the northerners had. From the anonymous Georgian in Document B he mentions how it is simply impossible for any new State representing the Southern interest ever to come to the union. Basically, it was extremely difficult for the south to get it their way. Because of the Constitution being vague on slavery, Douglas felt it was right to begin the Kansas-Nebraska and as a result came political sectionalism and tension rising between the North and South. The Kansas-Nebraska Act also drove the final stake into the heart of the Whig party. Anti-slavery Whigs, growing more impassioned about the issue and more convinced that the national party would never take a strong stand, joined Northern Democrats and former Free-Soil to form a new party, the Republicans. Though not abolitionist, the Republicans were dedicated to keeping slavery out of the territories. It is evident that the Free-Soilers joined sides with the Northern Democrats because they the Free-Soilers also had slavery â€Å"forced down their throat† just like how the political diagram in Document F depicted it. There are more examples of political sectionalism with the Cotton Whigs and the Conscience Whigs. Cotton Whigs were found more in the South and were pro-slavery unlike the Conscience Whigs who were generally found in the North and opposed slavery. Political sectionalism can be seen in the Dred Scott case of 1857. Dred Scott was a slave who sued for his own and his familys freedom on the grounds that his master had taken them to live first in a free state and then in a free territory. The Supreme Courts majority decision ruled that Scott could not claim that his constitutional rights had been violated by his enslavement because no black person, whether free or enslaved, was a citizen. The ruling also held that the laws of Scotts home state of Missouri determined his status, that Congress could not prohibit slavery in the territories, and that the Missouri Compromise was unconstitutional. The decision harmed the Democrats by casting doubts on the effectiveness of popular sovereignty, the idea that had held the northern and southern factions in the party together; if Congress could not ban slavery; neither could a territorial government, which was essentially a creation of Congress. The southerners not considering Dred Scott as a citizen enraged the northerners, making the gap between the North and South even larger. In Document G it shows that the south should be able to do what they wanted and if refused, then â€Å"the Constitution, to which all the states and parties, will have been violated by one portion of them in a provision essential to the domestic security and happiness of the remainder. † From the looks of the government right now, civil war seems like the most logical thing to occur from this. From misinterpretation of the constitution to an upcoming civil war, the union was truly breaking apart. Adding fuel to the fire was John Brown’s raid on Harper’s Ferry in 1859. Brown hoped to spark a slave revolt but failed. After his execution, news spread that Brown had received financial backing from Northern abolitionist organizations. When it came time for the Democrats to choose their 1860 presidential candidate, their convention split. Northern Democrats backed Douglas; Southerners backed John Brekinridge. A new party centered in the Upper South, the Constitutional Union Party, nominated John Bell. The Republicans nominated Abraham Lincoln. Immediately after the election, Southern leaders who wanted to maintain the Union tried to negotiate and came up with the Crittendon Compromise. All hope of resolution died, however, when Lincoln refused to soften the Republican demand that all territories be declared free. In December 1860, South Carolina seceded from the union and other states joined to form the Confederate States of America. The Confederacy made a move on April 12, 1861, attacking For Sumter. By looking back to everything that was going on in the government from 1850 to 1861, it is obvious to tell that this is the fault of the vagueness of the Constitution. Because of the Constitution being so vague, this left states free to interpret the principles stated in their own way. The reason of the fundamentals in the composition was to create a â€Å"more perfect union† and put provisions in it to abolish an oppressive government. By the looks of what was going on from 1850 to 1860, the Constitution didn’t help bring the union together to form a more perfect government, but separate the union. In Document E, it mentions how the words ‘slaves’ and ‘slavery’ are not to be found in the Constitution, and therefore that it was never intended to give any protection or countenance to the slave system. This indicates that the Constitution can be interpreted differently. The views of the Constitution differentiated between the North and South. Document D is proof that by the 1850’s the Constitution, originally framed as an instrument of national unity, had become a source of sectional discord and tension and ultimately contributed to the failure of the union is has created.

International Organizational Behaviour

Introduction Globalization has led to an increase in the number of multi-cultural organizations all over the world. Consequently, recruitment of employees has become a global activity with at least 25 – 30% of a company’s workforce belonging to diverse cultural backgrounds (Persing, 1999). Such organizations face the challenge of embracing the cultural diversity and using it to promote productivity.Advertising We will write a custom essay sample on International Organizational Behaviour specifically for you for only $16.05 $11/page Learn More Cultural diversity refers to the â€Å"representation, in one social system, of people with distinctly different group affiliations of cultural significance† (White, 1999). Various concepts have been put forward, most notably by Edward T. Hall, to explain the approaches that different cultures have towards time and communication at the work place. A culture may be low context or high context dep ending on the degree to which they rely on things other than words to convey meaning. Given that in a low context culture, nothing is left to chance, there is very little room for misunderstandings to occur (Hall, 2003). In most instances, low context culture will provide clear explanations that do not bear any hidden meaning (Gamsriegler, 2005). In the case of a high context culture, many options exist that allow people to comprehend what is said (Gamsriegler, 2005). Using Hall’s classification, cultures may also be either monochronic or polychronic depending on their perception of time. In monochromic cultures, time schedules are very important and must be followed strictly (Moseley, 2009). This is not so with polychronic cultures where people place a greater value on personal involvement rather than getting things done on time (Moseley, 2009). By understanding these different perceptions, international organizations can curb some of the problems they face from having a cul turally diverse workforce. Such problems include stereotyping, ethnocentrism as well as conflict between individualistic and collective approaches to task completion. Managers of such multi-cultural groups must show a strong commitment to encouraging diversity in order to achieve harmony in the workplace (White, 1999). Understanding international organizational behaviour through appreciation of cultural diversity at the work place will not only reduce problems faced by the organization but also enhance cohesion.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Low Context versus High Context Cultures in International Organizations Context can be referred to as â€Å"information that surrounds a communication and helps convey a message† (Moseley, 2009). Hall divided cultures into high context and low context cultures. Examples of high context cultures are the Japanese, Arabian and Chin ese cultures while the Swiss and Scandinavian cultures are considered low context (Moseley, 2009). Low context cultures are thought to show less intuitive understanding and are thus considered slow or less efficient in comparison to high context cultures (Gamsriegler, 2005). In high context cultures people do not explicitly state what they want but prefer to beat around the bush until someone else gets to understand what he or she is trying to say (Gamsriegler 2005). Within a high context culture, majority of the communication uses non-verbal cues. A lot of emphasis is placed on body language unlike in the low context culture where majority of the communication is verbal (Hall, 2011). Whereas words carry so much weight in a low context culture, there is little emphasis on the choice of words when dealing with high context cultures (Advameg, 2011). Low context cultures value contracts that are tangible and may come across as distrusting. The high context cultures will however enter i nto verbal contracts and tend to value personal relationships more than their counterparts. High-context cultures are known to form extensive networks with friends, relatives, family as well as their clients that are both close and personal (O’Hara-Devereaux Johansen, 1994). They value the knowledge from these relationships which goes to form a basis for their communication by giving meaning to events and communications. As far as low context cultures are concerned, classifications by individuals are possible to such an extent that quite a lot of information is necessary for one to recognize the meaning of what is being said (O’Hara-Devereaux Johansen, 1994). While low context cultures are characterized by confrontations, high context cultures tend to take a more polite approach (Advameg, 2011). With respect to time and flexibility, the low context culture is similar to the monochronic culture while the high context culture is similar to the polychronic culture. The low context culture reveres time and emphasizes schedules while the high context culture is more open and flexible (Hall, 2011).Advertising We will write a custom essay sample on International Organizational Behaviour specifically for you for only $16.05 $11/page Learn More The low context culture will prefer to meet deadlines at whatever cost as opposed to the high context culture where deadlines are not set in stone. The general lack of specificity associated with high context cultures and the literal nature of low context cultures is a potential source of friction within any organization. Monochronic versus Polychronic Cultures in International Organizations â€Å"The handling of time is one of the key elements of culture† (Missana, n.d.) and this is what separates monochronic and polychronic cultures. Hall in his book â€Å"The Silent Language† writes a chapter on time with respect to cultural communication showing how the different cu ltural views on time can affect the work dynamic in an organization. A classic example of the monochronic culture is the American culture that views time as something fixed in nature (Missana, n.d.). The French, on the other hand, are an example of a polychronic culture (Hall, 2011). Within an organization, monochronic cultures tend to prefer completing one task at a time as opposed to multi-tasking like their counterparts (Dahl, 2007). This may present a problem when both are working together on a project as they would probably not agree on what needs to be done first. Another difference between the two cultures is that monochronic cultures tend to put work before relationships unlike polychronic cultures (Hall, 2011). The polychron will happily put work aside to have a chat with a colleague, reply to an email or make a phone call. This is however sacrilege to a monochron (Hahn, 2011). In polychronic organizations, the one-to-one interaction between a boss and his or her subordinat e encourages openness and the formation of highly personalized relationships which is beneficial to the organization (Advameg, 2011). In contrast, monochronic organizations are more result oriented and there is very little interaction between the boss and his or her subordinates. While monochronic cultures tend to value time schedules and stick to their commitments religiously, the polychronic ones do not care much about time and schedules and would rather operate in a more relaxed environment (O’hara-Devereaux Johansen, 1994).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition to this, monochrons isolate their activities from organization and measure tasks in output per time; polychrons will however integrate activities into the organization as a whole and measure tasks as part of overall organizational goals (Dahl, 2007). Moreover, while monochronic people have a high regard for personal property and privacy, polychronic people tend not to value privacy as much and borrow and lend much easier than monochronic people (O’Hara-Devereaux Johansen, 1994). These are some of the differences that can cause significant tension within an international organization with both polychronic and monochronic cultures within its workforce. Problems of Low/ High Context Cultures and Monochronic / Polychronic Cultures Poor Communication Communication depends on the context that surrounds the communication. Consequently, the more the communicator and recipient share in common, the higher the context of their communication and the lower the need for words (Advameg, 2011). In a high context society, there is less need for explanations and wordiness. For an international organization, this may have several drawbacks, the most significant being a lack of understanding between the two individuals of different cultures. Low context cultures detest vagueness and ambiguity and prefer a straight forward approach instead (Advameg, 2011). Take, for instance, the Japanese and German cultures. The Japanese are high context individuals as opposed to the low context Germans and for this reason they will experience situations differently (Gamsriegler, 2005). The Japanese are generally closed-minded to outside information, highly subjective, focus on the specific rather than on the general and anticipate others’ needs by paying much more attention to the context than to the explicit message conveyed by their interlocutor (Gamsriegler, 2005). A German on the other hand can not easily identify himself or herself with the concerns of others. He or she only accepts objective facts as truth and ignores all emotional statements or feelings of their interlocutor in a negotiation (Gamsriegler, 2005). The different perception of time by these two cultures can lead to poor communication if for instance the boss is a monochron and his or her subordinate is a polychron. A monochronic system does not encourage a one-on-one interaction between the boss and his or her subordinate (Advameg, 2011). This may cause the subordinate to feel insecure and may lead to some degree of resentment towards the boss. To him or her, the boss only cares about the bottom line and not about his or her welfare. This may impair communication between the boss and his or her subordinate who will avoid all communication unless necessary. Therefore, it is advantageous if the both superior and the subordinate were aware of all aspects – professional and personal, about their respective (Advameg, 2011). Ethno – centrists This is the feeling that a n individual’s culture is more superior to that of others (Advameg, 2011). People who are ethnocentric see themselves as superior to out-groups and more competent (Neulip, Hintz McCroskey, 2005). This severely affects performance within the organization by inhibiting teamwork. Ethnocentric persons hold different attitudes and behaviors toward in-groups from those toward out-groups, in addition, ethnocentric persons foster co-operative relations among group members while competing with, and perhaps even battling, with out-group members (Neulip, Hintz McCroskey, 2005). Cultural problems in a multi cultural environment always arise because of a lack of knowledge (Advameg, 2011). Ethnocentrism, however, is baseless. A culture will view its own behavior as logical simply because it works for them not considering the fact that each culture has its own set of values so the concept of proper and improper becomes blurred (Advameg, 2011). In a study carried out by Neulip, Hintz and M croskey (2005), manager-subordinate communication was found to be handicapped ethnocentrism. Ethnocentric individuals often regard managers from different cultures to be inferior and as such, may be unwilling to cooperate (Neulip, Hintz McCroskey, 2005). Ethnocentrism is a factor that can be found in a low context culture, high context culture, monochronic or polychronic culture as any of them would tend to view their culture as superior to the other thereby inhibiting cohesion at the workplace. Territorial Principle People who are low context tend to have a much higher level of territoriality than their high context counterparts. This is unlike high context cultures that are more willing to share territories with others (Hall, 2011). This may lead to constant squabbles over minor issues such as desk space, sitting positions or stationary. With regard to polychronism and monochronism, the polychronic cultures tend to be a lot less territorial. The monochrons are very possessive of their belongings and rarely get to ask for things from others or even give what they own. On the other hand, the polychrons borrow and lend things often and easily (O’Hara-Devereaux Johanes, 1994). In my experience, territorialism affects output in an international organization as time is wasted resolving minor property issues that maybe as simple as one worker taking offence that another took his pen without asking, considering it ‘stealing’. Misinterpretation Interpretation can be said to occur when an individual derives meaning from observations (Gamsriegler, 2005). A great deal of non verbal communication occurs in the workplace and this can be interpreted variously by different cultures. Misinterpretation often leads to stereotyping and consequently hampers progress within the multi-cultural organization. What we perceive is first influenced by a person’s cultural background and rarely reflects reality (Gamsriegler, 2005). To the American people, tim e is a very critical factor that has to be well utilized by all (O’Hara-Devereaux Johansen, 1994). This is unlike in other culture where time is seen as being abundant (Analytic Technologies, 2007). This may falsely lead Americans to believe that Asian cultures are lazy and cannot be bothered to get to work on time. This leads to impaired interaction at the work place. The low context cultures tend to value short time relationships and are not fond of close personal relationship unlike their high context counterparts who value personal relationships (O’Hara-Devereaux Johansen, 1994). Interactions between high and low context people can be problematic and this can be illustrated using the high context Japanese and low context Americans. According to Advameg (2011), high context cultures have the habit of being direct and poorly interpreting communication unlike low context cultures. The Japanese can misinterpret Americans need to verbalize everything as being offensiv ely blunt while Americans can find the Japanese to be secretive and ambiguous as a result of their high context nature. This will significantly increase the chances of conflict in the work place. Frustration There is an increased level of frustration in international organizations due to the cultural differences that exist between them. Monochronic cultures and polychronic cultures are said to differ in the criteria they use for promoting employees (O’Hara-Devereaux Johansen, 1994). Unlike polychronic Mexico advancements, monochronic Canadians and Americans tend to link career growth to past as well future accomplishments (O’Hara-Devereaux Johansen, 1994). This would serve as a source of frustration to a polychronic employee working for a monochronic boss for many years without promotion. Regarding context, frustrations come about with the dissemination of information. An example of this can be illustrated using the high context French manager and low context German employee. Due to the lack of specificity on the French manager’s side when giving orders and instructions, the German employee can feel that the French manager provides no direction and hence experience difficulties in carrying out his or her duties leaving him frustrated. A common result of these frustrations in international organizations is high staff turnover. Most unhappy employees end up leaving the organization (White, 1999). The Individualists and Collectivists Collectivist cultures dwell on the needs of the group particularly co-operation within the group as opposed to individualistic cultures that value individual needs. Monochronic cultures tend to be similar to the individualistic cultures and the polychronic cultures to collective cultures. Monochronic cultures view interpersonal relationships as subordinate to personal schedules; the converse is true for polychrons (Dahl, 2007). While none of these approaches can be deemed superior to the other, the dynamics of culturally diverse international organizations mean that an individualist may be required to work collectively and vice versa. This creates a problem within the organization. According to White (1999), collectivists will perform lowly when left to work alone instead of being in a group. Individualistic monochronic cultures choose the individual at the expense of the team inhibiting teamwork; collective polychronic cultures choose the group thereby inhibiting individual initiative and innovation (Hall, 2011). In multicultural organizations the balance between individual and team jobs must be kept in order to ensure that each employee does not feel stifled. Difficulty in Management The management of culturally diverse organizations is plagued with several problems. Taking the simple human resource process; job evaluation as an example, monochronic Anglo-Saxon cultures tend to hold a Universalist orientation where the rules and obligations are paramount and these will be followed even when friends are involved dealing fairly and equally with all cases (Hall, 2003). As a result, they are fond of universal or global solutions, policies and business models, and nervous about being seen to exercise power in a personal and arbitrary way (Hall, 2003). Polychronic societies, such as Asian and African societies, are more particularist where the particular circumstances are much more important than the rules; personal relationships are stronger than any abstract rule (Hall, 2003). Problems arise where these different groups work in one organization, for example a polychronic boss may appoint a new director without regard to due process hence angering the monochronic subordinate. When attempting to solve departmental problems, managers may face problems arising from cultural diversity. In a diverse setup, reaching a common decision is always a challenge that must be addressed (White, 1992). Managing a culturally diverse organization can then prove to be a very difficult ta sk though it is not impossible. Strategies of Managing Culturally Diverse Organizations The myriad of problems associated with running international organizations have led to the development of strategies to deal with them to ensure efficiency and harmony in the work place. Several strategies have been put forward and they include: Cultural Sensitization This will improve communication skills across cultures and it starts with studying the different factors associated with various cultures. By teaching and engaging in active listening, cultural sensitivity can be developed and thereby reduce misunderstandings (Moseley, 2009). This also helps to reduce stereotyping, ethnocentrism and discrimination in the workplace. People will begin to appreciate the benefits of another’s culture once they reach a certain level of awareness of cultural differences (Hall, 2003). â€Å"So long as individuals only accept the validity of their own view of the world, international working becomes a battle to get the French to follow the systems or to explain again to the Chinese that you are working to a deadline† (Hall, 2003). Understanding the Language of Context and Time Having an in-depth understanding of the language of context is vital in understanding cultural communications particularly with non verbal cues, such as body language, carry implicit messages (Moseley, 2009). Understanding the distinction between high context and low context cultures will greatly enhance communication and reduce conflict in the multi-cultural organization. Understanding how the monochronic and polychronic cultures work will reduce unnecessary tensions at work (Moseley, 2009). For example, monochronic leaders should avoid making snap judgments if polychronic Latin America workers are late for important meetings, this will work to foster stronger work relationships (Moseley, 2009). Valuing Diversity From management to the lowest level of the organization, diversity must be appreciate d in order to ensure that no group feels left out. It is essential to ensure that leaders are well trained to deal with issues related to diversity (White, 1999). Opening up to new ideas and appreciating cultural difference requires that leaders listen more and spend more time with their team members in social functions after work hours; this will enhance cultural understanding as well as encourage respect for other’s points of view (Moseley, 2009). Although it may not be very clear to every one in the organization, there are huge benefits of diversity in the organization. When different cultures are united to pursue a common goal, it is always the case that a lot of learning will take place. Considering that different cultures have different strengths, the sum total of all the strengths can end up creating wonderful opportunities for all the team members to grow in their career and level of efficiency. Organizations should therefore do their best to learn the art of working in a multi cultural environment so as to reap the obvious benefits. Efficient Communication A diverse workforce cannot function without efficient communication developed by reducing bureaucracy and creating avenues that can be used to air grievances and give feedback within the organization (White, 1999). Monochronic leaders should go out of their way to ensure communication is open between them and their subordinates. Closed door policies may come across as cold and unfriendly. It may also be helpful to train the team in the organization on the value of diversity. In this way they show that they value people of different cultures (Moseley, 2009). The high context/ low context barrier in the workplace can be overcome by ensuring proper communication of duties and tasks. Once a new a person joins an organization, she or he should be given a clear job description, the criteria of measuring attainment of goals and objectives should be clarified and feedback of evaluation given regularl y (Billings-Harris, 2007). Creating an Inclusive Environment People who are allowed to express themselves are much happier as compared to those forced to adopt a particular attitude that is unfamiliar to them, this require an open minded manager who is willing to compromise and is adaptable (Yanik, 2011). It fosters harmony within the organization as no particular group will feel sidelined or discriminated against by the leadership and as a result productivity is increased. Another way to do this is to consider individual needs when enforcing company policies and guidelines in order to be fair (Billings-Harris, 2007). For polychronic cultures, relaxing time schedules and deadlines will make them feel less pressure at the workplace. This can be achieved by allowing flex-time as long as the total amount of time required for work is covered (Billings-Harris, 2007). Conclusion The increase in globalization means that there is no escaping the multicultural organization. Different culture s have different perceptions of time and communication which they bring into international organizations. Hall’s work in elucidating the different cultural perceptions has aided cross-cultural relations by demystifying various cultures. While working in a multi-cultural organization, these perceptions can be constant sources of conflict among co-workers and between managers and their subordinates leading to a variety of problems and frustrations. Insensitivity and ignorance of different cultures are the root causes of majority of the problems that plague international organizations. For this reasons, such organizations adopt strategies to foster harmony and understanding within the organization. By understanding international organizational behaviour, multi-cultural organizations can thrive. As technology continues to advance, it is also important for organizations to realize that globalization is here to stay. This being the case, nothing should be left to chance when it com es to transforming into becoming international. Efforts should be made to ensure that an organization is able to diversify its operations globally. Reference List Advameg., 2011. Cross-Cultural / International Communication, Flossmoor, IL: Advameg, Inc. Available from: http://www.referenceforbusiness.com/encyclopedia/Cos-Des/Cross-Cultural-International-Communication.html. Analytic Technologies., 2007. Differences in Culture. Lexington, KY: Analytic Technologies. Available from: http://www.analytictech.com/mb021/cultural.htm . Billings-Harris, L., 2007. Managing Diversity in the Workplace. Ontario, CA: The Side Road. Available from: http://www.sideroad.com/Diversity_in_the_Workplace/ managing-diversity-in-the-workplace.html . Dahl, S., 2007. Monochronic and Polychronic Cultures. Narragansett, RI USA: Coastal Institute. Available from: http://www.ci.uri.edu/ciip/CIIPLeadership/Docs_2007/Monochronic%20and%20Polychronic%20Cultures.pdf . Gamsriegler, A., 2005. High Context and Low Conte xt Communication Styles. Burgenland, Austria: Burgenland University of Applied Sciences. 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Neulip, J. W., Hintz, S. M. McCroskey, J. C., 2005. The Influence of Ethnocentrism in Organizational Contexts: Perceptions of Interviewee and Managerial Attractiveness, Credibility, and Effectiveness. Communication Quarterly, 53 (1) 41-56. Available from: http://www.jamescmccroskey.com/publications/210.pdf . O’Hara-Devereaux, M. Johansen, R., 1994. Transcending Cultural Barriers: Context, Relationships and Time. Bakersfield, CA: California State University. Available from: http://www.csub.edu/TLC/options/resources/handouts/fac_dev/culturalbarries.html. Persing, D. L., 1999. Managing in Polychronic Times. Journal of Managerial Psychology, 14 (5) 358-373. Available from: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.80.8381rep=rep1type=pdf . White, R. D., 1999. Managing the Diverse Organization: The Imperative for a New Multicultural Paradigm. Public Administration and Mana gement: An Interactive Journal, 4 (4) 469-493. Available from; http://www.spaef.com/file.php?id=329 . Yanik, J., 2011. What techniques are there for managing cultural and organizational diversity? Coventry, UK: Warwick Blogs. Available from: http://blogs.warwick.ac.uk/yanikjoshi/entry/what_techniques_are/ . This essay on International Organizational Behaviour was written and submitted by user Diamond Bishop to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.