A Formal Analysis of Statue of Liberty by Andy Warhol

A Formal Analysis of Statue of Liberty by Andy Warhol Andy Warhol created his painting Statue of Liberty in 1962. The painting’s subject is, obviously, the Statue of Liberty, repeated twelve times in a 4 by 3 matrix. The painting belongs to the Andy Warhol Museum in Pittsburgh, Pennsylvania; however it is being auctioned on November 14th at Christie’s in New York. It is rather large at 80 by 61 inches. To be able to see the entirety of the painting, one must stand back several feet. The image that appears twelve times in the painting is the Statue of Liberty facing forward from her legs up.One can see most of the statue, including the torch, and the horizon behind her. The painting is composed mostly of a cool blue. In addition to the blue, a vibrant red is included, creating a contrast in the painting. Strangely enough, the painting is not centered, but rather aligned to the right, leaving a lot of unused space on the left. The repetition of the statue forms a harmony of sorts, but the individual coloring creates a small separation. The original image of the statue appears that it was not painted, though it contrast between the ocean and the sky makes it seem like the picture might have been altered.The sky in the background matches the color of the linen. The image shows the statue dead center with the ocean filling two thirds of it and the sky filling the other third. In a majority of the rectangles there is a splotch of darker blue than what is used on the statue that covers the statue’s torch and torch, keeping one from seeing everything completely. Only two of the images include red paint, excluding the images on the far right that are cut off. The grid of the images creates six or seven implied lines.There is also an implied line from the bottom of the left side of the statue to the tip of the torch. There is a line created along the horizon of the dark ocean and the bland sky. There are contrasted lines within the ocean to show wave s or motion using the linen as the background color. The face of the statue varies in visibility between each square. It varies between visible, somewhat visible, and not visible between the images. The appearance changes from square to square. Together, the squares show harmony since the statue is fixed in place. The variation occurs with the splotch on the statue’s face.It seems to move, or disappear, from the top left to the bottom right square, giving the painting its variation. The splotch that covers Lady Liberty’s face can possibly emphasize the face or the torch she holds. The important matter is possibly the face that she is, or isn’t, covered, though it is in an inconsistent way to induce speculation of the artwork. Symmetry has been used to show uniformity or order. Since the painting is aligned to the right it doesn’t show uniformity in that aspect. The image, on the other hand, is very uniform. The entirety of the painting expresses almost an ordered chaos.The squares show strange, jagged shapes that are indistinguishable across the painting. Each one of them is much lighter than the color in the square. The shapes are presented as shadows, and from square to square it seems as though they are moving as they would through a film strip. Even though the Statue of Liberty is enormous, it's seems to be shrunken in this artwork. The shrunken statue is then multiplied by twelve and fluidly placed on the linen canvas. The movement of the blue splotch and the white shadow overlay gives a sort of flow across the piece.The repetition of the image in the squares could possible represent the variety of ways that America is perceived by people. The variation of color and the distortion of the face/torch by the blue splotch could represent the different experiences of people in the country. The blank area on the left of the piece depicts the abundance of opportunity in America. The repetition of the same picture, on the other hand, c ould show a generic form of America, but with the variation of color could represent that it could differ with some very small details. The painting is somewhat ambiguous in this way, but is great nonetheless.

How Does Kazan Convey Ideas About Good and Evil in ‘on the Waterfront’? Essay

Elia Kazan’s portrayal of good and evil in ‘On the Waterfront’ is more than it meets the eye. Good and Evil appear in seperate characters and also at different times on the same characters. More importantly, Elia Kazan gets an important message across; No character is truly evil. Good is symbolised in numerous ways throughought the film. The church is one such example of this. It represents the highest order of purity and goodness, yet it is always on the background of the film. During Edie and Terry’s walk through the playground, the Church could be seen in the background, yet unlike other structures in the film such as the docks, the Church cannot be seen prominently, but rather it is mostly present in the background. Elia Kazan had perhaps used the Church to depict goodness as something present in all the characters, yet, much like the Church it is not always so prominent. Johnny Friendly is the primary antagonist ‘On the Waterfront’, however a question to be considered is that is he purely evil? Friendly’s name is not as ironic as it seems. It is true he is wicked enough to order chilling homicides and remain unperturbed afterwards, however he has a affection towards his underlings. After Friendly observes Terry being deeply shaken by his role in Joey’s death, he hands Terry a note of cash as a â€Å"present from your uncle Johnny. † This shows that Friendly has some level of compassion over his minions and appreciates their ‘good’ work. Despite some goodness inside him however, Friendly is still clearly a cold-blooded killer. Johnny Friendly’s menacing figure represents dictatorship in â€Å"On the Waterfront†. With a whole community of thousands working for him, Friendly still finds the need to murder the minority who disobey him despite having â€Å"the fattest piers and the fattest harbour in the world. † Although he has â€Å"two thousand deuce paying members: at his disposal, Friendly’s overpowering evil lusts for more dominance and this leads to the ultimate act of evil – the murders of multiple people. Although there is a flicker of goodness in him, Friendly remans a major source of evil in ‘On the Waterfront’. To the observant viewer, the presence of good and evil may be clear to see, yet it is the struggle between good and evil influence that is the platform of the film. The protagonist Terry Malloy is the tragic hero is entrapped in a battle between good and evil forces. The pure hearted Father Barry ad Edie Doyle attempt to rescue Terry from his conscience which constantly torments him by urging him to speak out the truth while the mob on the other hand attempt to influence him by providing threats and intimidating him. The mob goes so far as to murdering his brother in an attemt to break his spirit and also lure him to end his life too. In the end, the influence of good prevails and Terrt finally gives witness to the crimes of the mob. With his conscience cleared, Terry is now fianlly able to speak out against Friendly and the mob without loathing himself as he is no longer a â€Å"bum† in his own eyes. â€Å"On the Waterfront† is no film about Angels against Demons, but rather sheds light on the fact that good and evil are out there, yet is is upto us to allow either one to influence us. Similar to Edie, an individual may allow good forces such as the desire to uncover truth to affect them or they may allow evil forces such as greed to manipulate them and cause them to carry out needless, henious acts like Johnny Friendly. As viewers witness through Terry’s actions, in the end, ‘good’ and ‘evil’ are simply options. It is ultimately our choice to pick one to allow it to influence us. The choice is always ours to make.

Sources of Software Assignment Example | Topics and Well Written Essays - 250 words

Sources of Software - Assignment Example A verifiable and demonstrable commitment to total satisfaction rate and support will be the main facet in the assessment of vender qualifications. The term for this Request for Proposal will be 5 years. This proposal is renewable for 6th and 7th year. The proposal will not be limited to, services all labor and the materials needed for the completion of this project. Proposal shall include all costs of insurance, licensing fees, labor, agreements, and other costs reasonably important to complete this project (Porter-Roth, 2002). The agenda to this RFP must be issued and authorized in writing by the college. Any agenda that alter the RFP documents by deleting, adding, or correcting it contents will be given before the proposal receipt dates. The below attached scheduled is anticipated for this project. The schedule may change depending on the Proposals results. The final schedule will be established before contracting with the winning

Expanding Walmart into Turkey Essay Example | Topics and Well Written Essays - 2000 words

Expanding Walmart into Turkey - Essay Example For instance, the company operates as Walmex in Mexico, Asda in United Kingdom, Seiyu in Japan and Best Price in India. It is worth mentioning that till date the business is located in around 15 countries under 55 different names (Wal-Mart Stores, Inc., 2013). The Republic of Turkey generally known as Turkey is a transcontinental nation located in the western part of Asia. The country is considered to be a democratic, secular, unitary constitutional republic with diverse cultural heritage. Turkey is measured to be the official language that almost 85% of the people use and English is the secondary language. In terms of the present day statistics, the nation is listed in the 15th position in accordance with Gross Domestic Product (GDP) and Purchasing Power Parity (PPP) and is placed in the 17th position concerning nominal Gross Domestic Product (GDP). Istanbul is considered to be the most populated state in the nation. In terms of education, turkey is determined to be one of the most literate countries having a literacy rate of almost 94.1% as of 2011, additionally the current health care suspect of the country is considered to be quite sound in comparison with the past. It is worth mentioning that two of the universities of turkey are glo bally recognized as the best universities in the world (CIA, 2013; ZÃ ¼rcher, 2004). The main objective of this study is to provide a comprehensive analysis of Turkey that would facilitate in understanding the various factors that are essential for a business to evaluate before establishing in any nation. The study would also provide a recommendation section that would help in understanding whether Walmart’s plan to expand in Turkey would be profitable for the company in the long run or not. Cultural facet is considered to be one of the major constituents that any business needs to consider before expanding in a new country. The vital reason behind this is that it plays a major role in the dynamics of the way in

The issues of the women's status in society in The Breadgivers by Essay

The issues of the women's status in society in The Breadgivers by Anzia Yerzierska - Essay Example As the mother, she gives protection to the divine reproductive force, male or female! In most of the societies, the ground reality is, a female child is victimized at every step of life, from the moment of birth, notwithstanding the fact that it is she who sacrifices at those interventions. This is the general backgrounder information about the life of the female, in societies all over the world. But in this modern materialistic era, the woman finds herself in complex situations. Alice Kessler-Harris, in her foreword to the book, â€Å"The Breadgivers,† points out, â€Å"Her woman’s voice found a universal audience in a generation that sought to locate its own identities more firmly and mined memoir and biography for the larger meaning of a materially laden world.†(xii) The problem is further aggravated for an ambitious woman. Harris continues, â€Å"†¦as the young woman yearning to find a place in the world; as the aspiring intellectual trying to figure ou t what to give back; as the isolated adult searching for community.†(xvii) To get uprooted from one country under forced and tragic circumstances and to establish from the scratch in a new country to find an identity is a tough asking. The â€Å"Breadgivers† by Anzia Yerzierska (1889-1970), a Polish Jewish immigrant, is the story about one such individual. Through her trials, tribulations, duty and beauty of life she tries to find out assiduously its real meaning. She confronts the normal challenges in the life of a woman and succeeds in finding the answer for the special challenges too. The important themes dealt with in the book are-- the perils of dependence, the pressure of family obligations and individual independence, and the evergreen theme of human life—the elusive happiness. These themes need to be understood from the perspectives of life of women of the era to which the author belonged. 2. Poverty is a curse and abject poverty on the verge of starvatio n is a double-tragedy for any family. The Smolinksy family is placed in the latter category. The daughters Bessie, Mashah and Fania are unemployed and Mashah is addicted to beauty-aids. Their father, Reb Smolinsky is engrossed in reading holy books and doesn’t work but faithfully does the work of a Jewish father—managing his daughter’s wages. Mrs. Smolinsky, with the onerous responsibility of managing the family, expresses her displeasure over the state of affairs. The situation improves as Sara begins to sell herring and other sisters find jobs. Mrs. Smolinsky rents out the second room of the apartment which helps to further consolidate the family budget. The cupid’s arrow strikes Bessie. The youth of her choice is Berel Berensterin. On invitation, he arrives for dinner one night. When the issue comes to the notice of Reb Smolinsky, he exercises his right on the wages of Bessie. In addition, he demands that Bessie must own the entire wedding expenses and finance him to set up business. Earlier Berel has indicated that he will marry without accepting any dowry. Berel is enraged at the unreasonable demand and counsels her to defy her father and marry him. She doesn’t dare and Berel is engaged to another girl, crushing Bessie’s spirit. The love entanglements of his two other daughters Marshah and Fania are also broken due to the obstinacy of Reb Smolkinsky and his rigid stand on issues. He arranges the marriages of all his three daughters that end up in failure and frustration for them. Sara watches all these

Genetic Disorder Essay Example | Topics and Well Written Essays - 500 words

Genetic Disorder - Essay Example It is possible for parents to pass this problem to their children. According to the World Federation of Hemophilia statistics, there are more than 500,000 people with hemophilia worldwide (Freedman, p45-46). Blood clotting is a result of chemical activities in the body. When one is wounded, the blood vessels are affected. Platelets clump together to begin plugging the hole. This process is called platelets adhesion. The first platelets to reach the injured area block the chemicals that draw proteins called clotting factors. As soon as the clotting factors get into the scene, they assist in the formation of fibrin, a chain of proteins. The threads of fibrin form a web of tough fibers around the platelets, holding them tightly in place. When one has hemophilia, one of the clotting factors is lacking or is not working properly. The blood clot forms are normally soft and can easily fall apart (Freedman, p48). There are two types of Hemophilia namely; hemophilia A and hemophilia B, which is the most common and both types result from a faulty gene that impedes the production of the clotting factors that permit the blood’s normal ability to clot resulting in unusual, acute bleeding tendency. Both forms of hemophilia may either be mild whereby bleeding only happens under severe stress for instance major injury, moderate where spontaneous bleeding is rare but bleeding occurs after trauma or surgery or severe whereby spontaneous bleeding is common. In spontaneous bleeding, a person bleeds in any body part especially in the spine finger-joints, feet and wrists, even with no recognizable trauma (Cutler, para2). Hemophilia is more common in males than females. The scientific explanation is that the gene for hemophilia is found in X chromosome. X chromosome determines the sex of a baby. Females have two X chromosomes while males have one Y chromosome and

Please answer the 5 uploaded questions about Marketing thoroughly Research Paper

Please answer the 5 uploaded questions about Marketing thoroughly - Research Paper Example If the three parties are involved in the project then it is called for generalized exchanges. The complex exchange involves between networks of people. The manufacturer, TV station, Radio station are involved in the complex exchanges. Strategic plans are in many different shape and sizes. There are some below mentioned components which describes elaborately. Strategic plan is the game plan of the organization as well as management. The strategic plan is the key factors for new business policy. A strategic plan includes following components. The business cycle analyzes the growth and decline situation in the economy. This cycle indicates the growth and decline and saturation period. This cycle is needed to identify the growth and slowdown period. Contraction: At the slowing down situation in the market, this situation arises, basically in the bear market. At the bear market situation customer are not ready to invest money to the business as they are risk averse. This is the demand and supply situation of the market. As demand increases the employment will increase and job rate is also increased. Demand of the consumer product will increase as the market demand increases. Social responsibility means developing business with positive responsibility. It is also measure the overall performance of the organization. Every organization has some social responsibility. They facilitate the backward community people for further study and do some charitable work for the societal development. Some of the company’s main factor is to invest money to the other organization as social responsibility (Pride and Ferrell, 2012). The social and business organizations are both benefited by the social responsibility. The organization has moral responsibility to serve society for welfare contribution. There some key factors are to be identifying the performance of the social work involvement of the organization. The people getting job, pay

Net-centric Computing and Information Systems Research Paper

Net-centric Computing and Information Systems - Research Paper Example Control is conceded from one layer to the next, starting at the application layer in one station, and proceeding to the foot layer, over the channel to the next station and back up the pecking order. This layer gives switching & routing technologies, generating logical paths, termed as virtual circuits, for sending data from node to node. Routing and forwarding are the functions, as well as internetworking, addressing, error handling, packet sequencing and congestion control. The tutorials showcase the opinions and perspectives of experts that would cater your in-depth understanding of the topics which you would find of absolute importance when you design or analyze a system or structure of your own. An outsized computer network may seem just hassles of hardware; but actually it is also a multifaceted structure of rules, technically called as protocols which are executed and imposed by network operating systems. Before beginning our talk on Network Layers, it is a prerequisite to bri ef on the- seven layers Open Systems Interconnection model (OSI model) of Computer Networking. At the International Organization for Standardization, the communication systems were subdivided into smaller sections called layers. A layer provides services to its upper layer while getting services from the layer below.

Rocket Fuel Inc. Company Research Paper Example | Topics and Well Written Essays - 2750 words

Rocket Fuel Inc. Company - Research Paper Example It then, afterwards, bids on the brands in order to reach those users. In order for the company to monitor these results, the software studies and advances with every operation by use of machine-learning systems. It can be viewed as a twenty first century one of the major contribution to the revolution in the tech world. The company is based in Redwood City, CA and was founded in 2008 by George John, Abhinav Gupta and Richard Frankel, and all are alumnus of Yahoo! Richard John is the company’s CEO, while Frankel is president of the company and Gupta works as the company’s senior deputy president of engineering. Rocket Fuel affiliated with Facebook’s FBX also known as Facebook Exchange, in September 2008, conveying users personalized ads centered on their web browsing behaviors on their sites. The company extended into Japan, in October 2012, via a coalition with Cyber Communications Inc. which is a Tokyo-based junior digital company to Dentsu Inc. By September 2013, the company had completed its preliminary public offering. In April 2014, the corporation united with Trans Union to work with commercial service businesses on advertising. It also affiliated with Kids Vision, a non-profit organization, on a six-week scholastic after-school package called Science, Technology, Enginee ring, and Math (STEM). Ernst & Young declared George John and Richard Frankel as the EY Entrepreneurs of the Year in the Digital Advertising Category in June 2014. The company also acquired the New York-centered ad tech company for $230 million, in August 2014. It is now considered as one of the rapidly growing technology corporations around the globe, with its offices diverted in 20 states and 938 clienteles. Rocket Fuel is a licensed professional in Big Data as well as artificial intelligence. It is obstinately inventing and applying different technologies to process larger-than-life volumes of data to acquire the impeccable matches for their clientele. Their

Canadian Liberalism vs Canadian Conservatism Essay

Canadian Liberalism vs Canadian Conservatism - Essay Example At one side, liberals are progressively change and reform oriented. On the other, conservatives rely on self-induced political conduct that is relatively resistant to massive and outright reforms. In the Canadian context, liberal and conservative parties hugely disagree on governance, economy, and taxes. Notably this disconnection can be explained by the left-right ideology. The Liberal Party takes policy positions that advocate for equality of opportunity, true fiscal responsibility, and relatively raised taxes for a sustainable economy (Canadian Liberal Party, 2013). On the other hand, the Conservative Party stands for balanced budgets, Canadians-driven economy, and low taxes; leave more money with the Canadians (Canadian Conservative Party, 2013). In the light of the liberal-conservative policy positions, the left-right ideology comes into play. Progressing and reforming the economy may necessitate economic changes in the country, taxes included. The conservative view of creating jobs, promoting economic growth, and ensuring long-term economic prosperity (Canadian Conservative Party, 2013) may not necessary result in equality of opportunities. Also, leaving more money in the hands of Canadians may negate the balanced budget realization. Liberal approach to these matters makes the Liberal Party’s ideology more leftish and essentially aligned with its social, economic, and political policy

Organizational Theory & Research Essay Example for Free

Organizational Theory Research Essay Organization is a â€Å"concept used in a variety of ways such as (1) a system or pattern of any set of relationships in any kind of undertaking; (2) an enterprise itself; (3) cooperation of two or more persons; (4) all behavior of all participants in a group; and (5) the intentional structure of roles in a formally organized enterprise† (Koontz, et. al. , 1980, p. G-11). Organization development is a â€Å"systematic, integrated, and planned approach to improve the effectiveness of people and groups in a enterprise through the use of techniques for problem discovery and various intervention techniques for solving these problems† (Koontz, et. l. , 1980, p. G-11). One of the key aspects of managing is â€Å"organizing† and it is a skill required of any manager if he or she is to be effective and successful in attaining organizational objectives and effecting change (see Koontz, et. al, 1980, p. 330). Management literature has acknowledged that people tend to cooperate with one another in the face of a crisis because man has learned that it is better to cooperate than to compete with one another. In cooperative activities, goals or objectives are achieved much easier than when individual persons act separately in attempting to achieve a group goal or objective. Organizing involves identifying the right people to involve in the design, development, and implementation of the process of problem identification and problem solving. One requirement of effective organizing is knowledge of the fundamental nature of group dynamics. When two or more people are formed to work on a particular task, they usually undergo certain stages of group development. These are forming, storming, norming, performing, and adjourning. During the â€Å"forming† stage, group members tend to be cautious and almost become aware of each word that each says to others; in the â€Å"storming† stage, members become impatient of formalities and tend to express themselves and demonstrate antagonism and sarcasm; in the â€Å"norming† stage, members learn to tolerate frustrations and become more acceptable of other members of the group; in the â€Å"performing† stage, team members has put aside their differences and concentrate on the objectives of the group, thereby performing to the fullest and achieving their preset goals and objectives; in the â€Å"adjourning† stage, group members have achieved their objectives and disbands themselves and return to their home organizations or department.

The United Nations And Human Rights Essay Example for Free

The United Nations And Human Rights Essay The developments that immediately preceded the Second World War in field of state-relations irreversibly changed the landscape of the international communities.   The biggest development, if not the most significant, was the establishment of the United Nations.   This move to theoretically unite a war-ravaged world was ambitious and prone to many pitfalls.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Among the immediate developments that were ushered in by the creation of this supranational institution was the Human Rights Machinery. This significant progress came   â€Å"[a]fter centuries of inadequate, piecemeal efforts to protect citizens from abuse by their own governments, in 1946 the international community founded a global human rights institution.    The United Nations Commission on Human Rights became the first international body empowered to promote all the human rights of all the world’s peoples. The founders assumed that improved respect for human rights would help individuals and would also serve the United Nations’ primary peacekeeping gal by eliminating repressive practices which provoked war.†[1] The importance and legitimacy of the respect for Human Rights and the international promotion of it among the different nations of the world was further â€Å"highlighted in Chapter IX of the Charter dealing with international economic and social cooperation in terms of a pledge or commitment of all Member states.†[2]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Like with many other issues in the political arena, there is a wide schism between the word and the act. â€Å"The contributions of the UN must neither be understated nor overstated.   The UN has been an intellectual pioneer in the issues of economic and social development, much more than is often recognized.   At the same time, there have often been omissions and distortions in its work.†[3] While the ideals proclaimed by the United Nations Commission on Human Rights, through the different Conventions and texts are many, there is a vocal number of people that believe that the United Nations, together with the mentioned Commission is all rhetoric. In this, there is a â€Å"[s]trong tendency†¦to put blame for this unsatisfactory state of affairs on the United Nations and it is true that the Organization is in many respects inapt and ineffective in converting the theory of its own words into actual practice.   However, those circles who for good reasons criticize the United Nations would be well advised to do some more soul-searching as to their own direct or indirect share of complicity in bringing about and maintaining structures of injustice.†[4]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The human rights machinery refers to the different organs and procedures dealing directly with human rights in the United Nations system which includes: Intergovernmental organs established on the basis of the Charter of the Security Council, the Economic and Social Council, and the Commission on Human Rights. The commission on the Status of Women and the Commission on Crime Prevention and Criminal Justice also address human rights issues within their respective mandates; Bodies established by human rights treaties; Reporting, communications, and investigating procedures established by policy-making organs and treaty based bodies; the parts of the United Nations Secretariat responsible for human rights activities, especially the United Nation High Commissioner for Human Rights. The Division for the Advancement of Women and the centre for International Crime Prevention have also human rights responsibilities.   The Office of the High Commissioner for Human Rights and the Decision for the Advancement of Women adopt joint work plans.[5]                  Ã¢â‚¬Å"The Charter of the United Nations, with respect to Human Rights bridged the gap between human rightly established a close link between human rights and other world-wide concerns, viz. the maintenance of peace and the promotion of economic and social development.   (†¦) The United Nations played a dynamic role in strongly supporting the quest for independence of colonial countries and peoples was instrumental in terminating colonial domination and combating racial discrimination.   In no other area did the United National proclaim and defend human rights principles with so much vigour as in the fields of decolonization and racial discrimination.†[6]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There is said to be three stages of differently focused activities that capture the essence of the Commission’s work in the domain of Human Rights: (1) Standard-Setting (2) Promotion (3) Protection.   These three stages are essential in analyzing the work, whether in a positive or negative light, of the Commission.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Standard-setting stage started the inception of the body of the United Nations itself and lasted a decade after (1945-1955).   The most significant output of this stage, and perhaps one of the most significant in human history, was the articulation of the International Bill of Rights; and for this one must give credit to the Commission who was entrusted with this enormous task.   During the first decade, the Commission â€Å"spent most of its time on the elaboration of the draft international covenants and concluded its drafting work with respect to those instruments in the mid-fifties.†[7]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Despite adoption of the Universal Declaration of Human Rights in 1948, concern with and promotion of human rights as such often played little part in the UN’s early work on economic and social development.   The fulfilment of many economic and social rights was certainly implicit in UN concerns and actions for economic and social advance, but references to rights in this work were few and far between.    Moreover, political and civil and cultural rights mostly got forgotten or ignored in economic writing on development and were treated more as a matter of political and ideological debate in the U.N.   Indeed, in development discussions, the belief became popular that authoritarian regimes had some advantage and even some justification because of their ability to take the tough decisions requiredfor example, to raise the rate of savings in poor countries.   It was argued that more democratic leaders would find it difficult to take these hard decisions.†[8]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Although the drafting of the Universal Declaration of Human Rights was and is considered a huge achievement for the international community, the acceptance was not as ready, much like all the new ideas that come into the field, like gender mainstreaming. When a popular support for the ideas embodied in the Declaration did not appear on the horizons, the United Nations began a widespread promotional campaign, the second stage (19955-1965). â€Å"It was assumed that studies, advice and measures in the field of education and information would in the long run provide a more fruitful basis for enhancing the cause of human rights that the treaty-making process which was undertaken with the elaboration of the International Covenants.†[9]      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   However, this particular stage did not receive resounding success either.   The interest that was sparked was not proportionate to the resources of time, energy and money expended to undertake the promotional activities. â€Å"[T]hey failed to grasp the interest and the imagination of the United Nations membership and of the public at large.   Moreover, they were too far removed from the main political currents in the World Organization.   The human rights program was functioning in isolation and it seemed to lack the political relevance and for that matter the impetus which is needed for dynamic evolution.†[10]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Apparently, the fact that â€Å"[i]t is one thing to draw up international standards, it is quite another thing to have those standards implemented†[11] began to painfully dawn on the Commission.   It must be said, however, that this unforeseen lack of support was entirely due to the incompetence of the United Nations in general and the Commission, in particular.   External factors of the current times have to be taken into consideration as well. Despite the end of the war, there was still prevalent â€Å"[d]istrust and tensions between nations and peoples, extreme disparities in economic and social conditions between and within nations, religious and ideological antagonism, persistent patterns of racial discrimination and class domination and numerous other factors, including selfishness of individual human beings, affect the realization of human rights with the various societies.   It should also be taken into account that any approach from the viewpoint of violations of human rights is, in the context of inter-State cooperation, a most precarious and delicate undertaking inasmuch as it focuses mostly on weaknesses and failures.†[12]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is undeniable, looking at the United Nations history, that the machinery met great difficulties in the human rights ideals across the world and to effectively integrate it into existing government practices.   Due to the few successes of the first two stages, the stage of protection started off with a bumpy ride and is subject to much criticism, which will discussed in the later paragraphs.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Despite the shaky two decades, it is undeniable that   â€Å"the Commission has contributed to the inadequate but nevertheless incremental growth of supranational authority capable of scrutinizing practices that had previously been exclusively within governments’ sovereign jurisdiction.†[13] The third stage, protection, came right after the standards were set and the same were promoted to the individuals and national governments.   The protection stage is actually the collection of events, still undergoing now, that enforces the standards by â€Å"responding to specific complaints against over seventy governments.   The process has increased the Commission’s visibility ad dramatically transformed its operation while exacerbating fundamental differences over whether political or economic, individual or collective rights deserve priority.†[14]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To guide the protection of the world’s population, the Commission refers to now only their shining accomplishment that was the Universal Declaration of Human Rights but other treaties such as the International Convention on the Elimination of All forms of Racial Discrimination (1966), the Convention of the Rights of the Child (1989) and the Convention on the Elimination of All Forms of Discrimination Against Women. â€Å"There can be little doubt that the three greatest intellectual contributions of the United Nations have been human rights on a global scale†¦Ã¢â‚¬ [15]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Despite the pioneering efforts of the Commission, those that have resulted in both failure and success, a large number of people are highly critical of the United Nations, in general and the Commission, in particular, citing inefficiency, redundancy and an overly-bureaucratic structure as primary reasons. â€Å"American critics have made the sharpest attacks, venting their greatest anger prior to 1980 and since then against the UN in general and the Assembly in particular.   The Commissions harshest critic claims that unfair procedures have been manipulated to subvert democratic governments and fundamental rights.   The Commission’s defenders lament it limited impact on government practice and propose a variety of structural reforms.†[16]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of the biggest concerns aired by the Eastern bloc is the supposed prevalence of Western values embodied in the different Declaration and Treaties. â€Å"Judging by the time spent in drafting and the norms adopted, the Commission appears to have given higher priority to Western sponsored political and civil than to Third World initiated economic and social standards.† [17] Economic concerns were definitely more pressing in the third-world countries where starvation trumped political freedom any day. Although in its defense, the Declaration did have economic rights included in the text. However, many complain that while that is true,† [t]he Universal Declaration and the two covenants give nearly consideration to economic rights, but create more effective enforcement procedures for civil liberties. The conventions on race discrimination and apartheid affirm the rights of groups as well as individuals but give no special priority to economic concerns.   (†¦) The consensus decision-making procedure delayed and weakened the 1986 declaration on development. If any standard setting priority exists, the Commission has given the greatest attention to individual civil and political rights. Despite the strident rhetoric about balancing economic and political rights, the gross violations identified have involved considerably more political than economic injustice.   (†¦) Complaints about forced labour, particularly involving children, have not prompted a response unless the violation involved mass killing or another top priority.†[18]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Assuming but not conceding that this prioritization were true, it must be said that such would be essential in the smooth running of an organization in order not to spread oneself too thin. This is particularly true for the United Nations because a   â€Å"society must establish value priorities about which rights to protect by law and which violations to punish most severely.   The international community is even more ideologically divided than its constituent members, therefore attempts to enforce universal human rights exacerbate fundamental political differences.†[19]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Among the popular criticisms of the United Nations Human Rights machinery, the most troubling would perhaps have to be the accusations of the employing double standards; standards that heavily favor Western aggression.   These complaints found legitimacy in the now-infamous UN inaction during the Rwandan genocide. Furthermore, the deafening silence on the part of the UN during the American military operations against Afghanistan and Iraq hit the UN credibility hard and many more joined the others in crying foul. â€Å"Some critics have concluded that politically motivated double standards, selective enforcement and disparate treatment totally discredit the Commission’s enforcement program.   When the Commission acts selectively, its exceptionally rare actions appear arbitrary and capricious.   While Commission supporters also complain that too many serious violation escape scrutiny, they favor imperfect enforcement to none at all.†[20]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In conclusion, the Commission was â€Å"ill-equipped to cope with the underlying military and economic causes of the worst human rights violations.   At best its measures temper and moderate the most extreme offenses.   Once the killing has begun, human rights remedies, like United Nations relief for refugees, merely alleviates symptoms.†[21]   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   With that said, a new chapter of Human Rights’ protection through the United Nations system was ushered with the extinction of the Commission of the Human Rights in 2006.   Its successor is dubbed the Human Rights Council.   This brings to the playing field a shift in the field of Human Rights and is significant in several aspects. First, it addresses the issue of a much-needed ‘face-lift’ for the image of the United Nations main machine of human rights.   The former Commission had its share of bad publicity and the creation of the Human Rights Council, even if will heavily base its action on those of its predecessors, makes the evolution in thinking and practice much more understandable by the general public.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, the Council ushers in a new era in which the Commission would have been hard-pressed to fit in.   This misfit can perhaps be attributed to the fact that the former Commission was created during a different international field, at a time when war was still a fresh memory.   In so many ways, the global community has progressed far beyond the nature of Post-World War II.   Therefore, this new change will hopefully reflect mandates that would be more faithful and effective in these current times.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A cursory look at the working groups under the Human Rights Council shows that not all was changed, however, and rightly so.   The Council is still carrying out the standard-setting stage, which the Commission excelled at.   Under a standard-setting goal, the Council is currently looking into the expansion of the International Covenant on Economic, Social and Cultural Rights in order to more accurately portray the Human Rights’ needs of these rapidly changing times.   In addition to this potential expansion, there is also a working group under the auspices of the Human Rights Council that is currently drafting a legally binding instrument for the protection of all persons from enforced disappearances.   This latter on is merely a continuation of the Commission’s work.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The other working groups of the Human Rights Council do show that they are treading into new territory, which the Commission was criticized for not doing enough.   Under the working groups for special procedures, there are experts on People of African Descent, Arbitrary Detention and Mercenaries.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There is incredible potential for the Council to do great work in the field of human rights and it is not weighed down by decades of bad publicity.   Although it is too early in the game to call the outcome, this significant change in the United Nations framework will only be effective if the new Council learns from its predecessor’s mistakes in enforcement.   Although the textual and intellectual contribution of the Commission cannot be disputed, these contemporary times need more than non-binding conventions that do not seem to scare those militant with complete disregard for the sanctity and dignity of human life.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Being a watchdog of human rights in the world cannot be constrained to formulating conventions and treaties. This was where the Commission excelled at and the Council should build on them but concentrate on actual groundwork where they are needed, on the ground and not from some lofty and comfortable climate controlled environment in New York.   In many ways, this shows that the United Nations System has evolved with the times and the old complaints with the old machinery will slowly be forgotten.   This is a perfect time for any enormous changes within the United Nations system in that there is an actual change of face, literally, with the new Secretary-General; therefore any new victories will be counted as part of the new Council, even if it were heavily rooted in the Commission’s work. [1] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.xiii [2] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.119 [3] Jolly, R. et.al. (2004) UN Contributions to Development Thinking and Practice. Indiana: United Nations Intellectual History Project Series. p.276 [4] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.120 [5] Symonides, J., (2003) Human Rights: International Protection, Monitoring, Enforcement. UNESCO Publishing. p.5 [6] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.120 [7] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.121 [8] Jolly, R. et.al. (2004) UN Contributions to Development Thinking and Practice. Indiana: United Nations Intellectual History Project Series. p.8 [9] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.122 [10] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.122 [11] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.125 [12] Cassese, A. ed. (1979) UN Law: Fundamental Rights. van Boven, T., United Nations and Human Rights: A critical Appraisal. p.125 [13] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.xiii [14] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.xiii [15] Jolly, R. et.al. (2004) UN Contributions to Development Thinking and Practice. Indiana: United Nations Intellectual History Project Series. p.276 [16] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.187 [17] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.193 [18] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.193 [19] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.194 [20] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.203 [21] Tolley, H., (1987). The UN Commission on Human Rights. London: Westview Press. p.220

Cultural Differences Between Russia And Japan

Cultural Differences Between Russia And Japan Russia, being one of the fastest growing economies in the world, is a Mecca for international business relations. People who are looking to break into a new business or attempting to grow their European presence enjoy their success by the development of new Russian clients and partners. Meeting Etiquette Russians value patience and appreciate time to debate, consider and digest negotiations. Trying to impose a decision through high-pressure talk will only make you appear impatient, rude and incapable of professional business interactions. Although it is acceptable for your Russian colleagues to be late to business meetings, but, as a foreigner, you are expected to arrive on time. Also, dont let your late Russian colleagues to apologize for their tardiness, as their behavior is considered to be a test of your patience. If your business meeting is focused on technical topics, be sure to bring technical experts and a Russian interpreter. Your Russian colleagues will expect a thorough presentation of the history and/or precedents associated with your topic. Bringing experts establishes your credibility, foresight and general expertise. Although most Russians speak English, be sure to have a Russian translation of your business card on its flipside, as this indicates your enthusiasm for doing business with your Russian colleagues. Greeting Etiquettes Initial greetings may come across as cool. Do not expect friendly smiles. A handshake is always appropriate when greeting or leaving, regardless of the relationship. Remove your gloves before shaking hands. Dress Codes Business dress is formal and conservative. Wearing very light or bright colors might make you appear lazy or unreliable to a Russian. MEN: They should wear business suits. WOMEN: They should wear subdued colored business suits with skirts that cover the knees. Shoes should be highly polished. Body Language Russians are very demonstrative people, and public physical contact is common. Hugs, backslapping, kisses on the cheeks and other expansive gestures are common among friends or acquaintances and between members of the same sex. Russians stand close while talking. Putting your thumb through index or middle fingers or making the OK sign are considered very rude gestures in Russia. Corporate Culture Russians appreciate punctuality. Business meetings generally begin on time. Business cards are handed out liberally in Russia and are always exchanged at business meetings. The ceremony of presenting and receiving business cards is important. Do not treat it lightly. Hand your business card so the Russian side is readable to the recipient. Representatives of the Russian company or government body are usually seated on one side of a table at meetings with guests on the other side. Your company should be represented by a specialized team of experts. Presentations should be thoroughly prepared, detailed, factual and short on salesmanship. Russians find it difficult to admit mistakes, especially publicly. They also find it difficult to risk offending someone by making requests or assertions. Trying to do business in Russia over the telephone is generally ineffective. The Russian telecommunications system is inadequate, but improving quickly. The telex is widely used. Personal relationships play a crucial role in Russian business. Business negotiations in Russia are lengthy and may test your patience. Plan to be in for a long haul. No contract is final until a contract has been signed. Gifts A small business gift is always appropriate, but its value should correspond to the rank of the Russian businessperson with whom you are meeting. As a general rule, do not give items that are now easily obtainable in Russia. Bring a gift for the hostess when visiting a Russian home. A small gift for a Russian child is always appropriate. Dining Etiquettes The business breakfast is not a part of Russian business culture. Business dining is getting more and more popular. It is generally taken as the time for selling a deal. The center seats are reserved for the most senior officials. Begin eating only after somebody says a toast. Toasting is a very important part of dining. Russians use a continental style of holding the utensils, i.e., the fork is held in the left hand and the knife is held in the right hand while eating. If you are unsure of which utensil to use, start from the outside. Do not turn down offers of food or drink. Given Russian hospitality, this can be difficult, but to decline such offers is considered to be rude. If you are invited for the dinner, do not make other plans for later in the evening. You are expected to spend some time socializing after the meal. After a toast, most Russians like to clink their glasses together. Do not do so if you are drinking something non-alcoholic. Do not get up until you are invited to leave the table. At formal dinners, the guest of honor is the first to get up from the table. Do not begin eating until the host invites you to start. In order to understand the differences between two countries, we need to know what is cross cultural communication. Cross Cultural Communication Cross cultural communication, which is also known as Inter-personal communication, is a field of study that looks upon how people from different cultural backgrounds communicate with each other, and how they endeavor to communicate across the cultures. With the process of globalization increasing day-by-day, especially the increasing global trade, it is very obvious that different cultures will conflict and blend together. People from different cultures find it very hard to communicate not only due to the language barriers but are also affected by the cultural styles. Effective communication between people of different cultures is a very challenging task. The same words can mean different things to different people from different cultures, even when they talk in the same language. Cross cultural communication is a combination of many other fields, like, anthropology, cultural studies, psychology and communication. Its basic responsibility is to produce some guidelines with which people from different cultures can communicate in a better way with each other. Cross cultural communication is based upon the knowledge of certain factors which are as follows: Decision-making practices Cultural values, perception, manners and social structure of the other country Understanding of how members of the group communicate, i.e., verbally, non-verbally, in person, in writing etc. Business Culture of Japan Japanese are highly structured and traditional people. Great importance is given to loyalty, politeness, personal responsibility and on everyone working together for the good of the larger group. Education, ambition, hard work, patience and determination are held in the highest regard. When you are doing business in Japan, make sure that you are not insulting any rule of Japanese culture, if you want your business deal to be successful. Meeting Etiquettes Business meetings in Japan are conducted very formally and they are generally needed to be scheduled in advance. Before everyone takes his/her seat, it is an essential on part of Japanese business to exchange their business cards. Business cards should be printed in a way such that one side is in Japanese and one side in the language of the card holders home country. It is best interest to offer business cards with both hands as this denotes greater respect. Greeting Etiquettes A handshake is appropriate at the time of meeting. The Japanese handshake is always limp with little or no eye contact. Some Japanese bow as well as shake hands. The bow is a greeting used to show respect and is appreciated by the Japanese. A slight bow is acceptable to show courtesy. Dress Codes Dressing is modern and conservative. The Japanese dress well every time. Japanese culture says that one should dress smartly for parties, even if the invitation says Casual or Come as you are. MEN: They should wear dark suits and ties for business. WOMEN: They should wear formal dresses, suits and shoes with heals. Subtle colors and conservative styles are best for women in business. Body Language Nodding is very important in Japanese culture. When Japanese is speaking, especially in English, nodding shows that you are listening and understanding the speaker. Silence is a natural and expected form of non-verbal communication in Japanese culture. Do not feel a need to chatter. Do not stand very close to a Japanese person. Avoid touching a Japanese. Prolonged eye contact or staring is considered to be rude. Do not show affection, such as hugging or shoulder slapping, in public. It is considered insulting by the Japanese. Sit erect with both your feet on the floor. Never sit with crossed legs. Corporate Culture Be punctual for all business and social meetings. If one has any degree of knowledge of Japanese culture, it is greatly appreciated. Japanese exchange business cards even before they shake hands or bow. Make sure that your business card clearly states your position. This will determine who your negotiating counterpart shall be. Keep in mind that the initial negotiations should begin with middle line managers. Do not attempt to go over to senior management. It is considered acceptable to use a Japanese company interpreter in the first meeting. Once negotiations begin, you can hire your own interpreter. Work is always undertaken in a group. The workgroup is strongly united without any competition; either all will succeed or all will fail. Decision-making is done by the whole group. Every person in the group must be consulted before making any decision. This is a very slow process. It takes several meetings in the development of a contract. Whenever the time arrives, close the deal with a handshake. Leave the signing part of the written contract on the later meetings. Always remember not to bring a lawyer. It is important to build business relations that are based on trust. The Japanese do not like complicated legal documents. Written contracts should cover essential points. Gifts The value of the gift does not matter. Instead ritual of gift giving is more important. Allow your Japanese counterpart to begin the gift giving ceremony. Present a gift in a modest fashion, like by saying, This is just a small token, or This is an insignificant gift. It is very important to give and receive a gift properly. Give and receive a gift with both the hands along with a slight bow. The Japanese may refuse a gift once or twice before accepting it. Do not give a gift to anyone unless you have one for everyone present in the meeting. Correct wrapping of the gift is very important. Appearance counts more than the contents. Always be prepared to give and receive a gift at the very first business meeting. Gifts are often given at the end of the first meeting. If you are not giving a proper gift there is a chance of ruining the business relationship. Dining Etiquettes Dining habits in a restaurant are crucial to business. A person is judged by his/her behavior during and after business hours. No business deal is completed without dinner in a restaurant. Drinking is considered to be a group activity. Do not say no when you are being offered a drink. An empty glass signifies that you are asking for another drink. Keep your glass at least half full if you do not want more drink. If a Japanese person initiates to pour more and you do not want it, put your hand over the glass, or fill it with water if required. Similarly, an empty plate signals a desire for more food. Leave a little food on your plate after you have finished eating. Toasting is a very important custom in Japan and many toasts are offered during the course of an evening. At dinner, wait for the toast before you start drinking. Respond to each toast with a toast. Wait for the honored guest before you begin eating. If you are the honored guest, wait until all the food is kept on the table and everyone is ready before you start eating. Business Cultural Differences between Russia and Japan In Japan, a person is always greeted with a bow, which expresses high respect, gratitude, sometimes sympathy or an apology. It is an integral part of Japanese culture. But in Russia, a person is greeted with a mere handshake. Handshakes are firm, confident and brief with proper eye contact in Russian culture but in Japanese culture, handshakes are limp with little or no eye contact. In Russia, tapping on the back is considered to be an expression of friendship or motivation but in Japanese business culture touching or back slapping is avoided. Silence is usually avoided in Russian business or social meetings but in Japan it is an expected form of non-verbal communication. In Russian work culture, it is necessary to maintain an eye contact with the person whom you are talking with or greeting but in Japanese business culture prolonged eye contact is considered as rude. In Russia, gift is given according to the rank of the person to whom the gift is being given, but in Japan, the value of the gift doesnt matter. Instead, gift giving is more important. The problems that are discussed above are some of the cross-cultural problems that a person working in Russia would face after going to Japan and working over there. Ways to overcome the cross-cultural problems Though bowing while greeting is vital in Japan but as a Russian, one is not expected to bow. The thing that is more important is to show respect and gratitude, it can be either with a handshake or a bow. It is important to use full name followed by the companys name at the time of introduction. Always use proper titles when addressing someone. Exchanging business cards is seen to represent the individual. So make sure to keep ample cards with you, with one side printed in Japanese. Always offer the card with both the hands with Japanese side up. Communication is the main problem in cross cultural businesses. Always explain and clarify the meaning of what you are saying to maintain harmony and miscommunication. Try to learn the culture and customs of the country in which you have to reside now. It is important to have a smooth and efficient life as you have to work in that country now, with the country men, so it is for your benefit. The above discussion clearly explains that cross cultural differences will be faced by every person who changes his/her country either for work or some other purpose. In order to overcome the problems that arise due to cross cultural differences, it is very important for the person to understand the culture of the country he/she is shifting to. It is necessary for the person to adopt the new culture as soon as possible to avoid miscommunication with the local residents of that country.

Essay --

The â€Å"Clashing† Life of Jorge Yao Many of us have heard of the online mobile game called â€Å"Clash of Clans†. The game concept is pretty simple – you manage a village and steal others’ resources in order to upgrade your base. Surely, we have seen dozens of these games roaming on the mobile app store. But the shocking fact is that the developer, Supercell, is making $2.5 million a day off Clash of Clans, from tens of millions of active players who are given the option to spend their own money in order to speed up their army troops and upgrades. Here’s a short history and game concept of this popular game. This game was risen from the ground to the app store in early August. This online-only, multiplayer game allows players to build their village, train army troops and attack other players to steal resources from them in order to upgrade their bases and defences, which protect from other attackers. Players can lower their trophy counts to â€Å"farm† for resources (eg. gold), or win battles to increase trophies to show off but at the same time meaning attacking and defending against harder bases. Players can join groups called â€Å"clans† which players can give advices and strategies on the private clan chat. And here’s where a user who called himself Jorge Yao comes in – a well-known hero amongst experienced and amateur player. He was the first player to break the 4,000 trophy mark and held the number one spot for a whole six months. These all came to an end when Jorge announced his retirement in May, after hundreds of dollars spend into this game each week. The Beginning George Yao – his real name – immigrated to Philadelphia from China. His dad taught at the University of Pennsylvania and his mother worked at a pathology lab. George himself w... ...n that there are many stories where couples get divorced or bankrupt because of Clash of Clans, or other online multiplayer game. This all finally came to an end when six months later, in June 2013, he put down his three iPads down and quit. However as it seemed, all of his addiction, efforts, patience and fortune didn’t go to waste. In his farewell speech he posted on his social media site, he accepted his side career as a gaming design consultant for Samurai Siege, similar to Clash of Clans, and relocated to London. He thanked his clanmates, friends and fans and said he was â€Å"going out on top like Mike†, referring to Michael Jordan. â€Å"Looking back, I think I must have been insane,† he said. â€Å"I was so immersed in it at the time. I knew it was abnormal, but never to the extent that I see it now.† â€Å"Nowadays I can’t even stand opening the app, the sight of it.† He said.

Reader Response Criticism to Gods Determinations Essay -- Gods Deter

Reader Response Criticism to God's Determinations For the reader demanding either rational sense or aesthetic pleasure from poetry, reading the preface to Edward Taylor's "God's Determinations" is humbling in ways unintended by the 17th century Puritan minister and poet. "Rationality" per se seems rejected at the start, where we are asked first to comprehend "Infinity," and then to envision it (everything) "beholding" "all things"(also everything). "Things" get no clearer as we progress, as we find whatever "infinity" "beholds" in not everything but "nothing," and that "nothing" itself to become the building material for "all." Identifying the paradox, perhaps, as that which begins the Biblical account of the Creation, even the rationalist may regain interest in the succession of images describing the "building" of "this Globe"in what one might expect to be Biblical terms, but any reader looking for any logical relation between these images is quickly lost again, as metaphors for "this globe" shift from a wood-turning, to an iron ca sting, to a stone edifice, a corse...

Willa Cathers Death Comes for the Archbishop :: Willa Cather Death Comes for the Archbishop

Willa Cather's Death Comes for the Archbishop In a 1927 letter, Willa Cather wrote that her book, Death Comes for the Archbishop, that "many of the reviews of this book begin with the statement: 'This book is hard to classify.' Then why bother? Many more assert vehemently that it is not a novel. Myself, I prefer to call it a narrative." (On Writing 12). The questions pertaining to whether or not it is a novel or why does Cather herself call it a "narrative" can be strange ones. First, breaking down the question of if it was or wasn't a novel. According to Webster's New World College Dictionary, a novel means "a relatively long fictional prose narrative with a more or less complex plot or pattern of events, about actions, feelings, motives, etc. of a group of characters." This definition of a novel pertains in every way to DCA, which leads the reader to question why would Cather say that it isn't a novel? Was she being sarcastic when she wrote this? In my opinion, the definition alone classifies DCA as a novel from the aspect that 1) it is a "relatively long fictional prose," 2) it has a complex plot and pattern of events about a group of characters. However, if one was to look at Cather's view from another angle, one could see that DCA is not a novel through a variety of ways. One of these reasons is that DCA is broken down into ten "books" (including the prologue) ranging from 15-38 pages. When it is set up like this, the reader may interpret them to be read into a common day serial and take each "book" as a different story, even though Cather incorporates most of her characters throughout the book. Another question that the reader must ask herself about DCA is why is it a narrative? For one, the reader is able to act as the narrator by putting herself in the story. Cather is brilliant at using explicit details and descriptions that make the reader feel as though she is getting a first-hand look at what is going on.

World War Ii and America

The world’s greatest war, World War II began in 1939 and lasted for almost six years. It was between two military alliances. On the axis powers were Japan, Germany and the Kingdom of Italy. While the allies were lead by United Kingdom, China, Soviet Union and The United States of America. America was not directly involved in the war in the early stages. The necessity increased after the fall of France, the Pearl Harbor incident but mainly when Hitler declared war on U. S. This led to America’s direct involvement in the World War II and helped America to transition from a great power to a super power.World war II started by the deep seated anger in German due to the loss in World War I. Hitler a new leader in Germany transformed it from a defeated state to powerful one with a large army of up to 400,000 men which led to the breaking of the treaty of Versailles (Langley). March 16th 1935 Hitler tore up the treaty of Versailles when he started to build up his army (Nicola Barber) . Although The United States of America had always been an ally in the Second World War its direct involvement did not came after much later. In 1939 its only involvement was to provide arms and ammunition in turn of cash from countries.America was indirectly helping the allies by starving Japan of oil. Winston Churchill repeatedly tried to convince Franklin D. Roosevelt to enter the war but it was after Hitler’s declaration of war, America got directly involved in the war. In 1941 Congress had approved America’s entry into war after which military operations began. Operation Torch on North Africa became US first military operation. German forces surrendered in Tunisia in 1943 and that led to the first US British victory and proved invaluable in changing US public opinion behind the war.The second front for American military action was when Winston Churchill proposed to attack Italy even though there was an urgent need to relieve pressure on Russia from the wes tern front. This attack led to allies invading Italian mainland leading to the capture of Rome. The United States along with other allies continued to attack the Axis powers which led to the retake of Paris in the D-Day Invasion. In the Tokyo Bombing Raids American bombers destroyed up to 250,000 buildings and killed 83,000 in massive fire bombing.It continued to play an important part in the attacks on the Axis Powers, till the end of the war where it dropped two atomic bombs in Japan bringing the war to an end. It is clearly seen by the events of the war that although America was not involved directly at first in the war it played a pivotal role once it became directly involved and it’s most important role was that of bringing the war to an end by destroying one of the main Axis powers, Japan, completely. It is often wondered how The United States Of America reached its position of dominance in the world.And it would not be wrong to link its rise a super power to the result s and events of World War II. The characteristics of super power are firstly having a strong stable economy, secondly overpowering military, thirdly immense international political power and lastly strong national ideology. Before the war America was seen as a great power along with many other powerful strong nations like Russia and Britain. It was only after the war that The United States of America emerged as a strong super power and still holds that position. Even in years before the war America was amongst the largest producers in the world.At that time there was no country that had that immense power over the international system. Britain and France were in imperial decline which caused them to lose their international standing. Although America from the start had a stable economy due to the presence of natural resources like oil and steel. Yet its rise to super power was when it surpassed Europe as a major power. Europe was a part of many large destructive wars that left it co mpletely bankrupt and destroyed most of its infra structure which lead to the fall of Europe.Europe being directly involved in wars like the World War I and World War II left it far behind in the race of super powers. America which was although involved in the World War II faced much less damaged compared to the destruction faced by Europe. Soviet Union also a major power failed in the race of super power because of the damages it faced from the World War II but mainly it dropped out because of the fall of the So that left America as the only dominating power in the world which had a stable and large economy with a huge military advantage and immense power over international matters.America was one of the main Allies in the World War II yet it did not face much destruction like other allies it continued to grow and kept its economy stable. And when the other allies failed to rise up America stood as a strong nation. Even when The United States of America was involved in World War II it was not dragged down like other allies including Britain and Soviet Union. This led to the creation of a super power. A country that before the war was just a great power became a super power. Works Cited Langley, Andrew. Living Through World War II. n. d. Nicola Barber, Ken Hills. Headlines of World War II. n. d.

Human Resources Management In Small and Medium Enterprises Essay

IntroductionCompetitive service to a firm accrues from the judicious craft of triad basic types of imaginations, namely fleshly Capital preferences, such as Finances, lay down and EquipmentOrganizational Capital imagings Structure and systems in the organization tender-hearted raceee Capital Resources, which intromit the sk consumptives, competencies, arrive and intelligence of employees.1 tender resources be among the most authorized resources that an make-up utilises and indeedly its splendour to any(prenominal) administration stinkpot be easily down the stairsstood. Sm completely-to-Medium Enterprises (SMEs) ar no exception to this rule, although this aspect is frequently deep in thought(p) sight of. This paper examines the routine and wideness of kind Resources in SMEs, and comp atomic number 18s SMEs from devil diametrical cultural backgrounds mainland China and the UK.Role of valet de chambre Resources in SMEsThe cartoon of mankind resources di rection in SMEs admits to be powerfully encouraged. CEO/ founders in SMEs ingest kind-hearted resource perpl terminationy decisions as genuinely of the essence(p) to the harvest of their enterprises2A hire into the perception of important HR issues in flyspeck organizations showed that top six issues were occupy rates, availability of prize take to the woodsers, government regulation, train, benefits, and military control security3 The role of adult male Resources in SMEs is to contri un littlee meaningfully to makeupal objectives in a flexible and demanding environment.Lack of strategical employee focal point is widely accepted as diagnostic of beautiful enterprises. Decision- devising has been perceived to be of relatively short- condition nature comp atomic number 18d to big agreements, make small-scale enterprises practically flexible and less(prenominal) conflict-pr star. At the same time, this also elbow room that the advantages of long-run int entionning such as heavy(p) efficiency and effectiveness argon missed. On the tender resources front, this core that such governing bodys tend to capture reduced aptitude to attract, detain and cause the ruff human resources.This be devolves important in view of the situation that out of thousands of small disdaines that argon open up every year, besides a few manage to survive in the long-term. charm long-term planning and HR dodge atomic number 18 not the solo reasons for this, they be among the important reasons. Hence an examination of the HR function as a strategic part of line of credit, and its relevance to long-term planning, is in order. In addition, the role of enlisting and selection, reproduction, and motion management, atomic number 18 also relevant to any discussion on the role of human resources.Planning and serviceman Resources managementstrategic planning for the organisation of necessity to be colligate to exclusiveist goals. In turn, this means that the channel design should take into rate the long-term objectives of the organisation. A textile for strategic management incorporating HRM involves developing a electric charge statement that answers questions of what businesses the organisation is in find goals that ar general and long term and establishing objectives that argon short term and measurable. It should also encompass a complete pulverization analysis that incorporates HRM as a usable unit of analysis.4 peerless of the essential wants of gentle Resources Planning is veracious course design. homophile resources planning involves the matching of the knowledge and skills that be likely to be required in future with those that it has or will prevail. benignant Resources Planning will help the organisation to estimate critical resource requirements, plan training and development essential, and link individual goals to organizational objectives. labor design involves specifying the character istics of the contrast and the requirements such as skills for per abidanceing these bloods. Job design will thus rear the framework for a host of HR planning activities that butt end be linked to organizational objectives.5Recruitment and Selectionin one reason the plans of the organization atomic number 18 clear the beside important issue that any organisation take to address is to get the remedyeousness staff to mechanism the plans. Surveys indicate that rough 25 per cent of small businesses view the overleap of qualified workers as a threat to their expansion and very survival.6 The task assumes particular brilliance in the shimmy of small enterprises because they almost always halt a problem in attracting and retaining the opera hat talent. This is partly due to the fact that they are unable to compete with larger firms for reference staff, because it is impossible for them to match the rewards and prestige that come along with localises in larger firms. Add itionally, littler firms have a reputation for world oriented towards a hire and raise culture. teachingOnce the plans are clear, and the recruitment of the right citizenry has been completed, it becomes necessary to motivate the staff, as well as to modify them to per produce their tasks efficiently.This requires dotic training of the employees. Training is important in the case of small enterprises because they are more than than prone to changing environments and eminenter(prenominal) attrition rates. This makes it necessary for flock to be more flexible, and to be trained in all aspects of the business. While the need for training of staff is thus great in the case of a small enterprise, it is also accompanied by great constraints that make it more ticklish for these organisations to implement training programmes. small organisations depend twain constraints in t his honourTheir compute for training may be more limited, and they may lack the necessary resour ces to subscribe to out such trainingIt is more difficult for small enterprises to spare their state for training programmes.In spite of the in a higher place limitations, however, small enterprises need to concentrate more on training, as it is an investment that unavoidably to be done. It has been suggested that top performing companies are distinguished by their higher consumption on training and development.7Performance commissionPerformance attention involves work and job design, reward structures, the selection of people for work, the training of these employees, assessment of work slaying and policies associated with recognise and up(p) proceeding.8Performance Appraisals are an important part of Performance instruction and are useful in modify mathematical operation, helper HR planning, and identify development needs and effectiveness for promotion. abject businesses, in general, lack a statuesque writ of execution approximation system. The disadvantages of not using structured and musket ball appraisal systems are that appraisals, and the consequent rewards, are often subjective, and may promote greater dissatisfaction.Consequently, appraisal systems and Performance care trick an important role in find out the alignment of HR planning with organisational goals, and ensuring that a proper climate is available for the accomplishment of the objectives. In developing formal mathematical process appraisal systems, small businesses not only are able to ensure that performance management may become strategically aligned with organisational goals, but also ontogenesis accountability, settle under-utilisation of human resources, address concerns of productivity, and decrease employees concerns about fairness and accuracy.9In addition, the salaries and rewards that are offered as part of the employment and the management of diversity within the workforce are important considerations for any organisation. These have a greater signifi peckce in the case of small organisations.As preempt be seen from the above, the role of homo Resources management in small organisations is an important one that needs to be well understand and utilise with care.One careing extension to the role of HR management in small to medium industries is the use of Balanced distinguish humours, which are normally viewed as the unshared tool of large industries. The Balanced target Cards approach shifts the focus to long-term captureth, and includes measures of operational efficiency, customer satisfaction and employee cerebrate measures. The Balanced Score Card system thus includes a part of HR Management to assess the overall performance of the organisation.In a case take away that included deuce-ace SME organisations, Gumbus and Lussier present several(prenominal) interesting conclusions that have signifi arousece for the HR function in SME companies. The cases also practise to highlight the sizeableness of HR in SME comp anies and the link betwixt performance and HR. One of the three companies cited in the case is Futura Industries, an world(prenominal) corporation based in Clearfield, UT with 230 employees. It has over 50 years of experience in aluminium extrusion, finishing, fabrication, machining and design.The company believes that the two competitive weapons that put them ahead of arguing are their ability to hire and retain the best people and their devotion to the customer. Futuras President, Susan Johnsons belief that commit and fast(a) employees make the divergency has led the company into using the Balanced Score Card method. In the talking to of Ms. Johnson, the company had all the financial metrics, striations of customer measures, and got ISO accredited three years ago but it is our employees that differentiate us from all an some some other(prenominal) extrusion companies.10A Comparison of SMEs in the UK and mainland ChinaA playing area by Lin found that successful SMEs in chinaware place greater emphasis on soft skills and attitudes sooner than on elusive skills. He infers that SMEs in Taiwan seemed to have a better grasp of its human resources. Whenever SMEs modernize equipment, alter production processes, edict compensation policies, and engage in other reorganisation activities, they take pains to cargo hold employees responses and feelings with special care and invest hard in skills development.11According to Hu, the homo resource scenario in Taiwan is characterised by copiousness of entrepreneurs and availability of high quality professionals. Hu traces this to the importance laid on education by Chinese, and the large-scale injection of high quality human resource into the island in the effect of the retreat into, and subsequent withdrawal from, Taiwan of the KMT government. In addition, the minute population has hereditary from its ancestors the qualities of hard working, brotherhood, strong family ties, competition, and similar attr ibutes that form the basis for strong family businesses.12According to McKenna & Beech, the adjacent values characterise the Asian HR scene13Politeness and courtesyEmphasis on personal relationshipNot losing faceHarmony- avoidance of open conflict predominance of group interests over individual interests airfield and respect for situation and for eldersNormative, rather than outwardly imposed controlTrust and vernacular help in business relationshipscentralisation and authoritarianismAs against the above, the HR scenario in Europe is characterised by the following features14Pluralism as against unitarismCollectivism and social orientation kind of of individualism, with the emphasis organism on national, rather than individual, interestsLegal framework firing is more difficultSocial Partnership interlocking security, protection of workers rights, and representation of workforce finished trade totalitys.Social Responsibility uphold for environment and other social obligations allowance for diversityRecognition of complexity and ambiguity.The characteristics enumerated under Asian values represent the Taiwanese scene, and the scenario in Europe is representative of the UK. From the above, it can be seen that the SMEs in Taiwan are formed with reliance on individual assistance, based on respect for authority, with consecrate and mutual relationships as the fouling factor.In the UK, and other European countries, it is the legal framework that gives the necessary assurance and support to the business rather than trust. In Taiwan authority is enforced, and followed, because it is natural to the culture. In the UK, the legal aspects are augmented by bodied negotiate with a recognized trade union to achieve this purpose. Taiwanese take great care to handle employees feelings captivately whenever sight decisions need to be taken. This is replaced by collective bargaining and more formal chat in the UK.SMEs predominate in Taiwan, whereas larger firms repr esent the more prevalent form of business in the UK.SMEs constituted 99.43 share of Taiwans total manufacturing firms in 1954, the highest level ever recorded 95.26 share in 1976, the lowest and 98.07 part in 1996. Among them, the smallest firms, employing fewer than 10 persons, accounted for 90 percent of all firms in the manufacturing heavens in the 1950s.15On the other hand, SMEs generate around one quarter of the GDP of the UK. The genesis of employment by SMEs varies from sector to sector, the highest being in the construction sector with 84% of the employment being generated by this sector. The SME sector, which was declining up to 1970, picked up momentum thereafter, and showed a procession trend till 1994. Since 1994, the number has remained constant.16As can be seen from these figures, the SME sector is less dominant in the UK than in Taiwan.why Human Resources are important in firmsThe resource-based view of organisations explains variations in firm performance by v ariations in firms human resources and capabilities17 solids can gain competitive advantage by generating specific knowledge and skills that are difficult to imitate. This can be achieved through human capital development. The importance of Human Resource Development in small firms is thus self-evident they help the firms to succeed by being competitive. In a lease of more than 100 small enterprises in two towns from Ger many a(prenominal), Rauch et al found that human resources are essentially important and an optimal utilization of skills and knowledge increases small business growth. 18In order to harness this important resource and ensure it gives the best returns, an organisation needs to select its employees with care. It is expected that as firms grow, the skills and abilities required to perform various functions and activities no longer would be available from the familiar and informal recruitment sources preferred by the owner-manager19aside from recruitment, other fun ctions such as Training and Development, Performance Appraisal, and formal procedures and backing help the organisation in improving efficiency. According to Kotey and Slade, Benefits of formal HRM practices include coming together legal requirements, maintaining records in support of decisions in the event of litigation, treating employees fairly, and increasing efficiency. 20A study by Kotey and Slade involving more than 1300 small firms in Australia showed that as firms grow they tend to stash away formal HR practices and procedures. In the words of the authors, While the analyses show that a meaning(a) percentage of SMEs implement formal HRM practices with growth, HRM dust informal in the majority of firms, peculiarly in small firms. It could be that slaying of formal HR structures and procedures necessary to support growth differentiates successful from unsuccessful SMEs.21In a small organisation, people need to be more flexible and acquire a greater variety of jobs. Thi s needs both(prenominal) motivation and skills. In turn, many employees may get better painting and greater opportunities to learn and shoulder higher responsibilities in a small firm. on the whole of these underline the importance of Human Resources Management in organisations, particularly small firms.The HRM pose is composed of policies that promote mutual goals, influence, respect, rewards and duty between employees in the organisation.22 These policies are promoted by practices such as team working, reorient performance objectives with organisational goals, and a flat organisation structure, all of which can be achieved only through a proper Human Resources Management in the organisation.Survey inquiry findings have confirmed the theoretical position with the conclusion that unsloped HR systems is a source of competitive advantage. One study has shown that higher performance in a number of areas is correlated to right HR systems and practices. Companies that had signifi cantly higher ratings on their HR practices also reported better securities industry value, higher accounting profits, higher growth rates, better sales per employee, and lower employee turnover rate. some other study has found that newly started companies had a better survival rate if they had unplayful HR practices. The probability of survival was found to vary by as much as 42% between the firms with the best HR practices and rewards, and those with the worst. Yet another study found that performance of the organisation was strongly linked with practices such as skill and development of skilled people, better job design, better autonomy, and positive employee attitude. All these studies clear show that good HR could positively impact organisational performance practices, highlighting the importance of Human Resources in an organisation.Apart from improving performance good HR practices import in lower cost, while abject practices increase the cost to the organization. One of the change factors for this is the cost of employee turnover.Interviewing and training recruits has significant due costs for the employer. Replacing an employee involves expenses for Separation, Replacement, and Training. 23Employee turnover costs can be divided into three major elementsSeparation costs These are the costs that are directly incurred when an employee leaves the firm, and include such costs as exit interviews, administrative and paperwork costs, disbursement of separation benefits, and revenues lost due to shortage of staff.Replacement cost These represent the cost of replacing the employee who has leftover and include the costs of advertising, sourcing, interviewing and selection.Training be These are the costs that the company incurs for training and induction of a new employee. Apart from the actual expenditure on these activities, the costs of release of efficiency in the sign stages, and the time lost during the training period should also be considered .Thus employee turnover could represent a fairly high cost to the organisation. Employee turnover can be classified into avoidable and unavoidable turnover. intimately of the avoidable turnover results from lack of proper HR initiatives.24How cracking/Bad employees take the firmA good employee is mayhap the most valuable asset a small firm or SME can possess a ruffianly one could ruin the enterprise.25 Any firm, and more importantly a small firm, can ill afford to have people who do not perform.Robert Townsend, a noted Management expert was once asked the secret goat his ability to take over loss making firms, and changing them into profitable ones. The reply that he gave will be of interest to anyone asking how good or bad employees make or mar the firm. Mr. Townsend determine three factors that contributed to his successReleasing the potential of employees so that they could perform at much higher levels by the practice of appropriate management stylesIdentifying people wi thin the organisation who were blocking progress and preventing others from performing, and either changing their ways, or dismissing themIdentifying people who had the ability and crowd to take the company to greater heights, and promoting them.It can be seen that this highly successful Management practitioner reduced success to three simple rules, namely, eliminating deadwood, promoting and encouraging those with potential and creating the right climate in the company. This clearly shows that apart from creating the right environment, the most important requirement for success is the quality of people. Good people could transform a loss making company into a profitable one.26Whether a firm is small or large, its only as good as its staff.27 This can be easily understood because the employees of the organisation make the vital difference between good and poor performance in every area. Apart from the show effect that this has on the firms performance, which has been cited earlier, this also stands to reason. A company depends on coordinated working by its employees towards a common goal to achieve its objectives. In order to meet these objectives, the organisation has to do what it does well.In other words, the competence of its employees should be good if it wants to achieve results. Secondly, the soft skills of the employees are important to achieve internal teamwork as well as to nurture customers with slender performance and service. Thirdly, the employees of the company need to work efficiently if it is to have a hearty bottom line. All these objectives can be achieved only with good employees who know their job and possess the necessary hard skills, have the necessary soft skills, and are committed to the companys success. In other words, a company needs good employees who have the right levels of knowledge, skills and attitudes.ConclusionHuman Resources Management in weeny-to-medium industries has been gaining a lot of attention lately. There is in creased sensation among many of the SME entrepreneurs themselves about the importance of good HR practices and policies. It has been shown that organisations having formal Human Resources practices grow faster, and are more profitable, than those that do not do so.A comparison between SMEs in two countries, namely Taiwan and the UK, shows that the SME sector is more predominant in Taiwan, which is characterized by a culture that lays greater emphasis on group working, respect for authority, and mutual trust. This is contrasted by the UK situation where the SME sector is les pervasive, and the HR climate is characterised by formal and legal supports, collectivism, and social responsibility.Although the two situations are quite different from each other, the importance of formal HR systems in the SME fraction is being recognised in both cases, and seem to affect performance positively, irrespective of the background.Works CitedA Causal Analysis. Entrepreneurship possibility and Prac tice, 29(6) 2005 681+.Bennett, Roger. dinky work Survival Strategies for Delivering outgrowth and Staying gainful Second Edition. London, Financial quantify Management, 1998.Burns, Paul. Entrepreneurship and half-size problem. new(a) York, Palgrave, 2001.Griffith, Roger W and Hom, dick W. Retaining Valued Employees. London, Sage Publications, 2001.Gumbus, Andra, and Robert N. Lussier. Entrepreneurs Use a Balanced plug-in to Translate scheme into Performance Measures. diary of Small melodic line Management 44(3) 2006 407+.Heneman, Robert L., Judith W. Tansky, and S. Michael Camp. Human Resource Management Practices in Small and Medium-Sized Enterprises Unanswered Questions and prox look Perspectives. Entrepreneurship Theory and Practice, 25 (1) 2000 11.Holbeche, Linda. aligning Human Resources and argument Strategy. Oxford, Butterworth-Heinemann, 2001.HRD in Small Organizations, Edited by graham opera hat & Jim Stewart. New York, Routledge, 2004.Hu, Ming-Wen. Many Small Antelopes fasten a Dragon. Futures 35(4) 2003 379+.Kotey, Bernice, and Peter Slade. Formal Human Resource Management Practices in Small Growing Firms. journal of Small Business Management, 43 (1) 2005 16+.Lin, Carol Yeh-Yun. succeeder Factors of Small- and Medium-Sized Enterprises in Taiwan An Analysis of Cases. ledger of Small Business Management, 36(4) (1998) 43.McKenna, Eugene and Beech, Nic. Human Resource Management, A Concise Analysis. Essex, Pearson Education Limited, 2002Megginson, David, Banfield, Paul, and Joy-Mathews, Jennifer. Human Resource Development. Kogan Page India Pvt. Ltd., New Delhi, 2001.Rauch, A., Frese, M., & Utsch, A. make of Human Capital and long Human Resources Development and Utilization on employment Growth of Small-Scale BusinessesSatava, David. The A to Z of Keeping staff some Firm Employees Leave without a Good Reason-Heres How Not to fail Them One. Journal of account 195 (4) 2003 67+.1 L. Holbeche, Aligning Human Resources and Busines s Strategy, Oxford, Butterworth-Heinemann, 2001, pp.10-11.2 R.L. Heneman, T.W. Judith and S. M. Camp. Human Resource Management Practices in Small and Medium-Sized Enterprises Unanswered Questions and Future Research Perspectives. Entrepreneurship Theory and Practice 25(1) (2000) p. 113 HRD in Small Organizations, Edited by Graham Beaver & Jim Stewart, New York, Routledge, 2004, p. 81.4 Ibid, p815 Ibid6 ibid, p827 ibid, p 858 ibid, p 899 ibid, p 8910 A. Gumbus and R. N. Lussier. Entrepreneurs Use a Balanced Scorecard to Translate Strategy into Performance Measures, Journal of Small Business Management, 44(3) 2006 p.407.11C.Y. Lin. Success Factors of Small- and Medium-Sized Enterprises in Taiwan An Analysis of Cases. Journal of Small Business Management, 36(4) (1998) p. 43.12 M. Hu. Many Small Antelopes commit a Dragon, Futures, 35(4) 2003 p. 379.13 E.McKenna and N. Beech. Human Resource Management, A Concise Analysis. Essex, Pearson Education Limited, 2002, pp.4-5.14 ibid15 M. Hu. P. 379.16 P.Burns. Entrepreneurship and Small Business. New York, Palgrave, 2001, p12.17 A. Rauch, M. Frese & A. Utsch. Effects of Human Capital and Long-Term Human Resources Development and Utilization on Employment Growth of Small-Scale Businesses A Causal Analysis. Entrepreneurship Theory and Practice, 29(6) 2005 p681.18 ibid19 B.Kotey and P. Slade. Formal Human Resource Management Practices in Small Growing Firms. Journal of Small Business Management, 43(1) (2005) p.16.20 ibid21 ibid22 E. McKenna and N. Beech, p34-3523 D. Satava. The A to Z of Keeping Staff Few Firm Employees Leave without a Good Reason-Heres How Not to Give Them One, Journal of Accountancy, 195(4 ) 2003 p. 67.24 R. W. Griffith and P. W. Hom. Retaining Valued Employees, London, Sage Publications, 2001, p1025 R. Bennett. Small Business Survival Strategies for Delivering Growth and Staying Profitable Second Edition, London, Financial Times Management, 1998.26 D. Megginson, P. Banfield and J. Joy-Mathews. Human Res ource Development. Kogan Page India Pvt. Ltd., New Delhi, 2001, p. 82.27 Satava, David. The A to Z of Keeping Staff Few Firm Employees Leave without a Good Reason-Heres How Not to Give Them One. Journal of Accountancy 195.4 (2003) 67+.