International Human Resource Management

There are many differences between legal issues in china and Australia. For instance in China, the legal system is supplemented with local regulations. The local regulations are major challenges to international companies expanding their businesses in China.Advertising We will write a custom report sample on International Human Resource Management – Comparison between Australia and China specifically for you for only $16.05 $11/page Learn More These local laws and regulations differ from provinces as well as in the major cities in China such as Beijing and Shanghai. Different economic zones have different laws and regulations relating to labor (Lan, 1995). The interpretation of legislation and local practices also differs in various regions across China. There are various local regulations and practices that influence application of law in China as compared to Australia. The local regulations in China are supposed to be consistent with the nationa l legislation but sometimes there are conflicts. In Australia, there are few local laws which are consistent with the Australian national law. International companies should adhere to the local rules and regulation in China. Employment contract law in China also differs from that in Australia. In china, the employment contract law is very generous to workers and it provides a lot of protection as compared to the employment law in Australia. For instance in china, if an individual is employed temporarily for more than one short term contracts then he is deemed to be permanently employed (Villa, 2009).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is different from Australia where a person can be employed temporary for more than one short term contract without being viewed as a permanent employee. According to the contract law in China, an employee must have a formal contract. It is m andatory for employment contract to be written. This contract must contain important details such as compensation, working hours as well as job description. International human resource managers must be aware of these protective provisions in contract law. This is a major challenge which is faced by most international companies doing business in China. Another challenge faced by foreign companies is that they are not allowed to directly employ Chinese citizens in China. However, they may involve Chinese citizens in performing some services. In China employment contract must contain a basic fixed salary which should not be changed by the employer. Corruption is a serious problem in China just like in other developing countries across the globe. In this country corruption involves bribe, fraud, embezzlement as well as extortion (He, 2003). Some people give bribes to the hiring officials in order to secure employment. Some people are also employed or promoted to a higher position depen ding on whether they know leaders in the high ranks. These leaders may be their relatives, friends or even classmates.Advertising We will write a custom report sample on International Human Resource Management – Comparison between Australia and China specifically for you for only $16.05 $11/page Learn More In Australia, corruption is very minimal as compared to China and the country was ranked as the least corrupt country among the group of 20 developed nations (Brinsden, 2011). In China, human rights are normally considered when recruiting employees. Minors under the age of 16 are not supposed to be recruited. Employment discrimination is also discouraged, and there are equal employment rights for both male and female. The employees have the right to be employed and the right to labor safety and hygiene. Recommendation The human resource professional are supposed to be conversant with legal issues relating to employment in China. They should kno w the requirement of employment contracts in order to avoid the challenges they face in China. They should engage Chinese citizens in services to avoid the liability of being an employer. Human resource manager should advice the multinational companies to have a registered presence in China (Lam, 2004). They should comply with legal restrictions, which are found in this country. They should also comply with employment contracts requirement. They should also engage representative office in order to enter into business contracts. The human resource manager should also understand the human rights that are provided to the employees in China. References Brinsden, C., 2011. Australia ranked the least corrupt country in the G20. International  Business Journal , 11-12. He, Z., 2003. The study of the problem of corruption and anti-corruption in China.  Comparative economic and social systems , 19-23.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Lam, T., 2004. Human resources issues in the development of tourism in China.  Internationa journal of contemporary hospitality management , 1-4. Lan, L., 1995. Human resource management in Chinese hotels. International journal of  contemporary hospitality management , 1-5. Villa, M., 2009. Employment laws in China. International human resource journal , 17-21. This report on International Human Resource Management – Comparison between Australia and China was written and submitted by user Xavier Davenport to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. International human resource management Introduction Human resource management involves the management of workers or employees in an organization. It depends on the cultural and institutional framework. Human resource management varies from country to country. Good human resource management, is defined differently in different national cultures, and operates differently across the globe. International organizations try to deal with issues created by these differences.Advertising We will write a custom report sample on International human resource management specifically for you for only $16.05 $11/page Learn More Today the world has become more global in terms of technology, economies and communications. The development of international enterprises has resulted to the decline in traditional business boundaries. This has led to high rates of economic development. It can be noted that multinational companies have dominated the world economy. About 63000 international organizations dominate the w orld trade (Budwar, 2005). It accounts about two thirds of the world’s business. According to the recent study, each of the 10 largest multinational corporations has more annual sales than the Australian government tax revenues. Most of international business transactions involve two parts of multinational companies. Multinational companies act as global organizations with employees based in different parts across the globe. Globalization has been enhanced through fiscal consolidation such mergers and acquisitions (Sisson, 2003). According to the recent statistics, the worldwide foreign direct investment increased from 6500 billion dollars in 2000 to 10000 billion dollars in 2005. Today there is also global transfer of work through the creation of new jobs or global sourcing part of an individual’s work. The high skill white-collar job is being transferred to different countries. For instance, Bank of America is outsourcing about 1100 jobs, to Indian companies to reduc e labor cost. The aim of this report is to explore the main issues and theories of international human resource management and comparative human resource management. International human resource management International human resource management is the process of employing and developing people in international organizations. It is the management of people across the globe. It identifies the way in which international companies manage human resources across different countries and different cultures. It deals with the management of people beyond the national level. An international company is a company by which operations are carried out in subsidiaries overseas which rely on manufacturing capacity of the parent company. Different multinational companies have different magnitude attitudes and business styles (Wood, 2003).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human resource manag ers in international companies have to consider the impact of international influences in their work. In all international companies’ human resource management is one the key aspects in the success of the company. In most of these organizations, the cost of managing people is the largest single item of operating costs. The knowledge and capabilities inculcated in human resource is the key to success of the organization. Human resource management is vital to the survival and success of an organization. The human resource specialists are increasingly becoming internationally oriented in their functional activities. This is important, for people working in multinational corporations also those in small and medium sized enterprises. In the modern world, there is fee economic environment. Restrictions on labor movements are reduced in areas such as European Community (Sisson, 2003). The development of new technologies has enabled enterprises to operate internationally as soon as t hey are established. International corporations are not only in the private sector. Many international corporations, such as those in United Nations, the regional trade bodies, have employees working in different companies across the globe. Human resource managers working in international corporations are faced with the impact of multi-country, regional and global change. Such managers are supposed to be equipped with interpersonal skills, negotiation skills, strategic thinking, analytical and conceptual abilities. These managers will require a wide knowledge of knowledge in areas such as international business, international finance, local labor markets, international labor legislation, cultural differences, and international compensation and benefits. International human resource management involves organizations that manage people in different legal, institutional and cultural circumstances. It should also be aware of cost effective management practices (Budwar, 2005). Companies, which address the issue of international human resource management, have to deal with a range of policy and strategic issues. International human resource management identifies how multinational corporations ensure that organizations have international coherence.Advertising We will write a custom report sample on International human resource management specifically for you for only $16.05 $11/page Learn More It also explores how organizations apply cost effective approaches to managing people working in different countries across the globe. It ensures that organizations are able to manage those people who have to work in different countries in the world. International human resource management was believed to have the same main dimensions as human resource management in a national context but to operate on a large scale. It focuses on human resource practices that change when a firm goes international. The recent research on IHRM has pointed out the im portance of connect human resource policies and practices with organizational strategies. International management scholars have done extensive research on how multinational corporations have organized their operations globally. Several issues have been discussed by scholars. The strategy structure configurations of international organizations have been discussed by several authors. It involves changing from hierarchical structures to network structures. The differences between local and international human resource management are another key issue discussed by authors such as Adler and Bartholomew. It establishes the great complexity and strategic importance of the international role. How multinational corporations approach the staffing and management of their subsidiaries is another key issue explored by researchers. It provides factors for defining the modern approach to IHRM within an international organization. Organizational factors are considered to be very crucial in determi ning the extent of internal consistency. Integrative models have been developed, by scholars to demonstrate the complexity of human resource decisions in the international sphere. However, these models do not provide a solution to criticisms that have been leveled to IHRM. According to these criticisms the political, economic, social cultural and institutional contexts are described as contingency factors. This is despite the fact that it is known that firm level globalization is a country specific phenomenon.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Most of these models do not differentiate between cross national and cross cultural differences. Cultural relativity has made researchers focus on the hard human resource functional processes. Most of the researchers do not support idealist human resource management systems. For instance, the view of human resource management emphasizes on high performance work systems as a basis of comparisons. The researchers tend to ignore the subtle ways in which cultural and national difference influence the experienced reality of human resource management. Convergence and divergence argument assumes that human resource management system has to converge or remain divergent. It does not consider the fact that some parts of human resource system might be converging in some areas and converging in other areas (Dickmann, 2008). Analysis of IHRM should consider the range of distinctive national and local solutions to human resource issues in the organization. Human resource affordability is another key issue in IHRM. The increased interest in metrics indicates the need to deliver proven cost reductions and ensure human resource affordability (Wood, 2003). Most of international organizations committing most of their times to ensuring people are why they can be most cost effective. Most global human resource functions have undergone recent restricting in order to deliver global business strategies efficiently. Many international organizations are making substantial investments in getting things right. Human resource function is a path of organizational development which was identified in other service and specialist functions. Physical and cultural differences present barriers to successful knowledge transfer among human resource professionals. Global networking is an important aspect within international human resource management. However it is considered to be critical because of the identified organizational changes. International human resource professionals, mostly use info rmal networks, which is one of their main objectives. Networks are mostly applied in decentralized models of international human resource management. Global networks are used to reduce the impacts of bureaucracy and act as important decision making groups. International human resource management involves a number of key issues, which are supposed to be considered. Culture and environment difference is a key issue in international human resources. The demand of the globalized and liberalized business environment has made researchers pay attention to the study of cultures as an explanatory variable. Human resources managers across the globe have realized that it is essential to avoid parochial views when doing business across different cultures. Knowledge of cultural differences in different regions and a global focus is crucial for a business to survive in the modern business environment. Culture is a collective mental programming that people in a certain group have in common. This p rogramming is different from that of other groups, regions or nations. Today human resource managers of multinational corporations frequently encounter cultural differences. This has a negative effect to management practices in international organizations. Family structures, religious organizations, forms of government, work organizations, law, settlement patterns and buildings are common beliefs that derive from common culture. Competing demands of globalization and local differentiation has led to the need to establish human resources as a source competitive advantage. Globalization process is identified at different levels of industry, firm and functions (Dickmann, 2008). The impact of national culture on managing people involves the meaning of culture, the literature on cultural differences and identifies the extent to which aspects of work practices are nationally or locally based. Culture and organizational life involve the implications of performing business activities across national cultures for concepts of business management, and human resource management. Leadership is a major factor that influences the shape of human resource policies and practices. Different national cultures have different leadership styles which influences the human resource management. Individualism is a national culture attribute adopted by those people who give themselves and their families’ first priority. In this society, the ties between individuals are loose. Every person in this society looks at himself and the immediate family. Collectivism involves people who give first priority to, and finding protection in, the wider group. In this, people are integrated into strong, cohesive groups which protect them in exchange for loyalty (Sparrow, 2004). Different cultures allow for different sharing of power within the society. The challenge is the level of human inequality that indicates the operation of each particular society. Power distance is determined by power dis tance index. A society, which supports high power distance, will accept large separation of power between the rich and the poor in the society. Low power distance society will accept sharing of power where the gap between the top and the bottom is low. Uncertainty avoidance is the extent to which a society can be able to put up with uncertainty. Low avoidance society will not feel the need to avoid uncertainty. High avoidance society will feel challenged by uncertainty (Dickmann, 2008). Masculinity is the tendency of a nation to prefer assertiveness and materialism. It involves a community in which men’s roles are clearly defined. Femininity is where the society has a high concern for relationships and welfare of other people. In this case, the gender roles in the society overlap. According to Masculinity Index, Japan tops the list of countries with high gender roles distinction at work. The low gender roles distinction at work was identified in France, Spain, Salvador and Ea st Africa. It was characterized by cooperation at work and a close relation between employees and the boss. High gender roles were characterized by challenge and recognition in jobs, belief in individual decisions, high stress on the job, and preference for large corporations (Clark, 2000). International human resource involves international organizational models. The first model is decentralized federation, which is the traditional multinational corporation. In this model, each national organization is managed as a separate company that seeks to optimize its performance in the local environment (Sparrow, 2004). Coordinated federation is another model which involves the centre developing sophisticated management systems to maintain overall control although the scope is given to local management. Centralized hub is a model, which focuses on the international market rather than local markets. These organizations are global rather than multinational. Transnational is another internatio nal organization model. In this model, the organization establishes multidimensional strategic capacities which help the organization to compete across the globe. It also enables responsiveness to market demands. Another key issue facing international organizations is convergence and divergence. This is the extent to which the international human practices should either converge in the same location or diverge in response to local requirements. The major decisions are made by the parent company, but there is a need to much local autonomy as possible in order to ensure that local demands are taken into account (Dowling, 2008). There are several factors that enhance increase in convergence, the power of markets, and the importance of cost, quality and productivity pressures benchmarking best practice. The idea of best practice theory recommends the implementation of best practices in human resource management, which will improve the performance of the organization. There are several b est practices for achieving competitive advantages through putting people first. These best practices include selective hiring, providing employment security, extensive training, sharing information, high payment based on companies’ performance among others. However, it is difficult to draw a generalized conclusion about which is the best human resource management practice. Best fit or the contingency approach to human resource management is another approach of academic theory. It argues that human resource management may improve performance of an organization when there is a close relationship between the practices and company’s strategy. This ensures that there is a close relationship between the human resource policies and the external market or business strategy (Guest, 2007). The life cycle model assumes that human resource policies can be based on the levels of organization development. Competitive advantage models assume that human resource policies are based on competitive strategy adopted by the organization. Configuration models recommend for an organization to close examine its strategy in order to determine the best human resource policies and practices (Sparrow, 2004). This argument states that, the organization’s strategy can be highlighted, but many organizations thrive in a state of flux and growth. The resource based view is considered as the foundation of modern human resource management. It concentrates on the internal human resources of the company, and how they contribute to competitive advantage. This model argues that human resource management plays a significant role in establishing human resources that are important and effectively organized. The theory of human resource management assumes that the objective of human resource management is to enable a company to achieve it strategic objectives through attracting and maintaining employees. Human resource management approach attempts to ensure a close relationship or ganization’s employees and the overall strategic objective of the company (Brewster, 2002). In the view of academic theory of human resource management, human beings are not robots, thus this call for the Importance of an interdisciplinary evaluation of staff in the work place. Academic fields such as economics, psychology, industrial relations and sociology play a vital role in enhancing the academic theory of human resource management. Critical theories such as postmodernism and post-structuralism also play a very significant role in ensuring that people are treated well in the work place. International human resource management involves various processes, which enables achievement of established goals and objectives (Adler, 2000). Comparative human resource Comparative human resource management explains the way human resource management differs between different regions and countries across the globe. Most countries have more or less regional differences which includes one or many language groups. Countries have different economic and political system, education, employment laws all these factors should be considered in order to understand and apply effective human resource management policies. Most nations have various cultures that have implications to human resource management (Clark, 2000). Most organizations face challenges of adapting their human resource management practices to the new set of cultures. In the process of globalization, organizations begin to do business in different areas.During this process the number and variety of cultures changes. Organizations are supposed to adapt new human resource policies in order to curb these challenges. As cultures increase and organizations try to treat each different culture with respect, several practical issues may come up making business operation more difficult. For instance, the case of religious and secular holidays to be honored based on the cultural representation in the work place. The of ficial language spoken in the work place is another cultural issue influencing human resource management. Many countries differ in terms of legal, political labor market, and economic conditions. These are critical issues affecting comparative human resource management. Comparative human resource management indicates how human resource practices are affected by different cultures. Cultural perspective on comparative human resource management is based on Hofstede’s (1980). He identified four distinct cultural value dimensions. The four dimensions include power distance, uncertainty avoidance, masculinity/femininity, and individualism/collectivism. According to him cultural differences are embedded to human resource manager’s way of thinking, which guides managerial actions and choices (Clark, 2000). Different cultures in different regions affect the human resource manager’s decision making and job performance. The effect of cultures on human resource management h elps in understanding managerial behavior and reactions. This notion has been highly criticized due to the limited number of dimensions, which do not capture the richness of the cultural environment. Effect of culture on human resource management is also challenged because of his insistence that national features persist over time. The four dimensions are statistical constructs developed on responses without a deep understanding of the underlying processes. The issue of cultural differences indicates the differences between low context and high context societies. Context is described as the information that surrounds a certain event. In high context societies, the external environment and non verbal cues are very influential factors in the communication process (Clark, 2000). High context cultures include countries such as Japan, Arab and southern European societies. Low context cultures involve clear and written forms of communication. Examples of low context societies are Anglo-Sa xon and northern European. Culture is viewed as important values regarding relationships among people and their environment. Kluckhohn developed four basic value orientations. He later subdivided these orientations into dimensions to determine cultural variations across different societies. These cultural orientations have been used, by researchers to explain significant differences of human resource management practices across different nations in the world. However, these orientations are rarely applied to human resource management research because of the complexity. Recently additional cultural dimensions have been developed to identify the effect of culture on the design and implementation of human resource management policies and practices. For instance, development of the paternalism dimension is one of the significant cultural dimensions. It involves the extent to which a society encourages and accepts that, people with authority provide care, guidance and protection to their subordinates. Subordinates in paternalistic societies are respect and loyalty to their superiors. Another recent cultural dimension is fatalism which is the belief of societal members that the results of their actions are not totally controlled. Managers who take on managerial posts in a certain culture are socialized along similar values and beliefs. The character of culture helps to socialize new generations of members and reinforce the predominant cultural values and norms. According to social cognition theory, a person’s cognition is greatly influenced by ones cultural background. Culture usually affect the way in which individuals choose, interpret and validate information in order to identify and categorize issues (Adler, 2000). It is a powerful determinant in how human performance problems are viewed and how their solutions in the form of employee development. Cultural values normally influence how human resource management practices such as recruitment, selection, pr omotion, performance appraisal are designed and implemented. (Begin 377) Different cultures are adopted by different social groups (Dickmann, 2008). These social groups may make the adoption of certain human resource management policies politically and socially unacceptable. The impact of culture on human resource policies through impact on institutions is an important mechanism. Cultural differences influence the key comparative human resource management practices. For instance, recruitment, selection and retention practices differ across different cultures. Recruitment and selection in cultures of high performance orientation are based job related knowledge and technical skills. Collectivist cultures prefer the use of internal labor markets to promote loyalty. The externally recruited candidates find it difficult to enter the strong social networks within the organization. High on uncertainty avoidance cultures use a lot of selection tests, and conduct more interviews (Tayeb, 2005 ). This shows that there is a great desire to collect objective data for making selection decisions. Cultures high on performance orientation use standardized and job specific selection methods. Compensation and benefit schemes are designed according to different cultural settings. Compensation systems in universalistic cultures are based on formal, objective and systematic in relation to the value of a job within the organization. High power distance and fatalistic cultures have low performance reward contingencies. Uncertainty avoidance cultures prefer skilled based reward systems (Dickmann, 2008). Low uncertainty avoidance cultures focus on individual performance based pay. Individualistic societies put a lot of emphasis on personal achievement in performance appraisal. On the other hand, collectivist cultures concentrate on group based achievements. Issues discussed during the performance appraisal vary according to different cultures. For instance, individualistic cultures conc entrate on discussing employee’s potential for future promotion based on task performance. Collectivist societies focus mostly on seniority based promotion decisions (Dowling, 2008). Cultural variations have great influence on training and development. Fatalistic cultures don not recognize the importance of training and development. High power distance cultures employ senior managers instead of external trainers as instructors in order to ensure a high level of credibility and trust. Comparative human resource management provides, managers working in multinational corporations with guidelines on how to design and implement an effective human resource management system in different cultural contexts. Criticism of comparative human resource management is seen in the debate on localization versus standardization and in the process of transferring human resource management policies across countries (Briscoe Schuler, 2008). Comparative cross cultural research is faced with a lot of methodological problems, which limit the researchers in making valid conclusions. Dimensional approaches of culture on human resource management may have a weakness if culture is not measured directly. If cultural scores are disrupted, the analysis using these scores may also be disrupted making the conclusions suspicious. The issue of culture in comparative human management may also be affected by the original cultural models (Harzing, 2004). Conclusion Human resource management is a very important subject in the portfolio of management activities. International human resource management and comparative management have developed in the process of globalization. Managing international HRM explores the critical elements of effectiveness for HR on global (Tayeb, 2005). There are several key issues and theories developed in the context of international human resource management and comparative human resource management. International human resource management explores the way in whi ch international companies manage their human resources across different regions and countries across the globe. It also explores how multinational corporations ensure that organizations use cost effective approach in managing people in all countries across the globe. In all the multinational corporations and international organizations, human resource management plays a vital role in enhancing success (Scullion, 2006). On the other hand, comparative human resource management explores the differences of human resource management in various areas, regions, and countries in the world. Countries have different language groups, different labor markets, education systems and employment laws. This makes human resource management vary from country to country. Cultural differences between regions and nations are a major factor in the increasing internationalization of employment. The knowledge of cultural differences is a significant part of an international manager’s brief. The huma n resource activities such as selection, recruitment, training and development, reward and performance appraisal among others are greatly affected by cultural values and practices. Great care should be taken in considering whether to adopt standardized human resource policies and practices throughout in the whole world. Finally, international human resource management and comparative human resource management are major concerns of multinational corporations and even medium companies across the globe (Harzing, 2004). References Adler, N., 2000. Strategic human resource management. Human resource management  in international comparison , 237-238. Begin, J., 2002. Comparative HRM. International journal of human resource management , 376-377. Brewster, C., 2002. Strategic human resource management. Management international  review , 45-46. Briscoe, D., Schuler, R., 2008. International human resource management. Chicago: Taylor Francis. Budwar, P., 2005. Rethinking comparative and cross national human resource. The  international journal of human resource management , 497-498. Clark, T., 2000. Researching comparative and international human resource management. International studies of management and organizations , 20-21. Dickmann, M., 2008. International human resource management. New York: Taylor    Francis. Dowling, P., 2008. International human resource management:managing people in a  multinational context. Cengage Learning EMEA: Chicago. Guest, D., 2007. Human resource management and performance. International journal  of human resource management , 263-264. Harzing, A., 2004. International human resource management. New York: SAGE. Scullion, H., 2006. Global staffing. California: Routledge. Sisson, K., 2003. In search of HRM. British journal of industrial relations , 201-202. Sparrow, P., 2004. Globalizing human resource management. California: Routledge. Tayeb, M., 2005. International human resource management: a multinational company  pers pective. London: Oxford University Press. Wood, S., 2003. The four pillars of HRM. Human resource management journal , 49-50. This report on International human resource management was written and submitted by user Keith V. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. International Human Resource Management Introduction International human resource has gained a lot of attention among the researchers in the recent past. The world has been reduced into a small village due to technological advancements. Technological advancements, especially in the field of transport and communication have had a massive effect on human resource.Advertising We will write a custom report sample on International Human Resource Management specifically for you for only $16.05 $11/page Learn More Human resource can therefore, move from one geographical location to another with a lot of ease.1 The improved communication system has also brought about scenarios where a firm can employ individuals who are miles away from the company. It is currently a common phenomenon to find a situation where an Australian company employs an Indian staying in India as a customer service officer who receives calls and give direction to customers on phone. This has resulted in what is popularly referred to as international human resource management.2 There is need to manage employees beyond the borders. This is especially so when it comes to globalized firms which have operations going beyond the borders of the parent country. The world is experiencing radical changes in the labor environment. International human resource management globally is an area that is vital and requires special attention for it is the backbone of all sectors of the economy of any given country.3 This has become one of the legislative areas, calling for many political leaders to spend much of their time and brains in finding solutions to issues that emanate from work and labor. In search for the same, countries like the Australia have established several education centers that aim at expanding public understanding on important issues affecting the working group. In these institutions they admit under graduate who take studies in areas related to human resource management. In Australia, laws have been enact ed to guide the labor market. Managing employees in this century needs an understanding of various societal factors within the organization. It is important to understand different social settings of different employees in order to be able to understand their behavior within the organization. Understanding organizational behavior is the key to having employees working as a unit. Managing and Developing Employees in International Setting The current world is experiencing a lot of changes in the labor market. The competition in the international labor market is becoming stiff each day.4 Globally, technology has posed both positive and negative impacts in the global labor market. Although it has made the work easier, it has again replaced the human labor that is vital in the world market.5Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Economically, international or local trade is the backbo ne of any stable nation. In the working environment, employees have been faced with several challenges that need to be addressed by any nation seeking to compete in the world market. It is important to understand how both the expatriate and local employees. This is elaborated as stated below. Expatriate Employee The current world has greatly encouraged international trade. People from different countries meet together in the world market, competing with an aim of maximizing their output. There is an exchange of business experts from one field to another moving from one country to another, others reside in foreign countries for business purposes. When dealing with the expatriate, it will be important to understand their social background in order to predict their behavior. The management should act having a clear understanding that expatriates have a number of factors that make them unique from the locals. This should be put into consideration when managing them. Local employees The local employees are always easier to manage than expatriates.6 Managing the locals involves understanding the local forces that affects their behavior. This would involve understanding the social factors that have direct impact to the human resource. Local employees have the capacity to transform the parent firm which should be a guide to other branches. There are regulations that the Australian government has put in place to ensure that the rights of employees are respected, irrespective of their citizenship. These regulations protect both the locals and the expatriates working in this country. The following are some of the highly observed regulations in this country. Regulation of Employment Relationship The law clearly spells the type of relationship that should exist between various institutions within an organization. Within an organization, the two common types of relationship that exist are the employer-employee relationship, and employee-employee relationship. There is a way in which the employer should relate with his or her employees.7 There should be mutual respect between the employer and the employee and each should ensure that they do not infringe into the others right. The employer should respect the right of the employee and ensure that he or she is appropriately compensated for the work done.8 The employee on the other hand has the responsibility to meet the standard expected of him or her at the workplace.Advertising We will write a custom report sample on International Human Resource Management specifically for you for only $16.05 $11/page Learn More Regulation of Discrimination in Employment Discrimination of whatsoever form is strictly prohibited by the law of the land. The law clearly states that the employer should not discriminate on any basis when hiring or directing the employees. The country has enacted law that prohibits employers from discriminating employees based on race, gender, religion, age or any other demographic basis.9 The affirmative action was meant to demonstrate further that employers are not allowed to discriminate against women at their workplace simply because they are women. This is so even when a firm is dealing with expatriates. Legislation was enacted that protects employees both locally and in the international forum. Such an employer who engages in discriminative acts may face litigation in a court of law. Regulation of Employment Environment It is always very important for an employer to ensure that the working environment is safe enough for the employees. In various occasions, employees are always subjected to working environments that are not conducive to their health or such other factors based on their country of origin.10 The employees have right to their privacy. As such, it would be going against the law for the employer to intrude into the privacy of the employer. It would be wrong for the employer to demand information that can pass as confidential from the employees if the information does not directly relate to the task. This is irrespective of whether this information is gotten directly from the employee by inquiry, or through the third party, the employer is not allowed obtain information from the employer against the employees wish. Occupational Safety and Health An employee should be safe when working in various units of the organization irrespective of their country of origin. At no given point should the general well being of the employee be at risk. The employer has the responsibility to ensure that the safety of all employees is well taken care of both within the plant and when sent on duties outside the firm. The employer must also factor in health of the employees.11 At no point should the employees be subjected to working conditions that may have adverse effects on their health. Fair Labor Standards Act The Fair Labor Standards Act was a legislation that was meant to help the employer and the employee relate well . The employer needs perfection from the employees for the compensation paid on a monthly or weekly basis. On the other hand, there is a capacity that an employee should have. The law regulates the expectation of the employer and the output of employee to ensure fairness. Importance of IHRM to Organizations and Individuals from a Practical Perspective From a practical perspective, international human resource management is very important both to individuals and organization. To an organization which hopes to venture into international markets, there is need to understand international human resource management in order to operate successfully in the international market.12Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The organizational factors that are considered locally are very different from that that affects the labor market internationally. It would therefore, be important to understand the labor market of each individual country because it would always be unique from others. This would require unique treatment in order to achieve the desired results. Implementing the Strategies For a long time, labor has not been given its rightful position in many organizations. Many of the managements have not thought of viewing their employees as very important asserts. However, the happenings of the recent past have proven that labor force is one of the most important asserts to any given organization.13 When the management lays down objectives to be achieved, it is always the employees who are expected to implement the policies that would bring the desired results. It is this work force that would be expected to turn the policies from paper to reality. Therefore, retention of employees is very importa nt. Employees should be retained within the organization to ensure that the firm’s operations are consistent. High turnover rate of employees is not healthy for the firm’s prosperity. This is because it does not only affect the smooth implementation of policies within the firm, but also leads to increased cost of training new employees. It is even worse that the employees would go away having learnt the strategies of the firm, making the firm vulnerable to its competitors.14 The management should therefore device methods of hiring qualified employees and retaining them within the firm. One of the best ways to achieve this is through motivation. It is through motivation that employees will feel attached to the firm and therefore feel committed to the firm. Motivation is very important in international human resource management. Relationship between Employee Motivation and Success of a Firm in the Global Market Employees are the implementing arm of the organization. Whil e the top executives formulate the policies to be implemented by the organization, most of their tasks always end in the paper.15 It is upon the employees to make these blueprints a reality. In his words, employees are the engine of the organization. When well taken care of and put in a proper condition, they would always give the best of the results to the organization. However, when they are neglected and left to ‘rust’ they will always give leap service and the output will be very disappointing. Motivating employees within the organization is very important. There is a direct link between employee motivation and success of a firm. It is very important that a firm increases the rate of employee motivation because of a number of reasons. In most of the occasions, policies are always developed to last for one whole year.16 However, these policies are always units in the larger vision of the firm. A vision may be developed to be achieved in a time span of say thirty year or so. This duration is long and the firm may not take a direct approach towards achieving this vision. It therefore has to split this vision into yearly strategic objectives. When the year begins, the firm would plan with its current work force. When some of the employees leave along the year because of lack of motivation, it would be a blow to the success of that year’s strategic objectives. The firm would be forced to look for a replacement and train them and make them understand the objectives to be achieved. This is time consuming and costly venture that would reduce the success of the organization. Changing the employees on a yearly basis is not good either. This is because in so doing, the vision of the firm will be lost. It will not be possible to realize the vision because every year, the firm would be forced to start with new employees who may not understand the vision, and how it was developed in the first place. This minimizes chances of achieving expected goals within the organization. Strategies of Employee Motivation To ensure that there is a constantly motivated workforce, it would require the management to employ the right strategies that would ensure that it succeeds in this. It may appear as a simple task of making employees happy.17 However, it goes beyond this, especially when it comes to managing employees in overseas countries. To motivate employees within the firm, there are a series of strategies that a firm should employ in order to ensure that employees are constantly satisfied. The secret behind retention lies in ensuring that the employee is satisfied and feels challenged with the present task. This will cause the drive in him to want to come tomorrow and beat the challenge.18 The recommendations below gives a detailed strategy of how to employ the right individuals to the firm, and how such individuals should be retained, once employed. Conclusion International human resource management has become very relevant in the curr ent global society. The world has been reduced into a small global village where labor can move from one part of the country to another. Firms are also investing in the global market. This means that human resource managements should have a sound understanding of the global labor market in order to operate successfully in the global market. Bibliography Arthur, Joan. â€Å"Effects of human resource systems on manufacturing performance and turnover.† The academy of management journal, 37.3 (2008): 670-687. Barney, John. â€Å"Firm resources and sustained competitive advantage.† Journal of management, 17.1 (2010): 99. Baruch, Yusuf. â€Å"Response rate in academic studies-A comparative analysis.† Human relations, 52.4 (2006): 421-438. Boselie, Paul. â€Å"Commonalities and contradictions in HRM and performance research.† Human Resource Management Journal, 15.3 (2005): 67-94. Brewster, Charles. â€Å"A continent of diversity.† Personnel management Lon don, 5.9 (2008): 36-40. Budhwar, Prisca. â€Å"Rethinking comparative and cross-national human resource management research.† The International Journal of Human Resource Management, 12.3 (2006): 497-515. Cutcher, Gershenfeld. â€Å"Impact on Economic Performance of a Transformation in Workplace Relations.† Management Journal, 44 (2007): 241. Evans, Paul. The global challenge: international human resource management. New York: McGraw-Hill Irwin, 2011. Fey, Cecil. â€Å"The effect of human resource management practices on MNC subsidiary performance in Russia.† Journal of International Business Studies, 32.1 (2012): 59-75. Grobler, Pieter. Human resource management in South Africa. London: Thomson Learning, 2006. Guest, Daniel. â€Å"Human resource management and performance: a review and research agenda.† The International Journal of Human Resource Management, 8.3 (2009): 263-276. Guest, Edwin. â€Å"Human resource management and industrial relations.† Journal of management Studies, 24.5 (2001): 503-521. Guthrie, James. â€Å"High-involvement work practices, turnover, and productivity: Evidence from New Zealand.† The Academy of Management Journal, 44.1 (2002): 180-190. Hamill, Jane. â€Å"Labour relations decision making within multinational corporations.† Industrial Relations Journal, 15.2 (2006): 30-34. Hedlund, Gerald. â€Å"The hypermodern MNC—a hierarchy?† Human resource management, 25.1 (2004): 9-35. Jensen, Titus. â€Å"The impact of human resource management practices on turnover, productivity, and corporate financial performance.† Academy of management journal, 38.3 (2011): 635-672. Marchington, Moses. â€Å"Involvement and participation.† Human Resource Management: A Critical Text, 7(67): 280-305. Stahl, Günter. Handbook of research in international human resource management. Cheltenham: Edward Elgar Publishers, 2012. Footnotes 1 Hedlund, Gerald. â€Å"The hypermodern MNC —a hierarchy?† Human resource management, 25.1 (2004): 9-35. 2 Pieter Grobler, Human resource management in South Africa (London: Thomson Learning, 2006), 28. 3 Marchington, Moses. â€Å"Involvement and participation.† Human Resource Management: A Critical Text, 7(67): 280-305. 4 James Guthrie. â€Å"High-involvement work practices, turnover, and productivity: Evidence from New Zealand.† The Academy of Management Journal, 44.1 (2002): 180-190. 5 Titus Jensen. â€Å"The impact of human resource management practices on turnover, productivity, and corporate financial performance.† Academy of management journal, 38.3 (2011): 635-672. 6 Edwin Guest. â€Å"Human resource management and industrial relations.† Journal of management Studies, 24.5 (2001): 503-521. 7 Daniel Guest. â€Å"Human resource management and performance: a review and research agenda.† The International Journal of Human Resource Management, 8.3 (2009): 263-276. 8 Jane Hami ll. â€Å"Labour relations decision making within multinational corporations.† Industrial Relations Journal, 15.2 (2006): 30-34. 9 Paul Evans, The global challenge: international human resource management (New York: McGraw-Hill Irwin, 2011), 34. 10 Cecil Fey. â€Å"The effect of human resource management practices on MNC subsidiary performance in Russia.† Journal of International Business Studies, 32.1 (2012): 59-75. 11 Prisca Budhwar. â€Å"Rethinking comparative and cross-national human resource management research.† The International Journal of Human Resource Management, 12.3 (2006): 497-515. 12 Gershenfeld Cutcher. â€Å"Impact on Economic Performance of a Transformation in Workplace Relations.† Management Journal, 44 (2007): 241. 13 Paul Boselie. â€Å"Commonalities and contradictions in HRM and performance research.† Human Resource Management Journal, 15.3 (2005): 67-94. 14 Charles Brewster. â€Å"A continent of diversity.† Personnel m anagement London, 5.9 (2008): 36-40. 15 Günter Stahl, Handbook of research in international human resource management (Cheltenham: Edward Elgar Publishers,( 2012), 56. 16 Joan Arthur, â€Å"Effects of human resource systems on manufacturing performance and turnover.† The academy of management journal, 37.3 (2008): 670-687. 17 John Barney. â€Å"Firm resources and sustained competitive advantage.† Journal of management, 17.1 (2010): 99. 18 Yusuf Baruch. â€Å"Response rate in academic studies-A comparative analysis.† Human relations, 52.4 (2006): 421-438. This report on International Human Resource Management was written and submitted by user Lucy Hawkins to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Violence, Media, and Children Do a No-Cost Argumentative Essay Sample

Violence, Media, and Children Do a No-Cost Argumentative Essay Sample Read a free sample of an argumentative essay. While reading figure out how better to make arguments in your own argumentative essay. Violence, of course, is not a new concept – it’s actually been around since the beginning of civilization. But today it seems different, a new phenomenon. This is mostly due to the attention that violent crimes like rape and murder and assault get in the media. The media has intentionally sensationalized violent crimes just to get people to visit their website, pick up and buy their paper or magazine, or visit their social media platforms in order to grow their brand and give advertisers a reason to promote their businesses. It unfortunately always comes down to a media company trying to make a buck. FRATERNITY VIOLENCE IN HIGHER  EDUCATION But we have to ask ourselves, â€Å"What are the consequences of this attention that violence gets?† Quite naturally, another question emerges: â€Å"Does violence in the media cause violence in children?† The answer to this question is of course not so black and white, but actually shades of gray. This has been an ongoing debate for years, starting with the Columbine High School shooting in 1999 and extending to the current time with the Charleston, South Carolina, shooting at a primarily black church. Both events have garnered national and international attention, in turn prompting arguments in gun-rights and media attention debates. While it is difficult to determine which children who have experienced televised violence are at greatest risk, there appears to be a strong correlation between media violence and aggressive behavior within vulnerable ‘at risk’ segments of youth.   Dr. Beresin, Director of Child and Adolescent Psychiatry Residency Training at the Massachusetts General Hospital and McLean Hospital It’s hard to say whether these particular kinds of events have a direct effect on children to do the same. Some would say that people with a mental illness are likely to only commit these kinds of violent crimes in the first place. They either want to do serious harm to other people for some sick, sadistic reason, or they see that the media is basically celebrating a violent perpetrator. In an article published on aacap.org, the website for the American Academy of Child Adolescent Psychiatry, â€Å"The Impact of Media Violence on Children and Adolescents: Opportunities for Clinical Interventions, Dr. Eugene V. Beresin has some interesting insights on the topic. â€Å"While the causes of youth violence are multifactorial and include such variables as poverty, family psychopathology, child abuse, exposure to domestic and community violence, substance abuse, and other psychiatric disorders, the research literature is quite compelling that childrens exposure to media violence plays an important role in the etiology of violent behavior,† says Dr. Beresin, Director of Child and Adolescent Psychiatry Residency Training at the Massachusetts General Hospital and McLean Hospital. He goes on to say that the last 30 years or so have urged extensive research on the relationship between violence on TV and violent youth behavior. He says many studies have confirmed this correlation. According to the article, the typical American child watches more than 200,000 acts of violence (and more than 16,000 murders) before they reach the age of 18. It says that TV programs portray approximately 812 violence acts every single hour, with cartoons and another program for children having up to 20 acts of violence every hour. Read also: The Contribution of Academic Institution in Childrens Well-Being What is even more frightening, the article goes on to say, is how vulnerable young people who have been victimized in some way, shape or form may feel that violence is an outlet, a solution to their problems. This is especially true when children see so many of their favorite heroes in stories resorting to violence either as revenge or as a tool to combat evil – in other words, the bad guys. The scary thing is, a young, vulnerable child or even an adolescent may feel they are the hero, while they may see the person or persons bullying them or hurting other people or persecuting them in certain social groups as the bad guys. When they resort to what they have seen on television, they are likely to feel it is OK to resort to violence as a way of doing away with the bad guys. Children who watch televised violence are desensitized to it. They may come to see violence as a fact of life and, over time, lose their ability to empathize with both the victim and the victimizer. Dr. Beresin While this is certainly an issue of debate for many, it is false and irresponsible to pretend TV and other forms of media do not affect viewers, especially young people, in a negative way. This consequence may definitely come down to mental illness in most children and adolescents, as people who resort to violent crimes as a means to solve problems can only be sick in the head. Nonetheless, more and more young people are feeling a sense of aloneness in the world, perhaps evening feeling overlooked in a society that rewards people for being famous, for standing out and being popular. They yearn for celebrity, they yearn to be important, and in seeing how the media gives unlimited attention to bad things done by bad people, they see how violent, criminal behaviors can be an effective way to become larger than life. And so they conduct violent crimes knowing it will make them famous. It’s quite sad, really. But it’s the truth.

How much of Levi-Strauss structuralism would you say was left in Essay

How much of Levi-Strauss structuralism would you say was left in post-structuralist theory - Essay Example egan as an attempt by Levi-Strauss in his work The Savage Mind to force Jean-Paul Sarte, the leading French philosopher during that period, into an argument concerning his stance on language which the latter did not reply. It made intellects in the country come to believe that Sarte could not reply and they essentially moved to Levi-Strauss’ position that would develop into structuralism. Therefore, through the influence of Levi-Strauss, structuralism developed in such a manner that it became popular beyond his native France and this movement in turn came to produce post-structuralism which was favoured by such intellects as Derrida. In order to answer the question concerning whether language was a means of developing meaning, Levi-Strauss made an attempt to study it in its form (Levi-Strauss 1966, p.112). This was done with stress being put on its being studied scientifically and it ensured that not only was language studied in its form, but also in its original meaning. Through the influence of Levi-Strauss, language came to be thought of as a type of science so that it was considered to be a collection of units that by themselves had no meaning unless they were articulated in a developed system. This way, language came to be considered as units whose articulation relied on the differences that had been developed within larger linguistic and social contexts that ensured that they provided meaning to the users. Furthermore, literary works, as one of the primary concerns of structuralists, came to be considered, not according to the meanings that were developed by present readers, but according to those who read them when the works were developed. It is through the influence of structuralists that language came to have a higher meaning, not just as a means of communication, but also as a basic component of developing meaning. The language system was a means through which different units of language, which were essentially arbitrary in nature and did not have any

MARKETTING Essay Example | Topics and Well Written Essays - 250 words - 1

MARKETTING - Essay Example Moreover, IKEA’s designs and variety were superb and the company always had the ability to adapt to the local environment (Gordon, 2004). 2. IKEA’s marketing strategy revolves around getting closer to the customers. IKEA often invites customers to its stores, makes them spend some time there in return of gifts and let them have a unique enjoyable experience instead of a shopping chore. When the story picks up in the press, it attracts more shoppers, more sales and more buzz. This cycle ensures the success of IKEA’s marketing strategy (Bloomberg, 2005). 3. IKEA’s target market segment in U.S. is the middle class people who aspire to be stylish and cool. IKEA’s products are not about tradition or conservatism. This cool quotient can be noticed in the design and layout of its products and stores (Bloomberg, 2005). 4. IKEA should position its stores in the United States as places for great shopping experience for middle classes and especially youngsters. Its aim should not be to overhaul current players in the furniture or other industries. IKEA should rather try and create a special space or niche for itself. 5. Till now IKEA has faced a few issues in expansion in the US market. This has primarily been because the US customers in general prefer ready to made products and can’t wait for a few days for them to be assembled. This is contradictory to IKEA’s core business philosophy and manufacturing strategy. IKEA has tackled this challenge by adapting a fifth of its product range according to US customers’ needs (Gordon,

Qualificaiton Framework Research Paper Example | Topics and Well Written Essays - 500 words

Qualificaiton Framework - Research Paper Example This level deals with detailed understanding and knowledge. Level 3 qualifications are quite appropriate for the students who wish to go to the universities or the people who wished to work independently in an organization. Level 4 qualifications involved in-depth analysis of high level of knowledge and information. This level deals with specialist learning. Learning at this level is quite appropriate for people who used to work in managing, technical, professional or development job (Watkinson 108). The qualification at level 4 is equivalent to academic certificates of higher education. Level 5 qualifications recognize the competency to increase depth of knowledge and understanding. It helps to enable to formulate the solutions to the complex situations and problems. Level 6 qualifications recognize high level of skills and knowledge. This level motivates students to generate innovative ideas to give a solution to the problem. Level 7 qualifications recognize highly developed skills and knowledge. This level helps students to provide original and in-depth responses to the unpredictable and complicated situations and problems. Lastly, level 8 qualifications recognize leading practitioners or experts in a specific field. Doctorate degree is the highest degree that is awarded by an approved educational organization or a graduate school to a skilled and most competent student (Brown 107). Generally the duration of doctoral program vary in length between 4-5 years depending on various subject areas and areas of research work. A Master’s degree is an important academic degree that is granted to the individuals who have high-order overview of a professional practice area or a specific field of study. Duration of Master’s degree vary in length between 2-3 years depending on the subject areas. A bachelor degree is an important academic degree that is conferred to a student by a university or college. This degree is provided to those students who complete

Context Based Approaches in Teaching of Primary Science

Context Based Approaches in Teaching of Primary Science This chapter provides a theoretical rationale for creating technology-rich, constructivist learning environments that use context-based teaching strategies in classrooms and engage students in student-centered, personally meaningful, authentic, and collaborative learning. It also provides examples of schools that have experimented context-based teaching in science in classrooms, and a curricular example that teachers can modify to increase student understanding of any curricular area. Finally, it provides online resources and a podcast that provide teachers with additional ideas for making their lessons more interesting and engaging, empowering, and enlightening classrooms. There have been many studies that indicate context-based approach is essential in order for student learning to take place. Research reveals that teaching Strategies are necessary in schools for teachers to effectively increase student achievement. The focus of this research study is to examine effects of context-based approaches in teaching science in Classroom. The review of literature will look at several factors related to teaching strategies. Those factors include the Traditional view of teaching science, problematic questions that arise in this research, importance of context-based teaching, in classroom. The review of literature will also include a discussion about how teachers can encourage character and social development of students, and the current brain-based research, which suggests and encourages context-based teaching, which promotes success of students, teachers, and improves communication standard among them. Context-based approaches to teaching science in primary school have become widely used over the past two decades. They aspire to foster more positive attitudes to science while, at the same time, provide a sound basis of scientific understanding for further study. One of the most distinct trends of the last two decades in science curriculum development across a number of countries has been to use contexts and applications of science as a means of developing scientific understanding. Teaching in this way is often described as adopting a context-based approach. The trend toward the use of context-based approaches is apparent across the whole age spectrum from primary through to university level, but is most noticeable in materials developed for use in the secondary age range. Traditional Teaching Style of Science Over the last two decades reports have traced students increasingly negative attitudes to Science in Australia over the primary years of schooling, and the associated decrease in student participation in post-compulsory science (Goodrum, Hackling, Rennie, 2001; Tytler, 2007). This decline in interest in Science in the early years of primary education is of particular concern, since it is in these years that attitudes to the pursuit of science subjects and careers are formed (Speering Rennie, 1996). A number of studies have explicitly linked this decline in student interest with the nature of the traditional science curriculum and its inability to make science meaningful and interesting to students (Fensham, 2004; Lyons, 2006). By making Science more relevant to a broader audience we can prepare prospective science degree students and professionals, as well as contribute to improved scientific literacy for all students. Context-Based Approach Context-based approaches are approaches adopted in science teaching where contexts and applications of science are used as the starting point for the development of scientific ideas. This contrasts with more traditional approaches that cover scientific ideas first, before looking at applications. But literature has a different meaning for context-based teaching. Whitelegg and Perry (1999) say that context-based learning can have several meanings, at its broadest, it means the social and cultural environment in which the student, teacher and institution are situatedà ¢Ã¢â€š ¬Ã‚ ¦a narrow view of context might focus on an application of a physics theory for the purposes of illumination and reinforcement. (p. 68) In the classroom, the use of context-based approaches might mean, for example, that students study medical diagnostic techniques in order to develop their understanding of electromagnetic radiation and atomic structure, or look at a range of different fabrics and their uses to introduce ideas about materials and their properties. A further feature of context-based approach is that, due to the nature of the material being studied, they tend to employ wider range of teaching strategies (e.g. small-group discussions, role-play, student presentations) than is normally associated with conventional science courses. How do you and your friend get to school this morning? You probably used various forms of transport between you Speed is the rate of change of distance moved with time. (Judith Bennett, 2003) These two pieces came from the opening lines of chapters on forces and motion in two different books of secondary level course, one written in 1970s and the other in 1990s. They provide good enough example to illustrate a major turn over in approaches to teaching science in that period. This turn over sheds light on the use of context-based teaching and applications as the beginning for developing scientific knowledge, understanding and comprehending it. The question arises that where this concept of context-based writing does came into being? The term context-based appeared to have been applied to some of the scientific activities in classroom for around fifteen years ago when such activities were described as an attempt to make science relevant and understandable to the young ones. They were used for young students to links between science and their daily life. So this is how context-based approaches in teaching science were originated, to make students understand, create relevance with their everyday life, and comprehend the meaning more easily. So the origin of context-based approaches was desired by teachers to make the lessons they were teaching interesting and easily understood by their students. But the research reveals that the strongest factor was the active engagement they desired from their children. Context-based approaches have also emerged in response to the concern of many countries over the teaching of physical scien ce subject. One of the characteristics of curriculum development in recent years has been an increased emphasis on using contexts and applications as a means of developing scientific understanding. Nationally and internationally, context-based programs have been implemented in an attempt to engage students in science through connecting the canonical science with the real world. The study found that by providing students with the opportunity to write, fluid transitions between concepts and context were an outcome of context-based learning. Many schools using context-based approach report positive effect on students. The context-based approach in teaching science is gaining popularity day by day. Holman and Pilling concludes that such a method seems to be successful in enhancing students interest in science, and understanding of science though they expressed some doubts over how successful it is in developing students abilities in problem-solving (Holman and Pilling, 2004). Examples of Context-Based Teaching New approaches to the teaching of Science have been tried in the last ten years and research has been undertaken to look at ways of improving the way in which we teach school Science (Millar, Leach, Osborne, 2000; Roth, 1995; Tobin McRobbie, 1995). Examples of Context-based teaching can be found everywhere now. In particular, chemistry teaching is one area that has undergone significant reform in an attempt to make Science more relevant for all students (Barber, 2000; Beasley Butler, 2002; De Vos, Bulte Pilot, 2002; Gabel Bunce, 1994; Gutwill-Wise, 2001; Ramsden, 1992, 1997; Tobin McRobbie, 1995). Context-based Science has been implemented in international Science programmes (e.g. Chemistry in Context in the USA, Salters in the UK, Industrial Science in Israel, Chemie im Kontext in Germany and Chemistry in Practice in The Netherlands) throughout the last decade and has been trialed more recently in Victorian and Queensland classrooms in Australia. This new context-based approac h to teaching science was designed to address issues such as students lack of engagement in science and decreasing participation rates. In Queensland, the new Chemistry syllabus using the context-based approach has been on trial in schools since 2002, and the trial-pilot syllabuses in chemistry and physics were published in September 2004 by the Queensland Board of Senior primary School Studies. Despite recent changes, with the current syllabus mandating the inclusion of only one context (or one Extended Experimental Investigation (EEI)) in the Queensland chemistry syllabus, teachers may choose to continue to teach all science units in context. Context-based approaches represent a significant change in the teaching of chemistry. Problem Questions Many people involved in curriculum development and teaching believe that there are considerable benefits associated with context-based approaches. However, it raises a number of interesting questions: Does teaching science through the use of everyday contexts help school students understand science any better? Does teaching science in context improve school students attitudes to science? Are there differences in the effects on girls and boys, or on students of different ability? This chapter examines in detail the research evidence on the effects of context-based approaches to the teaching of science. In particular, it looks at the effects on students understanding of science and on their attitudes to science. Positive and Negative Effects of Context-Based Teaching Primary Science teaching around the world has been undergoing radical changes over the past decade. As most states move towards a context-based secondary syllabus, there is a danger that tertiary science teaching will be left behind. Although there are drawbacks to contextual teaching in the tertiary environment (such as lack of preparation time, the breadth of physics concepts covered, and stretching the boundaries of ones own understanding as a teacher), the benefits for students interest and motivation, as well as their learning outcomes are significant. Over the last decade, the syllabi for primary school science around Australia have been evolving from an approach based around set conceptual content to one in which the concepts are taught using a contextual approach. The advantages of contextual teaching are that students can link science to their lives in the real world, and are usually more motivated. In the US, school students taking a context-based course outperformed those students studying more traditional courses. This success was attributed, at least in part, to higher levels of interest and motivation amongst the students, together with their perception of the relevance of the topics (Sutman and Bruce, 1992; Gutwill-Wise, 2001). However, there can be an apparent mismatch between the teaching styles that school students experience (and their prior knowledge) with expectations of tutors in universities, and this has been identified as a possible cause of students difficulties in understanding thermodynamics (Carson and Watso n, 1999). Whitelegg and Parry (1999) discuss the advantages of teaching physics in context, both by applying previous knowledge to real life situations, and by initially learning physics through analyzing these situations. Although the latter option has obvious advantages for student perceptions of the relevance of a course, it is pointed out that there is an inherent danger that students will be unable to generalize their knowledge outside the context in which it was initially learned. Conclusion Teachers can create technology-rich, constructivist learning environments that engage students in student-centered, personally meaningful, authentic, and collaborative learning that is inquiry-based, requires informed decision-making, views mistakes as opportunities for growth, and values information exchange among all learners. One plausible way to achieve this goal is to use context-based teaching in classrooms. This article provided a theoretical rationale for such an approach. It also provided specific examples of context-based approaches being used in different schools these days, specific steps a teacher should take to create similar curricular lessons, as well as examples a student could use in understanding of any curricular area. Finally, it provided numerous positive and negative effects it has on pupils and teachers as well and online resources that provide teachers with additional ideas for making context-based teaching studies usable in their engaging, empowering and enl ightening classrooms. It is also claimed that the approach can enhance or, at least, not adversely affect students understanding of science ideas. Work Cited Abell, S. K., Bryan, L. A. (1999). Development of professional knowledge in learning to teach elementary science. Journal of Research in Science Teaching, 36(2), 121- 139 Angus, M., Olney, H. Ainley, J. (2007). In the balance: The future of Australias primary schools. Canberra: Australian Primary Principals Association. Biggs, J. (1999) What the student does: teaching for enhanced learning. Higher Education Research and Development 18(1), 57-75. Carson Watson, (1999). Chemical education: Towards Research-Based Practice. Accessed: April 16, 2010. From: http://books.google.com.pk/books?id=- 23VbCeM17QCpg=PA350lpg=PA350dq=Carson+and+Watson,+1999source=bl ots=Bd051tQtOrsig=JWZeYuupeInjdaIze5aUysoHRYIhl=enei=2o_IS92lMpWjO LjI7LgNsa=Xoi=book_resultct=resultresnum=10ved=0CCQQ6AEwCQ#v=one pageq=Carson%20and%20Watson%2C%201999f=false Fensham, 2004; Lyons, (2006). Context-based chemistry: creating opportunities for fluid transitions between concepts and context. Accessed: April 16, 2010.From: http://findarticles.com/p/articles/mi_6957/is_4_55/ai_n45557673/ Gutwill-Wise J.P., (2001), The impact of active and context-based learning in introductory chemistry courses: an early evaluation of the modular approach, Journal of Chemical Education, 78, 684- 690 Goodrum, D Rennie, L 2007, Australian School Science Education: National Action Plan 2008-2012, Volume 1, The National Action Plan, Department of Education, Training and Youth Affairs, Canberra. Goodrum, D, Hackling, M Rennie, L 2001, The status and quality of teaching and learning of science in Australian schools: A research report, Department of Education, Training and Youth Affairs, Canberra. Accessed: April 15, 2010. From: http://cmslive.curriculum.edu.au/leader/default.asp?id=25011issueID=11579 Holman J. and Pilling G., (2004), Thermodynamics in context: a case study of contextualised teaching for undergraduates, J. Chem. Educ., 81, 373-375. Hackling, M. W. (2006a). Research Report 1: Case study teachers experience of Primary Connections. Canberra: Australian Academy of Science. Judith Bennett. Teaching and Learning Science. Context-based Approaches to the Teaching of Science. Accessed: April 17, 2010. From: http://books.google.com.pk/books?id=CiaFobS- Cn0Cpg=PA99lpg=PA99dq=context- based+approaches+in+teaching+primary+sciencesource=blots=eZSJG0iC7csig=z3 Ml8P_Hdvo4_fg4s1KdotSE518hl=enei=aqnIS- 75HoevOKqWgNcMsa=Xoi=book_resultct=resultresnum=4ved=0CBoQ6AEw Aw#v=onepageq=context- based%20approaches%20in%20teaching%20primary%20sciencef=false Lubben F, Campbell B, Dlamini B (1997) Achievement of Swazi students learning science through everyday technology. Journal of the Southern African Association for Research in Mathematics and Science Education 1: 26-40. Ramsden JM (1997) How does a contextbased approach influence understanding of key chemical ideas at 16+? International Journal of Science Education 19: 697-710. Speering Rennie, (1996). Deakin Research Online. Primary students perceptions of mathematics and science. Charles University Education Faculty. Prague, Czech Republic. Accessed: April 15, 2010. From: http://www.deakin.edu.au/dro/view/DU:30008215 Whitelegg, E., and Parry, M. (1999) Real-life contexts for learning physics: meanings, issues and practice. Physics Education 34(2), 68-72.

Spaniards in Southwest America :: essays research papers

The Spanish began their movement to Southwest America in the late sixteenth century. From that point on, their influence both on the Native Americans and the environment was extraordinaire. The goal of the Spaniards with regards to the Native Americans was to transform them â€Å"into tax-paying Christians.† This is in contrast to the idea that their goal was to eradicate the Indians form the Americas. Consequently, the Spaniards took many Indians so that they may plant their religion in the Natives and to use them as cheap labor. This led many Indians to learn the customs and language of the Spaniards so they could to be able to thrive in the Spanish culture. Thus, some Natives acquired Spanish, which was the main source of their Hispanicization; this was the notion of Indians becoming encompassed by the Spanish society. Furthermore, Indians gradually learned skills, obtained land, and sometimes found Hispanic spouses, thus furthering their Hispanicization. They now began to live in a Spanish manner and blend into the bottom of the Spanish societal ladder. This â€Å"acculturation† of the Native Americans was in contrast to the models of early English colonization. Spanish goals and plans sought to involve the Indians so that they may live in their society even if at the lower end of it’s ladder. English colonies viewed the Natives as savages and looked to them for slave labor or to rape their women. They did not plan to take the Indians into their society as the Spaniards did so throughout this era.   Ã‚  Ã‚  Ã‚  Ã‚  Spanish influence was not only apparent through the Native Americans; the southwest region of America had also experienced its affect. The Spaniards bringing of animals and use of land speedily and greatly changed their environment. Cattle and horses brought by the Spanish extended well across northern New Spain. As a result, these grazing animals flattened grassy areas and packed down soils, which broke down the lands. Through these worn down paths of grazing, water was able to ensue. Overgrazing however, left vegetation scarce and soils eroded. Furthermore, abundant grasslands and wildlife disappeared with these trends, some turning into deserts. Bad agriculture practices also contributed to such turn of events. The Spaniards set to change their environment had not realized the profound negative consequences their actions would have.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Racial purity, a requirement for elite status in Spain and its American colonies, proved less essential to upward mobility on the frontier than in core areas of the empire.

Pursuit of Happiness Movie Review

The Pursuit Of Happyness In today’s society, people spend their whole life searching for happiness. Millions of people today in America still have belief in the â€Å"American Dream† myth. The â€Å"American Dream† gives a person the right of life, liberty and pursuit of happiness. Happiness can only be found once a person achieves the American Dream through hard work, determination, and persistence. The movie ‘The Pursuit Of Happyness’ asserts the American Dream myth through the life of Chris Gardener that every man can achieve what one wants in life if he or she is ready to struggle for it.Chris Gardener is a salesman who is unable to meet his ends, but still dreams of being financially free and happy one day. The first scene in the movie creates the characteristics that are required for a man to be able to conquer the American Dream. One of the characteristics being: Hard work. The first sequence in the movie takes place in San Francisco where lar ge numbers of people are walking to their jobs with happy faces with happy background music. Chris is shown as a person who looks up to them and relinquishes the happiness in their faces.Chris sells Bone Density scanners to make a living, a medical instrument that does not sell easily. He is portrayed as a hardworking, unfortunate, browbeaten human who dreams of being able achieve the American Dream. He also has problems with the police and IRS for parking tickets and tax respectively. To be able to meet ends, he works hard and goes to multiple hospitals to sell the scanners and earn money. As we all know, everyone needs these qualities to be able to achieve something in life.Thus this portrays the idea that if you are like Chris you also will be able to achieve the American Dream. This is an example of logos since it uses the idea that no result will come without hard work to depict an image that ones who do not struggle with not get anywhere in life and ones who will. The only way people are able to achieve anything in today’s world is by hard word, this is mainly due to enormous competition. May it be a student or an executive, everyone these days are expected to work to their fullest to be able attain their dreams in life.Another characteristic that is portrayed in the movie is that of attitude, various attitudes towards dealing with things in life will always give you a different result at the end. An example of this is witnessed in the next scene of the movie that consists of a conversation between Chris and his wife Linda about how they are going to manage their financial problems. This scene portrays the attitude by which one must approach a goal with. Chris tells her that he is planning of joining an internship program as a stockbroker at Dean Witter, such that he would be able to take care of the family.Linda on the other hand scorns him and makes a sarcastic comment such as, â€Å"Stockbroker why not an astronaut†. Chris has a positive attitude to how he is going to manage their ends, whereas Linda on the other hand has a very negative approach to matters in life and has given up all hopes they will be able to fix their problems. The background has no music to provide an element of anticipation for the viewers. The use of pathos is noticed since it displays contrasting attitudes of a Dreamer and a Failure in life.The result for being positive is witnessed at the end when Chris is able to get the job and lead a happy life whereas, Linda on the other hand leaves to New York and never seen again. Since Chris is portrayed as the Dreamer it shows the audience that one must always look at things with a positive attitude to achieve the American Dream. People always agree that once you lose your willingness to reach something in life you will never be able to get it. Being able to face problems with a positive attitude is required to able to think clearly and correctly.Thinking clearly provides the Dreamer with clear tho ughts and motivation that he is needed to be able to achieve his or her goal. Persistence has become a key element in people’s lives these days due to the large competition for each job opening. Even if one fails the first time, they must try again and again till one is successful in life. This can be seen later in the movie; Chris turns in his application personally to the head of recourses Mr. Jay Twistle. Once he had submitted his application he was persistent in trying to impress Mr. Jay such that he would be guaranteed a spot for the internship.To make sure he impresses Mr. Jay he shares a ride with him and tries to solve the Rubik’s cube which is thought to be impossible to solve. Due to his success in solving the cube Mr. Jay is impressed with his talents and is called in for an interview. Throughout this sequence Chris is once again displayed a person who will never give up. Just the night before his interview he was arrested but still does not give up. He does everything he can such that he can make the interview on time. This scene shows that every positive action towards a goal is stepping stone towards the achieving the American Dream.Since this is the start of his change in life the background music creates a joyful but surprise theme hinting that this man is going to succeed in life if he keeps up with these qualities. This provides an element of ethos since it explains the qualities needed for successfully achieving the American Dream through the life of Chris. In today’s world if one gives up pursuing what they want in their life it will never come, dreams are things that never come and fall in your hands; it constantly needs thoughtful advances made by the Dreamer.As seen in the movie Chris never gives up till he gets the job therefore portraying the amount of pursuing one must do to achieve something in life. It provides evidence that if one person is able to achieve the American Dream through persistence, then everyone w ho tries to achieve the American Dream will also be able to fulfill their dreams. Determination is one of the key elements behind any successful American Dream dreamer. Even though by this time he has lost wife and house he does not give up. To be able to survive during his internship he would work twice as hard as he used to.He would try to finish an 8 hour job in 6 hours, and sell the remaining scanners he had during that time for money. When he thought that he could start living peacefully since he was able to sell enough scanners to make a living, the IRS takes all his money for not paying taxes. He lives in community homes with his son but never gives up hope in his dream. At the end of the internship, he is called in by Mr. Frakesh to congratulate on his new job. This shows the amount of determination one must be willing to put forward. To be able to achieve such a huge dream one cannot relax until their dream is fulfilled.As seen from the movie every second is precious when o ne is dreaming, a perfect example is shown when Chris does a 8 hour job in 6 hours, this shows that one can never waste time when they are determined to accomplish something in life. With today’s growing competition for every job opening, people have to work harder and harder. Even a small hint of withdrawal from a hundred percent effort will lead one’s dream to vanish in no time. As seen in Chris’s life even though he had lost everything in his life he did not give up his efforts he put into his internship. This in turn allowed him to be successfully hired as a full time stockbroker.As the saying goes â€Å"There is always hard work and sweat in every success†. In conclusion, hard-work, persistence, and determination are the key elements that will help and guide a man who would like to live the American Dream. Even in today’s world people still believe in that efforts would pay off someday or another as they wish. These people are the great dreams whom still feel that the American Dream still exists and has not vanished just like Chris dreamt. So if anyone one of you have a dream then you should never give up, all you need to do is keep trying.

Anthrax Article Summary essays

Anthrax Article Summary essays Anthrax is a spore forming bacterium that comes from the Greek word for coal. It got the name because of the rashes and legions that look like coal dust. Most people get anthrax from infected animals. Anthrax has been around since biblical times and has been responsible for the fifth plague or cattle disease and the sixth plague, which would be known now as boils. Anthrax is found in domestic animals like deer, buffalo, elk, and wildebeest and so on, there have been incidents with anthrax in 82 countries. Not many have happened in the states, but the latest concerning animals was in North Dakota in 2000 in which 5 cows were infected. But in dirty countries anthrax is a household name, in fact, in 1945, one million sheep died in Iran. The hotspots for anthrax are South and Central America, Eastern and Southern Europe, Asia, the Middle East, Africa and the Caribbean. Most of the time, meat-eating animals are the hosts for anthrax. The endospores in anthrax are heat resistant, as well as resistant to drought, radiation, chemicals, disaffection, and time. In fact a jar of 50-year-old anthrax spores can still produce live bacteria. Anthrax is usually spread through the soil. Most amphibians, reptiles, and fish are naturally resistant to the symptoms of anthrax but they may still act as carriers, also, you can get anthrax by insects that bite you. If you are a human, which you should be, it will take approximately 8000 to 10000 spores to infect you, but its a pretty big number compared to the 10 bacteria it will take you to get the plague. Anthrax bacteria have a generation time of merely 15-20 minutes. That allows for very rapid spreading of the bacteria. If you do get anthrax you will start to see symptoms between 1 and 7 days. But most often it will happen before 48 hours have passed. Most often, anthrax is contracted through the surfaces of the head, forearms ...

Should You Become a Special Education Teacher

Should You Become a Special Education Teacher Are you ready for a very demanding, challenging yet very worthwhile and rewarding career? 10 Questions 1. Do you enjoy working with children with special needs? Are you committed to helping those in need achieve their potential?Some of the types of disabilities youll be working with include: learning disabilities, speech or language impairments, mental retardation, emotional disturbance (behavioral, mental FAS etc.), multiple disabilities, hearing impairments, orthopedic impairments, visual impairments, autism (autism spectrum), combined deafness and blindness, traumatic brain injury, and other health impairments. 2. Do you have the required certification? Certification/licenses to qualify you to teach?Special education certification will differ according to educational jurisdiction. North American Qualification 3. Do you have endless patience?I spent many months working with a child with Cerebral Palsy with the main goal being achieving a yes/no response. After months of working on this, it was achieved and she would raise her hand for yes and shake her head for no. These kinds of things are often just taken for granted, this was a very big learning leap for this child and made the world of difference. It took endless patience. 4. Do you enjoy teaching life skills and basic literacy/numeracy?Basic life skills overview here. 5. Are you comfortable doing the ongoing and what seems like endless paperwork required? IEPs, curricular modifications, referrals, progress reports, committee notes, community liaison forms/notes etc. 6. Do you enjoy assistive technology? There are more and more assistive devices available to students with special needs, you will be on a continuous learning curve to learn about the technologies available to students. 7. Are you comfortable with the inclusive model and teaching in a variety of settings? More and more special educators are supporting special needs student within the regular classroom. Sometimes, teaching in special education could mean having a small class of all life skills students or a class with students with autism. In some cases, there will be a variety of setting from small rooms for withdrawal combined with special and the inclusive classroom. 8. Are you able to handle stress?Some special educators burn out easily due to the additional stress levels caused by heavy workloads, administrative tasks and very difficult to handle students. 9. Are you able to develop good working relationships with a wide range of professionals, community service agents, and families? It is important to be empathetic and very understanding when working with the many individuals involved in the students behalf. The key to success is often a direct result of having exceptional relationships at all levels. You need to feel that you have a very strong ability to work as part of a team in a cooperative and collaborative manner. 10. The Bottom Line: You need to feel very strongly about your ability to impact the future of children with disabilities. If your main personal goal is to have a positive impact and to make a positive difference in the lives of children with disabilities this may well be the profession for you. It takes a special teacher to become a special education teacher.