Maddox :: essays research papers

I didn't think it was possible to be more unimpressed with Star Wars. Today, I stand corrected. If you were unfortunate enough to hear your stupid co-workers yammering on about Lucas' latest shit burger, you might have heard them saying something like "I didn't like the first two, but this one was good!" When I ask why, these people have trouble responding because it's hard to talk with George Lucas' flaccid penis in their collective mouths. Perhaps the question I should be asking is "why didn't you like the other two movies if you liked this one?" Nothing has changed. You have the same vacant-looking actors running around, aimlessly bumping into things, an army of stupid, sensitive robots, and dialogue clumsy enough to warrant putting a handicap sticker on George Lucas' car. To Lucas' credit, he was tacitly shamed into not giving Jar Jar any talking lines in this movie. With Jar Jar's character no longer speaking to annoy you, Lucas filled the void by giving every robot in the movie stupid toy noises. So instead of doing something cool like having the robots chase after screaming children, they bitch and moan and say things like "ow" when they get their prosthetic limbs chopped off. Even worse are the idiots who scarf down these sub-childish morsels of comedic relief, playing into Lucas' shallow theatrics so easily that you could sell these people hookers in a vagina storm. Before I go on, I have to address something that all you stupid Star Wars nerds are probably thinking right about now: "But Maddox, it's a movie made for kids, what do you expect?!" Even Lucas stated in an interview with the BBC that: "The movies are for children but [the fans] don't want to admit that." Oh really? It just so happens that this "children's movie" has a scene where a guy gets his hands chopped off, a graphic decapitation, the wanton slaughter of children (the highlight of any movie), and the coolest scene in any space action movie starring Ewan McGregor: Anakin getting his legs chopped off as his stumps catch fire while his face melts. Maddox :: essays research papers I didn't think it was possible to be more unimpressed with Star Wars. Today, I stand corrected. If you were unfortunate enough to hear your stupid co-workers yammering on about Lucas' latest shit burger, you might have heard them saying something like "I didn't like the first two, but this one was good!" When I ask why, these people have trouble responding because it's hard to talk with George Lucas' flaccid penis in their collective mouths. Perhaps the question I should be asking is "why didn't you like the other two movies if you liked this one?" Nothing has changed. You have the same vacant-looking actors running around, aimlessly bumping into things, an army of stupid, sensitive robots, and dialogue clumsy enough to warrant putting a handicap sticker on George Lucas' car. To Lucas' credit, he was tacitly shamed into not giving Jar Jar any talking lines in this movie. With Jar Jar's character no longer speaking to annoy you, Lucas filled the void by giving every robot in the movie stupid toy noises. So instead of doing something cool like having the robots chase after screaming children, they bitch and moan and say things like "ow" when they get their prosthetic limbs chopped off. Even worse are the idiots who scarf down these sub-childish morsels of comedic relief, playing into Lucas' shallow theatrics so easily that you could sell these people hookers in a vagina storm. Before I go on, I have to address something that all you stupid Star Wars nerds are probably thinking right about now: "But Maddox, it's a movie made for kids, what do you expect?!" Even Lucas stated in an interview with the BBC that: "The movies are for children but [the fans] don't want to admit that." Oh really? It just so happens that this "children's movie" has a scene where a guy gets his hands chopped off, a graphic decapitation, the wanton slaughter of children (the highlight of any movie), and the coolest scene in any space action movie starring Ewan McGregor: Anakin getting his legs chopped off as his stumps catch fire while his face melts.

International Human Resource Management Essay

1.0 Executive Summary The world of international HR management (IHRM) is changing. As companies shift operations abroad, IHRM is moving beyond expatriate programs. Today’s IHR managers are charged with scaling and managing overseas HR operations. This shift has not only created new opportunities for IHRM professionals, but also for companies looking to staff operations abroad. Possibly one of the greatest challenges facing the IHRMs is the fact that they are now dealing with not an individual employee but a whole family and their needs as a family in the relocation process. Some IHRMs find it more difficult than others to adjust to the added dimension of having to deal with the spouse and family on a more intimate level than before. After all, they are now relocating them halfway around the world and away from their support structures. They have to be prepared to get a lot more involved in the family as a whole and not just think they have to communicate with the employee only as is often the case when dealing with an employee here at home base. Throughout this assignment, we are examined the implications of differences in national culture for policy and practice in of the following aspects of human resource management: * Performance appraisal * Training and development 2.0 Training and Development Important components of international human resources management include both cross-cultural training and a clear understanding of the overseas assignment as part of a manager’s development. 2.1 Training Cross-cultural training is necessary for expatriates managers and their families before, during and after foreign assignments. As different countries have different culture, regardless how close of those areas, such as Taiwan and Mainland China, USA and Canada. Maybe they are talking the same language, however, their perception of social values, business practices are different. In Western, especially in USA, people are more individualism. In the contrary, Eastern people, such as Chinese and Japanese, people are more collectivism. The social system also different in Western and Eastern, the former is low power distant and the later is higher power distant. When those expatriates arrive, they are foreigners, not the host population, it is necessary to provide much cultural and practical background. Language training is an essential activity for everyone in the family. Although English is the dominant business language worldwide, relying on English puts the expatriates at a disadvantage. The expatriate will be unable to read trade journals and newspapers, which contain useful business information, and will be reliant on translators, which at best only slow down discussions in the process. Evan if expatriates manager is not fluent, a willingness to try communicating in local language makes a good impression on the business community. Foreign language proficiency is also vital for family members to establish a social network and accomplish the everyday tasks of maintaining a household. But cross-cultural training is much more than just language training. It should provide an appreciation of the new culture, including details of its history and folklore, economy, politics, religion, social climate, and business practices. It is easy to recognize that religion is highly important in daily life in the Middle East, but knowledge of the region’s history and an understanding of the specific practices and beliefs is important to avoid inadvertently insulting business associates or social contacts. All this training can be carried out through a variety of techniques. Language skills are often provided through classes and tapes, while cultural training utilizes many different tools. Lectures, reading materials, videotapes, and movies are useful for background information, while cultural sensitivity is more often taught through role playing, simulations and meetings with former expatriates, as well as natives of the countries now living in the parent countries. While all this training in advance of the overseas relocation is important, cultural learning takes place during the assignment as well. After the overseas assignment has ended and the employee has returned, more training is required for the entire family. The employee also must adjust to organization changes, including the inevitable promotions, transfers, and resignations that have taken place during his or her absence. Teenager find reentry particularly difficult, as they are ignorant of the most recent jargon and the latest trends, but often are more sophisticated and mature than their local friends. The employee also must adjust to organizational changes, including the inevitable promotions, transfers and registrations that have taken place during his or her absence. Returnees are anxious to know where to fit in, or if they have been gone for so long that they no longer are on a career path. 2.2 Development In the current global business environment, the overseas assignment should be a vital component in the development of top-executives. It is not only to achieve the advantages for the individual in overseas assignment, but also an organization can gain the competitive advantages from their overseas employee. It is also a chance to provide the host counties employees to broaden their global perspective through a post in the parent-country headquarter, and may make it easier for the organization to recruit and retain better quality managers in the host country. Development is an essential activity to the individual to improve the individual’s ability during the assignment and to well perform their jobs. 3.0 Performance appraisal In evaluating employee performance in international environments, other factors come into plays. For instance, the cultural differences between the United States and England are not as great as those between the United Stated and China, for example. Thus, hostility or friendliness of the cultural environment in which one manager should be considered when appraising employee performance. 3.1 The responsibilities of the evaluation There are also issues to consider regarding who will be responsible for the evaluations: the host-country management or the parent country management. Although local management would generally consider a more accurate gauge, it typically evaluates expatriates from its own cultural perspectives and expectations, which may not reflect those of the parent company. For example, in some countries, a participatory style of management is acceptable, while in other countries, hierarchical values make it disgrace to ask employees for ideas (for e.g. in Japan). This could vastly alter a supervisor’s performance appraisal. Confusion may arise from the use of parent-country evaluation forms if they are misunderstood, either because the form has been improperly translated or not translated at all, or because the evaluator is uncertain what a particular question means. The home-office managements, on the other hand, is often so remote that it may not be fully informed on what is going on in an overseas office. Because they lack access and because one organization may have numerous foreign operations to evaluate, home-office managements often measure performance by quantitative indices, such as profits, market shares, or gross sales. However, simple numbers are often quite complex in their calculations and data are not always comparable. For example, if a company has many operations in Fast East Asia, it must be aware of the accounting practices in each country. Local import tariffs can also distort pricing schedules, which alter gross sales figures, another often compared statistic. Evan when the measurements are comparable, the comparison country will have an affect. For example, factory productivity levels in Vietnam may be below those of similar plants in Thailand. Depending on where the supervisor’s results are compared, different outcomes may occur. Such issues complicate parent country management performance evaluations by numerical criteria, or indices – and can add to the emotional levels in appraisals. 3.2 Evaluation Format Other issues surround the question of selecting the best format to use in performance appraisals, If we have an overseas operation that includes both parent country nationals and host country nationals, we must determine if we will use the same forms for all employee. While most Western countries accept the concept of performance evaluation, some cultures interpret it as a sign of distrust or even an insult to an employee. This complicates a decision to use one instrument like an adjective rating scale for all employees. On the other hand, using different formats for PCNs and HCNs may create a dual track in the subsidiary, in turn creating other problems. The evaluation form presents other problems. If there is universal form for the entire corporation, an organization must determine how it will be translated accurately into the native language of each country. English forms may not be readily understood by local supervisors. For example, clerical and office jobs do not always have identical requirements in all cultures. As a result, some U.S. multinational may be hesitant about evaluating HCNs and TCNs. In some countries, notably those that support the Communist ideology, all workers are rewarded only when the group performs – with punishment or discipline being highly limited. For example, in the hotel industry in the People’s Republic of China. Without the ability to reward good individual performance or to punish poor performance, there is little motivation to have any evaluation at all. Although the subject of international performance appraisal continues to receive research attention, two general recommendations have been suggested as follow: * Modify the normal performance criteria of the evaluation sheet for a particular position to fit the overseas position and site characteristics. Expatriates who have returned from a particular site or same country can provide useful input into revising criteria to reflect the possibilities and constraints of a given location. * Include a current expatriate’s insights as part of evaluation. This means that non-standardized criteria, which are difficult to measure, will be included, perhaps in different basis for each country. This creates some administrative difficulties at headquarters, but in long run will be a more equitable system. Â   Bibliography 1. Peter J. Dowling, Denice E. Welch and Randall S. Schuler, International Human Resource Management – Managing People in a Multinational Context, South Western College Publishing, 3rd Edition 2. Nancy J. Adler, International Dimensions of Organization Behavior, South Western College Publishing, 3rd Edition 3. David A. Decenzo, Stephen P. Robbins, Human Resourc Management, John Wiley & Sons Inc., 7th Edition. 4. Ian Breadwell and Len Holden, Human resource management – a contemporary approach, FT Prentice Hall, 3rd Edition

How Litter Trashes the Environment

Littering a nasty side effect of our convenience-oriented disposable culture. To highlight the scope of the problem, consider that California alone spends $28 million each year cleaning up and removing litter along its roadways. And it doesnt stop there—once trash gets free, wind and weather move it from streets and highways to parks and waterways. One study found that 18% of litter ends up in rivers, streams, and oceans, resulting in trash islands like the Great Pacific Garbage Patch. Cigarettes Are a Major Cause of Litter Cigarettes are some of the most commonly littered items, and they are also one of the most insidious forms of litter. Each discarded butt takes 12 years to break down, all the while leaching toxic elements such as cadmium, lead, and arsenic into soil and waterways. Litter Is Typically Viewed as a Local Problem The burden of litter cleanup usually falls to local governments or community groups. Some U.S. states (Alabama, California, Florida, Nebraska, Oklahoma, Texas, and Virginia) are taking strong measures to prevent litter through public education campaigns, and dedicate millions of dollars yearly to cleanup efforts. In Canada, British Columbia, Nova Scotia, and Newfoundland also have strong anti-litter campaigns. Keep America Beautiful and Litter Prevention Keep America Beautiful (KAB) has been organizing litter cleanups across the United States since 1953. Generally speaking, KAB has a strong track record of success in litter prevention. In the past, it has been criticized for helping its founders and supporters (which include tobacco and beverage companies) by downplaying the issue of litter from cigarettes and opposing mandatory bottle- and can-recycling initiatives over the years. Nonetheless, they do make an impact. Over one million KAB volunteers picked up 24.7 million pounds of litter in KAB’s annual Great American Cleanup in 2018. Litter Prevention Around the World A more grassroots-oriented litter prevention group is Auntie Litter, which started in 1990 in Alabama to educate students about the importance of a healthy and clean environment. Today the group works internationally to help students, teachers, and parents eliminate litter in their communities. In Canada, the nonprofit Pitch-In Canada (PIC), founded in the late-1960s in British Columbia, has since evolved into a professionally run national organization with a tough anti-litter agenda and annual Pitch-In Week cleanup events. Only You Can Prevent Litter Doing your part to keep litter to a minimum is easy, but it takes vigilance. For starters, never let trash escape from your car, and make sure household garbage bins are sealed tightly so animals can’t get at the contents. Always remember to take your garbage with you upon leaving a park or other public space. And if you’re still smoking, isn’t saving the environment a compelling enough reason to finally quit? Also, if that stretch of roadway you drive on every day is a haven for litter, offer to clean it up and keep it clean. Many cities and towns welcome â€Å"Adopt-A-Mile† sponsors for particularly litter-prone streets and highways. As an added bonus, your employer might even want to get in on the act by paying you for your volunteer time. Edited by Frederic Beaudry