Malcolm X Essay Example | Topics and Well Written Essays - 1250 words - 3

Malcolm X - Essay Example Malcolm X’s growing up years led to his new way of resolving the difficulties of growing up in an unfair world. With the murder of his father at the young tender age of 6, Malcolm X realized the unfairness of the world (Goldman 162). Malcolm X believed his grandmother was raped by a White person (Goldman 27).His growing up as a criminal charged for larceny and other law violations indicated life was an uphill struggle to survive. To survived, Malcolm X had to do whatever is possible to survive in a crime-laden community. Malcolm X offers a unique way of finally resolving the racial issue. Malcolm X felt that one of America’s main problems is the African American people, including the continued discrimination of the African Americans (Goldman 9). Instead of trying to be equals in our American society with the Caucasians, Malcolm X highly recommended separation. Malcolm X recommended African Americans should live in a society filled only with African Americans. In the same manner, Malcolm X insisted the White Americans should live within a community that excludes African Americans. This concept shows that African Americans can truly live in equality if they exclude the White Americans from African American community. Going further, Malcolm X even recommended that all African Americans should return to their own home country, Africa. In Africa, the majority of the citizens belong to the African race. Thus, the small number of Caucasians living within the African communities cannot oppress or dis criminate against the more numerous people of African race. Malcolm X espoused the African Americans have the right to protect themselves against threats to their lives and property (Goldman 4). Such espousing included protecting themselves against Caucasian (White people) threats. Such powerful concepts prove that people should to succumb to the pressures of society, especially pressures bordering on harassment and unlawful

The Importance Of IHRM Management Essay

The Importance Of IHRM Management Essay Introduction Increasingly, companies are being wooed to expand into foreign lands and globalisation; a word so commonly hear nowadays till it seems to be a facet of modern business model. Some underlying reasons for companies to go global are technologies advancement, cost efficiency and trade specialisation. The above mentioned are just the tip of an iceberg as there are much more incentives which attract companies to globalize. However, as organisations reach outward for the market, many failed to recognise the importance of international human resource management (IHRM). Those organisations which hold little regard or no importance for IHRM often suffered setbacks and chain effect consequences. According to Stening et al (1997), while internationalisation of business has increased opportunities for organisations and staff, it has inevitability created a myriad of Human resource management (HRM) challenges related to multicultural workforce that is diverse. More then often, these challenges prove to be much complex and subtle in nature. In this essay, we will first look into the disparity between domestic and international HRM, the factors and elements that impetus the importance of IHRM and the knowledge and skill that are so relevant, yet scarce in our modern organisations structure. On top of that, we will be looking into the areas of problems and challenges that HR managers and the expatriates constantly faced. Disparity between Domestic and International HRM (IHRM) Many organisations often have a misconception when it comes to IHRM. They often think that they could simply applied domestic HRM policies overseas and attaining the same desire result back home. As a matter of fact, there is a vast difference between domestic HRM and IHRM, where the latter being much more complex and challenging. According to Stone(2008), domestic HRM is being defined as: HRM as practised within the geographical boundaries of one country. Its focus is the management of people in a single-country context While International HRM is being defined as: HRM as practised by multinational organisations. Its focus is the management of people in a multi-country context From Stones definitions, we can roughly tell the difference between domestic HRM and IHRM. Where domestic HRM is only practical in a single-country context, IHRM is applicable globally. Conceptualisation of International HRM policies Deriving from the basic of Human Resource Management (HRM), International HRM can be view as add on to the already existing HRM policies. Stone(2008), posed some valid questions with regard to developing international HRM policies. Some examples were: what kind of organisation are we looking at? Are we looking at a home country organisation, a multinational organisation or a truly global organisation? What are the organisations mission and vision? What is the organisation core business and how can the organisation be successful? And lastly, what type of culture is desired in the organisation. By answering Stone questions, HR managers can then conceptualise the basic foundation of the organisation, so as to set and streamline their HR policies to the organisation objectives. With that, we will be able to ensure that the organisation and their people are moving in the same direction. Challenges faced by International HRM Practising HRM in a different environment, culture and ethics background is sure challenging. Nevertheless, if IHRM is being executed appropriately, the reward reaped will contribute to the organisations growth indirectly. Some typical challenges that the HR managers faced are cross-cultural issues; training and development, remuneration package, performance appraisal and international staffing process. To fulfil these challenges, it is imperative that the HR managers are sensitive to the people and adaptable to the environment while their organisation establishes foothold globally. Cross-cultural issues Cross-cultural issues can turn disastrous if the HR managers are ignorant or refuse to spend efforts to understand the situations. Often so, this is the starting point where most misunderstanding and problems spawn. We will examine the few aspect of cross-cultural issues namely: communications, ethics and management style. Cross-cultural communications According to Stone(2008), cross-cultural communications occur when a person from one culture communicates with a person from another culture. Simple gestures, facial expressions and words can turn out to be very different in meaning, depending on the individual culture and priority they have for what and how things are being said or written. Stone went on further to break cross-cultural communications into two parts, high-context cultures and low-context cultures. Quoting from Stone(2008), high-context cultures can be defined as: Cultures where non-verbal communications (such as body language and gestures) and indirect language are use to transfer meaning And low-context cultures are being defined as: Cultures where verbal communications are explicit and direct. What is said is what is meant. High-context cultures can be commonly found in Asia countries where great importance is being placed in personal relationship like family relationship and friendships. It is crucial for HR managers to interpret the true meaning of what is being said over what the other party actually mean. Failure to do so will lead to unnecessary misunderstanding and confusion. Low-context cultures on the other hand are straight forward and simple. This culture is most prevalence in the western country where YES mean yes and NO simply mean no. HR managers should not beat around the bush when handling such situations. A direct and concise approach will lead to the progression of the matters on hand. Ethics Ethics can be explained as the ability to differentiate between right and wrong. It is a moral value instilled in one since young, and changes constantly due to environmental, religion influences and education level. What may seem right to you may be a big taboo to the others. As there are many grey areas where ethics is concern, extra sensitivity should always be bear in mind. This is especially so in situations where organisation do business in places where bribery and corruption are the key to business success or should organisation exploits the workers to their advantage when there is no worker union remains unanswered. HR managers should always refer back to the organisation values and direction so as to align their own judgment and ethics to the best of the organisation. Management style Management style can be greatly influence by the culture and the organisation structure. For example in Singapore Arm Forces (SAF), a military organisation; the management style has to be a top-down approach. When the commander has given a specific instruction, the rest will follow with no question asked and this management style is extremely critical especially during war time. Interestingly, this top-down approach or autocratic style is very common in Asia, mainly due to the respect and trust a subordinate has for their superiors, a clear display of cultural influence. Another management style which is a contrast to the top-down approach is the paternalistic style. This particular management style allows subordinates and their superiors to be on equal ground, allowing decision making to be distributed equally. This kind of management thrives in sectors where collative ideas are imperative to the success of the organisation. A good example will be the engineering or research sectors where there might be chances of a better idea coming from the subordinates instead. This kind of management style is widely practice in the western countries like United States, where children are taught to ask questions whenever they dont understand. Whichever management style to be apply will have to depend on the host country and their cultural background as well as the organisation core business. HR managers will have to be open minded and flexible as there is no one medicine that cure all illness. Training and development Training and development in foreign country can be a tricky issue. According to Stone(2008), diversity of the workforce, language and cultural differences will influence how the training and development program be structured. A very good example will be the language of the program to be conducted, should English or the host-country language be used? Are there any taboo topics which should be avoided? Which type of leaning style will attain the most desired result, instructional or facilitative style? These are the few areas of concerns that HR managers will tend to encounter frequently. As a general rule of thumb, new and innovative training and development can be good, but at the same time it should not deviate too much from the cultural norms. So as to ensure that the best end result can be achieve while not creating confusion and difficulties for the participants. Remuneration package National culture is an important consideration in strategic remuneration (Stone, 2008) Remuneration package will varies in different part of the world, depending heavily on the cultural environment of the host country. In places where seniority is valued, the remuneration style will be based on the rank and the number of years in service to the companies. Such remuneration style is prevalent in Asia countries and in organisation that adopt the hierarchy concept. A stark difference to this will be the meritocracy concept of remuneration package, where remuneration will be based on the individual achievement and contribution to the organisation. This style of remuneration is widely practice in the western country and in organisation where achievement and contribution can be quantified. Adopting the right remuneration package will not only spur employees to give their best but more importantly, it can retain the talents and boost the organisations reputation. Performance Appraisal Conventionally, performance appraisal was considered as a knotty problem in the HR function and internationalisation of organisation simply complicate this function further. Different cultures will have different appreciation for performance and it is virtually impossible to set a standard for performance. For example, to get a good performance appraisal in China, one will need to have good personal relationship with their superiors. (Lu et al, 1998) Knowing strong and influential people will also ensure a smooth work life. But this might not be the case in organisation where good performance simply mean high sales figure or other factors which can be quantified. Performance appraisal for expatriate is much more elaborated. The scarcity of resources available( eg. Poor infrastructure and communication) and the expatriate soft skill( eg. Adaptability and resourcefulness) must also be taken into account when doing their performance appraisal so as to establish a system of fairness to the expatriate. A reliable method to ensure that a professional and unbiased performance appraisal is being carried out is to have a set of guiding questions. These questions will act as a guide as to how a performance appraisal should be done. Stone(2008), listed a few questions which is fundamental to performance appraisal. Questions akin to definition of performance; what is the performance criteria; will the same criteria be use across all level of in the organisation and will the performance appraisal be assessed on a group or individual basis. International staffing process International staffing can also be term as international recruitment process. Organisations typically have three options of candidates namely the home country nationals, host country nationals and third country nationals. The home country nationals are the natural choice when it comes to international staffing as they are much well versed in the organisation goals, objectives and culture. Expatriate are constantly employed in global organisations. But what are the problems faced when employing expatriate? We can broadly classify the problems into expatriate selection and expatriate failure. Expatriate selection process Expatriate selection can be very complex in nature. Expatriate are constantly being expose to a spectrum of social and personal problems examples language barrier, culture differences and physical environment. If these are unanswered, it will ultimately lead to the failure of the expatriate. Organisation often perceive that a high flyer back home will do equally well in a foreign country, therefore emphasis is always on the expatriates work experience and capability rather than focusing on the expatriate ability to blend into the new environment. Stone (2008) did a survey from different HR managers all over the world. Stones survey was to determine the essential selection criteria on expatriate. Stones study revealed that different countries HR managers have different emphasis on the selection criteria, Stone went on further to suggested that this may be due to the different cultural values which the HR managers held. Stone concluded a list of desired selection criteria for expatriate and here are some of the criteria: effective communication; listening skill; stress tolerance; empathy; flexibility in dealing with foreign cultures; political skill and previous international experience. Expatriate failure Expatriate often fail due to their partner and their inability to adapt. (Stone, 2008) Adaptability seems to be the determinant factor for expatriate to make or break. Other factors include sub-standard performance, poor healthcare, safety implication and unattractive remuneration. (Insch et al, 2002) Such situations can be reduced if organisations have some pre-departure programs for their expatriates and families. Programs like cross cultural orientation where expatriate will gain knowledge of the cultural aspect of the host country so as to avoid cultural shock. Allowing the expatriates and their families to stay in the host country for about a month will enable the expatriates to adapt to the physical environment and slowly immense themselves into the countrys culture. To add on, providing a factual job scope and environment description to the expatriates will have them prepared mentally. All these will give the expatriates an expectation of the host country and avoid any unnecessary shock. Conclusion With the increasing of globalisation, international human resource management (IHRM) plays an important role in achieving the organisations goals. Organisations which recognise the importance of IHRM will definitely benefit than those who do not. They will be more ready to move their operations into another country and effectively manage their employees to achieve smooth operations of the organisations. As a HR manager, one has to be very sensitive and flexible to the cultural aspects. Besides that, having a good knowledge and positive attitude towards the host country will make the HR managers job less tedious. Organisations which rely heavily on expatriate must know the expatriate selection criteria well so as to send the best candidate out and reduce the chances of an expatriate failure. Comprehensive expatriate program must also be implemented in order to assist and prepare the expatriates for their long and scabrous journey. By preparing the expatriates adequately in terms of both physically and mentally will ensure that a pleasant job experience for the expatriate while maximising the expatriate capability and contributions to the organisation.

Patent System :: Texas Law Review, John M. Golden

Can innovators in our society prosper with our current unruly system? One cannot simply eradicate our current patent system and have freeloaders use ideas without compensating the original person who held the idea. One also cannot enforced a strong law against patent infringers because it dissolves any person or entity moral in producing new innovation. John M. Golden (2010) in his article in Texas Law Review suggests the antidiscrimination approach to limit favoring one party over another in regards to patent remedies. He suggests to limiting the term of patent's enforceability. This doesn't necessary give anyone the opportunity to take advantage of pre-existing patents but to tone done the enforcement from patent trollers or from major corporations against small businesses or inventors. Golden (2010) also suggests that the government agency, PTO, should be given more major power over what constitutes as patentable and providing private parties to challenge the validity of new paten ts to the PTO. However, one could argue with the current PTO having difficulties reviewing and validating infringments, giving them more power will not be beneficial because the agency receives thousands of patent suits in a year (Golden, 2010). The name behind this concept is called "devolution", which according to Golden, "places discretion in the hands of private parties and government" when dealing with cases (Golden, 2010). In resolving limitations of patent holders, Golden (2010) briefly mentions that patents should be novel and nonobvious in regards to pointing out the distinct subject matter to the patent product or service among other previous patents. Golden (2010) also wants to restrict remedies for patent infringement by not giving patent holders the right to damages but instead leave the relief to the courts to decide the amount of loss. Michelle Armond (2003) of the California Law Review proposes that the courts recognize the "affirmative defense of independent invention" to preliminary injunction litigations. The idea is to focus on the defendants rather than the plantiffs, the patent holder, conduct by analyzing the infringing companies honest research and development procedures (Armond, 2003). This provides small businesses an opportunity to protect themselves against patent trolls or threatening patent holders. Armond also support that the idea that patent infringement cases should settle remedies after the case and that the courts should accurately analyze the claims brought by the patent holder on whether permanent injunction should be appriopriate (Armond, 2003). In addition, Armond (2003) suggests that the courts should reach a conclusion before any remedy is given to the patent holder.

International Business Chapter Nine

1) I think Arcelik’s prospects to be better in emerging markets & developing economies than in advanced economies. Emerging markets & developing economies are attractive to Arcelik because they represent promising export markets for products and services. They are ideal bases for locating manufacturing activities because of low labor costs. Emerging markets are popular destinations for global sourcing-procurement of products and services from foreign locations. The growing middle class in these countries implies substantial demand for a variety of consumer products. Arcelik should adapt the strategies and tactics to suit unique conditions. Firm can reap benefits from such markets by partnering with family conglomerates 2) Types of risks & challenges Arcelik is likely to face in doing business in emerging markets: Political Instability: The absence of reliable or consistent governance from recognized government authorities adds to business costs, increases risks, and reduces manager’s ability to forecast business conditions. Weak Intellectual Property Protection: In many Emerging markets, laws that safeguard intellectual property rights may not been forced, or the judicial process may be painfully slow. Partner availability and Qualifications: Arcelik needs to seek alliances with local companies in countries characterized by inadequate legal and political frameworks. Through local partners, foreign firms can access local market knowledge, establish supplier and distributor networks and develop key government contacts. Special considerations must be taken into account to estimate the true demand in emerging markets. Managers can follow one of three approaches to more realistically assess emerging market potential. They can rely upon per-capita income, considered the size and growth rate of the middle class, and build a more comprehensive set of indicators such as the emerging market potential index. 3) Arcelik can display good corporate social responsibility by engaging in activities that facilitate economic development in emerging market and developing economies. It can serve low income countries with inexpensive, specifically- designed products. To lead in global household appliances, management needs to improve operational efficiency to levels that match or exceed major competitors and increase investment in high growth markets

Comprehensive and Continuous Evaluation Pattern Essay

It is ironic that Kapil Sibal declared at 125th Birth Anniversary celebrations of great Mathematician Srinivasa Ramanujan that exam-centric education system would have to go. One wonders what Ramanujan himself would say – â€Å"Mr. Minister, even I am a product of exam centric education system†? Kapil Sibal says he would like to replace the current system with a child-centric one. Now that is a very interesting term. So how does the minister define the term? Expressing his determination to do away with rote learning and the â€Å"archaic† examination-oriented system, he said: â€Å"We are endeavouring to reform this with emphasis on skill development and unlocking the creative talent within the child. † The Ministry’s decision to do away with examinations at the end of the year, replacing them with a Comprehensive and Continuous Evaluation (CCE) system in a bid to de-stress children, was a step in that direction. [Link] Comprehensive and Continuous Evaluation has its benefits. It has to be, however, said that CCE will not de-stress the children all by itself. Students are under stress due to the range of competition. Imagine a candidate appearing for IIT JEE during +2. He faces at least 7 lakh others across the country. Imagine what goes on in the family, forget the candidate! Every IIT graduate has a story to tell as to how many sacrifices the complete family makes for success at the exam! CCE has its benefits and can de-stress the students but in an autonomous organization with tight controls within the organization. For example, some engineering colleges at graduate level and almost all of them at post-graudate level use it to the maximum benefit of both students and professors. The system is a success at these places because of the autonomy. JNTU implemented CCE in engineering colleges affiliated to it. It had limited impact and yet, it couldn’t do away with the final exam. The final exam had to cover 80% of the total score. CCE makes sense when the number of institutions involved is less. Another important factor that influences the impact of CCE is the physical proximity of affiliated institutions. Otherwise fraud and cheating would happen as the case is with JNTU’s example. Understanding the issue JNTU faced several issues with implementing CCE is more than 100 colleges in AP affiliated to it at the time of introduction of the system. They started with 80% external evaluation in the form of final comprehensive exam and 20% internal evaluation across the semester via 5 exams conducted by the instructor. Due to lack of feedback mechanism between students and the governing body – JNTU, the system led to several problems. There were cases of cheating and fraud. JNTU wanted to solve this problem by making internal evaluation â€Å"not so internal† through online objective evaluation. For this, an internal evaluation question bank was created through suggestions from all its professors, assistant professors, associate professors across the affiliated institutes. The online evaluation software would throw random questions on the screen to be answered in stipulated amount of time. This system again failed at several institutions due to infrastructure issues but the major problem was again cheating and fraud. The issue is quite clear – large educational bodies with centralized governing body cannot use CCE effectively. Effective use of CCE can happen with decentralized model. JNTU understood this and divided colleges between JNTU Hyderabad, JNTU Kakinada and JNTU Ananthapur. The division was purely based on physical proximity of the institute to the governing body. This system still faces the issues that it had initially. It will continue to face them. Take another example. IITs. For evaluating graduate students, IITs dont have a common examination across all the IITs! Even BITS Pilani which has its campuses in Pilani, Dubai, Goa and Hyderabad doesnt use CCE across all four via a common evaluation body. Closed loop within each campus is used. In fact in all these institutes, swift justice in case of any fraud/cheating via committees within the institutes ensures better evaluation, without hindering the process of education. The key phrase – â€Å"checks and balances†. One then wonders why such a tight loop cannot be framed within the schools or a set of schools within close physical proximity! What is happening now? In our current system of school education, we have CBSE at national level and as competing bodies we have State Education Boards. Schools are allowed to choose one of the bodies. The chosen body not just dictates syllabi but also evaluates students in a final examination with a common exam held on a common date at all affiliated schools. So by design CCE is missing. Private schools, so far bridged this gap by having internal evaluation which does not affect scoring at final exam but will only help students to be ready for the final evaluation. Government schools on the other hand, have been busy serving meals at noon to children rather than conducting classes regularly. All government education bodies across India have a common goal – syllabus. Core of the problem lies in this – skill development has never been the area of interest of these bodies. Skill development was and still is the school’s responsibility to compete with other schools. Students who make it top notch institutes across India via JEE, AIEEE, BITSAT etc. , generally have a set of skills in some area or the other. But it has to be understood that they do not make it there due to those skills. They acquire those skills at school, due to their own enthusiasm and sometimes due to the school’s stress on extra-curricular and co-curricular activities. Fortunately or unfortunately, skill development is not due to the governing body. Some exceptions do exist in places like Kerala though! In terms of the system of education, both geography and demography have a huge role to play. Before CCE Implementation†¦. Sibal’s megalomania and grandiose plans lack substance just because of one of his very fundamental assertion – centralization. For a country of the size of India, with such a large population, centralization of education is a disaster to start with. Decentralizing and allowing that little freedom to schools would be a very important step. Such a decentralization process must be addressed before CCE can be implemented. If we are supposed to get anything useful from implementation of CCE, what Governments at class X, +1, +2 level in Government Schools needs to Allow more freedom to schools to collaborate and spool resources – they are already in severe resource crunch. Leaving out examinations completely would be a recipe for disaster. As it is, drop out rates in Class X, +1, +2 across states like AP is too high. Any hasty introduction of CCE without first correcting some fundamental flaws in organizing schools would only bring about faster drop out rates at these levels. CCE is already available in an abstract way in private schools. Several aided and government schools tried to emulate it to see marginal success. But the issue remains. CCE it self will not reduce stress on students. In conclusion, CCE would make sense only with a proper mechanism to address drop-out rates at class X, +1, +2 levels across government schools in India. Acts proposed by Sibal like RTE only make it worse as they attack Private schools which have a decent CCE model already in place. Bottom line – leave private institutions alone. If possible allow them a % share of total evaluation points/score. Don’t scrap examinations, even if you introduce grading. Meanwhile, ensure Government and Aided school improve standards w. r. t infrastructure and faculty. Form conglomerates of schools within a certain radius and allow them to frame, organize and evaluate their students through proper resource spooling.